Employment Lawyers Can Answer Your Employment Law Questions
Hello, my name is***** am a qualified lawyer and I will be assisting you with your question today.
Please provide more information on the part you missed out? How long had you worked there and why did you leave?
Thank you. I will get back to you with my answer as soon as I can, which will be at some point today. The system will notify you when this happens. Please do not reply in the meantime as this may unnecessarily delay my response. Many thanks.
Hi there apologies for not being able to reply in full this evening, I was unexpectedly delayed in severe traffic and have only just returned. To ensure a quality answer, I will reply in the morning, thank you
Many thanks for your patience. Whilst it is impossible to predict what would happen at the meeting, I expect that they will highlight the discrepancies again and ask you for an explanation of what happened so that you have a fair opportunity to provide your side of the story. If they are content with your response and realise that this was just a genuine error, then I can see them not taking this any further and continuing with your employment as normal. On the other hand, if they are not satisfied with your explanation and believe that you were not genuine in your actions and/or explanation, they can consider terminating your employment. This would be quite easy for them to do because you have no unfair dismissal protection in the first 2 years of employment. It means they can dismiss for ore or less any reason and without having to prove anything. It does not mean it will end up that way but there is still a reasonable chance it may, depending on what they believe. Best for you is to be clear on what happened, apologise for the error and hope they believe what you say is true.
Does this answer your query?
There is no harm in providing that information to them in advance as they can then familiarise themselves with it prior to the hearing. Whoever you bring with you may be given the opportunity to address the employer but that is down to them – it is not a legal right as such so you have to ask for the employer’s permission for that to happen. Does this clarify things a bit more for you?