If you have been treated badly at work by a present or former employer, instigating proceedings is a serious step.
If your business has been named as a respondent in a case, it can be a cause of worry for yourself and members of your team who may need to attend as witnesses.
Initially our employment tribunal representation team evaluates the merits of the case.
Our employment tribunal representation service also gives clients advice and support to navigate through the employment tribunal procedures.
Undeniably, responding to requests for information is time-consuming and challenging, and often responses need to be submitted to specific deadlines and at short notice.
If you fail to respond on time, there is a significant risk of loss of the right to make a claim or defend a matter.
Further, if you make the wrong response, it can have critical consequences for your case.
Managing a case can be a confusing minefield to the inexperienced and unwary.
Additionally, it can be a time-consuming distraction from your business or getting on with your life, with the time spent on the matter intensifying as the employment tribunal hearing date approaches.
We minimise risk, resolve conflicts quickly, and stand by you so you achieve outcomes that secure your reputation and future success.
Confidently protect your business with dedicated support, strategic advice, and clear communication every step of the way
We have used HR First for a few years now and find them efficient, helpful and easy to communicate with all our business needs.
HR First is an HR consultancy which provides a complete employment tribunal representation service.
The claim is managed by our experienced team of pragmatic experts. As a result, those involved can get on with life and have peace of mind.
Our team gives you the employment law advice you need when you need it.
In this way, you can understand the tribunal process and legal issues, which reduces worry.
From an informed stance, you can direct the way you want the case to be managed.
Our employment tribunal consultants have extensive experience providing advocacy services to employers and employees.
HR First reviews the merits of the case, including rights under the employment contract and statutory rights.
Our advocacy team is able to prepare the client fully for the hearing, including preparing bundles, witness statements and other relevant documentation.
HR First represents clients at the preliminary hearing and final hearing, offering expert advice through the whole process, including preparation for cross-examination.
We also recognise that progressing litigation can be a daunting and intimidating experience.
Knowing you have experts who are familiar with litigation and familiar with your case provides reassurance.
Options for settling a dispute by other means, which avoid litigation, are also explored. Our consultants are familiar with the various alternative options and will discuss these with you.
Employment tribunal claims are progressed by an employee or a group of employees who are the claimants.
The respondent could be the employer and/or individuals who participated in the discriminatory act.
Typical claims include contract breaches, unfair dismissal, discrimination, equal pay issues and whistleblowing.
Discrimination claims are made under the Equality Act 2010 where an employee has suffered discrimination on account of a protected characteristic.
Protected characteristics include age, disability, gender reassignment, marital status, religion and belief, pregnancy and maternity, race, sex, and sexual orientation.
Legislation also protects employees who have suffered as a result of reporting wrongdoing or whistleblowing.
For individuals it is normally advisable to try to resolve the dispute with your employer by utilising the employer's internal procedures first.
This means exercising any rights under any appeal or grievance procedure.
Only once these internal procedures have been exhausted should you consider instigating a claim.
There are strict time limitations for submitting a claim; as a guide, apply three months less five days from the day of the incident.
Prior to submitting a tribunal hearing claim, a certificate needs to be obtained, and time needs to be allowed for this to be obtained.
Reporting the employment dispute to the employer usually leads to an informal resolution between the employer and the employee.
If the employee is not satisfied, a claim form must be submitted to the tribunal in accordance with the strict relevant timescales.
The respondent's employer must submit a response within 28 days of notification of the claim to preserve their right to defend it.
Normally, the tribunal service will organise a preliminary hearing, which both parties must attend. A judge facilitates this process to prepare for the final hearing.
Both the claimant and respondent will present their evidence and arguments to an employment judge at a final hearing. This includes witness interviews.
Based on the evidence, the tribunal will make a judgement either orally at the end of the hearing or in writing later, which could result in compensation.
It is vital to collate evidence to support the claim, which can be referred to in the claim form.
Evidence could include witness statements, correspondence, photographs and videos.
As a claimant or respondent, individuals need extensive evidence to support their arguments for the best possible outcome, including potential compensation.
Yes, professional representation can make a big difference. Experts know how to manage deadlines, prepare documents, and present your case during the tribunal process.
This support reduces stress and increases your chances for the best possible outcome.
Your representative reviews your case, advises you on your rights, and helps you understand the process.
They handle paperwork, prepare you and any witnesses, and speak for you at the hearing. This service lets you focus on your life or business.
Yes, many disputes settle before a hearing.
Your representative can explore settlement agreements or other solutions to avoid a tribunal, saving you time and stress.
Running a business is challenging, managing people shouldn’t be. Whether you need fully outsourced HR or support for your in-house team, we’ll make HR simple, compliant, and stress-free. Let’s find the solution that fits your business.
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