An Employment Tribunal (ET) is an independent judicial body that hears disputes between employees (or workers) and employers about employment rights. They are part of the UK's tribunal system and operate alongside (but separately from) the civil courts. Tribunals are presided over by an Employment Judge (a qualified lawyer), often sitting with two lay members who bring practical business and employee perspectives.
Employment Tribunals handle a wide range of claims, from straightforward wage disputes to complex multi-year discrimination cases. They are designed to be more accessible and less formal than civil courts, although procedures have become more formal over the years. There are no fees to bring a claim (since 2017), and you do not need a lawyer — though many claimants do use one.
| Claim Type | Time Limit | Qualifying Period | Compensation |
|---|---|---|---|
| Unfair dismissal | 3 months | 2 years' service | Capped: £115,115 or 52 wks pay |
| Discrimination (all 9 protected characteristics) | 3 months | None (day 1) | Unlimited |
| Whistleblowing (protected disclosure) | 3 months | None (day 1) | Unlimited (automatic UFD) |
| Unlawful deduction from wages | 3 months | None (day 1) | Amount owed |
| Holiday pay | 3 months | None (day 1) | Amount owed |
| Redundancy pay | 6 months | 2 years' service | Statutory amount |
| Equal pay | 6 months (in-service) / 6 years (post-employment) | None (day 1) | Backdated pay |
| Breach of contract (pay in lieu, notice) | 3 months | None (day 1) | Up to £25,000 |
| TUPE (transfer of undertakings) | 3 months | Varies | Minimum 13 weeks' pay |
| Right to be accompanied | 3 months | None (day 1) | Up to 2 weeks' pay |
Before contacting Acas, consider raising a formal internal grievance. This is not legally required for most claims, but tribunals look favourably on claimants who attempted to resolve the issue internally. Failing to do so without good reason can result in a reduction in any compensation award (the Polkey deduction).
Since 6 May 2014, you must contact Acas before submitting a tribunal claim. Complete the online form at acas.org.uk or call 0300 123 1100. Acas will ask both parties if they wish to enter conciliation.
If yes, a conciliator is assigned (not a mediator) to help the parties explore settlement. The clock stops during conciliation. Maximum conciliation period: up to 6 weeks. If it fails, Acas issues an EC certificate with a unique number you need for your ET1.
Go to employment tribunal claims (justice.gov.uk). Complete the ET1 form with your Acas EC number. You must submit within the adjusted time limit (3 months for most claims, minus 1 day, plus any Acas pause days).
Submit online — you get immediate acknowledgement. Once accepted, the tribunal sends the claim to the respondent (employer).
The employer (respondent) has 28 days to submit their response on an ET3 form. They can admit the claim, dispute it, or raise a counterclaim (for breach of contract in employment only). If the employer does not respond, the tribunal may enter a default judgment in your favour.
A Case Management Order (CMO) may be issued setting out directions: exchange of documents (disclosure), witness statements, and a schedule of loss. A preliminary hearing may take place to determine whether the claim has reasonable prospects, strike out weak claims, or deal with jurisdictional issues. Both parties exchange evidence before the final hearing.
The final hearing is the trial. Both parties present evidence and witness statements. Witnesses can be cross-examined.
The judge asks questions. Both parties may make closing submissions. The tribunal then delivers its judgment — sometimes on the day, often in writing weeks later. If you win, a remedies hearing may follow to determine the amount of compensation.
Either party can appeal to the Employment Appeal Tribunal (EAT) on a point of law only — not simply because they disagree with the outcome. Appeals must be lodged within 42 days of the judgment. Further appeals go to the Court of Appeal and ultimately the Supreme Court on important points of law.
The basic award mirrors the statutory redundancy payment calculation:
Weekly pay is capped at £643 (2025/26) and only the last 20 years of service count. The basic award can be reduced for contributory fault or if you unreasonably refused a reinstatement offer.
The compensatory award compensates for actual losses caused by the dismissal. It includes:
The tribunal will reduce the compensatory award for contributory fault (if your behaviour contributed to the dismissal) and for Polkey reductions (if a fair procedure would have been followed, would the outcome have been the same?). You also have a duty to mitigate your loss — actively seeking alternative employment.
Compensation for discrimination claims (sex, race, disability, age, religion, sexual orientation, gender reassignment, marriage/civil partnership, pregnancy/maternity) is unlimited. Awards include:
The vast majority of employment tribunal claims settle before a final hearing. A settlement facilitated through Acas is recorded on a COT3 agreement — a binding contract that typically includes a financial payment and a confidentiality clause. Alternatively, parties can reach a settlement agreement (formerly a compromise agreement), where the employee waives their claim in exchange for payment. A settlement agreement requires the employee to take independent legal advice from a qualified solicitor, and the employer typically contributes to those legal costs.
This calculator handles date and time computations using the standard Gregorian calendar. Date calculations must account for varying month lengths (28-31 days), leap years (every 4 years, except centuries not divisible by 400), and UK-specific considerations like bank holidays and working day calculations.
In the UK, date formats follow the day/month/year convention (DD/MM/YYYY), which differs from the American month/day/year format. This tool uses the UK format throughout to avoid confusion.
The UK has 8 permanent bank holidays in England and Wales (9 in Scotland, 10 in Northern Ireland). A standard UK working year is typically 252 days (365 minus 104 weekend days minus 8 bank holidays, plus 1 day adjustment). The minimum statutory annual leave entitlement is 28 days (5.6 weeks) for full-time employees, which can include bank holidays at the employer's discretion.
Calculating working days between 1 January 2026 and 31 March 2026: there are 90 calendar days, minus 26 weekend days and 2 bank holidays (New Year's Day and Good Friday), giving 62 working days. This is useful for project planning, notice periods, and leave calculations.
Source: Based on UK calendar and bank holiday data. Last updated March 2026.
Data verified against official UK government sources. Last checked April 2026.