Employment Tribunal Procedure Solicitors

 Employment Legal Services

 

 

Navigating an employment tribunal can be a daunting experience, whether you're an employee or employer. Understanding the steps involved can help you prepare adequately and improve your chances of a favourable outcome. This guide will walk you through each stage of the employment tribunal process.

​​

1. Pre-Claim Conciliation: Resolving Disputes Early

 

Pre-claim conciliation is a crucial step in the employment tribunal process, aimed at resolving disputes before they escalate to a formal hearing. Facilitated by the Advisory, Conciliation, and Arbitration Service (ACAS), this process allows both parties to negotiate a settlement with the help of an impartial conciliator.

 

Engaging in pre-claim conciliation can save time, reduce legal costs, and help maintain professional relationships. It’s also a mandatory step in most cases, as you cannot proceed to the tribunal without an Early Conciliation Certificate from ACAS.

 

How Does it Work?

 

• Initiation: Either party can initiate pre-claim conciliation by contacting ACAS. The process is free, and both parties must agree to participate.

• Conciliation Period: The conciliator will communicate with both parties separately to explore possible resolutions. This process typically lasts up to one month, though it can be extended by two weeks if both parties are close to reaching an agreement.

• Outcome: If an agreement is reached, it will be formalized in a COT3 settlement agreement, which is legally binding. If no agreement is reached, ACAS will issue the Early Conciliation Certificate, allowing the claimant to proceed with their tribunal claim.

 

2. Submitting a Claim: The ET1 Form

 

The ET1 form is the official document used to submit a claim to the employment tribunal. It requires detailed information about the nature of the claim, the parties involved, and the legal basis for the complaint.

 

Filing Deadline

 

The ET1 form must be submitted within three months of the incident, such as the date of dismissal or the last act of discrimination. This deadline is strict, and failing to submit within the time limit could result in your claim being dismissed, although exceptions can be made in specific circumstances.

 

Completing the ET1 Form

 

• Claimant's Details: Include your full name, address, and contact information.

• Respondent's Details: Provide the employer's name and address. If the employer is a large organization, ensure you list the correct legal entity.

• Details of the Claim: Clearly explain the nature of your complaint. Be concise but thorough, outlining the key events and legal grounds for your claim, such as unfair dismissal, discrimination, or wage disputes.

• Remedy Sought: Specify the outcome you’re seeking, whether it’s compensation, reinstatement, or another remedy.

 

3. Employer’s Response: The ET3 Form

 

The ET3 form is the employer's response to the claimant's ET1 form. It allows the employer to contest the claim, provide their version of events, and set out any defences they wish to rely on.

 

Responding Deadline

 

The employer has 28 days from receiving the ET1 form to submit their ET3 form. Failing to respond within this time frame can result in a default judgment against the employer.

 

Completing the ET3 Form

 

• Employer’s Details: Include the business’s name, address, and contact information.

• Response to the Claim: Address each allegation made in the ET1 form, providing a detailed response to the claimant’s account of events.

• Legal Defences: Outline any legal defences you intend to use, such as justifying the dismissal or denying the allegations of discrimination.

• Counterclaims: If applicable, the employer can raise any counterclaims against the employee.

 

4. Preliminary Hearing: Setting the Stage

 

A preliminary hearing is a preparatory stage in the tribunal process, where the tribunal judge may decide on specific procedural issues or determine if the case has sufficient merit to proceed to a full hearing.

 

Purpose of a Preliminary Hearing

 

• Clarifying Issues: The tribunal may use the preliminary hearing to clarify the issues in dispute, ensuring both parties understand the case’s scope.

• Deciding on Applications: The judge may decide on any applications, such as requests for specific documents or witness orders.

• Determining Jurisdiction: In some cases, the tribunal may need to establish whether it has jurisdiction to hear the claim.

• Case Management Orders: The tribunal may issue orders for how the case should be managed, such as deadlines for exchanging documents and witness statements.

 

How to Prepare

​

• Review the Case: Ensure you have a thorough understanding of your case and the issues that may arise during the hearing.

• Prepare Evidence: Gather any relevant evidence that supports your case and be ready to present it if required.

• Legal Representation: Consider having a legal representative attend the hearing to advocate on your behalf and help navigate the procedural aspects.

