When negotiating a Settlement one thing which leads to much confusion is the amount to allocate to any potential claim for ‘Injury to Feelings’? Employees and employers can be unrealistic about things would pan out in a tribunal with award subject to considerable discretion of the tribunal provided they are within the ‘Vento’ guidelines.
Employers have enough on their plate with Omicron so if you’re on the receiving end of a potential Tribunal claim you may be at the end of your tether… I’ve written this article is to provide guidance on how to reduce the burden on your organisation and increase the prospect of a prompt successful outcome.
In this case an employee alleged that her dismissal as a bookkeeper was discriminatory and connected with her pregnancy because my client outsourced his bookkeeping function after he found a substantial gap (over £400,000!) in VAT receipts on her handover. The Tribunal found that the dismissal was non-discriminatory and took place for an unrelated sound business reason.
Perhaps unsurprisingly as Furlough has come to an end, employees are asking for managers to consider allowing different ways of working. An employee may make a Flexible Working request.
One of things which makes life for managers is the historic, hidden grievance. It’s probably tucked away in a long email and forgotten about…by you that is…