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Employment Tribunal Solicitors

Employment tribunals are free to use. Getting the process right is not.

There are no court fees for employment tribunal claims. But the process — ACAS Early Conciliation, ET1 drafting, disclosure, witness statements, and the hearing itself — requires precision. Miss a step or a deadline and your case can be lost before it starts. Get specialist representation from the beginning.

No tribunal fees since 2017 ACAS Early Conciliation required first ET1 to final hearing — full service No win, no fee available

The Tribunal Process — Step by Step

What happens between your dismissal and a tribunal decision.

Most claimants underestimate how procedurally demanding employment tribunals are. A solicitor manages each stage so you focus on your case, not the paperwork.

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ACAS Early Conciliation

Before submitting a tribunal claim you must notify ACAS and go through Early Conciliation. This pauses the 3-month time limit. A conciliator contacts both parties to explore settlement — participation is mandatory, but agreement is not. If no settlement is reached, ACAS issues a certificate allowing you to proceed to the tribunal. Many cases resolve here without a hearing.

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ET1 — the claim form

The ET1 is the document that sets out your claim. It must be accurate and complete — tribunals can and do strike out claims that are poorly pleaded. A solicitor drafts the ET1 to include the correct legal basis for each claim, the facts in proper sequence, and the remedies sought. Errors at this stage are difficult to correct later.

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Preliminary hearings & case management

The tribunal may list a preliminary hearing to decide jurisdictional questions — such as whether your claim was brought in time — or to manage the case timetable. These hearings require preparation and legal argument. A misconceived concession at a preliminary hearing can end a claim before it reaches a full hearing.

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Disclosure and witness statements

Both sides must disclose relevant documents and exchange witness statements before the final hearing. Witness statements must be detailed, accurate, and address the specific legal issues. Disclosure obligations extend to documents that harm your case, not just those that help it. A solicitor ensures you comply fully and that the other side does the same.

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The final hearing

Employment tribunal hearings are before a judge (often sitting alone for unfair dismissal) or a panel of three for discrimination cases. You will be cross-examined on your witness statement. Your solicitor or barrister will question the other side's witnesses, make legal submissions, and present your case. Preparation and knowledge of the law — and the tribunal's approach — are decisive.

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Settlement at any stage

The majority of employment tribunal claims settle before a final hearing — often after the ET3 response is received, after disclosure, or at a judicial mediation. A solicitor can assess any settlement offer against what a tribunal is likely to award and advise whether to accept, counter or proceed. Settlement through ACAS (COT3) is binding without a signed agreement and cannot be challenged later.

How It Works

The right solicitor from day one — not just at the hearing.

The decisions you make in the first weeks after dismissal — what to say, whether to appeal internally, when to notify ACAS — shape the strength of your tribunal claim. Get a specialist involved before those windows close.

Submit Your Request
1

Describe your situation

Tell us the type of claim, key dates, and where you are in the process — whether pre-ACAS or already at tribunal.

2

Solicitor reviews your case

A tribunal specialist assesses the merits, identifies the deadline, and maps out the process from your current position.

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Free consultation call

You receive clear advice on prospects, timescales, funding options, and the next steps to protect your position.

Free Consultation — No Obligation

Tribunal deadlines are absolute. There are no extensions for not knowing.

Once the 3-month window closes, your claim cannot be brought. Find out now whether you still have time — and whether your case is strong enough to pursue.

Check My Tribunal Deadline

Common Questions

Employment tribunals — what people ask us.

Do I need a solicitor for an employment tribunal?

You are not required to have legal representation, but unrepresented claimants are at a significant disadvantage against employers who almost always have solicitors or HR advisers. Tribunal judges cannot help you present your case. Procedural errors — submitting the ET1 incorrectly, missing disclosure obligations, or failing to cross-examine on key points — can cost you a case you should have won. No win no fee arrangements make representation accessible for strong claims.

How long does an employment tribunal take from start to finish?

Simple claims — unpaid wages, notice pay — can resolve in 3 to 6 months. Unfair dismissal claims with a hearing typically take 9 to 15 months from the ET1 submission. Discrimination cases, which are more complex and usually require a longer hearing, often take 18 months or more. Judicial mediation is available in some cases and can shorten the process significantly. Many cases settle before the final hearing, which reduces the overall timeline.

My employer has much better lawyers than I can afford. Is it worth pursuing?

The quality of legal representation matters, but employment tribunal judges are experienced at assessing the underlying merits of a case. No win no fee arrangements mean strong claims can be pursued by specialist solicitors without upfront cost. Costs in employment tribunals are awarded only in limited circumstances — typically where a party has acted vexatiously — so the other side's lawyers cannot use a costs threat to deter a legitimate claim.

Can my employer countersue me if I lose?

Employment tribunals do not work that way. Your employer responds with an ET3 (response form) — they cannot bring a separate counterclaim against you through the tribunal. In rare cases an employer may have a separate civil claim — for example, where an employee has breached a restrictive covenant — but this would be brought in the civil courts, not the tribunal, and is uncommon in response to a claimant bringing a discrimination or unfair dismissal claim.

What happens if I win? Can I get my job back?

Reinstatement and re-engagement are remedies a tribunal can order, but they are rare in practice — tribunals are reluctant to force an employment relationship that has broken down. The primary remedy is compensation: a basic award and compensatory award for unfair dismissal, or financial loss plus injury to feelings for discrimination. Your solicitor can advise on what remedies are realistic to seek in your specific case.

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