How should a witness statement for use in employment tribunal proceedings be formatted?
Which statutory rights require a period of qualifying service?
Will a witness who gives evidence at a tribunal hearing be reimbursed for expenses incurred in attending the hearing?
Is the decision of an employment tribunal final?
In what circumstances can an employment tribunal order one of the parties to pay the legal costs of the other party?
What is the maximum amount of costs that a tribunal may order an employer to pay if it loses the case?
What is the time limit for appealing against the decision of an employment tribunal?
What is the procedure for appealing against the decision of an employment tribunal?
On what grounds can the decision of an employment tribunal be appealed?
An employee must complete a specified period of continuous service before qualifying for certain statutory rights. Except in specified circumstances, an employee cannot claim unfair dismissal until he or she has accrued one year’s service (or two years’ service if his or her employment begins on or after 6 April 2012). The same qualifying periods apply in relation to the right to request a written statement of reasons for dismissal. Two years’ continuous service is required before an employee can claim a statutory redundancy payment.
An employee must have 26 weeks’ continuous service to be entitled to statutory maternity pay; ordinary paternity leave and pay; additional paternity leave and pay; adoption leave and pay; and the right to request flexible working. An employee will qualify for the right to take parental leave after one year’s service.
For a full list of qualifying periods see Qualifying periods for statutory rights in the XpertHR quick reference section.
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