Thinking about making an employment tribunal claim? Describe your situation and get instant guidance on the process, time limits and what to expect.
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What you need to know
An employment tribunal is an independent judicial body that hears claims relating to employment rights. It is less formal than a civil court but is still a legal proceeding. There are no fees to bring a claim. You do not need a solicitor to represent you, though it can help for complex cases.
Most employment tribunal claims must be brought within three months less one day of the act you are complaining about. For unfair dismissal this is usually three months from your last day of employment. Missing this deadline is very serious — tribunals have little discretion to extend it. Do not delay.
Before you can submit a tribunal claim, you must first notify ACAS and go through the early conciliation process. This is compulsory. ACAS will contact both parties and try to help you reach a settlement. The conciliation period lasts up to six weeks and importantly stops the three-month clock from running during this time.
Common employment tribunal claims include unfair dismissal, wrongful dismissal, discrimination under the Equality Act 2010, unauthorised deduction from wages, failure to pay statutory entitlements, and whistleblowing detriment. Each type of claim has its own rules, time limits and potential remedy.
For unfair dismissal, compensation consists of a basic award (calculated like statutory redundancy pay, capped at £751 per week) and a compensatory award (capped at the lower of one year's pay or £123,543 as of April 2026). Discrimination awards are uncapped and can include injury to feelings. Reinstatement and re-engagement are also possible remedies.
After submitting your claim, the respondent has 28 days to respond. There is usually a preliminary hearing to clarify issues. The main hearing involves both parties presenting evidence and cross-examining witnesses. Most hearings are decided by a legally-qualified judge, sometimes sitting with two lay members. Around 70 percent of cases settle before the final hearing.
This guidance is for general information only and does not constitute legal advice. Always verify current figures and legislation on GOV.UK or seek professional advice for your specific situation.
Unfair dismissal occurs when your employer dismisses you without a fair reason or without following a fair procedure. You currently need 2 years of continuous service to claim — this reduces to 6 months from January 2027.
Fair reasons for dismissal include capability, conduct, redundancy or some other substantial reason. Even with a fair reason the procedure must be fair — including investigation, written notice, a disciplinary hearing, right to be accompanied and right of appeal.
Being made redundant is one of the most stressful things that can happen at work. Understanding your rights can make a real difference to the outcome and to what you receive.
Who qualifies for statutory redundancy pay? You must be an employee with at least 2 continuous years of service who has been genuinely made redundant.
How is redundancy pay calculated?
Your employer must consult you before making you redundant and give you a minimum notice period of 1 week per year of service, up to 12 weeks maximum.
Unfair dismissal occurs when your employer dismisses you without a fair reason or without following a fair procedure. You currently need 2 years of continuous service to claim — this reduces to 6 months from January 2027.
Fair reasons for dismissal include capability, conduct, redundancy or some other substantial reason. Even with a fair reason the procedure must be fair — including investigation, written notice, a disciplinary hearing, right to be accompanied and right of appeal.
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