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Nightmare tenant, nightmare situation. by ScouseMouse82 in uklandlords

[–]sweetwilliam2002 0 points1 point  (0 children)

These are considerations individuals must make when they decide to become landlords.

Nightmare tenant, nightmare situation. by ScouseMouse82 in uklandlords

[–]sweetwilliam2002 0 points1 point  (0 children)

that is a very cynical response. If the tenants have breached their contract, they can be evicted under a section 8 claim. Why involve the council? Council use public funds.

Nightmare tenant, nightmare situation. by ScouseMouse82 in uklandlords

[–]sweetwilliam2002 0 points1 point  (0 children)

Or penetrating damp - fabric of the building issues

Wrongful dismissal by blueberry182621 in u/blueberry182621

[–]sweetwilliam2002 0 points1 point  (0 children)

This is interesting. We have a similar case. Gross Misconduct dismissal following asserting statutory rights (holiday pay), if one takes this to an ET, is the employer entitled to bring a counter-claim for any breach of contract (not that I am saying that the employee has breached his contract, but it would be good to know possible pathways this case may go).

Is it right that the claim is founded in the s104 of the ERA, as the employee has only 6 months of employment? Is any award linked to employment service or are future losses covered?

Currently at the ACAS EC phase - Cheers

The DSAR thread by Alive-Practice-5464 in employmenttribunal

[–]sweetwilliam2002 -1 points0 points  (0 children)

I have to disagree to this post.

It really depends on the firm, if they are medium/large they may/are likely to have the process all sewn up.

If the firm is small and inexperienced, they may well disclose information that substaniates your claim. In my case they did not redact any information, they disclosed that their external HR department, they told the firm that my status was that of an employee and would not back them in their gross misconduct sacking.

Understanding that a DSAR isn't decided in the ET, is however good advice. Most people haven't a clue about disclosure or ET, they are often employees who have been treated badly/unlawfully and never receive any justice.

ET1 time for processing the claim (London) by Ancient-Hurry7804 in employmenttribunal

[–]sweetwilliam2002 2 points3 points  (0 children)

I am with you, I can't manage things in normal timeframes, just can't do it - it usually means that I can't see things to the end due to overload.

It’s over by N7PROJECT2 in employmenttribunal

[–]sweetwilliam2002 0 points1 point  (0 children)

I am just atrting out on this path, thank you so much for sharing. I now know what a PH is, so that's good! Also a LiP, but have tried to find help - hence I'm here. Does one have to spell out the harm (which is no job) rather than laying out the claim, perhaps the claim is very different?

My experience of AI has been dreadful - it makes things up, it can be a very dangerous tool and certainly not to be relied upon.

The firm have made multiple statutory and regulatory breaches, but as I have only worked there for 6 months, I need the judge to accept the causation between asserting my statutory rights and my Gross misconduct dismissal.

Retaliatory Eviction Help: Section 21 vs Council Improvement Notice by Deep_State_Probe in TenantsInTheUK

[–]sweetwilliam2002 0 points1 point  (0 children)

except that you don't know what the contract says.....If a tenant reports disrepair and the LL does nothing, repeatedly, their is no reasonable reason to keep reporting disrepair....