The UK government is set to undertake significant reforms to the Employment Tribunal system, aiming to improve, strengthen, and digitise the processes to better serve workers and employers. A key component of this reform is the extension of time limits for most claims from three to six months, providing greater flexibility and accessibility for individuals seeking justice. This article explores the proposed changes, their implications for claimants and employers, and the broader impact on the UK labour market and judicial system.

Employment tribunal hearings can be daunting for employees, especially those unfamiliar with the legal process. Knowing what to expect can help alleviate some of the anxiety and prepare you for the experience. This article provides a detailed overview from an employee's perspective, covering the steps involved, the key players, and tips for a successful hearing.

Navigating employment law tribunals can be challenging for employers. Understanding your rights as an employer is essential for preparing a strong defence and ensuring a fair hearing. This guide provides an overview of employer rights in UK employment tribunals and offers practical advice for effectively exercising these rights.

The government has recently consulted on the proposal to reintroduce modest fees in the Employment Tribunals and Employment Appeal Tribunals (closed 24 March 2024). It proposes £55 paid by the Claimant in both tribunals. One of the stated aims includes acting as an incentive to parties to settle their disputes early through ACAS without the need for claims to be brought to an Employment Tribunal.

If you're an employee bringing a claim against your employer in an employment tribunal, you may be wondering who you should call as witnesses. Here are some things to consider when making your decision:

On 26 October 2023, Parliament passed new legislation to amend the Equality Act 2010 to place a duty on employers to take reasonable steps to prevent sexual harassment of employees and workers during the course of their employment. The new duty comes into force on 26 October 2024.

Employment tribunals are often reluctant to strike out cases at an early stage unless there is a compelling reason to do so. An alternative option for the Tribunal is to make a deposit order.

If you have been named in an Employment Tribunal claim, there are a few ways that you can try to reduce the value of the claim against you. First, you can offer a claimant alternative employment within your organisation. This could be at a different location or on different terms and conditions, but it would still allow them to continue working for you. Compensation is based on the financial losses a person suffers, so the sooner you can find a ways to stop their loss of earnings, the lower the value of the claim could be, especially if they are claiming reinstatement or reengagement. Of course, you may not want to re-employ someone who is suing you!

If you are an employee who has been dismissed or otherwise treated unfairly or unlawfully (e.g. discrimination) at work, you may be able to make a claim to an employment tribunal. Part of the process of making a claim is to submit a schedule of loss, which details the financial losses you say you have suffered and, in the case of discrimination or detrimental treatment, non-financial losses such as compensation for injury to feelings.