If you are facing a workplace dispute, our employment tribunal solicitors can help you understand your rights, options and next steps. Bringing a claim in the Employment Tribunal can feel daunting, particularly where there are strict deadlines, detailed evidence requirements and pressure from your employer. Our expert employment lawyers advise individuals across England and Wales on Employment Tribunal claims, including unfair dismissal, discrimination, whistleblowing, unpaid wages, redundancy disputes and settlement negotiations through ACAS Early Conciliation.
Our employment tribunal solicitors provide clear, practical advice on whether you may have a viable claim, what evidence is needed, what compensation may be available and how the dispute could be resolved. Where possible, we help clients explore a sensible settlement without unnecessary litigation. Where tribunal proceedings are required, we provide strategic advice at each stage of the process.
To book an initial consultation with one of our experienced employment tribunal solicitors, simply call 0800 086 2929, email info@elitelawsolicitors.co.uk or complete our Free Online Enquiry Form.
Employment Tribunal Solicitors for common workplace claims
Employment Tribunal claims can arise from many different workplace problems. Some claims are about money owed. Others concern dismissal, discrimination, whistleblowing, redundancy, workplace treatment or an employer’s failure to follow a fair process. Common claims include:
- Unfair Dismissal
- Constructive Dismissal
- Sex Discrimination
- Sexual Harassment
- Pregnancy/Maternity Discrimination
- Race Discrimination
- Racial Harassment
- Age Discrimination
- Harassment related to Age
- Disability Discrimination
- Failure to make reasonable adjustments for a disabled worker
- Harassment related to disability
- Sexual Orientation Discrimination
- Sexual Orientation Harassment
- Discrimination because of Religion or Belief
- Harassment related to Religion or Belief
- Discrimination because of Gender Reassignment
- Harassment related to Gender Reassignment
- Discrimination because you are married or in a civil partnership
- Victimisation because you have complained about discrimination
- Equal pay
- Victimisation because you are a whistleblower
- Failure to follow the TUPE regulations
- Unpaid wages
- Unpaid holiday
- Notice pay
- Redundancy pay
- Refusal of Flexible Working Requests
Many employees have more than one potential claim. For example, a dismissal may involve unfair dismissal, unpaid notice pay, holiday pay and discrimination. We can help identify the strongest legal basis for your claim, explain the risks and likely remedies, and advise whether settlement, ACAS Early Conciliation, Judicial Mediation or a full Employment Tribunal hearing is the most appropriate route.
Take early advice from Employment Tribunal Solicitors
If you are considering an Employment Tribunal claim, it is important to take advice quickly. In most cases, you must notify ACAS within three months less one day of the act you are complaining about. Some claims have different time limits, including certain equal pay and redundancy pay claims. Missing a deadline can make it much harder to pursue a claim, even where the underlying complaint is strong. To discuss your options, contact our employment tribunal solicitors by calling 0800 086 2929, emailing info@elitelawsolicitors.co.uk or completing our Free Online Enquiry Form.
Time limits for bringing an Employment Tribunal Claim
Most Employment Tribunal claims must be started by notifying ACAS within three months less one day of the relevant act. In an unfair dismissal claim, this usually runs from the effective date of termination. In a discrimination claim, time usually runs from the act complained of or the last act in a continuing series. In an unlawful deduction from wages claim, time usually runs from the date the wages should have been paid. Notifying ACAS within the relevant time limit pauses the limitation period while Early Conciliation takes place.
Time limits in employment law are strict and can be difficult to calculate. This is especially true where there are several complaints, an internal appeal, a grievance, continuing discrimination or ACAS Early Conciliation has already started. Raising an internal grievance or appeal does not usually extend the tribunal deadline. If you are close to the deadline, you should seek legal advice urgently rather than waiting for your employer’s internal process to finish.
Who are ACAS and why do they matter?
ACAS is an independent public body that helps resolve workplace disputes. Before most Employment Tribunal claims can be issued, a prospective claimant must notify ACAS and obtain an Early Conciliation certificate. ACAS does not decide who is right or wrong and does not provide legal representation. Its role is to help the parties explore whether settlement is possible before formal tribunal proceedings begin.
Settlement through ACAS is usually recorded in a binding COT3 agreement. A COT3 can settle Employment Tribunal claims and, if drafted correctly, can provide certainty for both parties. It is important to understand exactly what claims are being settled, when payment will be made, whether confidentiality applies and what reference or announcement wording, if any, is being agreed.
What is ACAS Early Conciliation?
Early Conciliation is the compulsory pre-claim step for most Employment Tribunal claims in England and Wales. You notify ACAS of the dispute. ACAS then contacts you and, if you agree, approaches your employer to see whether settlement is possible. The process can avoid the time, cost and stress of tribunal proceedings, but it must be handled carefully because it affects limitation dates and settlement strategy.
During Early Conciliation, you do not need to set out your full legal claim in the same detail as an Employment Tribunal claim form. However, you should be clear about the broad dispute, the employer involved and the outcome you are seeking. We can help you assess whether to engage in settlement discussions, what a fair settlement range may look like, and whether any proposed COT3 terms protect your position.
