If you're involved in a claim before the Employment Tribunal, whether it's related to unfair dismissal, discrimination, or another workplace issue, you may have heard the term "deposit order." But what exactly is a deposit order, and how might it affect you as an employee? In this article, we'll explain what deposit orders are, why they are used, and what you can do if the Tribunal considers one in your case.

As an employer, dealing with claims brought before the Employment Tribunal can be both time-consuming and costly. If you're facing a claim, whether for unfair dismissal, discrimination, or any other workplace dispute, you might encounter the term "deposit order." What does a deposit order mean for you as an employer, and how could it impact your case? In this article, we will explain what deposit orders are and why they may be used.

The UK employment law landscape is on the brink of a significant transformation with the proposed extension of time limits for tribunal claims. This change, driven by the Employment Rights Bill, aims to double the current limitation period from three to six months. This article delves into the implications of this amendment, exploring its potential benefits and drawbacks for both employees and employers.

Employment law is constantly evolving, and 2025 is shaping up to be a landmark year for changes in the employment tribunal system. Businesses and employees alike need to prepare for new rules and procedures to ensure that they remain compliant. Below, we examine the potential updates, the likely impact on employers and workers, and how best to navigate this changing landscape.

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: