Expert Employment Law Barristers in Milton Keynes
Strategic Tribunal Representation & Specialist Advice in Complex Employment Law Matterss
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Your Direct Access Employment Law Specialists
Our employment law barristers provide specialist support for employees and employers. We offer legal services across a range of employment law cases, from complex discrimination cases to unfair dismissal claims.
We understand that employment disputes can be stressful and high-stakes, both emotionally and financially. To support our clients, we offer cost-effective and tailored services such as flexible appointment times (including evenings and weekends) and virtual meetings.
As a direct access practice, our employment law services are broad. We can provide advice and support on case preparation, such as drafting Particulars of Claim and Grounds of Resistance. Additionally, we can represent clients at the Employment Tribunal and the Employment Appeal Tribunal (EAT). Find out more about our direct access offering here.
Our employment barristers also have experience in immigration law, providing nuanced insight in matters where these areas overlap – including right to work checks; and discrimination related to immigration status and sponsored working.
Areas of Expertise
o Right to work checks
You can instruct us directly via the Direct Access Scheme, saving on solicitor fees and working directly with your barrister.
Why Choose Demstone Chambers for Family Law?
- Direct Access Barristers: You can instruct us directly without the need for a solicitor, giving you greater control over your case and helping to reduce overall legal costs.
- Specialist Employment Law Expertise: Our barristers focus on employment law. We understand the complexities of workplace disputes, discrimination claims, unfair dismissal, whistleblowing and employment tribunal proceedings.
- Client-Focused Approach: You will work directly with a barrister, ensuring clear, practical advice, personal communication and a tailored strategy aligned with your employment law objectives.
- Robust Representation in Negotiations & Tribunals: Whether you are negotiating a settlement agreement or bringing/defending a claim in the employment tribunal, we provide strong, strategic advocacy at every stage.
- Confidentiality & Sensitivity: We recognise that employment disputes are often stressful and sensitive. Your matter will be handled with discretion, professionalism and care.
- Local Knowledge: We have in-depth experience of employment tribunals and courts serving Milton Keynes, Northampton, Bedford and Luton.
The Employment Tribunal Process
The specific timelines of an employment case will depend on the type of claim as well as its complexity. The general process – and how our barristers can support you at each stage – is outlined below:
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Step 1Initial ConsultationWe can review your situation, assessing the strength of your case under the Employment Rights Act 1996 or Equality Act 2010. We also explain the Employment Tribunal process, timelines, and potential compensation outcomes.
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Step 2ACAS Early ConciliationWe can guide you through registering with a statutory dispute resolution body, the Advisory, Conciliation and Arbitration Service (ACAS), a mandatory step before submitting a claim to the Employment Tribunal. ACAS will contact your employer to explore alternative resolution options, before resorting to formal proceedings in the Tribunal.
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Step 3Employment Tribunal Claim PreparationIf your case does proceed to the Employment Tribunal, we can offer strategic advice on your claim, as well as drafting documents such as your Employment Tribunal Particulars of Claim (ET1) or Grounds of Resistance (ET3).
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Step 4Case Management & EvidenceAt this stage, we can help with Preliminary Hearings in the Employment Tribunal, case management agendas, and witness statements.
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Step 5Employment Tribunal RepresentationAt the Tribunal hearing, both sides present their evidence, including documentary evidence and witness evidence. Each party’s barrister conducts examination-in-chief of their own witnesses and cross-examines those of the other side. The barristers then make legal submissions to the judge, who decides whether the claim succeeds. If a party disagrees with the decision, they may appeal to the Employment Appeal Tribunal on a point of law.
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Step 6Post-Hearing SupportIf your claim is successful, we can assist with remedy hearings in which the level of financial compensation payable is decided. We can also support with the enforcement of compensation awards and appeals to the Employment Appeal Tribunal where appropriate.
Frequently Asked Questions
Most Employment Tribunal claims must be submitted within three months of the incident or dismissal date. However, you must first contact ACAS for Early Conciliation (see above), which can extend this deadline. Time limits are strict, and missing them may bar your claim entirely. Our barristers can advise on deadlines and ensure your claim is filed correctly and on time.
The Employment Tribunal has the power to award compensation to successful Claimants.
Compensation for some types of claim (such as whistleblowing) has no upper limit and covers financial losses, injury to feelings, and sometimes aggravated or exemplary
damages. Awards vary depending on the severity of the employer’s conduct and its impact on the Claimant.
Redundancy decisions can be challenged under certain criteria, including if: the process was unfair under the Employment Rights Act 1996; the selection criteria were discriminatory; or proper consultation did not occur. Our barristers can help to assess whether your employer acted fairly. If appropriate, we can support your case at the Employment Tribunal.
Under the Equality Act 2010, it is unlawful for an employer to treat someone less favourably than others because of a protected characteristic. These include age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion, sex, or sexual orientation. Employers may also have a duty to make reasonable adjustments for disabled employees; failing to do so can amount to discrimination.
If your employment has been terminated without a valid reason, this may qualify for an ‘unfair dismissal’. Under the Employment Rights Act 1996, fair reasons for dismissal include misconduct, capability, redundancy, or asserting a statutory right. Reasons outside of these factors may qualify as an unfair dismissal.
There are also reasons for dismissal that are ‘automatically unfair’, or ‘wrongful’. These include pregnancy, trade union membership, and whistleblowing. Under these circumstances, you can claim unfair dismissal even if your employment is under two years (the standard minimum period before qualifying for an unfair dismissal claim).
Your employer must follow reasonable procedures before finalising a dismissal – such as providing warnings, conducting an investigation, and offering an opportunity to appeal. If these steps do not take place, the dismissal may be classed as unfair, even where a fair reason for dismissal may have existed.
A whistleblower is someone who reports wrongdoing, usually in their work. Whistleblowers can receive legal protection, meaning their disclosure cannot lead to unfair treatment such as a dismissal. For a disclosure to be protected, it must be a ‘qualifying disclosure’. This means that the claimant (an employee in this case) must reasonably believe that a certain wrongdoing has occurred – this is something in the public interest, like a criminal offence, breach of law, and health and safety risk. The disclosure must be made to an appropriate individual or body (internally, such as a compliance officer, or externally, such as a regulator).
If you can show that you have made a ‘qualifying disclosure’ and have consequently suffered harm or dismissal, you may be able to bring a claim before an Employment Tribunal and receive remedies such as compensation or reinstatement (i.e. being re-employed, if dismissed).
Fees
Naturally, our costs depend on the volume and type of work involved in each case. Further information can be found here.
Speak Directly to a Employment Law Barrister Today.
If you are facing workplace difficulties or are involved in employment law proceedings, contact our team of specialist barristers.
Our main office is in Milton Keynes, though our employment law barristers can assist clients across the UK.
