Call now on +44 (0) 1482 345 905 or email info@sellerslegal.co.uk for a FREE 30 minute consultation

Recent Posts

The prospect of being taken to an employment tribunal by an employee or former employee can be a daunting task. But we can help you to defend claims of unfair dismissal, discrimination or any other claim that may be brought against you in an Employment Tribunal.

How We Can Defend You Against an Employment Tribunal Claim

Advise you how to defend - We can look at the strengths and weaknesses of the claim against you and plan your defence accordingly. We set out clearly using knowledge of employment law and employment tribunal regulations, why the claim should fail and we set out to limit the damage and cost to your business.

Complete the ET3 Response to a Claim Form - We use our assessment to file your defence to undermine the claim, and to put you in the best possible position to defend it. The ET3 form is the most important part of your defence as it is one of the first documents that the Employment Tribunal will read, and it needs to set out credible grounds for defending the claim.

Advise You To the Risk of Losing - As outsiders to your Company we offer you a realistic assessment as to your chances of success, and the risk and amount of any damages you may have to pay out. You can then use that information to consider whether or not you need to take a business decision to settle a claim, or to defend it.

Take Away The Stress of Defending a Claim - Litigation is a stressful business, especially if you are a small business and emotions are running high. We take this stress away by dealing with all the paperwork, preparing your case, presenting your defence and dealing with the Claimant or their legal representatives.

Reduce the Risk of Further Employment Tribunals - We don't just offer a "fire fighting service". We can look at went wrong, and how to avoid it happening again. If the claim is being brought by a spiteful or vexatious claimant, who would have brought action regardless then we can help you to get a costs award against them.

Minimise Costs - We can help you reduce costs by weakening a claimants case and reducing any damages. Further to this we can ensure your case is presented in accordance with the law so you are not at risk of legal costs being awarded against you.

Fixed Price Employment Tribunal Defence - All of our services are available for a fixed price. However, this is not always the best option and we do also offer a "unit" based billing system, however we always cap our fees. So if you have something you are worried about you can pick up the telephone, call us and get an educated answer, without the worry about how much the bill will end up at.

Call us now on 01482 345 905 for a FREE discussion about how we can help you defend the employment tribunal claim being brought against your business.

