Employment Tribunal Claim - How Strong is Your Case? 

Thank you for the informative contents in this short video explained in simple English.

This is a very helpful bitesized introduction to what is always a stressful and often unexpected situation. I've been through many redundancies and have never fully comprehended my options, the purpose of "the procedure", or the purpose of "consultation", yet these terms are used all the time and so must have some legal weight. I don't know if you would agree, but it is my view that complaining to your boss, line-manager, colleagues, HR, or even ACAS that "it's just not fair" is not a viable argument. It is up to the individual threatened with redundancy or dismissal to PROVE why it is unfair (or unreasonable to use the correct language) for an employer to be doing what they are doing. Is the employer acting capriciously? Are they breaking the terms of their employment contract? Are they singling you out for 'special treatment'? Are they acting outside the limits of their powers? Are they following the ACAS rules of conduct and/or the rules of their own HR Policies (e.g. their policy on redundancy)? If the answer to any of these questions is "yes", then how can you prove it. Evidence, itself, is not necessarily "proof", but the more of it you have, then the more the tribunal and your legal advisors have to work with. Evidence and proof are fair more persuasive than pouting and saying "but it's not fair". That's harsh, but what can anyone do with an argument like that? That said, what *is* unfair is that most people are so shell-shocked and distressed by all that is going on, they cannot think clearly enough to gather all the information they need and follow the alien procedures, or take the assistance which available to them, as the sky is falling on them. I've made notes from this video and key takeaways for me I shall paste below. But I encourage anyone who is in the same boat as me to watch the entire video and more like it: Note: at 7:12 in the advice video above: • Tests in the Tribunal require that EMPLOYERS must: o Follow fair procedure o Conduct a reasonable investigation o Act reasonably At 7:51: The tribunal will decide if the decision was fair and if the employer acted fairly. At 8:00: In these cases the tribunal will look at the size of the company and the administrative resources at its disposal when acting in a dispute or in a dismissal procedure. 9:09: An employment tribunal can order re-engagement of an employee, but an employer does not have to take back an employee and pay compensation instead. 10:48: Lawyers will need to see: • Contract documentation • Tribunal claims for unfair dismissal • Compromise and severance agreements • Disciplinary procedures • Redundancy and dismissal notices

THANK YOU SIR FOR YOUR IN DETAILS ADVICE VIDEO

Thank you Terry this video is so beneficial.

I have been victimized for defending myself against previous vicitmization. My position is being made redundant under the guise of organizational restucturing.

Thank you

Thankyou very much for this very helpful info

Thank you very much for this information. 🙏

i am being bullied and i thought it ended as my manager left I reported the matter but was never aloud to raise a grievance about the matters, the bullying stopped and now my new managers come, my supervisor has started mixing my work and causing workplace violence towards me, i think he's worried about me blowing the whistle

Could you clarify, what an employer can charge for accommodation that comes with the job? Is there a legal threshold? Please could you clarify how this arrangement should be documented, by the employer & employee 🙏

Thank you great content. I had a heart attack at work and made it to my supervisors office, said I need help I’m having a heart attack. He replied you gotta go and walked off. He did not call for an ambulance or the first aider. My heart has been damaged far more due to delay to care. How much compensation should I ask for ?

Let's comment- good video, in it?

Acas are not helpful at all

Thank you this is really helpful.

Thnks very useful

My employer is make commercial settlements. What shall I do? Please advice me

Is the date of dismissal the last day of your work ( the last day of your notice period ) or the day you’re employer tells you of their decision to terminate your contract ?

Not all cases need to go through early conciliation - eg whistleblowing dismissal.

Thank you