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Wow well spot well unfortunately the union don't go further with ur case at certain point and left you nut!! They don't even bother to dismissed ur case while you fighting inside 😂

You are amazing and really appreciate your online advice x ❤

With me the Respondent is preparing the final bundle but anything I asked to be in rhere they have said I would need to provide it and why its relevant to my claim I thought u didn't have to give my reasons until tribunal

This is needed. 2 years is too long and unfair

I have had trouble with my respondent not agreeing to put my contemporaneous notes into the bundle. I have finally emailed tribunal today and asked them what I should do, immediately the respondent responded and said "By way of reminder, as part of the overriding objective, it is best practice for parties to work cooperatively with one another." and then blamed me for not providing them the reasons why I want them included. Then they've included them as a supplemental bundle which I have to explain to them on the first day of the hearing (so they said). It sounds like the respondent are being difficult but I have managed to get what I want into the bundle - Question - are they allowed to refuse my contemporaneous notes?

I'd love a heads up when these were going to happen.

Is there a way to book one to one with you please i really need some advice please .....

Hey can i book for an hour please i have a plemenary hearing coming up in a month

Just a huge thank you for all your questions and answers videos. I took my ex employer to tribunal and had my trial last week and won. You were so useful...just need to do the remedy hearing so plenty on that please

Speaking up for discrimination for other employee or for themselves ?

The people that are already having unfair dissmisal but hasn't had a service for 2 years would the new rules will also implied onto those cases?

What about your actual hearing

Hi, I. Looking for examples of the list of issues questions for racism, victimisation, harassment, bullying, and unfait dismissal. I can only see you say there are links in your bio. I can't find your bio😂😂 Could you tell me where to find it please?

I used to go above and beyond at work a few years back - often working at my desk without eating until 11pm or 2am, or 3am sometimes for months on end. I was so burnt out, also dealing with a bereavement and mentally so unwell. It started bleeding into my work and I started making mistakes. My employer knew I was struggling. Said all the right things to me. They also gave me a poor performance review and no pay rise in 6 years. DON'T GO ABOVE AND BEYOND without demanding compensation for it there and then. Even better - don't go above and beyond for work. Go above and beyond for your health, and for your loved ones.

Amazing tips your so helpful in this time of need x

Filed disability complaint with HUD at Hoa - need attorney in order to obtain maximum protection and benefit for retaliation

I need help for your opinion before keeping the case

Thanks for your video! Just wondering about a question.. what happens if both parties dont agree with the list of legal issues before PH? I have a PH this Friday and I have a feeling that we wont agree it..

A comparator???

My employer sacked me without following a fair process and gave the excuse that I was on my probationary period as Supervisor... But I have been there over 2 years 🤣🤣

Does this include constructive dismissal?

After I amended my cma just before my prelim due to doing my list of issues poorly. The employer solicitor encouraged me to either email my list of issues correctly or bring it up in the prelim. When the prelim was pushed back a few months, the employers solicitor read my amended issues and said I did it too late, but I know only the judge can decide. They then offered me a small settlement in the same email instead but said it was not based on the fact my case held any merit. I am not as interested in the money. This was for unfair dismissal. I have my prelim in September.

What about printing hard copies???

It is legal to discuss. It is ILLEGAL for employers to do anything about it.

Employers will certainly be much much more selective in who they hire since they may be stuck with them for a long time or taken to tribunal (which I suppose is the US equivalent of being sued). Why take unnecessary chances? Good Luck with that.

OK, well left you can read somebody's mind.You don't know what they're actual intent

That is just crazy because anybody could ask their fellow workers. And unless you can read their mind, you're not gonna know if they really thought about asking because they felt they might be discriminated against, they could say that, but that could not be their real intention so that is ridiculous because this can also backfire on minorities discriminating against the majority.

That number one looks like guilt tripping. It’s a form of coercive control. It’s a big no no.

