Employment Tribunal Claims Solicitor London

Employment Tribunal ClaimsOur team are specialists in dealing with Employment Tribunal Claims. Dealing with a Tribunal claim can be a long and complicated process and often requires guidance. It is difficult to successfully navigate a process that you are not familiar with. You must also be familiar with the time limits for employment tribunal claims. There are lots of types of employment tribunal claims and identifying the claim that best fits your situation can be difficult.

If you are considering making an employment tribunal claim it is often imperative to take advice on your situation to reduce the risk of running a claim (which can take a very long time) that was always unlikely to succeed. It is best to understand this from the outset than to find out after the claim has been made or even worse, at the full hearing. Another key consideration is whether you have Legal Expenses Insurance, which is commonly found under home contents policies.

Employment Tribunal Claims – Our Services

Our team consists of experienced employment tribunal litigators who can cover a wide cross-section of claims.

We draw our experience from handling many cases and appearing at court/tribunal. Many lawyers prepare cases for trial, yet they have attended court/tribunal on very few (if any) occasions. We are not making the mistake of preparing for a process we do not fully understand, and this is reflected in our advice and representation.

Whether you need assistance with presenting the claim initially or a specific aspect of a claim that has already been made, then our expert team can assist you.

Employment Tribunal Package

Are you preparing for an Employment Tribunal claim and seeking professional assistance with clarity on legal fees? At Toner Legal, we understand that the key tasks involved in Tribunal preparation can be both time-consuming and financially uncertain. That’s why we’ve developed our exclusive Employment Tribunal Packagea solution designed to provide you with the essential support you need while offering the peace of mind of a fixed fee.

Why Choose Our Employment Tribunal Package?

Increase Your Chances of Success: The path to success in Employment Tribunal cases is paved with meticulous preparation. Our package covers crucial tasks such as disclosure, Trial bundle compilation, and the drafting of your witness statement. These not only bolster your prospects of winning but also encourage the other party to engage in settlement negotiations—an option that’s often preferable to lengthy courtroom battles.

Expertise You Can Trust: With our experience in Employment Tribunal cases, our team of dedicated professionals brings a wealth of knowledge and expertise to the table. We understand the intricacies of Employment Tribunal proceedings and have a proven track record of helping clients secure favourable outcomes.

Our Comprehensive Services:

  1. Disclosure: We will handle the intricate process of disclosure on your behalf, ensuring that all necessary information is presented accurately and in compliance with legal requirements.
  1. Trial Bundle Compilation: Our team will collaborate with the opposing side to create a comprehensive and compliant Trial bundle, streamlining the process for your benefit.
  1. Witness Statement Drafting: Crafting a compelling witness statement is a critical aspect of your case. Let us handle this crucial task to ensure it is persuasive and well-prepared.

Clarity and Affordability:

Unlike traditional hourly-rate billing, our fixed fee structure provides you with the transparency you deserve. You’ll know exactly what to expect without the worry of unpredictable legal bills. Our motivation is clear: to prepare effectively, putting you in the best position to achieve an out-of-court settlement and avoid the time, stress, uncertainty, and costs associated with a Trial.

Our Fees

We will deliver the Employment Tribunal Package as follows:

  1. We complete disclosure, the Trial bundle, and draft your witness statement for an agreed fixed fee (we will agree the fee at the outset, so there will be no surprises).
  2. Depending on the  circumstances, payments by instalments may be an option.

Get Started Today

Don’t navigate the Employment Tribunal process alone or with the uncertainty of hourly rates. Let Toner Legal be your trusted partner in securing a favourable outcome for your case. 

For Employment Tribunal advice please call us on 0207 118 9219 or complete a Free Online Enquiry and we will be in touch.

Free Online Course

You may be interested in our Free Online Course on making an employment tribunal claim.

In the course, you will learn from the experts and get “Step-by-Step Guidance on Making an Employment Tribunal Claim.”

The course includes employment tribunal claims tactics and precedents (the course is designed for employment tribunal claims UK).

Please see some additional information on Employment Tribunal Claims below.

What Is An Employment Tribunal?

