Direct Access barrister only for the final tribunal hearing?

[Eager99]

Hi all,

I’d really appreciate some advice. I'm preparing for an employment tribunal, but I have a very limited budget and also a language barrier. I'm thinking about using a barrister through Direct Access, but only for the final hearing - not for the earlier stages or paperwork.

Has anyone done this before?
Is it a realistic and effective strategy, or could it backfire?
What kind of fixed fees should I expect for a junior barrister for a one-day hearing?
And what should I look out for to make sure the barrister is experienced and reliable?

Any tips or recommendations (including where to find the right barrister) would be really helpful.

Thanks in advance.

[ULA]

Eager99 does this relate to your other thread?

Can a manager ignore personal boundaries and use 'mate' instead of name? - LegalBeagles Forum

[Eager99]

Eager99 does this relate to your other thread?

Can a manager ignore personal boundaries and use 'mate' instead of name? - LegalBeagles Forum

Only partly. I consider this an ongoing detriment under the Employment Rights Act 1996 section 47B, and also under the Equality Act 2010 section 27, as a form of victimisation.
This kind of coordinated behaviour didn't exist for many years, and it started immediately after I raised formal complaints about health and safety and discrimination.
There are also other specific actions by the employer that triggered my claim - not just the way I was being addressed. These include procedural unfairness, breach of natural justice, ignorance of OH recommendation, unlawful deductions from pay, and more (ERA 1996 section 13, ERA section 44).