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This legal template is designed to assist individuals or businesses filing an ET1 claim against an employer for failure to inform regarding collective redundancies under UK law.

Collective redundancies occur when an employer intends to dismiss a certain number of employees within a specified time frame, usually within a 90-day period. According to UK law, an employer is obligated to consult and inform representatives of affected employees about the proposed redundancies.

The purpose of this template is to provide a standardized framework for claimants to outline the details of their case against their employer. It will include sections to describe the claimant's employment history, the specific details of the employer's failure to properly inform and consult about the redundancies, the adverse impact it had on employees, and any relevant evidence supporting the claim.

The template will also provide space to include the claimant's desired outcome, such as seeking compensation for losses suffered due to the employer's failure to comply with legal obligations, reinstatement, or other appropriate remedies.

Ultimately, this template aims to support individuals or businesses during the legal process of claiming failure to inform over collective redundancies under UK law by providing a comprehensive structure to present their case effectively.

The legal template titled "ET1 Claiming Constructive Dismissal under UK law" is a comprehensive document that assists individuals in submitting a formal claim for constructive dismissal to an Employment Tribunal (ET) in the United Kingdom. Constructive dismissal refers to a situation where an employee feels compelled to resign due to their employer's breach of contract or a hostile work environment.

This template would likely entail an assortment of sections covering essential components required for a claim, such as:

1. Personal and employer details: This section would require the claimant to provide their personal information, including full name, contact details, and employment start and end dates. Similarly, it would prompt the inclusion of the employer's information, including their name and address.

2. Grounds for constructive dismissal: This section would guide the claimant in explaining the circumstances that led to their claim. It would require detailing the employer's actions or omissions that allegedly breached the employment contract, infringed on statutory employment rights, or created an intolerable work environment.

3. Chronology of events: This section would provide a timeline of incidents leading to the claimant's resignation. It would include relevant dates, descriptions of incidents, any attempts made to address concerns with the employer, and subsequent outcomes.

4. Supporting evidence: This section would allow the claimant to attach any relevant documentation supporting their claim, such as letters, emails, or other correspondence with the employer. Additionally, they may include any evidence demonstrating attempts to resolve issues through formal or informal channels.

5. Remedies sought: In this section, the claimant would outline the remedies they are seeking as a result of the constructive dismissal, such as compensation for lost earnings, damages for distress caused, or reinstatement of their employment position.

6. Declaration and signature: The template would include a final section where the claimant declares the information provided is true and accurate to the best of their knowledge. It would also include a space for the claimant's signature and the date.

Overall, this legal template aims to provide a structured framework for individuals seeking to make a claim for constructive dismissal in accordance with UK law. It should assist them in organizing their case coherently and ensuring all necessary details and supporting evidence are adequately included for submission to an Employment Tribunal.