Disputes & Tribunal Representation

If your business has received an employment tribunal claim from an ex-employee or current employee, we can assess your chances of success at the outset, and give you a commercial view on how best to proceed with the tribunal claim.

Talk to one of our friendly and experienced team on 01582 514000

The employment tribunal process

We will guide you through the process, ensuring that we carefully consider the commercial reality of the matter at every key stage which can include:

Assessing the merits of the claim and offer advice on the potential award of such claim to include the prospects of settlement.
Drafting a robust and comprehensive ET3 defence to the claim and where applicable, counter-claim forms.
Assisting in facilitating a settlement of the claim for a reasonable sum if it is in the best interests of the business. We can formalise a settlement by preparing and negotiating a COT3 agreement on your behalf.

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Employment tribunal representation for employers

Complying with deadlines set by the tribunal is essential and can include exchanging documents relevant to the matter, preparing witness statements and trial bundles and organising a barrister to represent you at hearing if necessary.

Whilst guiding you through the tribunal process, we will gain an insight into your operations and we may be able to identify areas in which we could offer support and training to prevent similar cases from arising in the future.

We have successfully defended a number of employee claims including:

Unfair dismissal
Discrimination
Pay and bonus claims
Whistleblowing

Our experience of acting for employees and senior executives means that we have an insight into the tactics on both the claimant and respondent side of proceedings, allowing us to provide strategic advice to employers.

Useful Information

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Frequently asked questions

Early advice is essential. Employers should follow their internal procedures, acknowledge concerns promptly and handle the issue fairly and consistently. Many disputes can be resolved long before they reach formal proceedings if they are investigated properly and managed with clear communication.

We guide employers through each stage – from early risk assessment to preparing responses, running investigations and seeking resolution where possible. We support businesses in Bedfordshire, Hertfordshire and across the UK, helping them reduce risk and avoid unnecessary escalation to tribunal.

Employers should consider legal support as soon as an ET1 claim form is received, or even earlier if a dispute looks likely to become contentious. Tribunal deadlines are short and procedural requirements can be complex, making early strategic input invaluable.

We assist employers with drafting the ET3 response, preparing witness evidence, reviewing documentation, managing disclosure and representing clients throughout the process. Our team acts for businesses, ensuring cases are handled robustly and efficiently.

We act for employers facing a wide range of claims, including:

Unfair and constructive dismissal
Discrimination (sex, race, disability, age, religion or belief, pregnancy/maternity)
Harassment and victimisation
Redundancy‑related disputes
Whistleblowing
Breach of contract and unlawful deduction of wages
Equal pay

Our focus is always on protecting the business, managing reputational risk and achieving the best possible outcome.

Yes – and most are. Many disputes can be settled through:

Without‑prejudice discussions
Mediation
Acas Early Conciliation
Settlement agreements
Internal resolution processes

A negotiated outcome often saves time, cost and stress while keeping matters confidential. We help employers assess the strength of their position, understand commercial risks and decide whether early settlement is appropriate.

Our team supports businesses to resolve disputes proportionately and avoid unnecessary litigation.

Strong foundations are key. Employers can significantly reduce the risk of claims by:

Keeping contracts and policies up to date
Training managers on fair, consistent processes
Handling grievances, performance and conduct issues promptly
Documenting decisions and communication clearly
Taking early legal advice when issues arise

We work proactively with HR teams and leadership teams to strengthen internal practices, minimise legal exposure and build confidence in handling employee issues.