Employment Tribunals.

Employment Tribunals decide many disputes arising from work, including unfair dismissal, discrimination, unlawful deductions from wages and certain claims for breach of contract. They are independent judicial bodies, not part of the employer.

Different rights apply depending on whether you are legally an employee, worker, former worker or applicant for a job. Some disputes are outside tribunal jurisdiction or may be more appropriately brought in the civil courts. Our solicitors can help identify the correct claim, the respondent and the available remedy.

It is sensible to seek advice as early as possible, particularly when you have been dismissed or the alleged unlawful conduct is ongoing. A solicitor can identify applicable time limits, assess the evidence and consider whether a grievance, appeal or negotiated outcome is worthwhile.

You do not need to wait until all workplace procedures have ended before taking advice. Indeed, those processes may continue while the tribunal deadline runs. If your employer has proposed a settlement agreement, we can also advise whether the terms address the claims you may have.

Most claimants must notify Acas before submitting an Employment Tribunal claim. Acas Early Conciliation gives the parties an opportunity to reach an agreement with a conciliator’s assistance. The process is voluntary in the sense that neither side has to settle.

Notifying Acas within the statutory time limit generally pauses time while Early Conciliation is ongoing. Acas will issue a certificate if the process ends without agreement. Certain urgent claims and limited exceptions operate differently. We can advise on the process and negotiations.

For most Employment Tribunal claims arising from events on or after 1 October 2026, the usual deadline is six months less one day. Events before that date will generally retain the previous three-month limit, subject to claim-specific exceptions. The date from which time runs depends on the claim, so identify it carefully.

You usually need to notify Acas before bringing a claim. Doing so within time can pause the limitation clock while Early Conciliation takes place. An internal grievance, disciplinary appeal or settlement discussion does not itself extend the deadline. Some urgent claims, including applications for interim relief, have much shorter limits. If you’re unsure which deadline applies, seek legal advice promptly.

A typical claim involves several stages, although many cases settle earlier:

1. Initial assessment: reviewing the documents, identifying the issues and advising on prospects.
2. Acas Early Conciliation: considering whether a resolution is achievable.
3. Claim and response: preparing the claim and considering the employer’s defence.
4. Case management: dealing with tribunal directions, disclosure and witness evidence.
5. Hearing: presenting evidence and submissions, often with counsel instructed for advocacy.

Some cases involve preliminary issues about employment status, disability or limitation. We can help you understand which steps apply to your particular claim.

Keep your contract, relevant policies, letters, payslips and correspondence about the events in dispute. A dated chronology can help explain what happened and identify relevant witnesses. For some claims, evidence about financial loss or your attempts to find other work is also important.

Preserve documents lawfully. You should not take privileged, confidential or personal information from your employer simply because you believe it may help a claim. A solicitor can advise on disclosure obligations and how to seek material through the legal process.

Yes. Many disputes are resolved during Acas Early Conciliation or after proceedings have begun. Settlement may provide an agreed payment, a reference or other terms without requiring a final hearing.

A settlement needs to be assessed alongside the likely tribunal remedy, the strength of the evidence, legal costs and the risks of continuing. Where appropriate, the terms may be recorded in an Acas COT3, which differs from a private settlement agreement.

There is currently no fee to submit an Employment Tribunal claim. That does not mean pursuing a claim is cost-free. You may incur legal fees and agreed third-party expenses such as counsel’s fees, expert witness charges or travel. A tribunal can also make a costs order in certain circumstances, for example where a party has acted unreasonably.

The firm publishes employment law pricing information for unfair and wrongful dismissal tribunal claims, including stages of work and potential disbursements. We will explain the work that is likely to be needed, together with the applicable fees and third-party costs, before you instruct us.

Our work can include unfair dismissal, constructive dismissal, workplace discrimination, pay disputes and whistleblowing-related cases. Some matters have overlapping causes of action. For example, a dismissal following a complaint about discrimination may require consideration of both dismissal and victimisation.

We assess the available legal routes rather than assuming one label captures the whole dispute. That helps with remedy, evidence and negotiation strategy.