Do I Need a Solicitor for Employment Tribunal?


Do I need a Solicitor for Employment Tribunal? From Employment Law Friend

Facing an employment dispute can be daunting. You might feel upset, angry, concerned for your future or your finances. You want justice and the compensation you deserve. But, how do you get it? It is likely that you are already out of pocket at this point, so you ask yourself: Do I need a solicitor for employment tribunal?

You have several options.

    1
    Go it alone
Preparing a case for tribunal is hard to navigate without expert advice and there are many common mistakes which are made by DIY-ers every year. However, we have created a body of free information in clearer terms (no legal waffle here) to give you a fighting chance if you have to take on the 'big dog' by yourself.

Check out our articles and downloadable documents to learn what you can do next.

    2
    Hire a Solicitor
A solicitor offers all of the expertise and experience of years helping people like you to take on their employer. Our panel are selected for efficiency, friendliness and value for money.
You can get their help with as much or as little of your claim as you like and they are able to join you at any stage in your journey to get justice. Solicitors fees can feel expensive when you're out of work or out of pocket, but if you have a large claim to make, this is likely a worth-while expense.

Read more about our employment solicitors, here.

    3
    Use one of our Employment Law Specialists
What's that I hear you say? There's a third option?! Indeed there is.

Here at Employment Law Friend we wanted to provide the working joe with quality legal expertise, without the price tag. That's where our affordable legal services come in.

We have trained employment law specialists on hand to talk you through your claim, from how to raise a grievance, how to resign under constructive dismissal, how to submit your ET1 form, to what to expect in your hearing, or what laws and statutes your claim can rely on.

We are able to keep your costs low because this advice does not have to be regulated by the Solicitors Regulation Authority. There are lots of ways that we can help you without needing a regulated solicitor and many of our clients have used the help of our advisors to get the Tribunal outcome they were looking for, without involving a regulated solicitor at all.

If, at any point, our specialist employment law advisors think that you might need a regulated Solicitor and that your claim could be worth enough compensation to merit the expense, you can choose to be referred to one of our panel of employment solicitors and employment litigation barristers, who are all rated excellent on Trustpilot. We'll leave you in their capable hands and you won't be charged any extra for the referral.

What's the difference then, between regulated and non-regulated services?

Regulated:
Solicitor or Barrister
Employment Law Solicitor referred by Employment Law Friend
  • Regulated by the Solicitors Regulation Authority (SRA) or the Bar Standards Board (BSB)
  • Training and accreditation in the legal field (LPC plus min 2 year period of recognised training)
  • Have to abide by the legal and ethical standards as set out by SRA
  • Specific duties on what they have to inform you of
  • Special complaints procedures
  • Duty to protect client data and confidentiality under the barrister or solicitor code of ethics
  • Duty to maintain their professional knowledge under the barrister and solicitor code of ethics
  • Duty not to mislead anyone, or to act for a client where they have a conflict of interest under the barrister and solicitor code of ethics
Unregulated:
Employment Law Specialist
  • Regulated by the law in general terms of engagement
  • Training and accreditation in the legal field (LLB minimum)
  • Have to abide by the legal and ethical standards as set out in the Supply of Goods and Services Act
  • Duty to protect client data and confidentiality under the Data Protection Act
  • Duty to maintain their professional knowledge under the terms of their contract with Employment Law Friend
  • Duty not to mislead anyone, or to act for a client where they have a conflict of interest, under the terms of their contract with Employment Law Friend
Employment Law Specialist from Employment Law Friend