If a claim has to be fought, it should be fought properly.

Where a dispute cannot be resolved amicably or before a conciliator, both parties have the right to a fair hearing. We prepare and present the case.

The twenty-eight day deadline

Once a claim is served on you, the response — the ET3 — is due within twenty-eight days. This deadline is applied strictly. Missing it can result in judgment being entered against the employer without any hearing at all.

That is the single most important thing to know if a claim form has just arrived. Send it to us immediately.

What preparing a defence involves

A tribunal case is largely won or lost on documents and witness evidence prepared months before anyone sets foot in a hearing room.

An honest assessment

Part of our job is telling clients when defending is the more expensive option. Tribunal costs orders are rare in employment cases, which means each side generally bears its own costs whatever the outcome. A weak case defended to the end is money spent with nothing to show for it.

Where the merits are good, we say so and we fight. Where they are not, we say that too.

What this covers

In detail

How we help.

Urgent response

The ET3 filed inside twenty-eight days, with the employer's case properly pleaded from the outset.

Evidence

Disclosure, witness statements and a bundle prepared to the standard the tribunal expects.

Representation

Presentation of the case at hearing, including cross-examination and submissions.

FAQ

Common questions.

A claim form has just arrived. What do we do first?
Send it to us the same day, together with the complete employment file. The twenty-eight day clock starts from the date the claim was sent to you, not the date you opened it.
Witnesses giving evidence normally attend. Many preliminary hearings are now held remotely. We will tell you who needs to be there and when.
Yes. Cases settle at every stage, including at the door of the tribunal. Settlement often becomes more attractive once both sides have seen the other’s evidence.
It depends entirely on the claim. Unfair dismissal awards have statutory caps; discrimination awards do not, and can include compensation for injury to feelings. We give a realistic range early.
Yes, though never on both sides of the same matter.

Related

Other areas you may need.

Employment Law

The full practice area this sits within.

Employment Agreement

A related service in the same area.

Documentation

A related service in the same area.

Get in touch

Tell us what you are dealing with.

Office

London, United Kingdom