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EMPLOYMENT TRIBUNAL STAGES Under current legislation, an employer must at
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least have instigated the statutory disciplinary procedure before dismissing an employee. An employee who wants to take an employer to a Tribunal for constructive dismissal, discrimination or withholding pay must take out a grievance first. See the ACAS website or ring its helpline for details; statutory procedures are also listed on the DTI website.
To instigate a Tribunal hearing, the employee must fill in a form Eli outlining his or her case. This and information about Tribunals is available from the Employment Tribunals website. A su brnission must usually be made within three months and the employer has 28 days to respond by filling in form E13, which is also available on the Employment Tribunal website. The Tribunal chair reviews the case and can rule it out if it is "scandalous, vexatious or has no reasonable chance of success". The chair can then order a pre-hearing review or move straight to a full hearing.
The Tribunal hears the case. It comprises the chair, who has a legal background. and two lay memoors woo are recruited from either side of the employer/employee divide.
There is a right of appeal to the Employment Appeals Tribunal (EAT). However, appeals are usually only allowed on legal points or if the applicant can demonstrate that the original Tribunal decision was 'perverse'.