A Free, no obligation consultation to discuss your circumstances and set out your options
We can help you wherever you are in Scotland
We can meet with you remotely online or in person, whichever you prefer
We can offer swift, flexible appointments, online or in person
We deliver a prompt, efficient and professional service without undue delays
Our advice is clear, concise and in plain English, giving you certainty and comfort
At Employment Law Services (ELS), we understand how expensive, stressful and time consuming Employment Tribunal Claims can be, even before your case reaches the final hearing stage, so we have developed a Fixed Fee Employment Tribunal Representation offering to help you avoid the stress and control the cost. We will guide and advise you on:
In the first instance, we will review all of the facts of your case and give you an honest assessment of the merits, completely free of charge. We will then outline clearly, and in plain english, all of your options and set out clearly for you the procedure for progressing your case, from the ACAS Early Conciliation stage through to a final hearing. Thereafter, we will prepare and present your case to the Employment Tribunal in the best possible light and comply fully with, and action within the required timescales, all instructions set by the Employment Tribunal.
As your case progresses, we will interview witnesses and prepare witness statements, prepare bundles (documents/evidence) and draft pleadings, prepare all necessary documentation and make full representations on your behalf in accordance with the rules set out in the Employment Tribunals and make full representations on your behalf in accordance with the rules set out in schedule 1 to the Employment Tribunals (Constitution and Rules of Procedure) Regulations.
Throughout the whole process I was offered a completely professional and dedicated service and was kept fully informed of progress at all times. All my questions were answered clearly and quickly,and I was delighted with the outcome, which put me in a considerably better financial position that I would have been otherwise. I felt like I was in safe hands throughout and can’t recommend Employment Law Services (ELS) enough!
When my grievance was rejected, I didn’t know where to turn and was ready to leave my job without any compensation, until I contacted Employment Law Services (ELS). They contacted my employer and brought to their attention the potential claims I could bring at the employment tribunal. They then negotiated the terms of a settlement agreement for me and managed to secure me a significant settlement that allowed me time to find a new job without worrying about how I would pay my bills.The legal support Employment Law Services (ELS) provided was excellent from the start to the finish.
Each case is different but our team of Employment Law Specialists have represented clients across a variety of claims, including:
Contact us directly, request a call back or book a free consultation, online or in person, with one of our specialist advisors to discuss your situation.Contact Us Book a Consultation
We will consult with you either remotely or, if you prefer, in person, to discuss your situation, assess the merits of the claim, discuss your options and take further instructions.Contact Us Book a Consultation
Once instructed, our specialist advisors will review the details of your case, advise you on your options, potential tactics and risks, and the procedures involved in progressing your case, then prepare and submit all necessary documentation to the Employment Tribunal.Contact Us Book a Consultation
We will handle all aspects of the claim, including drafting pleadings, interviewing witnesses, settlement/withdrawal negotiations and representations at preliminary hearings.Contact Us Book a Consultation
We have answered some of the most common questions asked below but if you still cannot find the answer you need then give us a call on 0800 612 4772
es. Early Conciliation (EC) is mandatory for all claims. Before employees can issue a claim at an Employment Tribunal, they must contact Acas and submit an EC form online. Acas will provide conciliation to attempt to reach a settlement between you and your employee. If settlement is not reached, or either of you refuses to engage, Acas will issue an EC certificate so that your employee can proceed with the employment tribunal claim.Call us on 0800 612 4772 Arrange a callback here
The usual time limit for issuing a tribunal claim for most claims is 3 months less one day from the termination of your employment (usually this the last day you were paid), or other event giving rise to your claim (for example, the last act of discrimination). This is varied by the ACAS Early Conciliation process which stops the clock. The limitation period is relatively short and there is much to do so you should not delay.Call us on 0800 612 4772 Arrange a callback here
The full hearing to decide most types of employment tribunal claim is usually heard by a panel consisting of an employment judge (who is legally qualified) and two non-legally-qualified members. One of the non-legally-qualified members will have a background giving an employer's perspective (for example as an employer or member of a trade organisation) and the other will have a background giving an employee's perspective (usually as a trade union representative). Some hearings are heard and decided by an employment judge sitting alone. This is the case for unfair dismissal claims, unless the tribunal directs otherwiseCall us on 0800 612 4772 Arrange a callback here
No. The sequence of events would be that the case would go first to an Employment Tribunal, then on appeal to an Employment Appeal Tribunal, then to the Court of Appeal (the Court of Session in Scotland) and then to the Supreme Court (which replaced the House of Lords as the final UK appeal court on 31 July 2009).Call us on 0800 612 4772 Arrange a callback here
When a claim form (ET1) is issued and sent to the employer, the covering letter from the tribunal will specify the deadline by which the response (ET3) must be received. The employer should act as quickly as possible if it discovers that the deadline has been missed. The employment tribunal rules allow a respondent to apply for an extension of the deadline even where the deadline has already passed. The application must be made in writing to the tribunal. It must set out the reason why the employer is seeking an extension. Under rule 21 of the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013 (SI 2013/1237), if no response has been presented to the employment tribunal within the relevant time limit, an employment judge may issue a judgment on the information available, or may decide to hold a hearing.Call us on 0800 612 4772 Arrange a callback here
Our straight talking and pragmatic approach ensures clients consistently receive excellent support and positive outcomes in difficult situations.
We will always act in your best interests and give you advice that is practical and realistic based on your specific circumstances so you can make a informed decisions about your case.
Your specific circumstances and the details of your case will be thoroughly examined and carefully discussed with you before progressing matters and we will work in your interests at all times to achieve your preferred outcome wherever possible.
We understand how stressful employment tribunal claims can be and want to remove as much of the hassle and stress as possible. We offer same day / next day appointments in person, by telephone or online.
We will work for you and seek to protect your interests at all times. Where appropriate, we will negotiate on your behalf and look to achieve the best possible outcome for you but will also make clear when we think progressing to a final hearing is in your best interest.
We have a wealth of knowledge & expertise within this ever-evolving & complex area of law and a proven track record in providing an excellent service to employers & employees. For specialist employment law advice, contact us today: