Employment law
Make a claim to an employment tribunal
What are your chances of winning At the tribunal?
The Advisory, Conciliation and Arbitration Service, also known as ACAS, settles 20% of all cases. The Employment Tribunal determines 14% of all claims. In 2013-14, the claimant won half of them and the responder won the other half. 8% of people have their claims 'struck out'
What is the three-month rule for employment tribunals?
The standard three month time restriction for filing a tribunal claim for discrimination claims unjust dismissal or constructive dismissal is three months less one day from the end of your employment (which is usually the final date act your complaining about.
Do I need a solicitor for an employment tribunal?
No, you do not need to have a solicitor represent you in an employment tribunal. More and more people are able to represent themselves effectively. Employment tribunals are intended to be open to everyone, including those without formal legal training.
do employment tribunals favour employers?
The Employment Tribunal panel operates independently. The process is structured to ensure fairness and impartiality, enabling a just decision based on the evidence provided. However, securing a successful outcome can be challenging and costly. This is why the expertise of specialist employment lawyers such me is essential.
FAQS
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A formal grievance letter is a written complaint that an employee sends to their employer about a workplace issue. It is considered the first step in the formal grievance process1. This letter provides a clear and official record of your concerns, which is crucial for addressing serious workplace issues
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Viv is an employment law specialist who has more than fourteen years of experience in the legal field, many of which include more than 10 years of managing difficult issues before the Employment Tribunal.
Skilled in the art of negotiating settlements and offering clear and strategic advice on issues pertaining to redundancy, discrimination, whistleblowing, and unlawful deduction of pay. -
We offer individualised support in 60-minute sessions. For grievances, we can help with:
• Drafting your formal grievance letter, ensuring a clear statement of your complaint with legal analysis.
• Structuring your narrative to emphasise key assertions and facts/
• Documenting past attempts to resolve the issue informally/
• Identifying and incorporating supporting evidence and details of relevant staff members/
• Explaining what happens after submission, including the employer's investigation, written decision, and right to appeal.
• Providing strategic and tactical advice for potential next steps, such as preparing for an Employment Tribunal claim.
• Offering moral support throughout the challenging process [Previous webpage 1, Previous webpage 2].
For defending an Employment Tribunal claim, especially for employers who have received an ET1, we can provide expert help with:
• Drafting your Grounds of Resistance (ET3), which is the foundation of your defence, professionally drafted with legal analysis.
• Assistance with applying for an extension of time to submit your ET3.
• Strategic and tactical advice on how to handle incoming letters/documents and develop case strategy for potential next steps.
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The process of navigating the complexity of employment law may be a difficult affair, regardless of whether you are an individual looking for justice or a business defending its position. Our comprehensive range of Employment Law Claim services is designed to provide experienced legal solutions and unflinching support during every stage of your employment dispute. At Law Tutor, we offer this suite of services geared to meet your needs. In the workplace, we are committed to ensuring that justice and equality are not compromised.
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They Ask, You Answer" is our business philosophy that focuses on becoming the best teacher in your field by obsessively identifying and honestly answering every question your customers (or clients) might have. It involves being transparent and providing value through information to earn trust.
Law Tutor London applies this by:
• Directly addressing the questions you, as a client, might have when facing employment issues, such as "How do I defend this effectively?" or "Who can I trust to help me navigate this complex process?"
• Explaining the complex legal process clearly and thoroughly, ensuring you leave sessions "enriched with a firm understanding and a clear plan".
• Anticipating potential concerns and providing answers proactively, just as "The Big 5" content (pricing, problems, comparisons, reviews, best in class) addresses key buyer questions. This approach helps build trust and confidence.
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"Ostrich Marketing" is a strategy where a business avoids addressing difficult or uncomfortable questions, hoping the problem will go away, much like an ostrich burying its head in the sand (a myth, but used as an analogy). In the digital age, this approach does not engender trust, and it does not lead to favourable outcomes such as a phone call, store visit, or online purchase.
In the context of employment law, avoiding or delaying a response to a grievance or an Employment Tribunal claim is not an option. Law Tutor emphasizes being proactive and informed, tackling critical documents like the ET3 head-on, and being honest and transparent in your defence, which builds trust with the tribunal. Just as companies gain millions in sales by addressing common questions about costs and problems, avoiding these issues in legal disputes can be detrimental.
Have Questions?
Please could you arrange a convenient time for a call back at your earliest opportunity? We am keen to discuss the matter further and would appreciate the opportunity to speak directly, understand the issue of the dispute and advise on next steps. Kindly confirm a suitable time for this, or let me know if there is a preferred contact number. Thank you.