Lawyers, Solicitors, Attorneys

If an employee has felt their employer has shown a complete disregard for their employment rights and has failed to resolve the matter during the employer’s grievance or disciplinary process, then the next form of action is an employment law tribunal.

An Employment Tribunal will only decide on cases where there has been a complete disregard for employment law. Employees can make an employment tribunal claim over a wide variety of issues which can include:

* Breach of contract.
* Redundancy pay, equal pay or unauthorised deductions of wages.
* Unfair dismissal.
* Discrimination in the case of race, sex, religious belief, sexual orientation, age or disability.
* Working hours.

Ways in which both parties can prevent an employment tribunal:
Employment tribunals should be regarded as one of the last resorts and should only be considered if talks between the employee and the company have broken down or if there is no outcome after the employers disciplinary or grievance process.

The employer
As an employer, you should be well aware of the key areas of employment law as well as keeping up to date with any planned changes in legalisation. This may seem time-consuming but it’s necessary, not to mention far cheaper then potentially ending up in front of a tribunal.

Employer
An employer should first and foremost never disregard employments rights and should make themselves well aware of the key areas of employment law as well as looking out for any planned changes in legalisation. Although this can seem like a time consuming process, the benefit can be far cheaper then potentially being in front of a tribunal.

Employment tribunal representation
While you don’t need a substantial amount of law knowledge to make a claim, many have found it useful to gain legal advice from an employment law solicitor who can represent your case on your behalf. Their specialist knowledge in employment law, as well as a range of methods and processes will give you a better chance of winning your claim.