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Whilst stress in the workplace is not exactly an illness, it can lead to an array of physical and mental health conditions. In fact, stress causes up to 40 percent of all work-related health conditions including anxiety, depression, and heart disease. Having said that, there are a number of factors that can cause stress at a workplace like overwork, bullying, bad working environment, or lack of support from colleagues. Studies show that long-term stress, not only proves detrimental to an individual’s performance but can also have significant moral and monetary consequences for businesses like higher staff turnover. As an employee,

The post Can I be Sacked for Stress related Absence? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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All of us have heard about Direct discrimination at workplace. Most of us, however, fail to recognise if we are subjected to direct discrimination and take steps against it. All forms of discrimination, in which your employer treats you differently or less favourably because of who you are, qualify as direct discrimination. According to the employment law, such behaviour is unlawful, and you can challenge direct discrimination in an employment tribunal. Let us take a look at some case references, in which an employee has reported a case of direct discrimination. Some Key Points About Direct Discrimination If you are

The post Direct Discrimination with Case References appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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In most cases, wherein an employment tribunal finds that an employee has suffered unfair dismissal, the “primary” remedy considered, is to ask the employer to re-employ the aforementioned employee. Subsequently, the employer can either reinstate them in their previous job role or re-engage them in a new profile, in addition to paying the wages that the employee would have earned since the dismissal. Having said that, while the tribunal cannot actually force the employer to rehire the employee, it can always levy an additional financial penalty on the employer for not doing so. In reality, however, such cases wherein reinstatement

The post What happens if an Employee is reinstated but does not want to be? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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Employment law in the United Kingdom entitles employees to take a “reasonable” amount of time off work, to care of their dependents when they face an unexpected or sudden event, detrimental to their health. Furthermore, the law also allows the employees to make all longer-term and “necessary” arrangements to take care of their dependents. According to sources, about 37 percent of the total workforce in the UK in the year 2015 had children as dependents, which triggered a number of personal and professional challenges for them. As a result, multiple legislature changes such as the section 57A Employment Rights Act

The post Suffering Detriment whilst Caring for Dependants appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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There are very strict, short time limits for making an employment tribunal claim. In most cases, the aggrieved individual has three months less one day from the actual date of dismissal to submit the claim. In addition, the aggrieved employee must submit a request to Acas for early conciliation, before making the claim. This is an important aspect of submitting an employment tribunal claim as the usual time limit is paused and extended during the conciliation process. Overall, you need to make the claim within the legally stipulated time limits, otherwise, the tribunal would not accept it. Having said that,

The post Is it Possible to Submit a Claim out of Time? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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Each year, the employment tribunal compensation amount increases, to account for inflation. Therefore, these compensation limits and minimum statutory pay amounts will further increase from 6th April 2018. In addition, this compensation is payable under Order 2018 SI/2018/194 of the Employment Rights (Increase of Limits). Having said this, these new rates will be effective in accordance with the appropriate date for the cause of action. For example, if the date of termination for an employment tribunal claim falls on or after 6 April 2018, the newer compensation limits will be in effect. Similarly, in cases wherein the date falls before

The post What Compensation could a Claimant Receive for Unfair Dismissal? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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Polkey, otherwise known as Polkey reduction, is a cutback in the compensation amount made to a claimant after a successful unfair dismissal claim, which reflects the likelihood of a fair dismissal in any situation. Taking its name after the famous case of Polkey v AE Dayton Services Ltd IRLR 503, the Polkey reduction may be expressed as a percentage reduction or a limit on the future loss. Therefore, the reduction made to the compensatory amount under Polkey is done to establish the fact that whether or not the employer had taken certain procedural steps while implementing a redundancy dismissal,

The post What is Polkey? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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According to Employment Law in the UK, the effective date of termination or EDT, is a statutory construct, which helps establish the end of the period of continuous employment for an employee. Furthermore, EDT impacts time limits for making an Employment Tribunal claim. After the EDT is confirmed, an employee can request a written statement from the employer, containing the probable reasons for the dismissal. What Does the Law Say? The statutory construct of Effective Date of Termination or EDT is defined in ERA 1996 s.97. In concept, the EDT is the date on which the contract of employment of an

The post When is The Date of Termination after an Unsuccessful Appeal? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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The main advantage of having an employment solicitor in your corner is that you have the ability to maximise your compensation payout. Furthermore, if you are working with No Win No Fee solicitors, you can be sure that the various costs, expenses, and damages of your claim, will all be accounted for. With a reputable employment solicitor, you may be able to claim compensation for the following: Wrongful dismissals General damages (these are intended to compensate you for the suffering, pain, and harassment you experienced at the hands of your employer or colleagues) Special damages (these are designed to compensate

The post Your Guide to ‘No Win No Fee’ Employment Solicitors – Infographic appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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Employment law in the United Kingdom provides legislative recourse to individuals who experience prejudice-based actions at work. Accordingly, UK labour law deems it unlawful to discriminate against any employee on the basis of age, gender reassignment, disability, race, religion or belief, marriage and civil partnership, sex, and sexual orientation. Furthermore, legislatures like the Equality Act 2010 and Trade Union and Labour Relations (Consolidation) Act 1992, outlaw any discrimination done on the basis of work status (against part-time workers, fixed-term employees, agency workers or union memberships.) Let us take a closer look at various scenarios of discrimination in employment and how

The post Discrimination in Employment: Who is protected? appeared first on Tribunal Claim | No win no fee Employment Solicitors UK.

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