BIS has started a consultationon Amendments to Employment Tribunal Postponement Procedures. The consultation is taking place as one of the concerns about the Tribunal system voiced by stakeholders is the time proceedingstake and unnecessary and short notice postponements can increase the length of the process, leading to additional costs for those involved.
In response to this, the Small Business, Enterprise and Employment (SBEE) Bill will include proposed measures amending the Employment Tribunal Rules of Procedure to limit the number of postponements that can be granted to a party, in a single case, other than in exceptional circumstances, introduce a deadline after which applications for the postponement of a hearing would only be allowed in exceptional circumstances and place an obligation on ETs to consider granting costs orders where late notice postponements are granted. The consultation closes on 12 March 2015 and the intention is to implement the new rules once the SBEE has received Royal Assent.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
