Victimisation Particulars of Claim Drafting Service
If you believe you have been subjected to a detriment because you have done, or your employer believes you may do, a "protected act" under the Equality Act 2010, our dedicated service can assist you in drafting comprehensive and legally sound Particulars of Claim for submission to the Employment Tribunal in England, Scotland, and Wales.
Understanding Victimisation
Victimisation occurs when a person (A) subjects another person (B) to a detriment because:
B has done a protected act, or
A believes that B has done, or may do, a protected act.
This protection applies to individuals and extends across various areas covered by the Equality Act 2010, including employment, provision of goods and services, education, and more.
What are Particulars of Claim?
Particulars of Claim are a crucial legal document that outlines the full details of your claim. This document is submitted to the Employment Tribunal (usually as part of the ET1 form) and must clearly articulate:
The Protected Act: Clearly identify the specific "protected act" you performed (e.g., bringing proceedings, giving evidence, doing something in connection with the Equality Act, or alleging a contravention of the Act).
The Detriment: Detail the specific unfavourable treatment or disadvantage you suffered as a result of the protected act. This could be any treatment that a reasonable worker would or might view as detrimental.
Causation: Explain the link between your protected act and the detriment you suffered. The protected act does not need to be the sole or main reason for the detriment, but it must be a real reason.
Employer's Belief (if applicable): If the victimisation is based on the employer's belief that you might do a protected act, you will need to demonstrate this belief.
Dates and Timelines: Provide precise dates or periods when the protected act occurred and when the detriment was suffered.
Impact of the Victimisation: Describe the personal and professional impact of the victimisation on you.
Desired Remedies: Outline the compensation (e.g., for financial loss, injury to feelings) or other remedies (e.g., recommendations) you are seeking.
A well-drafted Particulars of Claim is essential, as it forms the foundation of your legal case.
Our Service Includes:
Our service is dedicated to meticulously drafting your Particulars of Claim, ensuring it is:
Legally Robust: Compliant with the Equality Act 2010 and Employment Tribunal procedural rules.
Detailed and Accurate: Including all pertinent facts, dates, and the specific impact of the victimisation.
Clear and Persuasive: Presenting your case in a logical, understandable, and compelling manner.
Personalised: Reflecting the unique circumstances of your situation and the specific disadvantages you faced.
We will collaborate closely with you to gather all necessary information, including:
Detailed accounts of the protected act and the subsequent detriment.
Any supporting evidence (e.g., emails, messages, witness statements, HR records).
Statements outlining the personal, professional, and financial impact of the victimisation.
Key Considerations for Your Claim:
When pursuing a victimisation claim, it's important to understand these key legal points:
Protected Acts: These include:
Bringing proceedings under the Equality Act 2010.
Giving evidence or information in connection with such proceedings.
Doing any other thing for the purposes of or in connection with the Equality Act 2010.
Alleging (expressly or otherwise) that someone has contravened the Equality Act 2010.
Relevant pay disclosures made for transparency purposes.
False Statements in Bad Faith: Giving false evidence or information, or making a false allegation, is not a protected act if done in bad faith. The primary question is your honesty in making the statement.
No Requirement for Protected Characteristic: You do not need to possess a protected characteristic (e.g., sex, race, disability) to claim victimisation. The claim is based on the protected act itself.
No Comparator Required: Unlike some other forms of discrimination, you do not need to show that you were treated less favourably than a comparator who did not perform a protected act. The focus is solely on the link between the protected act and the detriment.
Detriment: The treatment must be of a kind that a reasonable person would or might take the view that it was to their detriment. This can include stress or worry, even without physical or economic consequences.
Causation: The protected act must be a "real reason" for the detriment. It does not need to be the main or only reason, and it can be an unconscious motivation.
Conduct During Litigation: While judicial proceedings generally have immunity, conduct that is not part of the judicial process (e.g., threats outside court) or "unambiguous impropriety" during settlement negotiations may amount to victimisation.
Post-Employment Victimisation: Victimisation can occur even after the employment relationship has ended, provided it arises out of and is closely connected to the former relationship.
Victimisation by Colleagues: Employers can be held legally responsible for victimisation committed by their employees in the course of employment, unless they can show they took "all reasonable steps" to prevent it.
Time Limits: A claim must generally be submitted within three months of the act (or omission) to which the complaint relates. However, time can be extended if the conduct is "extending over a period" or if the tribunal considers it "just and equitable" to do so. Early conciliation through Acas is mandatory.
Remedies: If your claim is successful, the tribunal can order compensation for financial loss and injury to feelings, and may make recommendations for the employer to take specific steps.
How to Get Started:
If you believe you have been a victim of victimisation and require assistance in drafting your Particulars of Claim, please request a call back to discuss your situation. We are here to guide you through this complex process and ensure your claim is presented accurately and effectively.