It is a type of court that deals with employment tribunal claims.

The employment tribunal system is a judicial body that resolves disputes between employees and employers. It is an independent body that is separate from the court system.

Employment tribunals are (generally) presided over by a panel of three individuals, a legally qualified chairperson (the Judge), and two non-legal members who have experience in the industry. The role of the employment tribunal is to hear evidence from both parties and make a decision based on the evidence presented. However, in certain cases, the Tribunal claim will be dealt with by a Judge “sitting alone,” meaning the two non-legal members will not be used.

Employment tribunals have jurisdiction over a wide range of employment law disputes, including unfair dismissal, discrimination, breach of contract and whistleblowing. The tribunal can order compensation, reinstatement, and re-engagement in some situations.

It is worth noting that a Claimant must file a claim with the employment tribunal, and the Respondent must respond to the claim. The tribunal will then review the evidence presented by both parties and make a decision. If the decision is in favor of the claimant, the respondent may be required to pay compensation or take other actions to resolve the dispute.

How Much Does It Cost To Make A Claim?

Unlike in the “civil courts,” you do not have to pay a fee to pursue and employment tribunal claim.

You are able to make your claim and be heard without having to pay any fees to the employment tribunal.

Types of Employment Tribunal Claims

There are several types of employment tribunal claims, including unfair dismissal, constructive dismissal, discrimination, breach of contract, and unpaid wages. Let’s take a closer look at each of these types of claims.

Unfair Dismissal

Unfair dismissal is one of the most common types of claims brought to an employment tribunal. An employee may bring a claim for unfair dismissal if they believe that they were dismissed without a fair reason or without following the proper procedure. To claim unfair dismissal, you must have been continuously employed for at least 2-years.

If you were dismissed with less than 2-years service, then we have an article covering that issue.

Unfair dismissal claims must be brought within three months of the dismissal date.

An employee can be dismissed for various reasons, such as redundancy, poor performance, or misconduct. However, the employer must follow the correct procedures and provide the employee with a valid reason for the dismissal (if they have more than 2-years service.

Constructive Dismissal

Constructive dismissal is when an employee resigns because their employer breached an important term of the employment contract.

This is often confused with “unfair dismissal,” which is when the employer terminates the employment contract. There are “implied” terms in employment contracts, which means they continue to apply during the employment relationship, even if they are not written into the contract.

You can find more information on constructive dismissal.


Discrimination can occur on the grounds of age, disability, gender reassignment, marriage/civil partnership, pregnancy, and maternity, religion or belief, sex, or sexual orientation.

There are different types of discrimination, such as direct discrimination, indirect discrimination, victimisation and harassment.

There are also claims for failure to make reasonable adjustments and discrimination arising from disability (both only apply to those deemed disabled in accordance with the Equality Act 2010).

If you have been discriminated against in the workplace, you may be entitled to compensation.


This is the term used when making a “protected disclosure.” If you disclose certain information in the workplace (such as reporting a health and safety issue or something you believe to be unlawful) then you may qualify for certain legal protection, such as the right not to be dismissed or subjected to a detriment.

The general purpose of the law here is to enable people to raise concerns (in specific areas) without backlash from their employer/colleagues. Whistleblowing in the workplace is a type of claim we see frequently.

Breach of Contract

A breach of contract claim can be brought by an employee, but only against their employer and when the employment relationship has ended. The Tribunal is also only able to make awards of up to £25,000 for breach of contract claims.

Claims can only be brought for sums that were outstanding or arise on the termination of employment, such as unpaid wages or holiday pay.

Unpaid Wages

An Employment Tribunal can deal with claims of unpaid wages. This can include unpaid bonuses, commission, holiday pay, or overtime pay.

Preparing For A Claim

If you are considering making an employment tribunal claim (or have made one) you may want to review our key considerations article.

If you are considering bringing an employment tribunal claim, it is important to prepare thoroughly. This involves gathering evidence and ensuring that you have a strong case. The following are some key steps to follow when preparing for an employment tribunal claim.