If settlement is not reached, ACAS issues an Early Conciliation certificate. The certificate number is needed when submitting an ET1 claim form to the Employment Tribunal. Calculating the final tribunal deadline after Early Conciliation can be complex, so it is sensible to obtain advice before the certificate is issued or immediately afterwards.
How Employment Tribunal Solicitors manage a claim
Every case is different, but most Employment Tribunal claims follow a broadly similar process. Understanding the key stages can help you make informed decisions and avoid procedural mistakes.
1. Initial advice and merits assessment
We review the key facts, documents, dates and evidence. This may include your contract of employment, payslips, dismissal letter, grievance correspondence, emails, messages, disciplinary records, medical evidence, witness evidence and settlement correspondence. We then explain the potential claims, legal tests, strengths, weaknesses, likely remedies and practical next steps.
2. ACAS Early Conciliation and settlement strategy
Before issuing most claims, ACAS Early Conciliation must be started. We can help you decide whether to make a settlement proposal, how to calculate compensation, whether to request non-financial terms such as an agreed reference, and when it may be better to proceed to tribunal.
3. Drafting and submitting the ET1 claim form
The ET1 is the formal Employment Tribunal claim form. It should identify the legal claims clearly and set out the facts in a coherent way. A poorly drafted claim can create avoidable disputes about what is being alleged, whether claims are in time and what issues the tribunal must decide.
4. Employer response, case management and evidence
After the employer files its ET3 response, the tribunal may list a preliminary hearing to clarify the issues, set directions and decide case management matters. The parties may then exchange documents, prepare witness statements and agree a hearing bundle. Careful preparation is often decisive because Employment Tribunal cases are evidence-led.
5. Final hearing, judgment and remedies
At the final hearing, the tribunal considers witness evidence, documents and legal submissions. If the claim succeeds, the tribunal may decide compensation at the same hearing or list a separate remedies hearing. In some cases, claims settle before the final hearing through ACAS, direct negotiation or Judicial Mediation.
Employment Tribunal Solicitors and Compensation Awards
Compensation depends on the type of claim. The general aim is to put the claimant, so far as money can, in the position they would have been in if the employer had acted lawfully. For unpaid wages, holiday pay, notice pay or redundancy pay, the award will usually focus on the amount owed, subject to any statutory rules and evidence.
In unfair dismissal and constructive dismissal claims, compensation is usually made up of a basic award and a compensatory award. The basic award is calculated using a statutory formula based on age, length of service and weekly pay, broadly similar to statutory redundancy pay. The compensatory award is intended to reflect financial loss caused by the dismissal, such as loss of earnings, loss of benefits and pension loss, subject to statutory limits and the claimant’s duty to mitigate loss by looking for suitable work.
In discrimination claims under the Equality Act 2010, compensation can include financial loss and an award for injury to feelings. Injury to feelings awards are assessed using the Vento bands, which are updated periodically by Employment Tribunal Presidential Guidance. For claims presented on or after 6 April 2026, the published bands are lower band £1,300 to £12,600, middle band £12,600 to £37,700 and upper band £37,700 to £62,900, with only the most exceptional cases exceeding that level.
Tribunals can also adjust compensation in certain circumstances. For example, an award may be reduced if the employee failed to take reasonable steps to find alternative work, or if the tribunal decides the dismissal would have happened fairly in any event. Awards may also be affected by contributory conduct, failure to follow the ACAS Code of Practice, tax treatment and whether benefits have been received after dismissal.
Employment Tribunal Solicitors and Legal Fees
In most Employment Tribunal cases, each party pays their own legal costs, regardless of who wins. This is different from many court claims. Costs orders can be made, but they are not automatic. They are generally reserved for cases where a party has acted unreasonably, pursued or defended a claim with no reasonable prospect of success, or failed to comply with tribunal directions. For this reason, a realistic assessment of merits, evidence, value and proportionality from experienced employment tribunal solicitors is essential before issuing or continuing a claim.
What evidence should you give your Employment Tribunal Solicitors?
Employment Tribunal claims are decided on evidence. Useful documents may include your contract of employment, staff handbook, payslips, rota records, emails, letters, text messages, Teams or WhatsApp messages, grievance records, disciplinary notes, performance reviews, sickness records, medical evidence and witness details. In discrimination, harassment and victimisation claims, contemporaneous notes can be particularly important because they may show what happened, when it happened, who was involved and how it affected you.
Employees should avoid taking confidential documents unlawfully or accessing systems after employment has ended. If you are unsure whether you can use a document, take advice before relying on it. We can help you identify what evidence is relevant, what documents should be requested from the employer, and how to present your evidence clearly to the tribunal.
Judicial Mediation
Judicial Mediation is a confidential process within the Employment Tribunal system where an Employment Judge helps the parties explore settlement. It is commonly used in cases involving discrimination, whistleblowing, complex dismissal disputes or claims where the parties would benefit from an assisted negotiation. The judge conducting the mediation does not decide the case if it later proceeds to a final hearing.
The process usually involves the judge speaking separately with each side to understand their position, risks, settlement objectives and possible outcomes. It can be effective where both parties are willing to compromise but need help narrowing the gap between them.
