Recent years have seen a significant change in the long-established relationship between employee and employer. It was once a given, for example, that a person’s employer was practically the highest power of all, with employees being subject to their rule, as if subjects to a king. However, this is not an accurate portrayal of the 21st century employer-employee relationship, as HR specialists Employee Management Limited  explain.

 

Different workplaces will have different internal policies as to how either party is to act in certain situations, which naturally leads on to the matter of employment tribunals and their exact role. Employment Tribunals are regulated by the Administrative Justice and Tribunals Council and administered by Her Majesty’s Courts and Tribunals Service. Employment tribunals are non-governmental public bodies that operate in England and Wales that are completely free (at least at the present time!) to both employers and employees.

 

Generally, employment tribunals are presided over by a panel comprised of a judge qualified in employment law and two non-legal ‘lay’ members who have experience of dealing with employment problems in the context of UK employment law both from the perspective of the employer and that of the employee, Cases frequently heard by tribunals include those involving claims of unfair or wrongful dismissal, redundancy payments and discrimination in the workplace, with all of the evidence being presented under oath and the decisions of the panel being legally binding.

 

Most employers will want to avoid employment tribunals, not least given the time and money they soak up. Having the right strategy in place for the avoidance of tribunals is a vital priority for many companies, and it certainly helps to have robust contracts of employment and an employee handbook that clarifies company policy on key aspects of the employment relationship. There are, however, inevitably circumstances in which you will need to call upon employment tribunal representation services such as those that are offered by Employee Management Limited.

 

It’s why our professionals work across the UK, providing firms with alternative employment law services to solicitors. Over the course of more than 3,000 tribunal applications that EML has been retained to defend, it has achieved a great amount of success, whether that amounts to outright success at tribunal, or considerable damage limitation in those cases where it has only become involved after the lodging of a claim.

 

As ever, whether the tribunal hearing concerns minor discrepancies in pay or more complicated and litigious discrimination cases, it is important to call upon professionals that will negotiate aggressively and offer the most competitive hourly rate compared to those of law firms and solicitors – professionals such as those at HR consultancy Employee Management Limited.