by Naomi Cunningham & Michael Reed
Respondents will sometimes want to include a disclaimer in an agreed reference. Such a disclaimer will say something to the effect of:
This reference is given in good faith, but without legal liability for actions taken on the basis of the information provided.
The employee may, understandably, feel that this will undermine an otherwise good reference.
It is usually important – and always desirable – for the tribunal to have a clear idea what it was that the claimant was employed…
Yellow highlighters have a great advantage over any other colour: the marks they make are invisible to the photocopier. One of the many ways to…
The ET1 form is badly designed. One of its worst faults is that it provides separate boxes in which to write the narrative section of…
There are essentially 3 ways of presenting the claim. You can write the details of your claim on a paper copy of the form (obtainable…
Section 98A(1) of the Employment Act 1996 means that, where one of the statutory dismissal and disciplinary procedures applies to a dismissal, and the employer fails to follow it, the dismissal will be unfair.
S98A, however, only applies to the statutory procedures laid out in the Employment Act 2002.
One of the most useful tools of advocacy is a collection of conventional phrases. Many of them are clichés, but they help oil the wheels.…
Closing submissions should last 30 minutes for each day the hearing has lasted.
Where a case involves issues of unfair dismissal and redundancy payment confusion often develops around whether the claimant should be seeking a basic award or…
In general, hearings will deal with all of the issues they have to decide in a block. That is to say, having identified six issues,…