Unlike the County Courts or High Court there are no costs for issuing a claim at the Employment Tribunal.

If the tribunal finds that the employee was unfairly dismissed, in can order compensation, reinstatement or re-engagement.

A compensation award will compromise a basic award and a compensatory award. The basic award is calculated in the same way as a statutory redundancy payment. The compensatory award is to compensate the employee for past and future financial losses arising as a result of the dismissal. An employee is under a duty to mitigate their losses. The maximum compensatory award from 6 April 2022 is £93,878 or 52-weeks gross pay, whichever is the lower.

All employees with at least two year’s continuous service are entitled to written reasons for their dismissal on request.

The statutory minimum notice to be given by an employee who has been continuously employed for one month or more to terminate his or her contract is not less than one week.

Where the employee has been employed for one month but less than two years, the statutory minimum to be provided by the employer is one week’s notice. After two years’ service this rises to one week for each year of continuous service, although a maximum of 12 weeks’ notice applies where the employee has been employed for 12 years or more.

Yes. Your statutory right is for either a Trade Union Representative or workplace colleague.

The person appointed to deal with a grievance should be objective and should not have been involved in the issues giving rise to the employee’s complaint.

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For help and advice, talk to a member of our team. They can advise on the best options in your matter.

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