Resolving employment problems

Like most problems it is best to try and resolve disputes about employment at the earliest possible stage.  By doing so everyone involved in the dispute will save time, money and stress.

 

There are broadly two ways of resolving employment disputes:

 

Negotation or other informal resolution

When a problem arises it is best to try and sit down and discuss the matter with the other person and this approach applies with equal force in employment disputes.  If the matter is a simple one this may not need any preparation and could be a very short process. 

 

However it is often better to do some preparation for any discussion about an employment matter so you can put your point of view over as effectively as possible.  Employment disputes may also be resolved by using the informal appeal and grievance processes operated by employers where,again, it is wise to prepare before presenting your case.

more information on negotiation in employment disputes

 

Making a claim to an Employment Tribunal

It may be necessary to make a claim to an Employment Tribunal in order to seek redress in your employment dispute or to protect your position because a time limit is about to expire.

 

From 6 April 2014 an application will need to be made to the ACAS Early Conciliation service before a claim is made to an Employment Tribunal. If no application is made then the case will not be allowed to proceed.

more information on Early Conciliation

 

An Employment Tribunal claim is a legal process and you need to prepare any case you start to maximise your chances of success.

more information on making a claim to an Employment Tribunal

Need to understand a word or phrase?

Employment Law Glossary

Help us and win £10!

User survey

Thu

26

Feb

2015

Zero increases by 26%

The Office for National Statistics has released new figures that show nearly 700,000 people work on zero hours contracts - up 26% from last year.  The problems caused by these contracts will require a significant change in the law.

Read More 0 Comments