If you believe you have been subjected to a detriment because you have done, or your employer believes you may do, a "protected act" under the Equality Act 2010, our dedicated service can assist you in drafting comprehensive and legally sound Particulars of Claim for submission to the Employment Tribunal in England, Scotland, and Wales.
Understanding Victimisation
Victimisation occurs when a person (A) subjects another person (B) to a detriment because:
B has done a protected act, or
A believes that B has done, or may do, a protected act.
This protection applies to individuals and extends across various areas covered by the Equality Act 2010, including employment, provision of goods and services, education, and more.
What are Particulars of Claim?
Particulars of Claim are a crucial legal document that outlines the full details of your claim. This document is submitted to the Employment Tribunal (usually as part of the ET1 form) and must clearly articulate:
The Protected Act: Clearly identify the specific "protected act" you performed (e.g., bringing proceedings, giving evidence, doing something in connection with the Equality Act, or alleging a contravention of the Act).
The Detriment: Detail the specific unfavourable treatment or disadvantage you suffered as a result of the protected act. This could be any treatment that a reasonable worker would or might view as detrimental.
Causation: Explain the link between your protected act and the detriment you suffered. The protected act does not need to be the sole or main reason for the detriment, but it must be a real reason.
Employer's Belief (if applicable): If the victimisation is based on the employer's belief that you might do a protected act, you will need to demonstrate this belief.
Dates and Timelines: Provide precise dates or periods when the protected act occurred and when the detriment was suffered.
Impact of the Victimisation: Describe the personal and professional impact of the victimisation on you.
Desired Remedies: Outline the compensation (e.g., for financial loss, injury to feelings) or other remedies (e.g., recommendations) you are seeking.
A well-drafted Particulars of Claim is essential, as it forms the foundation of your legal case.
Our Service Includes:
Our service is dedicated to meticulously drafting your Particulars of Claim, ensuring it is:
Legally Robust: Compliant with the Equality Act 2010 and Employment Tribunal procedural rules.
Detailed and Accurate: Including all pertinent facts, dates, and the specific impact of the victimisation.
Clear and Persuasive: Presenting your case in a logical, understandable, and compelling manner.
Personalised: Reflecting the unique circumstances of your situation and the specific disadvantages you faced.
We will collaborate closely with you to gather all necessary information, including:
Detailed accounts of the protected act and the subsequent detriment.
Any supporting evidence (e.g., emails, messages, witness statements, HR records).
Statements outlining the personal, professional, and financial impact of the victimisation.
Key Considerations for Your Claim:
When pursuing a victimisation claim, it's important to understand these key legal points:
Protected Acts: These include:
Bringing proceedings under the Equality Act 2010.
Giving evidence or information in connection with such proceedings.
Doing any other thing for the purposes of or in connection with the Equality Act 2010.
Alleging (expressly or otherwise) that someone has contravened the Equality Act 2010.
Relevant pay disclosures made for transparency purposes.
False Statements in Bad Faith: Giving false evidence or information, or making a false allegation, is not a protected act if done in bad faith. The primary question is your honesty in making the statement.
No Requirement for Protected Characteristic: You do not need to possess a protected characteristic (e.g., sex, race, disability) to claim victimisation. The claim is based on the protected act itself.
No Comparator Required: Unlike some other forms of discrimination, you do not need to show that you were treated less favourably than a comparator who did not perform a protected act. The focus is solely on the link between the protected act and the detriment.
Detriment: The treatment must be of a kind that a reasonable person would or might take the view that it was to their detriment. This can include stress or worry, even without physical or economic consequences.
Causation: The protected act must be a "real reason" for the detriment. It does not need to be the main or only reason, and it can be an unconscious motivation.
Conduct During Litigation: While judicial proceedings generally have immunity, conduct that is not part of the judicial process (e.g., threats outside court) or "unambiguous impropriety" during settlement negotiations may amount to victimisation.
Post-Employment Victimisation: Victimisation can occur even after the employment relationship has ended, provided it arises out of and is closely connected to the former relationship.
Victimisation by Colleagues: Employers can be held legally responsible for victimisation committed by their employees in the course of employment, unless they can show they took "all reasonable steps" to prevent it.
Time Limits: A claim must generally be submitted within three months of the act (or omission) to which the complaint relates. However, time can be extended if the conduct is "extending over a period" or if the tribunal considers it "just and equitable" to do so. Early conciliation through Acas is mandatory.
Remedies: If your claim is successful, the tribunal can order compensation for financial loss and injury to feelings, and may make recommendations for the employer to take specific steps.
How to Get Started:
If you believe you have been a victim of victimisation and require assistance in drafting your Particulars of Claim, please request a call back to discuss your situation. We are here to guide you through this complex process and ensure your claim is presented accurately and effectively.
