Employment Law: Importance of Court Visit and Case Management

Running head: EMPLOYMENT LAW
EMPLOYMENT LAW
Name of the Student
Name of the University
Author Note

EMPLOYMENT LAW1
Introduction
Employment Tribunals are considered to be the public bodies in the nations of England
and Wales and the nation of Scotland. These tribunals have the statutory jurisdiction in relation
to the hearing of the disputes regarding the employees and the employers. Generally, the disputes
involve issues related to discrimination among the employees regarding their employment,
payments related to redundancy and unfair dismissal. The tribunals are considered to be a part of
the structure regarding the UK tribunals. The administration of these tribunals is done by the
‘Tribunals Service’. The supervision and the regulation of the aforementioned tribunals is done
by the Administrative Justice and Tribunals Council. The Employment Tribunals generally
entertain claims, which have been brought before the tribunals, within the time period of three
months regarding the issues that are particularly in relation to statutory violations.
Discussion
Importance of Court (or Tribunal) Visit
Court visits (in this case tribunal visit) are considered to be very valuable and
advantageous for the growth and progress of any particular student. It augments the character
and provides a strong and vibrant perspective or outlook in relation to any particular case or
problem. The primary purpose for such visits is to comprehend the functioning in relation to the
court or tribunal and the nature of responsibilities regarding the parties involved in any particular
case (Hollins and Sinason 2018).
Case Management before Hearing
On the 11th day of the month of the October in the year of 2019, I visited the Employment
Tribunal. After I visited the tribunal, before the hearing began, a discussion in relation to the case

EMPLOYMENT LAW2
management took place in the tribunal (Lord, Percy and Rowlands 2018). When I was present in
the Tribunal, an information came to my knowledge, that is, the first language of the candidate is
not the English language. The candidate previously attended the Tribunal. He was not prepared
at the time. However, on this day the candidate is attending the Tribunal with significant
questions. The Employment Rights Act of the year 1996 is involved in the case that is being
heard in the Tribunal. Sub section (1) of section 98 as provided in the Employment Rights Act of
the year 1996, states that it shall be the responsibility of the employer to demonstrate appropriate
reasons for dismissing any particular employee. Sub section (4) of the aforementioned section
states that whether such dismissal is unfair or fair, shall be decided by the tribunal in relation to
the facts and circumstances of each case, keeping in mind the resources of the undertaking of the
employer and rationality of the decision of the employer regarding the dismissal.
Initiation of the Hearing
After the case management concluded, the hearing started. I learnt that no documents
were produced before the hearing started. Even the copies in relation to the documents were not
given. Only an Indemnity Statement form was forwarded. The form that I just mentioned
contained only the rudimentary details such as the name of the candidate, the age of the
candidate and the previous address of the candidate. Other information that was included in the
aforementioned form was in relation to the previous accidents that the candidate was involved in,
the shop or establishment from where the purchase of the car was made, the last mileage report
regarding the car and such type of basic data. The form provided by the candidate does not have
any connection to the present situation or status of the candidate. No more questions were asked.
I should mention that the document was not converted or translated to the language of the
candidate in order to help the candidate. In the Tribunal, two issues were raised by the claimant.