If settlement is reached, it is usually recorded through ACAS in a COT3 agreement. If settlement is not reached, the claim continues to a hearing. Our employment tribunal solicitors can advise whether Judicial Mediation is suitable, help you prepare a settlement strategy and represent you during the mediation process.
How our Employment Tribunal Solicitors can help
If you are considering bringing an Employment Tribunal claim, our employment tribunal solicitors can provide practical advice from the outset. We can help you understand whether your claim has reasonable prospects, what evidence is required, how tribunal deadlines apply and whether settlement should be explored before proceedings are issued.
We can assist with ACAS Early Conciliation, drafting ET1 claim forms, reviewing ET3 responses, preparing schedules of loss, advising on disclosure, drafting witness statements, preparing for preliminary hearings and representing clients in settlement negotiations, Judicial Mediation and Employment Tribunal hearings.
Our advice is tailored to your circumstances. Some clients need a clear merits assessment before deciding whether to proceed. Others need urgent help because a deadline is approaching. Some are already in tribunal proceedings and need support with evidence, strategy or settlement. Whatever stage you are at, we aim to provide clear advice that helps you make informed decisions.
Why choose our Employment Tribunal Solicitors?
Choosing the right employment tribunal solicitors is an important decision. You need a solicitor who can explain the law clearly, assess risk realistically and focus on the outcome that matters to you. Elite Law Solicitors combines technical employment law advice with a practical understanding of how workplace disputes can affect your income, reputation, wellbeing and future employment prospects.
We place strong emphasis on evidence, preparation and early strategic advice. This means identifying the legal issues, explaining the likely tribunal approach, advising on settlement options and helping you avoid procedural errors. Where a negotiated outcome is sensible, we can pursue that. Where proceedings are necessary, we can help present your claim clearly and professionally.
Client trust is central to our service. Prospective clients can review independent feedback about Elite Law Solicitors on ReviewSolicitors, where client reviews provide insight into the experiences of people who have instructed the firm. Reviews are not a guarantee of outcome, but they can help demonstrate the importance we place on communication, client care and professional standards.
Employment Tribunal Solicitors: Frequently Asked Questions
Do I need Employment Tribunal Solicitors before contacting ACAS?
You can contact ACAS yourself, but taking legal advice before or during Early Conciliation can be valuable. Employment tribunal solicitors can help you identify the correct claims, calculate limitation dates, estimate potential compensation and decide whether any settlement offer is reasonable. This is particularly important where your claim involves dismissal, discrimination, whistleblowing or multiple complaints.
Can I bring an Employment Tribunal claim if I am still employed?
Yes, some Employment Tribunal claims can be brought while you are still employed. Examples include discrimination, harassment, victimisation, unpaid wages, whistleblowing detriment and certain flexible working disputes. You should consider the practical implications carefully, including your ongoing relationship with your employer, any grievance process and the evidence needed to support your claim.
What is the difference between unfair dismissal and constructive dismissal?
Unfair dismissal usually involves an employer dismissing an employee without a fair reason or without following a fair process. Constructive dismissal is different: the employee resigns in response to the employer’s serious breach of contract. Constructive dismissal claims can be difficult because the employee must show that the employer’s conduct was sufficiently serious, that they resigned in response to it and that they did not wait too long before resigning.
How long does an Employment Tribunal claim take with solicitors?
The length of an Employment Tribunal claim depends on the complexity of the case, the number of hearing days required, the tribunal’s listing availability and whether the matter settles. Straightforward wage claims may be resolved more quickly than complex discrimination or whistleblowing claims. Delays are common in some tribunal regions, so early preparation and a realistic settlement strategy can be important.
Will my employer know if I speak to Employment Tribunal Solicitors?
No. Seeking legal advice is confidential. Your employer will not be told that you have spoken to a solicitor unless you choose to disclose that, instruct your solicitor to contact them, start ACAS Early Conciliation or issue tribunal proceedings. Confidential early advice can help you understand your position before deciding what action to take.
Can an Employment Tribunal order my employer to give me a reference?
Employment Tribunals do not usually order employers to provide a reference as a standard remedy. However, an agreed reference can often be negotiated as part of a settlement agreement or COT3 settlement. This can be important if your priority is to move on from the dispute and secure future employment.
When should I contact Employment Tribunal Solicitors if my deadline is close?
You should seek urgent advice and consider notifying ACAS immediately if your deadline is close. Do not assume that an internal grievance, appeal or ongoing discussion with your employer will extend time. If limitation is missed, you may still be able to ask the tribunal to allow the claim, but the test can be difficult and the outcome uncertain.
The first step is to speak to one of our employment tribunal solicitors for an initial consultation. Call 0800 086 2929, email info@elitelawsolicitors.co.uk or complete our Free Online Enquiry Form. We will help you understand your legal position, the likely next steps and whether a negotiated settlement or Employment Tribunal claim is appropriate.
After the initial consultation, you should be in a stronger position to decide how to proceed. If your deadline is approaching, please contact us as soon as possible so that time limits can be considered urgently.
