Protect your business
Employment Tribunal Service for Employers
Employment tribunals can be stressful and time-consuming for your business to handle. While prevention is the best tactic, if you do face a claim then an expert employment tribunal service for employers is the ideal way to manage your situation.
At WorkNest, we offer a specialist UK business employment law team who offer essential support. Protect your organisation from financial and reputational damage with a free, no-obligation consultation.
Helping you with
Access expert UK employment tribunal advice for employers
Helping you with
Access expert UK employment tribunal advice for employers
Helping you with
Access expert UK employment tribunal advice for employers
At WorkNest, we help organisations like yours control and reduce your exposure to claims through expert UK employment law consultation. With a team of dedicated employment law specialists at your disposal, you can navigate through even the trickiest employee matters with total compliance with UK laws.
Whether you’re facing a claim now, or want to protect your business in the long-term, we’re here to support you, strengthen your legal standing, and minimise stress.
Avoid legal pitfalls with unlimited, fixed-fee employment law advice from highly-qualified experts
Set clear expectations and protect your interests with carefully-crafted employment contracts
Ensure a fair, consistent approach with best-practice policies and management guidance notes
Increase your prospects of success and reduce claims stress with expert Litigation support
Protect against claims with our optional, FCA-regulated Legal Expenses Insurance
Find peace of mind with specialist tribunal support for employers
Find peace of mind with specialist tribunal support for employers
Find peace of mind with specialist tribunal support for employers
Expert advice for employers on employment tribunals is the ideal route for managing your reputation. We can advise you as to prospects of success based on our years of experience in defending claims brought against companies, and, where possible and appropriate, explore settlement and negotiate terms that are acceptable to you.
Our services are designed to make an unnerving, time-consuming process less stressful. Our team of specialist litigators will look after your case throughout a claim by managing all the other parties, correspondence, and drafting documentation. If you've taken business legal expenses insurance, we’ll liaise with the insurers on your behalf.
We’ll also liaise with Chambers to find and instruct a barrister who’ll represent you at hearings, all to ensure seamless representation throughout a claim.
Expert advice for employers on employment tribunals is the ideal route for managing your reputation. We can advise you as to prospects of success based on our years of experience in defending claims brought against companies, and, where possible and appropriate, explore settlement and negotiate terms that are acceptable to you.
Our services are designed to make an unnerving, time-consuming process less stressful. Our team of specialist litigators will look after your case throughout a claim by managing all the other parties, correspondence, and drafting documentation. If you've taken business legal expenses insurance, we’ll liaise with the insurers on your behalf.
We’ll also liaise with Chambers to find and instruct a barrister who’ll represent you at hearings, all to ensure seamless representation throughout a claim.
The employment tribunal process
If a workplace dispute can’t be resolved informally or through internal procedures, an employee may choose to take the matter to an employment tribunal. As an employer, understanding the steps involved can help you prepare and respond effectively.
1. Early conciliation
2. Claim submission
3. Case management
4. Preparation
5. The hearing
6. The outcome
1. Early conciliation
2. Claim submission
3. Case management
4. Preparation
5. The hearing
6. The outcome
Do employment tribunals favour employers?
Do employment tribunals favour employers?
Do employment tribunals favour employers?
No. They're impartial and don’t favour a business or the employee as they’re independent legal bodies that make decisions on the evidence presented and the relevant law. The tribunal system is designed to provide a fair hearing. To help ensure balance, cases are heard by an employment judge and sometimes by a panel that includes representatives from employer and employee backgrounds.
Outcomes often come down to how well each side has prepared. If you follow fair processes and keep clear records you’ll be in a stronger position to defend against claims. This means employees with well-supported cases can, and do, succeed, highlighting why it's vital to be well prepared.
No. They're impartial and don’t favour a business or the employee as they’re independent legal bodies that make decisions on the evidence presented and the relevant law. The tribunal system is designed to provide a fair hearing. To help ensure balance, cases are heard by an employment judge and sometimes by a panel that includes representatives from employer and employee backgrounds.
Outcomes often come down to how well each side has prepared. If you follow fair processes and keep clear records you’ll be in a stronger position to defend against claims. This means employees with well-supported cases can, and do, succeed, highlighting why it's vital to be well prepared.
Our team of employment law specialists can guide you through the claims process, help protect your business, and give you peace of mind at every stage of an employment tribunal. Book a free consultation now.
Are all employment tribunal decisions published?
