EMPLOYMENT SOLICITOR - TRIBUNAL COMPENSATION CLAIMS
SOLICITORS HELPLINE 0345 515 0657
If you need information and advice on your rights as an employee, this website can help you. You can view guidelines which outline whether or not your rights have been violated. If you feel that you have been treated badly you can to talk it over with a qualified employment solicitor who specialises in work related dispute resolution. You can discuss your options and potential actions to protect your legal rights at no cost and with no obligation. Our employment solicitors operate the no win no fee scheme otherwise known as a conditional fee agreement. No legal charge is payable unless the legal case is won and the client obtains an award of compensation. In the event that the legal claim is lost there is no charge made to the client.
Specialist employment solicitors can give you advice on a wide range of legal rights issues which may be dealt with by an employment tribunal including :-
- unfair termination of employment
- being forced to hand in your notice due to others unreasonable behaviour
- prejudice due to race
- prejudice due to gender
- inappropriate, aggressive or malicious behaviour due to racial differences
- inappropriate, aggressive or malicious behaviour relating to gender
- prejudice due to physical or mental disabilities
- bullying in the workplace
- redundancy and fake redundancy used as an excuse to unlawfully dismiss
- compromise agreements relating to agreed financial terms for termination
- age discrimination
- oppression and harassment due to race or sex
- prejudice relating to pregnancy
- rules governing hours of work
- prejudice due to differences in religion
- prejudice due to differences in sexual preference
If a claim for compensation cannot be settled by agreement then a no win no fee employment solicitor will make application for the issue to be determined in either the Civil Court or in an Employment Tribunal which is less formal that a court of law and has a more relaxed atmosphere with less stringent procedures. A tribunal has a chairman who is often legally qualified and two other lay members who are nominated from an employers association and from a trades union who contribute to the outcome of the case. There is right of appeal to the Employment Appeal Tribunal. Appeals are heard only in London, Edinburgh and Belfast and legal aid may be available to qualifying applicants.
Compensation & Reinstatement
An employment tribunal may order reinstatement of employment or may award damages or both. In some of the categories outlined above there is no upper limit to the amount of compensation that can be awarded. The tribunal does not however award legal costs to the winner which will be paid from the amount of any award. In the event that the claim is not successful then there will be no charge whatsoever made to the client and a no win no fee employment solicitor will simply write off any legal cost that may have been incurred. Our employment compensation claims are totally risk free.
There are numerous statutes that protect employees from unfair working practices. Legislation also regulates the number of hours that an employee can work and sets minimum levels of pay and also controls the work environment to ensure employees physical and mental safety. There are however still some employers who do not abide by these laws and regulations. Every employer is now obliged to follow set statutory procedures outlined in legislation for employment dispute resolution involving grievances arising from dismissals and disciplinary actions. Directives for filing a complaint at work are covered by legislation that initially came into force in 1994. The aggrieved employee must first put the complaint in writing and address it to the employer. They will give the employer 28 days to respond to the complaint before the employee can make a formal claim to an Employment Tribunal. It is very important that the procedure is followed step by step and that the legal requirements are satisfied if the employee hopes to succeed in claiming compensation.
It may affect the outcome of future legal action if an employee fails to make a complaint using the formal procedure as outlined above. An Employment Tribunal may reject a claim or may reduce an award if the original statutory grievance procedure was not properly followed. If the employer fails to follow the protocol there can be similar penalties applied in favour of the employee. Guidelines are offered by the Advisory Conciliation and Arbitration Service (ACAS) on these matters contained in the publication 'Code of Practice on Disciplinary and Grievance Procedures.'. For these reasons it is important that an employee who is in dispute with their employer takes qualified legal advice to ensure that their chances of a successful claim in the Employment Tribunal are not prejudiced by failure to follow the established statutory protocols.
The information on this website cannot be directly applied to your situation. It is intended to be a guideline and is not legal advice. You should consult a qualified employment solicitor on matters concerning your complaint. The information on this website should not be a used as a reason for delaying consultation with a professional adviser. The Employment Tribunal places very short time limits on submitting complaints. If you feel that you may have a claim you should consult a legal expert without delay before it is too late or your opportunity to claim compensation may be lost forever. Our specialist employment solicitors provide sound, qualified advice on all matters that are related to working practices in the United Kingdom and are also involved in employment dispute resolution. No win no fee claims are totally risk free and if you do not win your case, you do not pay any legal fees or expenses whatsoever. If you need initial advice at no cost and without further obligation just call the helpline or complete the contact form or email our solicitors offices.