Terms & Conditions

06 February, 2013
General website terms of use LAST UPDATED: February 2013 1 We are Sellers Legal & Training Services (Hull) Ltd and we own and operate this website ('Site'). 2 Your use of the Site is subject to these Terms of Use. By using the Site, you will be deemed to have accepted and agreed to be bound by these Terms of Use. We may make changes to these Terms of Use from time to time. We may notify you of such changes by any reasonable means, including by posting the revised version of these Terms of Use on the Site. You can determine when we last changed these Terms of Use by referring to the 'LAST UPDATED' statement above. Your use of the Site following changes to these Terms of Use will constitute your acceptance of those changes. 3 You are responsible for all access to the Site using your Internet connection, even if the access is by another person. 4 We reserve the right to restrict your access to the Site or part of it. Access to restricted areas of the Site may be subject to registration and other conditions. If we grant you permission to access a restricted area, we may withdraw that permission at any time (including where you breach any of these Terms of Use). 5 We will use reasonable efforts to ensure that the Site is available at all times. However, we cannot guarantee that the Site or any individual function or feature of the Site will always be available and/or error free. In particular, the Site may be unavailable during periods when we are implementing upgrades to or carrying out essential maintenance on the Site. 6 The intellectual property rights in the Site and all of the text, pictures, videos and other content made available on it are owned by us and our licensors. You may not print or otherwise make copies of any such content without our express prior permission. 7 We provide the Site on an 'as is' basis and make no representations as to the quality, completeness or accuracy of any content made available on the Site. To the maximum extent permitted by law, we expressly exclude: 7.1 all conditions, warranties and other terms that might otherwise be implied by law into these Terms of Use; and 7.2 any and all liability to you, whether arising under these Terms of Use or otherwise in connection with your use of the Site. The foregoing is a comprehensive limitation of liability that applies to all damages of any kind, including (without limitation) compensatory, direct, indirect or consequential damages, loss of data, income or profit, loss of or damage to property and claims of third parties. Notwithstanding the foregoing, nothing in these Terms of Use is intended to exclude or limit any liability that may not by law be excluded or limited, and in particular none of the exclusions and limitations in this clause are intended to limit any rights you may have as a consumer under local law or other statutory rights which may not be excluded, nor in any way to exclude or limit (site owner) liability to you for death or personal injury resulting from our negligence or that of our employees or agents. 8 Your permission to use the Site is personal to you and non-transferable, and you may not use the Site for commercial purposes. Your use of the Site is conditional on your compliance with the rules of conduct set forth in these Terms of Use and you agree that you will not: 8.1 use the Site for any fraudulent or unlawful purpose; 8.2 use the Site to defame, abuse, harass, stalk, threaten or otherwise violate the rights of others, including without limitation others' privacy rights or rights of publicity; 8.3 impersonate any person or entity, falsely state or otherwise misrepresent your affiliation with any person or entity in connection with the Site; or express or imply that we endorse any statement you make; 8.4 interfere with or disrupt the operation of the Site or the servers or networks used to make the Site available; or violate any requirements, procedures, policies or regulations of such networks; 8.5 transmit or otherwise make available in connection with the Site any virus, worm, Trojan horse or other computer code that is harmful or invasive or may or is intended to damage the operation of, or to monitor the use of, any hardware, software, or equipment; 8.6 reproduce, duplicate, copy, sell, resell, or otherwise exploit for any commercial purposes, any portion of, use of, or access to the Site; 8.7 modify, adapt, translate, reverse engineer, decompile or disassemble any portion of the Site. If you wish to reverse engineer any part of the Site to create an interoperable program you must contact us and we may provide interface data subject to verification of your identity and other information; 8.8 remove any copyright, trade mark or other proprietary rights notice from the Site or materials originating from the Site; 8.9 frame or mirror any part of the Site without our express prior written consent; 8.10 create a database by systematically downloading and storing Site content; 8.11 use any manual or automatic device in any way to gather Site content or reproduce or circumvent the navigational structure or presentation of the Site without our express prior written consent. Notwithstanding the foregoing, we grant the operators of public online search engines limited permission to use search retrieval applications to reproduce materials from the Site for the sole purpose of and solely to the extent necessary for creating publicly available searchable indices of such materials solely in connection with each operator's public online search service. We reserve the right to revoke these exceptions either generally or in specific instances. 9 The Site may provide links to other websites and online resources. We are not responsible for and do not endorse such external sites or resources. Your use of third party websites and resources is at your own risk. 10 You may create a link to this Site, provided that: 10.1 the link is fair and legal and is not presented in a way that is: 10.1.1 misleading or could suggest any type of association, approval or endorsement by us that does not exist, or 10.1.2 harmful to our reputation or the reputation of any of our affiliates; 10.2 you retain the legal right and technical ability to immediately remove the link at any time, following a request by us to do so;

This is a subject that is often over complicated by employment lawyers & HR professionals. The fact remains that unless an employee has attained the required number of months in employment to claim unfair dismissal then it is very easy to dismiss to dismiss.

A quick reminder to all employers that we are offering up to a full hour of free employment law & HR advice to all businesses during the month of January. To take advantage of this special free legal advice offer siimply call us now on 01482 345 905 to make your appointment or email us on This email address is being protected from spambots. You need JavaScript enabled to view it.

If you are reading this article then no doubt you are looking to take on your first employee. Well firstly congratulations that you have grown your business to this point, and whilst it is an exciting time we know that it can be a stressful time. We therefore write this article for all first time employers or those who are taking on their first employee in some time.

With the Christmas trees put away and the fall out of the Christmas party dealt with it is time to look at the key changes to employment law this year that all employers need to be aware of. We have summarised some of the key changes below.

We write this guide with particular reference to the position of Employment Tribunals and as such for tax purposes you should gain specific advice from the HMRC, your accountant or a solicitor specialising in tax. 

We are happy to offer a completely free Social Media Policy for your business and staff as our way of wishing you a happy Christmas and New Year. This policy is absolutely free, and can be tailored for your business in seconds. Simply following the link provided to the free social media policy template, submit your details and you will be able to download the social media policy template in word format immediately. 

If a new employee won’t agree to the contract you offer them, then you need to consider whether or not to terminate the contract. As stated above, if the employee continues to work for you, even if under protest, then it can be deemed that they have accepted the contract. However from a business perspective do you really want an employee who from day one is refusing to sign the contract you have offered them. Is it worth the risk of keeping the employee on and them causing you further trouble down the line when they have full employment rights (after 2 years). It may be wise to terminate their employment by giving notice and seek an employee who will agree to the terms you have offered them.

Whilst the use of social media as a marketing tool for businesses has generally had a positive impact, recent local and national press stories have shown the danger of employees using social media.

Page 2 of 5

Quick Contact

How many eyes has a typical person?
Email:
Subject:
Message: