Following on from our recent successful Mock Employment Tribunal event, our Employment Law Team share some useful tips to avoid reaching the point where your business is faced with a claim.

Remember, claims can be brought by your staff, former staff members and potential staff who have applied for a role within your company.  

• Ensure all your documentation is robust, up-to-date and regularly reviewed
• Don’t just have contracts, handbooks, policies and procedures in place – ensure all your staff are aware of them, use them and initiate disciplinary procedures where appropriate for failures to comply
• Ensure you make notes of all conversations with staff regarding employment issues – even if they are short, informal discussions. This paper trail may prove useful in the future
• Train your team, especially your managers. Lamb Brooks are able to provide bespoke training sessions on request

• Keep up to date with employment law changes and trends
• Don’t bury your head in the sand – face employment issues head on, follow the correct procedures and get professional assistance if in doubt
• Think carefully about email communication you make discussing staff – these documents will all form evidence at a tribunal so never write anything that you would not wish to be seen by a Judge!
• If you do find yourself facing an Employment Tribunal, instruct Solicitors that specialise in Employment Law and Litigation work
• Try to keep calm leading up to the hearing, read your witness statements, other people’s witness statements and the bundle before so you can answer any questions and refer the Judge to relevant documents

For further information on Employment Tribunals, for an audit of your current documents and procedures or to enquire about training packages, please call Karen Bristow, Head of Employment Law on 01256 305508 or email karen.bristow@lambbrooks.com

The contents of this article are for the purposes of general awareness only. They do not purport to constitute legal or professional advice.  The law may have changed since this article was published.   Readers should not act on the basis of the information included and should take appropriate professional advice upon their own particular circumstances.