EMPLOYMENT DISPUTE RESOLUTION

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. Our specialist solicitor 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. Our no win no fee claims are totally risk free and if we do not win your case, you do not pay any legal fees or expenses whatsoever. If you need free initial advice without further obligation just call us or complete the contact form.

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 lawyer who specializes in employment dispute resolution. You can discuss your options and potential actions on this issue to protect your legal rights at no cost and with no obligation.

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 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 claming 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.