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Most disputes can still be closed quietly.

Early conciliation and negotiated settlement wherever a matter can be resolved without a hearing — and proper representation where it cannot.

The first two weeks matter more than the next twelve months

By the time a claim reaches a tribunal, most of the decisions that will determine the outcome have already been taken: what was written down, how the process was run, and what was said in the first exchange of correspondence.

That is why the single most useful thing a business can do when a dispute begins is stop and take advice before responding.

Early conciliation

Almost every employment claim must pass through Acas early conciliation before it can be issued. This is a genuine opportunity, not an administrative hurdle — a large proportion of matters settle here, at a fraction of the cost of defending them, and without the publicity of a hearing.

Settlement

Where settlement is appropriate, a properly drafted settlement agreement closes the matter for good. Getting the terms right — the scope of the waiver, confidentiality, references — matters as much as the figure.

Tribunal

Where a matter has to be fought, we prepare the response, the witness evidence and the bundle, and represent the client through to hearing. We will also tell you, honestly, when fighting is the more expensive option.

What this covers

  • Immediate advice when a dispute begins
  • Acas early conciliation
  • Without prejudice negotiation
  • Settlement agreements
  • ET3 responses and case management
  • Witness statements and bundles
  • Tribunal representation
  • Post-hearing steps and appeals
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In detail

How we help.

Immediate response

Advice within the first days, before anything is written that cannot be unwritten.

Early conciliation

The Acas window, handled properly. Most matters that settle, settle here.

Settlement

Agreements drafted so the matter is genuinely closed, not merely paused.

FAQ

Common questions.

An employee has started Acas early conciliation. What happens now?
A conciliator will contact both sides to see whether a resolution is possible. Nothing is binding unless you agree it, but what you say is important — take advice before your first substantive response. The clock on any subsequent claim is affected by this period.
Twenty-eight days from the date the claim is sent to you. This deadline is applied strictly and missing it can result in judgment being entered against you without a hearing.
Frequently, but not always. We will give you a straight assessment of the merits, the likely cost of defending and the realistic settlement range, and let you decide with the full picture.
It is a binding agreement in which the employee waives specified claims, usually in return for a payment. For it to be valid the employee must receive independent legal advice, and employers customarily contribute to that cost.
Yes, though never on both sides of the same matter. Employees come to us for settlement agreement advice, grievance support and tribunal representation.

Related

Other areas you may need.

Contract Management

The full practice area this sits within.

Read more

Contract Analysis

A related service in the same area.

Read more

Contract Drafting

A related service in the same area.

Read more
Get in touch

Tell us what you are dealing with.

Email

info@newvisionlegalsupport.com

Telephone

07534636866

Office

London, United Kingdom