 

5. Case Management Orders: Organizing the Process

 

Case management orders are instructions issued by the tribunal to ensure the efficient handling of the case. These orders outline specific tasks that both parties must complete before the final hearing.

 

Types of Case Management Orders

 

• Exchange of Documents: Both parties may be required to exchange relevant documents, such as employment contracts, emails, and pay slips.

• Submission of Witness Statements: Each party must submit written statements from any witnesses they intend to call during the hearing. These statements should provide a detailed account of the witness’s knowledge of the events in question.

• Agreed List of Issues: The tribunal may ask the parties to agree on a list of issues that need to be resolved during the final hearing.

• Expert Reports: In some cases, the tribunal may order that expert reports be prepared and shared between the parties, especially in complex disputes.

 

Compliance with Orders

 

It's crucial to comply with all case management orders. Failing to do so can result in penalties, including the dismissal of your claim or defence.

 

6. Gathering Evidence: Building a Strong Case

 

The strength of your case largely depends on the quality and quantity of the evidence you can present. The tribunal will make its decision based on the evidence provided, so it’s essential to gather everything that supports your claim or defense.

 

Types of Evidence

 

• Documentary Evidence: This includes employment contracts, disciplinary records, emails, meeting minutes, and pay slips. Ensure all documents are organized and relevant to the issues at hand.

• Witness Statements: Written statements from individuals who have direct knowledge of the events in question. These statements should be clear, detailed, and directly relevant to the issues in dispute.

• Expert Reports: In cases involving technical or complex issues, expert reports can provide an impartial analysis that supports your case.

• Oral Evidence: During the hearing, witnesses may be called to give oral testimony. This can be a powerful form of evidence, especially if the witness is credible and their testimony aligns with the documentary evidence.

   

Organizing Your Evidence

 

• Chronological Order: Organize documents in chronological order to present a clear timeline of events.

• Relevance: Ensure all evidence is directly relevant to the issues in dispute.

• Clarity: Clearly label and index your evidence for easy reference during the hearing.

 

7. Final Hearing: Presenting Your Case

 

The final hearing is where both parties present their cases before the tribunal. It’s the most critical stage of the process, as it’s when the tribunal will hear all the evidence, question witnesses, and make a final decision.

 

Structure of the Hearing

 

• Opening Statements: Both parties may be allowed to make opening statements, outlining the key points of their case.

• Presentation of Evidence: The claimant presents their case first, followed by the respondent. Each party will submit evidence and call witnesses to testify.

• Cross-Examination: After a witness gives their testimony, the opposing party will have the opportunity to cross-examine them. This is a critical part of the process, as it allows for the testing of the witness’s credibility and the strength of their evidence.

• Closing Statements: Both parties may make closing statements summarizing their case and highlighting the key evidence that supports their position.

 

How to Prepare for the Final Hearing

 

• Know Your Case: Be thoroughly familiar with your case and the evidence you will present. Practice your opening and closing statements and prepare for cross-examination.

• Legal Representation: Consider having a legal representative to advocate on your behalf, especially during cross-examination and legal arguments.

• Stay Organized: Ensure all your documents are well-organized and easily accessible during the hearing.

 

8. Tribunal Decision: The Outcome

 

After the hearing, the tribunal will deliberate and issue a decision. The decision can be delivered orally at the hearing’s conclusion or provided in writing at a later date.

 

Possible Outcomes

 

• Successful Claim: If the claimant is successful, the tribunal may award remedies such as compensation, reinstatement, or a declaration of rights.

• Unsuccessful Claim: If the claim is unsuccessful, the tribunal will dismiss the case, and no remedy will be awarded.

• Partial Success: In some cases, the tribunal may find in favor of the claimant on some issues but not others. The remedies awarded will reflect this partial success.

 

Understanding the Decision

 

The tribunal’s decision will include a written explanation of how the decision was reached, including the findings of fact and the legal principles applied. This document is essential if either party wishes to appeal the decision.

 

9. Appeals: Challenging the Decision

 

Either party has the right to appeal the tribunal's decision, but appeals are only allowed on specific legal grounds, such as an error in law or procedural unfairness. Appeals must be submitted within 42 days of receiving the tribunal's written decision.

​