If you face a disciplinary, you need to know your rights, including a right to a fair hearing and to respond to allegations. If your employer breaches your rights, the consequences are serious.
You also have a right to raise a grievance to resolve issues at work, which can be a stressful and complex process.
We guide you through the process and help you present your best case, whether in response to allegations or to resolve a grievance.
We help you assert your rights and fight your corner. We advise on options,
including bringing Employment Tribunal claims or seeking maximum compensation from your employer.
All of our highly experienced Employment Law solicitors are Legal 500 recommended leaders in their field, who provide jargon-free, commercial legal advice. We speak to you in plain English and provide specialist, practical and pro-active solutions for you.
We take the time to understand you and the challenges you face, enabling us to provide bespoke advice which is tailored to you.
“I thought Julie’s advocacy at the remote Employment Tribunal hearing was excellent, as was her clear advice on the process throughout. She championed our case professionally and achieved a successful outcome, whilst maintaining a commercial approach.”
Hospitality sector client, following our successful defence of a claim of unfair dismissal
There are particular procedures that your employer must follow. In brief, your employer should investigate and you should be given clear notice of the relevant allegations against you, in writing. Next, you should be invited to a hearing to discuss the evidence, call any witnesses and set out your side of the story. The outcome of the hearing should then be communicated to you in writing.
A right of appeal is good practice and should always be offered to you. If it is not, and you have worked for your employer for more than 2 years, you can use the lack of an appeal to challenge the fairness of the process at an Employment Tribunal.
The short answer is yes; if you have been warned that such a sanction is being considered and is reasonable in the circumstances of the case, a demotion can be implemented by your employer.
If you have concerns at work that have not been resolved informally (such as by talking to your line manager), you should set out your concerns in writing for your employer. A hearing should then be held, to allow a full discussion of your concerns. The decision regarding whether to uphold the grievance or not should be communicated to you in writing, with any necessary action detailed. Both you and your employer should ensure that you are following your organisation’s grievance procedure.
This is the result of a formal procedure, which is implemented if your employer has concerns regarding your performance at work. It should detail training and support to be offered to you, to allow you to improve your performance to the required standard, over an agreed period of time.
We are vastly experienced, Legal-500 recommended Employment Tribunal experts who live and breathe Employment Law.
We have successfully defended countless Employment Tribunal claims, from tackling issues like unfair dismissal and discrimination to diving into the minutiae of holiday pay and wage disputes – there is no Employment Law challenge we haven’t met head on.
Your business is unique, as are the challenges it faces. That’s why our approach is always as unique as your business itself. We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs.
When you’re facing an Employment Tribunal claim, you need someone in your corner who knows you and your case inside and out. We don’t pass the torch to a third-party advocate. As seasoned Tribunal advocates, we stand by your side from the moment the claim lands on your desk to its triumphant resolution, representing you in all preliminary and final hearings along the way.
The road to success isn’t a one-way street, and we’re here to keep your options open. We’re masters of alternative dispute resolution methods, such as mediation and negotiation, which are the keys to sidestepping the time, money, and stress typically associated with the Employment Tribunal process. Before we embark on the tribunal journey, we’ll explore every available avenue for resolving your challenges. Our goal? A victory that fits your unique needs, whatever form it may take.