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Why Using ChatGPT is Risky in Your Employment Dispute

Database Guide

Using the wrong AI tool for your employment dispute could seriously damage your case.

Generic AI chatbots like ChatGPT are everywhere now, and it's tempting to use them when you're facing workplace issues. They're free, instant, and seem to know about everything. But here's what employment lawyers are seeing: workers are losing winnable cases because of AI-generated documents that get basic UK employment law wrong.

The judiciary has issued specific warnings about AI use in tribunals. Employment lawyers report a surge in poorly drafted, AI-generated claims clogging up the system. This article explains how you should, and should not use generic AI and what safer alternatives exist.

What ChatGPT and Other General AI Tools Are Good For

Let's be clear: AI tools have their place. General AI can help with:

Basic understanding:

  • Getting a general overview of a topic
  • Understanding common employment terms
  • Initial brainstorming of issues

Administrative tasks:

  • Organising your thoughts
  • Creating timelines of events
  • Improving grammar and spelling

General research:

  • Finding topics to investigate further
  • Understanding non-legal concepts
  • Preparing questions to ask professionals

What they're NOT good for:

  • Specific legal advice
  • Drafting legal documents
  • Understanding UK employment law specifics
  • Calculating deadlines or compensation
  • Tribunal submissions

The Serious Risks of Using Generic AI for Employment Disputes

1. Wrong Law, Wrong Country

ChatGPT and similar tools pull information from everywhere. Your grievance might include:

  • US employment law (at-will employment doesn't exist here)
  • Outdated UK law (regulations change constantly)
  • Laws from other countries entirely
  • Complete legal fiction (AI "hallucinations")

Real impact: Tribunals are seeing claims citing non-existent legislation and American legal concepts that have no bearing in UK courts.

2. Missing Critical Deadlines

Generic AI doesn't understand:

  • The "3 months minus 1 day" rule
  • ACAS early conciliation requirements
  • Continuing acts doctrine
  • When different deadlines apply

Real impact: Workers missing tribunal deadlines because AI gave them wrong timeframes, losing their right to claim entirely.

3. Damaging Your Credibility

According to judiciary guidance from April 2025, tribunals are now specifically looking for AI-generated content.

Real impact: Judges may be less likely to believe genuine claims when they spot AI-generated content in your documents.

4. Creating Weak or Invalid Claims

Employment lawyers report seeing AI-generated claims that:

  • Cite irrelevant protected characteristics
  • Claim discrimination without basis
  • Mix up different types of dismissal
  • Include kitchen-sink approaches that weaken strong cases

Real impact: Strong unfair dismissal cases ruined by adding weak discrimination claims that AI suggested.

5. Revealing Confidential Information

When you paste your workplace situation into ChatGPT:

  • It could be used for training data
  • There's no confidentiality protection
  • Sensitive information might appear elsewhere
  • You might breach your own confidentiality agreements

Real impact: Workers accidentally breaching settlement negotiation confidentiality by asking ChatGPT for help.

Real Examples from Tribunals and Law Firms

The Cheese Company Disaster (2024) According to the Law Gazette, a claimant working for a cheese company used ChatGPT to draft their tribunal claim. The AI fabricated legal principles and produced such poor quality work that their case was undermined. The claimant was literally left "cheesed off" when their AI-generated submission damaged what might have been a valid claim.

The American Law Problem A worker submitted a grievance citing "violations of the National Labor Relations Act" and claiming "at-will employment protections." Both are US concepts with no relevance in the UK. Their employer immediately knew they'd used AI and stopped taking the grievance seriously.

The Hallucinated Case Law Multiple tribunals report claimants citing cases that don't exist. One cited "Johnson v British Airways 2019" extensively - a completely fabricated case that ChatGPT invented.

The Kitchen Sink Claim Employment lawyers describe seeing a straightforward redundancy case turned into a 15-page claim alleging discrimination on six different grounds, all clearly AI-generated. The actual redundancy issue got lost in the noise.

The Missed Deadline A worker asked ChatGPT about tribunal deadlines and was told they had "90 days from termination." They missed the actual deadline by one day. Their claim was rejected.

The Wrong Type of Dismissal Several firms report clients who had clear unfair dismissal cases but submitted constructive dismissal claims after ChatGPT confused the terms. Completely different legal tests apply.

