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.

1. Modernised Tribunal Processes

Remote hearings and hybrid models

One of the most significant developments is the continued adoption of remote hearings, following the initial pivot towards virtual processes in recent years. In 2025, expect tribunals to offer more hybrid hearing options, combining remote and in-person elements. This shift is designed to increase efficiency and reduce the backlog of employment tribunal cases.

Digital submission and evidence management

New digital platforms are streamlining how claims are submitted and evidence is shared, eliminating lengthy paper trails. Claimants and respondents should familiarise themselves with these online portals, as they will be required for the majority of future cases. The use of secure, cloud-based systems for uploading documentation is anticipated to reduce administrative costs and speed up resolution times.

2. Updated procedural rules

Extended limitation periods

A key proposal under discussion relates to the extension of the limitation periods for certain claims, which would give claimants more time to seek legal advice, gather evidence and issue claims. This change, if passed, could result in a significant increase in claims made against employers. The proposed extension aims to make the tribunal process more accessible for workers, particularly for those who may be unaware of their rights or are initially hesitant to pursue legal action against their employer.

Mandatory ACAS conciliation

ACAS conciliation remains a cornerstone of the employment tribunal process. While it has been compulsory since 2014 to contact ACAS before lodging some claims, it has not been a requirement to participate in early conciliation. The Labour Party has proposed extending and strengthening this process to make early conciliation compulsory for a broader range of employment disputes. If this is implemented, it is not yet clear how this will apply in practice. 

3. Enhanced Enforcement Measures

Stricter Penalties for Non-Compliance

To reinforce adherence to employment tribunal rulings, financial penalties for non-compliance may be set to increase in 2025. Employers found to wilfully disregard orders, such as compensation payments, could face more substantial fines and reputational damage.

Focus on workplace culture

Beyond financial penalties, tribunals will continue to place emphasis on workplace culture and policies—particularly regarding bullying, harassment, and discrimination. Demonstrating robust anti-harassment training, clear grievance procedures, and inclusive practices will be essential in mitigating the risk of tribunal claims.

4. Practical tips for employers and employees

• Stay updated
• Keep track of legislative updates via reliable sources such as GOV.UK, the ACAS website and employment law firms .
• Conduct regular compliance audits 
• Reviewing and complying with policies and procedures helps identify issues early, gives an opportunity for early resolution and reduces the chance of disputes escalating to tribunals. Employers should update policies and procedures to reflect any changes and deliver regular training to key staff to ensure policies are followed.   
• Embrace digital tools
• Learn to navigate emerging tribunal technologies, from online submissions to remote-hearing platforms.
• Seek legal advice early
• Obtaining professional legal advice at an early stage benefits both employers and employees by helping them navigate potential issues before they escalate. For employers, it can prevent costly legal disputes, ensure compliance with employment laws, and help draft clear contracts and policies. For employees, early legal advice can clarify their rights, protect against unfair treatment, and provide guidance on resolving workplace conflicts swiftly. 
  

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Article by

Sally Eastwood

Senior Associate

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Disclaimer 

The above provides a general overview of areas in employment law and is not intended nor construed as providing specific legal advice.

This article is for information purposes only and is correct at the time of publication. It does not constitute legal advice.

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