Some types of claim can result in significant awards of compensation, which have the potential to jeopardise the future of your business. Advice and support from a professional with expertise in dealing with Tribunal claims can drastically reduce the potential damages you are required to pay.
At Else Solicitors, our employment law specialists can advise you on how best to deal with claims and deal with the process on your behalf from start to finish. Our team has experience in dealing with claims from straightforward claims in the Employment Tribunal through to appeals in the Employment Appeal Tribunal and Court of Appeal.
Through our experience of tribunals we can advise you about the risks and likely outcome of a Tribunal, including the potential compensation payout and a tactical consideration of how best to defend the claim.
Most unfair or constructive dismissal claims fall into one of three categories: an employee saying they were dismissed for an unfair reason; an employee saying that the correct procedure was not followed; or an employee saying they were dismissed for a reason which is automatically unfair under UK employment law – such as requests for maternity leave, a dismissal connected with trade union issues or a reason connected with an employee exercising their statutory rights.
We can provide prompt legal advice and representation if you face an accusation of unfair or constructive dismissal to act fast to limit the disruption to your business and any damages as far as possible.
Workplace discrimination can be either:
- Direct – am employee being treated less favourably than others on the grounds of race, age, gender, sexual orientation, disability, maternity or pregnancy.
- Indirect – Where a specific set of circumstances, introduced by the employer, has an adverse effect on one group compared to others.
- Harassment – Defined as unwanted conduct that violates a person’s dignity or creates an atmosphere that is hostile, intimidating, humiliating, degrading or offensive.
Claims can be brought against the company and against the individual accused of undertaking the discriminatory conduct.
If a discrimination case is proved, there can be no ceiling to the potential compensation a Judge can award. Robust anti-discrimination policies, followed consistently, are the best prevention measure available. Else Solicitors can advise you on how to proactively prevent discrimination claims and represent you in any proceedings brought against you or your company.