If you believe you have been subjected to a detriment because you have done, or your employer believes you may do, a "protected act" under the Equality Act 2010, our dedicated service can assist you in drafting comprehensive and legally sound Particulars of Claim for submission to the Employment Tribunal in England, Scotland, and Wales.
Understanding Victimisation
Victimisation occurs when a person (A) subjects another person (B) to a detriment because:
B has done a protected act, or
A believes that B has done, or may do, a protected act.
This protection applies to individuals and extends across various areas covered by the Equality Act 2010, including employment, provision of goods and services, education, and more.
What are Particulars of Claim?
Particulars of Claim are a crucial legal document that outlines the full details of your claim. This document is submitted to the Employment Tribunal (usually as part of the ET1 form) and must clearly articulate:
The Protected Act: Clearly identify the specific "protected act" you performed (e.g., bringing proceedings, giving evidence, doing something in connection with the Equality Act, or alleging a contravention of the Act).
The Detriment: Detail the specific unfavourable treatment or disadvantage you suffered as a result of the protected act. This could be any treatment that a reasonable worker would or might view as detrimental.
Causation: Explain the link between your protected act and the detriment you suffered. The protected act does not need to be the sole or main reason for the detriment, but it must be a real reason.
Employer's Belief (if applicable): If the victimisation is based on the employer's belief that you might do a protected act, you will need to demonstrate this belief.
Dates and Timelines: Provide precise dates or periods when the protected act occurred and when the detriment was suffered.
Impact of the Victimisation: Describe the personal and professional impact of the victimisation on you.
Desired Remedies: Outline the compensation (e.g., for financial loss, injury to feelings) or other remedies (e.g., recommendations) you are seeking.
A well-drafted Particulars of Claim is essential, as it forms the foundation of your legal case.
Our Service Includes:
Our service is dedicated to meticulously drafting your Particulars of Claim, ensuring it is:
Legally Robust: Compliant with the Equality Act 2010 and Employment Tribunal procedural rules.
Detailed and Accurate: Including all pertinent facts, dates, and the specific impact of the victimisation.
Clear and Persuasive: Presenting your case in a logical, understandable, and compelling manner.
Personalised: Reflecting the unique circumstances of your situation and the specific disadvantages you faced.
We will collaborate closely with you to gather all necessary information, including:
Detailed accounts of the protected act and the subsequent detriment.
Any supporting evidence (e.g., emails, messages, witness statements, HR records).
Statements outlining the personal, professional, and financial impact of the victimisation.
Key Considerations for Your Claim:
When pursuing a victimisation claim, it's important to understand these key legal points:
Protected Acts: These include:
Bringing proceedings under the Equality Act 2010.
Giving evidence or information in connection with such proceedings.
Doing any other thing for the purposes of or in connection with the Equality Act 2010.
Alleging (expressly or otherwise) that someone has contravened the Equality Act 2010.
Relevant pay disclosures made for transparency purposes.
False Statements in Bad Faith: Giving false evidence or information, or making a false allegation, is not a protected act if done in bad faith. The primary question is your honesty in making the statement.
No Requirement for Protected Characteristic: You do not need to possess a protected characteristic (e.g., sex, race, disability) to claim victimisation. The claim is based on the protected act itself.
No Comparator Required: Unlike some other forms of discrimination, you do not need to show that you were treated less favourably than a comparator who did not perform a protected act. The focus is solely on the link between the protected act and the detriment.
Detriment: The treatment must be of a kind that a reasonable person would or might take the view that it was to their detriment. This can include stress or worry, even without physical or economic consequences.
Causation: The protected act must be a "real reason" for the detriment. It does not need to be the main or only reason, and it can be an unconscious motivation.
Conduct During Litigation: While judicial proceedings generally have immunity, conduct that is not part of the judicial process (e.g., threats outside court) or "unambiguous impropriety" during settlement negotiations may amount to victimisation.
Post-Employment Victimisation: Victimisation can occur even after the employment relationship has ended, provided it arises out of and is closely connected to the former relationship.
Victimisation by Colleagues: Employers can be held legally responsible for victimisation committed by their employees in the course of employment, unless they can show they took "all reasonable steps" to prevent it.
Time Limits: A claim must generally be submitted within three months of the act (or omission) to which the complaint relates. However, time can be extended if the conduct is "extending over a period" or if the tribunal considers it "just and equitable" to do so. Early conciliation through Acas is mandatory.
Remedies: If your claim is successful, the tribunal can order compensation for financial loss and injury to feelings, and may make recommendations for the employer to take specific steps.
How to Get Started:
If you believe you have been a victim of victimisation and require assistance in drafting your Particulars of Claim, please request a call back to discuss your situation. We are here to guide you through this complex process and ensure your claim is presented accurately and effectively.