Why Yerty AI is Different

We recognise the value of using AI in your cases, but are also conscious of its risks and dangers. That's why we have built Yerty AI - it is specifically built for UK employment disputes and has specific guardrails to help you use AI in a safe, productive way.

Built to work with Yerty Platform:

Yerty AI isn't a standalone chatbot - it's designed to work hand-in-hand with Yerty Platform. Together, they provide comprehensive support:

Yerty Platform provides:

  • Step-by-step task lists for your specific situation
  • Template letters and documents ready to customise
  • Interactive tools and calculators
  • Structured pathways through grievances, ACAS, and tribunals
  • Checklists to ensure you don't miss anything

Yerty AI supports with:

  • Answering your specific questions about UK employment law
  • Explaining legal concepts in plain English
  • Providing relevant tribunal case examples and outcomes
  • Helping you understand which templates to use when
  • Clarifying next steps in your process

They're built to be used together - the platform gives you the practical tools and structure, while the AI provides the information and context you need to use them effectively.

Trained on UK law only:

  • UK employment legislation
  • ACAS guidelines
  • Actual tribunal decisions
  • Current UK legal framework

Understands context:

  • Employment status distinctions
  • UK-specific deadlines
  • ACAS procedures
  • Tribunal requirements

Safe to use:

  • Clear disclaimers about legal advice
  • Doesn't pretend to be a lawyer
  • Guides you to professional help when needed
  • Protects your confidentiality and your data

Designed for workers:

  • Plain English explanations
  • Practical guidance
  • Knows when to say "speak to a solicitor"
  • Won't invent law or cases

Quality controlled:

  • Regular updates for law changes
  • Verified information sources
  • Built with UK employment law expertise

Important disclaimer: Yerty AI is not perfect. While it's designed specifically for UK employment law, it can still make mistakes. We cannot guarantee 100% accuracy. You should always:

  • Verify important information
  • Double-check deadlines and procedures
  • Speak to a lawyer when in doubt
  • Use it as a tool, not your only source

Think of Yerty Platform as your structured guide through the process, and Yerty AI as your knowledgeable assistant helping you understand each step - but neither replaces professional legal advice when it really matters.

Learn more about www.yerty.co.uk/yerty-ai

How to Use AI Safely in Employment Disputes

DO:

  • Use UK-specific tools like Yerty AI
  • Verify any AI-generated information
  • Treat AI as a starting point, not endpoint
  • Get professional review of important documents
  • Keep confidential details private

DON'T:

  • Copy-paste AI text directly into legal documents
  • Rely on AI for deadlines or specific legal advice
  • Share sensitive case details with generic AI
  • Submit anything to tribunal without checking
  • Assume AI knows UK employment law

Remember: You are 100% responsible for anything you submit to a tribunal, even if AI wrote it.

The Bottom Line

AI tools are a valuable asset in understanding employment issues, but it's important to use them wisely and know their limits. Whether you're using generic tools like ChatGPT or specialised ones like Yerty AI, the key is using them appropriately.

Remember:

  • AI is a starting point, not your final answer
  • Always verify important information with trusted sources
  • Double-check deadlines and legal requirements
  • Get professional legal advice for critical decisions
  • You remain responsible for anything you submit to a tribunal

The judiciary is watching for AI content. Employment lawyers are seeing AI-related problems. But that doesn't mean AI has no place - it means you need to be smart about how you use it.

Your employment dispute matters too much to rely solely on any AI tool. Use AI to help you understand, organise, and prepare. But when it comes to legal action, verify everything and get proper legal advice when your job is on the line.

Sources

ChatGPT risksAI employment lawtribunal AI dangersgeneric AI risksemployment dispute AIyerty AIUK employment AIAI hallucinationstribunal claimsAI legal mistakesemployment lawyers AIjudiciary AI guidance

Legal Disclaimer

The information provided in this guide is for general informational purposes only and does not constitute legal advice. While we strive to ensure accuracy, employment law is complex and constantly evolving. Your specific circumstances may require different considerations. For advice tailored to your situation, please consult with a qualified employment law professional or solicitor.

For more information, see www.yerty.co.uk/legal-disclaimer