Seek Legal Advice

Although it is not necessary to have a lawyer to represent you at an employment tribunal, it is advisable to seek legal advice. A lawyer can provide you with guidance on the strength of your case, the evidence required, and the process involved. A claim at the employment tribunal can take a long time and is likely to require a lot of work to see it through. It is much better to understand the strength of your case at the outset, otherwise, you run the risk of pursuing a claim (perhaps for years) that was never likely to succeed.

Before making a claim, there are also procedural rules and process to navigate, such as short time limits and Early Acas Conciliation, an employment lawyer will be familiar with this.

Check For Legal Expenses Insurance

You may have insurance that will pay for a lawyer to present your employment tribunal claim. Legal cover is mostly found under your home insurance.

Consider Settlement 

Often, and out of court settlement will be a more desirable option, so this should be considered first (if a settlement is not achieved, then you will still have the option of bringing a Tribunal claim).

Step-by-Step Process of Making an Employment Tribunal Claim

Below is a general overview of the main steps claims at the Employment Tribunal:

Step 1: Early Acas Conciliation

Before making a claim to the employment tribunal, you must first go through the early conciliation process with Acas (Advisory, Conciliation, and Arbitration Service), who will attempt to resolve the dispute through conciliation. If a settlement is not reached, you will be issued with a certificate allowing you to proceed with an employment tribunal claim.

Step 2: Completing the Claim Form

Once you have obtained a certificate from Acas, you can proceed to complete the employment tribunal claim form. This form sets out the details of your claim, including the type of claim, the date of the event, and the remedy sought.  It is usual for the ET1 to be accompanied by a document that sets out the basis of the claim (although there is a box for this on the ET1). This document is usually referred to as the “particulars of claim” or “grounds of complaint.” This is a very important document.

Step 3: Submitting the Claim Form

The completed claim form must be submitted to the employment tribunal. The claim form is referred to as the ET1. This can be done by post, online, or in person. The most common way to submit a claim is online. There will be a deadline to submit the claim, which will vary depending on the nature of the claims and the dates the parties were going through early acas conciliation. The calculation of time limits can be complex, which is why we urge you to take proper advice.

We have more information on time limits – Employment Tribunal Time Limits Calculator.

Step 4: The Respondent’s Response

Once the claim form has been submitted, the respondent (the person or company the claim was made against) will have 28 days to respond. The response is referred to as the ET3. It is also common for respondents to submit (attached to the ET3) a document called the “grounds of response” which sets out its version of events and response to the claims made.

Step 5: Case Management – Directions

After the 28 deadline to submit the response has expired the Tribunal will usually write to the parties setting out what happens next. This depends on the contents of the ET1 and ET3 and what type of claims have been made.

If it is a straightforward claim, the Tribunal will send out a hearing date with a timetable of directions, which will set out what needs to be done and by when.

If it is a more complicated case (i.e involving discrimination/whistleblowing) then the Tribunal will list a preliminary hearing to discuss case management.

Step 6 – Preliminary Hearing

A common step in an Employment Tribunal Claim is a preliminary hearing, depending on the nature of the claims. At a preliminary hearing (case management) the parties will attend with a judge sitting alone.  The purpose is to clarify the exact nature of the claims and to have a discussion to ensure the case makes progress toward the final hearing.

Step 7: Preparation for the Hearing

Before the hearing, both parties will need to prepare their evidence and witness statements. The employment tribunal will set out the deadlines for the submission of evidence.

Step 8: The Final Hearing

The Trial, usually referred to as the “Final Hearing” is what the parties have been preparing for by completing the directions. The final hearing is when the evidence will be heard so the Tribunal can give an outcome to the claims made.

Step 9: The Remedy Hearing

If the Claimant wins, the Tribunal will need to determine how much (if any) compensation is to be awarded. This is referred to as the Remedy Hearing.

If there is enough time, this will form a part of the final hearing, but a remedy hearing can take place after the final hearing at a later date.

If the Claimant does not succeed and there is no counter-claim from the Respondent, then there will be no remedy hearing.

Get In Touch

Please call us on 0207 118 9218 or complete a Free Online Enquiry and we will be in touch.