Disability discrimination in the work place and filling in an ET1 Form correctly
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ChazWheels20_21
Community member Posts: 2 Listener
Hi everyone, hope someone can help. I was dismissed from my job back in January. I'm a wheelchair user with cerebral Palsy. I was supposidly dismissed for poor performance but in the absence of regular performance review, I think it was more the fact that the employer failed to ensure evacuation safety support. I'm looking fr support or who to go to to get the right help in completing an ET1 . Does anyone have and helpful advice or where I can get support? In addition to being dismissed, my new employer has been sent a really bad reference, citing performance issues. However, these were not raised when I was dismissed.
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Hi and welcome
An ex employer should only give negative ref if the issued have been addressed and documented and taken through the performance management process so maybe you should include this in your ET1
As for support it isnt that easy to get free advice or help completing form
I suggest you contact ACAS or look on their website for advice
You could also see if cab have any advice where you can get support
There is no right wrong way to complete firm just put what your case is and any supporting evidence the tribunal understands it is being completed by people without legal knowledge
Any further questions just come back and ask -
It is now in employment law illegal to give bad references they can either refuse or can just say that you worked there you need to put that on the form that they gave you a bad reference
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@lisathomas50 it isnt illegal to give a bad reference but to do so it must be based on fact and the employer must have done something about the reason they have put bad reference
Eg if they said the person had bad attendance they need to have taken action on this
Or if they say they had done some misconduct they need to have evidence they took this through disciplinary
Most employers now just state dates employed and what role etc to avoid any comeback
I have always stated in ref if I think the reason needs to be alerted to potential new employer eg dismissed for serious gross misconduct -
A good example would be imagine it was a care worker who had been dismissed for cruelty towards a patient and you didnt disclose this and they went on to do it again
You have a duty of care to provide a simple statement saying employee was dismissed for gross misconduct it is then up to new employer to investigate this further
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