David Rogers
Partner & Head of Employment
Employment
Our employment law team at Gorvins has the expertise and capability to deal with every stage of an employment tribunal process, from the preparation of defence to the advocacy at a final hearing. In circumstances where your business faces a claim, the assistance and representation we offer can lead your defence to its best conclusion.
For industry-leading employment tribunal representation and advice, contact Gorvins today on 0161 930 5151, e-mail us at employmentteam@gorvins.com or fill out our online enquiry form.
Gorvins Approach to Employment Tribunal Claims
Our experts will give you the best prospect of achieving your desired result. We’ll employ every means possible to defend your case or engage in negotiations to resolve the case on as favourable terms as possible. Either way, we give you the best advice and represent your best interests in everything we do.
We can be as involved in a tribunal defence as you would like, either taking all the weight from your shoulders in running the case for you or simply assisting you behind the scenes in situations where you feel confident enough to lead and present the case on your own.
Although the employment tribunal system is designed to be less formal than some other courts, it still carries full legal force and should therefore not be taken lightly. Once a claimant’s ET1 Form is received, a business is placed into the position of the ‘Respondent’ and should not delay in preparing its defence. This will include preparing documentation and witnesses for the hearing. It may also be that you will need to consider bringing a counter-claim for breach of contract.
How Can Gorvins Help?
Our employment team includes specialists in tribunal representation. In circumstances where your business faces a claim, the business-centred services and experience available through Gorvins give you the best chance possible of reaching your desired result.
For industry-leading employment tribunal representation and advice, contact Gorvins today on 0161 930 1751, e-mail employmentteam@gorvins.com, or fill in the online enquiry form.
Frequently Asked Questions
Are employment tribunals a court proceeding?
Although employment tribunals are designed to be more informal than regular court proceedings, they still carry full legal force and should be taken just as seriously from an employer’s perspective. Once you’re aware that a claim has been filed by one of your employees, it’s important to start preparing and planning for the hearing.
A good employment lawyer can help you prepare for such an eventuality and will give you the best prospect of achieving a desirable outcome.
Do I need a lawyer if my business is taken to an employment tribunal?
While you’re not required to have legal representation in an employment tribunal, it’s highly advisable to seek legal advice to ensure the best chance of a good outcome.
A good employment lawyer can provide as much assistance as needed, whether that means taking over the case entirely or providing guidance behind the scenes.
Are there other options to attempt to resolve matters without the cost and hassle of a contested employment tribunal hearing?
Yes, depending upon the exact nature of the claims brought, there are various Alternative Dispute Resolutions (ADR) which can be pursued. Early and good legal advice can be invaluable here to ensure that these avenues are fully explored.
Can I recover my legal costs if I successfully defend an Employment Tribunal claim?
The general rule is that each party is responsible for paying its own legal costs regardless of the outcome. However, there are exceptions to this, and Employment Tribunals do have the power to make costs awards if they feel that a party or their representative, has acted vexatiously, abusively, disruptively, or otherwise unreasonably in the bringing or conducting of the proceedings or a part of them. A costs award may also be made if any claim made in the proceedings by a party had no reasonable prospect of success.
A good employment lawyer will be able to advise you as to the timing and content of an appropriate ‘costs warning letter’ to the Claimant with a view to maximising your chances of a costs award at the conclusion of the case
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