Please note that Humane Resources is not taking on new claims management clients. The information below is only meant for existing clients.
Humane Resources has worked on a couple of cases with unusually good outcomes for clients. Statistics from the Employment Tribunal service show that in 2008-2009, only 49 (2.00%) awards of compensation for unfair dismissal exceeded £50,000, and only 7 (0.02%) unfair dismissal claims disposed of at a hearing resulted in reinstatement or re-engagement orders. The statistics state that the maximum award of compensation for unfair dismissal in the period was £84,005. This has to be an anomaly because one of Humane Resources' clients was awarded £203,000 during the same period. In any case, according to these statistics the outcomes obtained for two Humane Resources clients are very rare. As well as the £203,000 award, one client was reinstated.
Glencross v Network Rail Infrastructure Ltd
Mr Glencross was a Network Rail employee who witnessed an accident that injured a colleague. His boss put him under pressure to keep the details of the accident secret, by falsifying his account of events, because unauthorized equipment had been used and was presumed to be the cause of the accident. Mr Glencross alleged that the manager encouraged the practice because productivity was much higher that way. Mr. Glencross eventually felt compelled to tell the truth, despite further warnings that he would face disciplinary action if he changed his statement. When he gave his truthful statement he was fired, supposedly because his original statement had been false.
Mr. Glencross was not supported by his union the RMT, and could not afford to fund a local solicitor, so he presented his claim in person and it was upheld. He then engaged Humane Resources to present his case for remedy, but Network Rail appealed the decision on liability. Humane Resources represented Mr Glencross on appeal, with the result that the EAT approved the tribunal's judgment of unfair dismissal. However, the EAT found shortcomings in the tribunal's reasons about detriment (i.e. victimisation short of dismissal). That issue was remitted back to a different tribunal to be dealt with separately from the dismissal remedy. Network Rail was represented throughout by a prominent Newcastle law firm who appointed counsel at every stage.
The first remedy hearing in March 2008 was adjourned pending the appeal and the issue was not concluded until January 2009, where Network Rail was ordered to pay Mr. Glencross the £203,005, making his award considerably higher than the highest award recorded in the statistics, possibly making it the highest compensatory award for unfair dismissal in 2008-2009. The detriment issue outstanding from the appeal was concluded in private.
Coote v Home Group
For 14 years Mrs Coote managed for a sheltered housing complex in Teesside. In early 2008 she was dismissed for alleged misconduct and, when she had had no meaningful contact about the matter from her union UNISON, Humane Resources lodged a tribunal claim on her behalf. A well known Newcastle law firm defended the claim for her employer Home Group Ltd, but lost the case. Subsequently, Home Group's new Managing Director said he fully accepted the tribunal's decision and agreed to reinstate Mrs. Coote and make up the losses she had suffered in the meantime. Humane Resources was involved in negotiations for Mrs. Coote's reinstatement and applauds the genuine and successful efforts made by Home Group's senior managers to ensure that Mrs. Coote could return to meaningful and productive employment. 18 months after reinstatement, Mrs. Coote and Home Group continue to work together.
Your case
If you have a claim in the employment tribunal, the amount of compensation awarded will depend on (a) you having a good claim, (b) the tribunal believing you (c) the amount of money you can prove you have lost as a result. The results of previous cases have no bearing at all on the results of future cases. All I can promise is to do my best to give you good advice and represent you as best I can.