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Employment Tribunal Representation

Employment Tribunals can be stressful, time-consuming and costly for both employee and employer. By instructing an employment tribunal barrister like Keith directly instead of going to an employment law solicitor you can save up to 50% on your legal costs.


Keith is an expert employment tribunal lawyer and barrister who offers employment law advice and employment tribunal representation whether you are an employee or employer.

Keith will take through step by step of the process of representing you at an employment tribunal from the completing of the documentation depending on whether you are the claimant or the respondent.

By instructing an employment tribunal barrister like Keith directly instead of going to a solicitor first you can save up to 50% on your legal bill. Keith will review any paperwork you have and then provide you with a fixed fee quote so you don’t have to worry about costs escalating.

You will then be able to make an informed decision by comparing Keith’s quote to what he believes he can achieve for you.

He has extensive experience of management practices and of resolving employer – employee disputes.

He offers employment tribunal representation for employers and employees in claims including those for:

  • Unfair Dismissal (including Redundancy)
  • Constructive Unfair Dismissal
  • Dismissal due to pregnancy
  • Wrongful dismissal – Breach of Contract
  • Workplace harassment
  • Victimisation
  • Workplace or other Discrimination (because of age, sex, race, sexual orientation, religion or disability)
  • Liability following transfer of undertakings (‘TUPE’ transfers)
  • Whistle-blowing claims
  • Health & Safety and Union-related dismissals
  • Unlawful deductions from Wages

Keith can provide employment tribunal representation throughout the UK from his offices in London, Leeds, Manchester, Birmingham and Bristol.

Call me on 0800 772 3589 or fill in the contact form.

Frequently Asked Questions

Can an employee appeal against the employer?

Nothing should stop an employee from making an appeal if he/she is not satisfied with the action taken by the employer. The appeal should be in writing, stating the employee’s grounds and reasons for the appeal. Employers should respond to the employee in writing, without unreasonable delay.  An employee also has a statutory right to be accompanied by a colleague or union representative.  A failure by an employer to resolve a grievance can, in certain circumstances, amount to constructive dismissal. If your employer has failed to resolve a grievance which is making your workplace intolerable for you, please contact me immediately and I will advise you of your options. If you think that your problems at work have not been resolved fairly or reasonably, please click here to contact me.

Discrimination

It’s illegal under the Equality Act 2010 to discriminate against a person because of their age, race, gender, sex, sexual orientation, religion or disability. If you’ve experienced discrimination at work because of any of these things and your employer hasn’t put it right, we can help you understand what you can do about it and act for you in negotiations or legal action.

Appeals and grievances

If you’re not happy with the action taken by your employer, you can appeal in writing. State clearly why you’re appealing. Your employer needs to reply in writing promptly. If you raise a grievance and your employer arranges a meeting to discuss it with you, you have the right to take a colleague or union member with you. Sometimes, if your employer doesn’t resolve your grievance properly and it’s making your workplace intolerable for you, it can lead to a situation of constructive dismissal, because it’s impossible for you to continue working there. This is not fair. You could be entitled to compensation if this is the case. We can give you clear advice on what to do if your employer hasn’t resolved a grievance or employment issue in a fair and reasonable way.

Can you appeal against disciplinary procedures?

Generally speaking (as it depends on an individual’s circumstances), an employee may appeal against such disciplinary procedures if he/she believes that:
  1. The decision was wrong.
  2. Unfair procedures were used.
  3. The punishment is too harsh.
  4. New evidence has come to light.
There are other unforeseen circumstances. An employee cannot make an Employment Tribunal claim against a warning, or disciplinary procedures reached, although an employee could claim  constructive dismissal if the conduct of his/her employer forces him/her to leave. There is also an alternative approach to this, which is to suggest mediation.

What are Disciplinary procedures?

Employers use disciplinary procedures to let employees know that their work or behaviour isn’t acceptable. This is a formal process that's supposed to be fair and clear to the employer and employee. But in practice, it doesn’t always work that way. You can usually appeal against a disciplinary if you think your employer has made a wrong decision, if you’ve found out new information or if your employer has treated you unfairly. That includes imposing a punishment that’s too severe or using the wrong procedure. If your employer effectively forces you to leave unfairly, you could claim for constructive dismissal at an Employment Tribunal. With warnings and disciplinaries, every case is different. Talk to our expert employment law team to understand clearly what your options are in your specific situation.

What are the various forms of discrimination?

Some kinds of discrimination are perfectly legal. For example, it is not illegal to discriminate against people who are overweight or who support a different football team to you. However oranges are not the only fruit. Discrimination on any of the following characteristics is illegal under the Equality Act 2010.
  • Age
  • Race
  • Gender / Sex / Sexual orientation.
  • Religion
  • Disability

Contact Us


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Professional Memberships


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Office Locations


Leeds

Chambers of Taryn Lee QC 
3 St. David’s Court
Leeds
LS11 5QA

Tel: 0113 467 8298
Fax: 0870 912 5323

Bristol

33 Colston Avenue
Bristol
BS1 4UA
United Kingdom

Tel: 0117 325 6376
Fax: 0870 912 5323

Birmingham

Suite 1,
The Colmore Building,
20 Colmore Circus,
Queensway, Birmingham
B4 6AT

Tel: 0121 726 1322
Fax: 0870 912 5323

Manchester

Suite 1
3 Piccadilly Place
Manchester
M1 3BN
United Kingdom

Tel: 0161 696 1142
Fax: 0870 912 5323

London

5 Chancery Lane
London
EC4A 1BL

Tel: 020 3958 4156
Fax: 0870 912 5323