More about Employment Law in the UK

employment solicitorSeveral developments in UK Employment law and Employment law tribunals have occurred since our previous article. One of the most important developments that needs addressing according to Paul Scholes, a senior partner at Morrish Partners is that fees for employment tribunals must be paid in order to start a case. He claims this means 70-80% of cases fail to get off the ground as a result in an interview with the Yorkshire Post.


The Citizen’s Advice Bureau website informs visitors that as of July 29th 2013, claimants “have to pay a fee if you want to make a claim to a tribunal, and another fee if your claim goes to a hearing”.


For this reason, it may be advisable to consult a specialist employment law solicitor if you think you have a claim in order to assess the likely outcome of the case. Finding a suitable employment law specialist solicitor is not always easy. If you know anyone that has succeeded with an employment tribunal, you may be able to ask them to recommend their solicitor or firm. If not, you will probably need to search on the internet to find suitable representation.


Most law firms have now caught on to the importance of the internet for marketing their activities. You should look for a firm with a track record of employment tribunal success. You might try to search locally and include your area in your search criteria in order to avoid travel costs and time consuming journeys when discussing and evaluating your case. You might also reduce the scope of your search by looking for a specialist in your field of work, for example a doctor might search for a good health employment law solicitor. You should evaluate a few companies, as the top three on the first page of Google are likely to be paid adverts rather than websites there on their own merit.


It seems that the law still favours the employer rather than the employee in terms of getting an employment tribunal off the ground, and the onus is on the individual looking to win compensation to meet the first financial demands of a case, regardless of outcome.

Click here for our previous article on employment law.

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