Employment Tribunal Claims
If a present or former employee is bringing action against you in the Employment Tribunal, this can be both costly and demoralising for your business.

You will need clear and sensible advice as to how to respond, LHP Law will advise you on a suitable strategy to deal with the claim. We will discuss the relevant law with you and, in some cases, the possibility of a settlement.

If you have received a claim form, you will have just 28 days in which to respond. If you do not respond to a claim form, the Employment Tribunal will make a judgment in favour of your former employee without giving you the opportunity to state your case.

If you have received a claim form, we recommend that you contact one of our solicitors as soon as possible. We shall then take your detailed instructions and complete the response form on your behalf.

Employers need to ensure that legislation is adhered to in the work place. In addition, we prepare staff contracts of employment, directors’ service contracts and staff handbooks.

In October 2001, new legislation was introduced whereby if employers failed to comply with their grievance and disciplinary procedures in relation to their employees, then it would be at serious risk of unfair dismissal claims.

The advantages of written contracts are obvious. The parties know where they stand, and know what their obligations and duties are. In a well run business this is key. The disadvantages of not reducing agreements to writing may not be so obvious. The absence of an agreement in writing creates difficulties when a dispute arises and the general law applies, which lacks focus for those at the centre of a dispute. Managerial backup and support becomes more difficult problems and the opportunity to share goals and objectives is lost.