So… for unfair dismissal it’s basically a timeline… but not a timeline? I’m more confused 😫

The example of tge autistic person not getting a sales position... uh... well they should probably try them out at least, but it's going to be a rare autist or a very good masker to be able to do sales. Not sure how many of us would even WANT tgat kind of job, so much people interaction...

As amazing as this is, the Tribunal service is already extremely backlogged and it takes forever for cases to go through. It's a painful experience for those in it. Can you imagine what this is going to do to that?

That is awesome.

Will they fund and invest into the justice system, especially the Employment tribunal, let’s hope so.

I gave up reading work emails. They're never accurate, relevant or good for anything.

I live in america so I'm curious what an american workers' rights attourney @RyanStygar would say about US law

Your accent is as complex and sophisticated as your content 🫡

Even though you get ET1 in in the specific timeframe is there a limit to how far back the complaint first began? For instance 2019 and still ongoing? Would the length of time claimant has suffered be taken into account? Thanks

These shorts are so helpful

I had an awful conciliation experience. He completely sided with the employer, told me I was "obsessed" with what had happened to me, told me putting in a DSAR request would get me sacked, told me to take whatever I could because my employer would fight me strongly at tribunal. I would just advise everyone to be wary and hopefully no one will have to go through the experience I did!

It didn't protect me government guidance seatbelt guidance 1983 took that protected act law Gallagher v mencap in government website

My question is around adhd…..do you need to state this on applications do you have to share this with your employer. I suspect I have adha and another physical diagnosed condition, I did struggle a lot in my last role due to the environment. I don’t want the employer to think I’m not up to the role and don’t want to have history repeat it’s self what do you recommend?

Discrimination arising from disabled and duty to make reasonable adjustments are very key protections for an AuDHD person like myself. Also another good tip, (because neurodivergent people take time to process stuff, especially if you have dyslexia, dyspraxia, autism, ADHD, etc). Send an email the next day about stuff raised in a meeting to the person/people you had it, say what you thought what was said, and:or what you agree and what you disagree about what was said or actions being taken. What is great for me in my current tribunal case is that I emailed about meetings to people I was in meetings about, while people like my line manager emailed other people about what was said in a meeting without CC/etc me in such conversations. Of course what they said was untrue, but the fact that when I email people what I said what I believe was discussed in a meeting with them in it, it gives them a chance to response to my account. While such email with the person in the meeting it least cc in, it looks suspicious as it seems you are trying to manipulate what happened in a meeting.

Basic stuff. You want to see real DARVO and SLAPPS applied by biggest law firm in the world protecting world worst lobbyist? Pop in to London EAT on 06.08.2024 - I am running my PH and 3.10. against Nestle UK - you can wright a book about intimidation tactics base on their actions.

Why only £41?

Really important to send your minutes in as soon as you can after the meeting. HR will make stuff up and use your own words against you. If you’re disabled with mental impairments, ask for it to be done in writing! Never do these hearings alone either and don't trust HR no matter how sugary sweet they are with you and especially if they verbally agree with you without witnesses about!!

Question please . . . What if I haven’t done anything wrong but be bullied and I haven’t ever had a warning as my work is 100% I’ve been off sick for 6 months and they refuse to take me back? Offered me 6 weeks pay and deleted all the evidence emails that proved I was being bullied. Most bullies have left the company and it would appear they have already filled my position with a new person. I got without prejudice email after my RTW welfare meeting and they don’t have grounds to get rid of me. Ps I’m also protected under disability act and the stress at work had me have major urgent emergency operations. They also paid me SSP whilst I was off and I’m locked out of my laptop with my email evidence of all the crap they put me through.

I took videos to remind me. Will these count? I gave the boss excuses for me to record, the machine for example, but really I was recording my nails to show that she was telling me how ugly my nails were... I was on shift and i didn't really have the opportunity to write things down since I am a worker in a museum.

Does this advice also apply to Scotland?

None of this applies in the US for small businesses Valla, your country of origin. What do you feel about that?

This is precisely what i needed to hear, Thank You.