Our Employment Tribunal solicitors operate using the 'no win no fee'* scheme which means that they do not get paid unless they win your case and there is an award of damages in your favour. Our solicitors have a vested interest in winning your claim and as such will leave no stone unturned in the quest to succeed in proving liability against the employer. Some applicants to an Employment Tribunal represent themselves or may be represented by a lay person, often a representative from the Citizens Advice Bureau or a specially trained trade's union lay advocate. In all cases an employee who is not legally represented by an experienced Employment Tribunal solicitor is under a disadvantage particularly in cases involving racial or sexual discrimination, victimisation or harassment where the amount of the financial award can be unlimited. Employees should remember that almost all employers who defend actions are legally represented often by expert employment barristers.
Employment law is complex and extremely fast moving which, whilst being controlled by a number of regulations and statutes, is subject to change on a frequent basis as a result of the interpretation put on the legislation by case law usually emanating from the Employment Appeal Tribunal (EAT). Our specialist Employment Tribunal solicitors constantly monitor the latest legal decisions to ensure that they are in the best position to assist you in giving accurate advice and in making a sustainable claim to the Employment Tribunal.
Our Employment Tribunal solicitors have specialist knowledge of the following employment statutes :-
Termination of employment must be fair and reasonable and except in cases of very offensive behaviour, warnings must be issued to the offender. The five permitted reasons for dismissal are unacceptable conduct, inability to do the work, redundancy, illegality or some other substantial reason.
This type of termination of employment due to breach of the contract of employment by the employer which is unacceptable to the employee and effectively forces the employee to resign.
Occurs if the business closes down, or if there is reduced need for workers of the employee's type. An employee with more than two years service is entitled to compensation.
The Race Discrimination Act protects employees who are discriminated against on the grounds of race, colour, nationality, ethnic and national origin and some religious groups.
The Sex Discrimination Act 1975 protects employees against sexual discrimination, sexual harassment and victimisation.
Whatever the outcome of the initial hearing it is possible for a UK lawyer to appeal the decision of the Employment Tribunal (ET) to the Employment Appeal Tribunal (EAT) but only if the law has been incorrectly interpreted or incorrectly applied alternatively if the decision of the Employment Tribunal is one which no reasonable tribunal could possibly have reached. It is possible for the Employment Appeal Tribunal to admit further evidence if that additional evidence was not available at the time the matter was first heard. It is essential that any business is represented at the Employment Appeal Tribunal by an experienced employment law solicitor