Discrimination against disabled people.
A public body that you need to contact if you want to make a Tribunal claim. Their role is to help settle your claim out of court. Most of the time you need to get a certificate from ACAS before you can make a Tribunal claim.
Another way to describe an ACAS Early Conciliation certificate.
A document setting out the minimum procedure which you and your employer should follow for handling disciplinary or grievance issues.
A member of staff from ACAS who acts as a go-between to help you settle your case. You need to contact ACAS before you can make a Tribunal claim.
The certificate that ACAS will give you if you do not reach an agreement during the Early Conciliation period.
The Tribunal can increase compensation in some cases by up to 25% if the Respondent has not complied with the ACAS Code of Practice on disciplinary and grievance procedures.
A type of compensation which you can get in some circumstances where the Respondent's behaviour has been particularly bad.
A policy setting out the responsibilities of employees and managers not to engage in bullying and harassment behaviours. It should also describe how complaints of bullying and harassment should be dealt with. Many employers have such a policy, although it's not mandatory to have one.
An application to a higher decision-maker for the original decision to be changed. For example, an employee can make a grievance appeal if they are not happy with the original grievance decision. The grievance appeal would be heard by someone more senior who was not previously involved in the grievance.
Where either you or your employer breaks a term in your employment contract. You may be able to make a claim in the Employment Tribunal if this happens.
The file of documents that forms the evidence in a case. For example, this could include emails with your employer that show you have been treated unfavourably.
Formal instructions that the Tribunal give to you and/or the Respondent during the case, to progress things.
A hearing held towards the beginning of your case, when the timetable for the case is agreed, and the key issues are discussed.
A list of all of the different people referred to in a Tribunal case, setting out their name and role.
A document setting out a brief description of each of the events that are relevant to the case, in chronological order.
Another way of describing the ET1.
This means you, the person bringing the claim.
See ACAS conciliator.
When your employer has conducted themself so badly that you are forced to resign.
The document used to settle a claim out of court through ACAS.
Another way to describe the terms set out in your COT3.
The stage during a Tribunal hearing when your representatives have a chance to ask questions of the Respondent's witnesses, and vice versa.
The law that protects how people use your personal information. It is the UK’s implementation of the General Data Protection Regulation (GDPR).
When you are treated worse than someone else because of a protected characteristic.
You’re disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.
The formal way your employer can deal with concerns about your behaviour - such as concerns about your work, conduct or absence.
A standard step for Tribunal cases where each party is ordered to send each other any documents they have which are relevant to the case.
When you are treated worse than someone else in specific circumstances - for example, for reasons that relate to a protected characteristic.
A document is any piece of evidence that relates to your case and might form part of the Hearing Bundle. It might be a text document, or might be an image or screenshot. You can also add audio and video files to the Documents section of Valla.
In most cases, you need to have gone through Early Conciliation before you can submit your ET1. If you are in Early Conciliation, the time limit for submitting your ET1 will be extended.
Someone who sits as part of the Tribunal panel and has experience of employee issues, such as a trade union official.
Someone who sits as part of the Tribunal panel and has experience of employer issues, such as HR.
A public body (like a court) which is responsible for handling appeals against decisions made by the Employment Tribunal.
A public body (like a court) that decides legal cases about employment law.
An area of law which means that men and women in the same employment performing equal work must receive equal pay, unless there is a justification for the difference. This is set out in the Equality Act 2010.
A law which applies to prohibit discrimination related to protected characteristics.
The legal form which you complete and submit to the Tribunal to start your claim.
A type of witness with specific expertise, who comments on a specific issue relevant to your claim (for example, a medical expert such as a specialist consultant doctor).
A hearing at which the Tribunal decides whether you have won your claim, or part of your claim.
When you raise a grievance under the formal stage of a grievance procedure.
The General Data Protection Regulation - a law which relates to privacy and how your employer should deal with your personal data.
A complaint which you make to your employer under the employer's grievance procedure.
A meeting with your employer to talk about, and try to resolve, your grievance.
A document that sets out the process for raising a grievance, and how your employer should respond to the grievance.
Where there is a rule, a practice, or an arrangement which puts you at a particular disadvantage compared to others in a way that relates to a protected characteristic.
In Northern Ireland, Employment Tribunals are known as Industrial Tribunals. As employment law is devolved in Northern Ireland, our guidance at Valla is only for England, Scotland and Wales.
Where a grievance is raised informally, for example by speaking to a manager about a complaint.
Compensation which you can be awarded when you have been hurt or distressed because you have been discriminated against.
A person whose biological attributes do not match with traditional assumptions as to what is male or female. They may identify as male, female or non-binary.
See Tribunal judge.
The Tribunal's decision, which is usually given in writing. It may also be given orally at the hearing.
An optional step in the Employment Tribunal process where a Judge tries to help the parties come to a settlement.
Laws (such as the Equality Act 2010) which are made by Parliament.
The initial list that the Tribunal will normally ask you to produce, which sets out a description all of the documents which you are relying upon or are which are relevant to your case (usually in chronological order).
A way of dealing with an issue at work. The aim of mediation is to repair relationships and find a solution that everyone can agree to. It is led by a neutral person called the 'mediator'. Note that this is different to Judicial Mediation.
Documents relating to medical issues that are relevant to your case, for example letters from a doctor or fit (sick) notes.
Your duty to reduce the losses you have experienced. For example if you have lost your job, you should conduct a search for a new job or get medical evidence to show why you have not done so. Otherwise, the Tribunal may reduce the amount of compensation it awards.
A person who does not identify as a ‘man’ or ‘woman’, or their gender identity does not sit comfortably with either the term 'man' or 'woman'.
The letter that the Employment Tribunal sends to tell you they have accepted your ET1.
When submissions are given orally at the end of a hearing.
In the Tribunal context, see Case Management Orders.
See Tribunal panel.
The document which you attach to your ET1 form, to give more detail about the claim, in Scotland.
The document which you attach to your ET1 form, to give more detail about the claim, in England and Wales.
Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
A change to help you to do your job, or apply for a job, to reduce the impact of your disability. Your employer has a duty to make these adjustments, as long as they are reasonable.
When you are dismissed because your role is no longer necessary. There is a specific legal definition of redundancy and employers need to follow a specific process to make someone redundant.
The compensation awarded if your claim is successful. This normally consists of financial compensation but can also include non-monetary remedies, like your employer having to reinstate you.
A hearing at which the Tribunal decides what remedy you receive. A remedy hearing will only be held if you are successful in at least one of your claims.
When you tell your employer that you are leaving your job, normally giving your contracted notice period.
The person or organisation which the Tribunal claim is made against (usually your employer).
A document you prepare to set out the remedy you are seeking.
When you end your dispute by making an agreement out of court. Usually this means you are paid a sum of money in return for dropping the case.
The legal contract that confirms a settlement.
Another way to describe the terms set out in your settlement agreement.
Behaviour that is unwanted and is of a sexual nature. This behaviour must make you feel, or be intended to make you feel, intimidated, degraded, or offended. This is a separate behaviour from harassment related to a protected characteristic.
A document which sets out your employer's various policies and procedures.
This is how you ask for a copy of your personal data, and other supplementary information, from your employer or anyone else who holds personal data about you. This is part of the GDPR and Data Protection Act 2018.
A hearing held before the final hearing, during which the legal merits of a specific issue are considered.
Having or displaying a prejudice against transgender people.
See Employment Tribunal.
An experienced legal professional who makes decisions regarding your Tribunal case.
The three individuals who together attend a Tribunal hearing to make a decision on the outcome. They are the Tribunal judge, and two non-legal representatives, which include an Employee Panel member and an Employer Panel Member. A panel is only needed for some cases - the Judge will often attend the hearing alone.