Pending employment tribunals are not a pleasant prospect for any business of any size or sector. For SME companies, in particular, they are regularly terrifying. Larger organisations might already have experience in this area coupled with long standing and costly legal representation, thus forearming them to comprehensively prepare for when tribunals take place. SME businesses, on the other hand, may be faced with tribunal action for the first time. Their very lack of in depth knowledge about employment law – and their understanding of applying it in real terms in the workplace – can often be the combined reason that they find themselves in such unwelcome positions.

SME business owners, plus their human resources representatives if they have them, need to firstly understand that a employment tribunal is different to criminal court hearings that are resultant of breaches of health and safety laws. Whilst they are more informal, they still nonetheless carry the full weight of law behind them. They are more often than not related to current or ex staff members instigating action for grievances they have been unable to directly redress with their employers concerning contract breaches, equality, discrimination, remuneration, redundancy and unfair dismissal.

Just like any other aspect of successfully conducting business, the preparation for tribunal hearings is key. Evidence for the defence needs to be scrupulously prepared and analysed as fit for purpose. Witnesses who will be called to give evidence might naturally be overwhelmed at the thought of testifying and have no idea about what to expect from being cross-examined.

We, at NorthgateArinso Employer Services, have both the length and breadth of experience not only to guide our clients through the whys and wherefores of employment tribunals, but to offer them representation. This valuable service is included in our legal indemnity insurance cover and our figures stack up favourably when compared to those of High Street Solicitors.

 
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