Employment Tribunal

The tribunal decides legal claims

Employment Tribunals hear claims such as unfair dismissal, discrimination, unlawful deductions and some breaches of contract. They are independent judicial bodies, not an employer appeal stage or an Acas service. The claim form identifies the legal complaints and remedy sought; the response says which facts and claims are disputed.

Internal grievance, disciplinary and appeal processes can resolve issues and create relevant evidence, but they do not normally stop a tribunal deadline. A business receiving a claim should preserve records, note the response date and obtain advice rather than waiting for an internal process to finish.

Acas notification usually comes first

Before most Great Britain claims, the prospective claimant must notify Acas. Early conciliation may resolve the dispute or end with a certificate number needed for the tribunal form. The Acas tribunal overview links the notification route and current deadline guidance.

Time limits vary by claim and can be strict. Early conciliation affects the calculation, but starting an internal appeal does not usually extend it.

The current transition guidance sets phased Great Britain changes in 2026. Check the claim type, event date and nation against that live source instead of relying on a standard number copied into a policy.

Respond to the case, not just the allegation

Read the ET1 claim, identify the legal tests and build a chronology. Preserve contracts, policies, messages, meeting notes, pay records and decision evidence. Name witnesses based on what they actually know, and keep without-prejudice or conciliation material under appropriate controls.

The tribunal can make case-management orders before a hearing. Track disclosure, witness statements and hearing dates with clear ownership. Northern Ireland uses Industrial Tribunals and the Fair Employment Tribunal with LRA notification, so do not send an NI dispute through the Acas or ET1 route.