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.

Profit BoxDevelop your people like your business depends on it

What most people don’t know is that talent development doesn’t have to be complicated, high risk or expensive. Once they integrate key development stages, the results can be remarkable. Empower your team. Lead your industry. We’re your strategic learning partner, driving performance by moving skills forward.

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

Related Legal Updates

Claims of harassment related to age and sex

Mr King was found to have crossed the line by making reference to Mr Finn’s appearance which had created an intimidating, hostile, degrading, humiliating, and/or offensive environment.

ACAS conciliation

Employers can also contact ACAS directly for assistance in mediation with a former employee.

Pandemic impact on annual leave entitlement

The change in March 2020 allowed for four weeks of annual leave to be carried over. So, as a reminder, any carried over leave must be used in 2022!

Right to work – adjusted checks extended to 30 September 2022

Job applicants and existing employees can send scanned documents or a photo of documents for checks using email or a mobile app, rather than sending originals.

“Your hours cut or you’re fired!” ultimatum resulted in an unfair dismissal finding

Employment contract variation is a matter which should be approached with care and any opposition should not be written off without consideration.

Changes to pre-employment checks on the right to work in the UK

The current laws regarding pre-employment checks on foreign recruits is due to change from 6 April 2022.

End of COVID-19 restrictions – Employment implications

Until 24 March 2022, Statutory Sick Pay (SSP) will continue to be available to employees who self-isolate.

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.