Are all employment tribunal decisions published?
Are all employment tribunal decisions published?
Some, but not all. Since 2017, the majority of written judgments have been made publicly available online via the government’s database. This includes final decisions and certain preliminary court rulings.
The purpose of publishing results is to increase transparency and help people understand how tribunals reach their conclusions. However, some decisions, such as older cases or those where a judgment was given verbally without written reasons, may not appear on the site.
There are also instances where a tribunal can withhold or anonymise information, usually to protect individuals involved in sensitive cases. For example, if a claim involves allegations of sexual misconduct or could identify a vulnerable individual, a judge may order that certain details be removed or the case not be published at all.
Explore our fixed-fee Employment Law support
Advice Line
Fast, pragmatic, commercial. Our Employment Law & HR advice line gives you and your managers access to truly unlimited advice on all of your people-related challenges, from the seemingly straightforward to the most complex.
HR matters come with the territory when you run a business or manage an organisation and we’re here to help you through it all. Whether you’re battling absenteeism, struggling to manage an underperforming employee or need help navigating a complicated exercise like redundancy, we can walk you through the steps required to handle the situation appropriately.
Yes. All of our advisers are qualified legal professionals or on the road to formal qualification, which means a full range of employee issues can be dealt with within your dedicated three-person team. In the event that you’re presented with an Employment Tribunal claim, we will conduct a full handover to our Litigation Team so that they are well equipped to defend you.
Why choose us?
Experts in tribunal claims support for the employer
Why choose us?
Experts in tribunal claims support for the employer
Why choose us?
Experts in tribunal claims support for the employer
Across the UK, WorkNest has supported hundreds of businesses with claims. We can help protect your organisation’s finances and reputation with an expert team of employment law specialists. Seek legal advice today for:
Your own small team of dedicated experts
Commercial, pragmatic advice tailored to you
Bespoke contracts, policies and handbooks
Trusted by over 35,000 organisations
Recognised as a leading firm by the Legal 500
Advice on expected legal costs
Our Team
Cross-industry expertise, ready to support you
Practical support, made personal
Trusted by employers across the UK
We support over 40,000 UK employers, from small businesses with fewer than 50 employees to well-known household names with large, multi-site workforces.
The advice and guidance received has been outstanding, and has enabled our organisation to resolve a number of challenging situations efficiently with clarity and confidence. As a consequence we have continued to retain the services of WorkNest years and would not hesitate to recommend them to other organisations seeking exemplary external HR support.
Midlands Air Ambulance
The online training session delivered by WorkNest covering equality, diversity and inclusion was delivered brilliantly. The approach to tailoring content to the needs of the organisation and in this case, an audience of Board members, was well handled. The offer of online training from WorkNest is something we will be taking more advantage of from now on.
English Rural Housing Association
Governance and Executive Support Manager
We recently received training on two hot topics: having difficult conversations and performance management. Our team really enjoyed it and everyone has said that the trainer was engaging and made the full day training session interesting and relevant. I look forwarding to attending further training.
Waverly Care
Chief Executive
Being a busy small charity we needed an efficient system to save us time with our HR processes and WorkNest have delivered this. Most important is the PeopleNest support staff, who are always available to answer any questions in a helpful, prompt and friendly way.
Glasgow Council
FAQs
The precise chances of success at Tribunal can be very difficult to accurately measure. It requires a careful review of the relevant law and the evidence in a case before an opinion can be offered. Even then, the best one can hope for is a view of whether a certain party is more likely to win or lose. Beyond that there are far too many variables to be too precise.
Any Tribunal claim is difficult for a lay person to handle and that is even more so in a claim for discrimination. These sorts of claims often revolve around complex legal concepts and it really is best to have a professional in your corner. They can identify the issues, advise you on the process, identify and seek out relevant documents and prepare the case for you. This would include the collation of documents into a paginated bundle, the preparation of witness statements, and the instruction of a barrister to argue your case in Tribunal.
This depends on the type of case. For some straightforward claims, such as those for wages, holiday pay or unfair dismissal, a Judge alone will hear the case and make a decision based on the evidence. For more complex claims, or unfair dismissal with an element of discrimination or whistleblowing, the case will be heard by a three-person panel – a Judge and two lay people. Of the two members, one will usually have a background in HR/business and the other in trade unions. The idea being you then have an industrial jury who have experience from both an employer and employee perspective.
