IT1
This is the form completed by an employee when they want to complain of unfair dismissal or any other employment related issues.

IT3
This is the form used by the employer to respond to the employee's IT1.

ACAS
This acronym stands for Arbitration Conciliation Advice Service. It is a government funded organisation which seeks to mediate in disputes between an employer and employee. They become involved as soon as the employee submits an application to the Employment Tribunals Office. Additionally there is a procedure whereby ACAS can be invited to mediate between disputes in the workplace. New legislation with regard to this particular issue is currently before Parliament.

Disciplinary Hearings
If the employer has concerns with regard to the employee's conduct or capability they are entitled to invite the employee to attend a disciplinary hearing to discuss the various allegations against them. There is legislation before Parliament which will regulate disciplinary hearings and provide a statutory form for disciplinary hearings.

Grievance Hearings
If an employee has a complaint about a particular member of staff or an issue with regard to their employment, for example, a variation to the contract terms and conditions, they are entitled to place "a grievance". This has the effect of the employer convening a hearing to discuss the issues raised by the employee. Similar to the provisions relating to disciplinary hearings, there is legislation currently before Parliament to ensure that grievance hearings will become a teacher of statute.

TUPE
TUPE refers to the Transfer of Undertaking (Protection of Employment) Regulations, 1981. These regulations were introduced to ensure the protection of employees when, for example, a business is taken over by another organisation. Broadly, TUPE regulations ensure that the rights of employees are transferred along with the business.

Constructive Dismissal
This describes the situation whereby an employee complains to an Employment Tribunal on the basis that the employer has breached their contract to such a fundamental extent that they could not be expected to work in that position any longer. Their complaint is one of constructive dismissal alleging that they were entitled to treat the contract as having ended. Only employees with one year's service will be able to complain of constructive dismissal, and they will be entitled to their loss according to how long they have remained out of work, as at the date of the Tribunal.

Summary Dismissal
An employer is entitled to dismiss an employee without notice which is referred to as summary dismissal, for issues of gross misconduct. Such issues are normally detailed in the employer's disciplinary handbook.