The powers of an Employment Tribunal

legal updates

A Tribunal is not only able to make awards for compensation, but also to act as an advisory service to employers.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

In the recent Employment Appeal Tribunal case of Lycee Francais, Charles de Gauelle V Delambre, it has been highlighted that a Tribunal is not only able to make awards for compensation, but also to act as an advisory service to employers. As was the case here, the Tribunal felt it necessary to make recommendations to the employer regarding their policy on discrimination.

These recommendations are still mandatory and must be complied with by the employer within a specified time frame. These recommendations can vary from making more of the workforce aware of what constitutes discrimination in the workplace, this was demonstrated here, by the fact that the employer had to distribute a copy of the judgement made against them to each member of the those responsible for policy and key decision making to absorb, understand and learn from, so as to improve the policy of that company.

Recommendations can also be to insist on the presence of an expert to advice on policy and implement training to key personnel so as to insure compliance with all UK Legislation.

The hope is that these recommendations will prevent future tribunal cases, and make businesses more aware of their duties and boundaries as an employer when employing staff.  If your policies are up to date and your key personnel are trained and understand their responsibilities to their staff then this should reduce the number of employee issues in the work place, saving you both time, money and unnecessary stress. If you don’t have up to date policies or even contracts of employment, which should be issued within the first 4 weeks of any employees employment.

Impression Communications LtdPutting the motive in automotive

Impression works with businesses across the automotive aftermarket supply chain such as parts suppliers, warehouse distributors, motor factors and independent garages. Covering all aspects of automotive aftermarket marketing, including social media, event management, customer newsletters and PR, Impression is able to quickly establish itself within a client’s business and work towards their objectives.

Dennis ChapmanIn remembrance of Dennis Chapman 1951 -2015Read More by this author

Related Legal Updates

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Get in touch

Complete the form to get in touch or via our details below:

01480 455500

Vinpenta House
High Causeway

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.