Since 2017, it does not cost anything to make a tribunal claim and that has seen the number of claims increase exponentially. If a disgruntled employee wants to make a claim against you, all they need is a laptop and a spare 10 minutes. Once that claim is submitted, you’re into a process which is not easy or quick to get out of. The average compensation payment in an unfair dismissal claim is around £15,000 and legal fees can often match that. More complex case types such as discrimination can cost more, with the average award for age discrimination in 2019/20 coming in at £38,794. As a result, it makes sense to have the benefit and peace of mind of Legal Expenses Insurance which can cover these costs.
Not as an employer. Some charities or legal professionals offer free advice to employees but hardly ever to employers. ACAS act as mediators in all Tribunal claims but they are not legal professionals and cannot give legal advice. That’s why it makes sense to have a legal professional fighting your corner and getting you the best outcome possible.
Compensation. Most successful claims brought by an employee result in the employer having to pay compensation. The average award for unfair dismissal over the past 12 months is a little over £15,000. In some cases, a Tribunal can order that a previously dismissed employee be reinstated but those cases are fairly rare.
Yes. For organisations with larger case volumes, we can produce MI reports to uncover any emerging issues and problem hotspots. That way, you can recognise, and with our help resolve, employee issues before they escalate into full-blown claims.
Mismanagement can exacerbate employee issues and, in some cases, can leave you exposed to Employment Tribunal claims. Our range of HR training courses can minimise this risk by increasing awareness of Employment Law and best practice in essential topics such as Discipline & Grievance, Equality & Diversity and Performance Management.
Yes. We draft pleadings, including any responses to Further and Better Particulars, deal with disclosure of documents and work with potential witnesses to draft statements for agreement and approval.
The precise chances of success at Tribunal can be very difficult to accurately measure. It requires a careful review of the relevant law and the evidence in a case before an opinion can be offered. Even then, the best one can hope for is a view of whether a certain party is more likely to win or lose. Beyond that there are far too many variables to be too precise.
This depends on the type of case. For some straightforward claims, such as those for wages, holiday pay or unfair dismissal, a Judge alone will hear the case and make a decision based on the evidence. For more complex claims, or unfair dismissal with an element of discrimination or whistleblowing, the case will be heard by a three-person panel – a Judge and two lay people. Of the two members, one will usually have a background in HR/business and the other in trade unions. The idea being you then have an industrial jury who have experience from both an employer and employee perspective.
Not as an employer. Some charities or legal professionals offer free advice to employees but hardly ever to employers. ACAS act as mediators in all Tribunal claims but they are not legal professionals and cannot give legal advice. That’s why it makes sense to have a legal professional fighting your corner and getting you the best outcome possible.
Yes. For organisations with larger case volumes, we can produce MI reports to uncover any emerging issues and problem hotspots. That way, you can recognise, and with our help resolve, employee issues before they escalate into full-blown claims.
Yes. We draft pleadings, including any responses to Further and Better Particulars, deal with disclosure of documents and work with potential witnesses to draft statements for agreement and approval.
Any Tribunal claim is difficult for a lay person to handle and that is even more so in a claim for discrimination. These sorts of claims often revolve around complex legal concepts and it really is best to have a professional in your corner. They can identify the issues, advise you on the process, identify and seek out relevant documents and prepare the case for you. This would include the collation of documents into a paginated bundle, the preparation of witness statements, and the instruction of a barrister to argue your case in Tribunal.
Since 2017, it does not cost anything to make a tribunal claim and that has seen the number of claims increase exponentially. If a disgruntled employee wants to make a claim against you, all they need is a laptop and a spare 10 minutes. Once that claim is submitted, you’re into a process which is not easy or quick to get out of. The average compensation payment in an unfair dismissal claim is around £15,000 and legal fees can often match that. More complex case types such as discrimination can cost more, with the average award for age discrimination in 2019/20 coming in at £38,794. As a result, it makes sense to have the benefit and peace of mind of Legal Expenses Insurance which can cover these costs.
Compensation. Most successful claims brought by an employee result in the employer having to pay compensation. The average award for unfair dismissal over the past 12 months is a little over £15,000. In some cases, a Tribunal can order that a previously dismissed employee be reinstated but those cases are fairly rare.
Mismanagement can exacerbate employee issues and, in some cases, can leave you exposed to Employment Tribunal claims. Our range of HR training courses can minimise this risk by increasing awareness of Employment Law and best practice in essential topics such as Discipline & Grievance, Equality & Diversity and Performance Management.
