What happens in a UK employment dispute
Employment disputes are stressful, confusing, and often overwhelming. But the process underneath is more structured than most people realise. The stages are well-established, the path is well-trodden, and thousands of people walk through it every year — many without a solicitor.
Your circumstances are unique. The process isn't. Whether you're dealing with unfair dismissal, discrimination, redundancy, or unpaid wages, you'll follow broadly the same route — you may enter at a different point, move through certain stages faster, or settle before reaching a hearing. But the structure is the same.
This guide walks through the 8 stages of a UK employment dispute from first question to final outcome. Each stage links to a detailed breakdown with tasks, considerations, and tools.
Before you start
Three things matter more than anything else in the early stages of an employment dispute: understanding how the law applies to your situation, deadlines, and evidence. Most tribunal claims must be started within 3 months minus 1 day of the event you're complaining about. Miss that window and your case can be over — regardless of how strong it is.
Evidence means documents: your contract, payslips, emails, letters, meeting notes, text messages. Start gathering these immediately. Don't wait until you're sure you want to make a claim. Evidence disappears — emails get deleted, access gets revoked, memories fade.
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Understanding your issue
Before anything else, you need to understand what actually happened, which employment rights may be relevant, and whether you have grounds for a claim. Most people skip this stage — and pay for it later.
Identify the type of issue: dismissal, discrimination, pay dispute, whistleblowing, redundancy
Check which employment rights apply to your situation
Understand whether you meet eligibility criteria (employment status, length of service)
Calculate your key deadlines — most tribunal claims must be started within 3 months minus 1 day
Gather initial evidence: contract, payslips, correspondence, notes
Typical duration: Days to 2 weeks
Stage 2 of 8
Internal process
Employment tribunals expect you to have tried to resolve things at work before making a formal claim. This usually means raising a grievance. Skipping it can reduce your compensation even if you win.
Raise the issue informally with your manager or HR if appropriate
If unresolved, submit a formal written grievance following your employer's procedure
Attend a grievance hearing — you have the right to be accompanied
If the outcome is unsatisfactory, appeal in writing within the timeframe given
Keep copies of everything: your grievance letter, their response, meeting notes, emails
Typical duration: 2–6 weeks
Stage 3 of 8
ACAS early conciliation
Before you can submit a tribunal claim, you must contact ACAS. This is a legal requirement, not optional. If you engage with early conciliation, a conciliator will try to broker a resolution between you and your employer. Around 76% of cases that proceed to conciliation settle at this stage.
Notify ACAS online or by phone — this starts the clock (Day A)
ACAS contacts your employer and attempts to facilitate a settlement
The conciliation period lasts up to 6 weeks (extendable in some cases)
If you settle, it's recorded on a COT3 — a legally binding agreement
If you don't settle, ACAS issues an early conciliation certificate — you need this to submit a tribunal claim
Your tribunal deadline is extended by the conciliation period
Typical duration: 1–6 weeks
Yerty covers stages 1–8
Each stage on Yerty has guided tasks, tailored insights based on your assessment, and tools where you need them — deadline calculator, grievance drafter, eligibility checker, and more.
See how the platform worksStage 4 of 8
Tribunal claim
If ACAS conciliation doesn't resolve things, you submit your claim to the employment tribunal using an ET1 form. Your employer responds with an ET3. This is where the formal legal process begins.
Complete and submit the ET1 form online through the HMCTS portal
Include your ACAS early conciliation certificate number
Set out the facts of your claim clearly — what happened, when, and what you're claiming
Your employer has 28 days to respond with an ET3
The tribunal sends both parties a notice of the claim and next steps
Typical duration: 1–4 weeks to submit; 28 days for response
Stage 5 of 8
Case preparation
This is the longest stage and often the most important. You gather evidence, build your timeline, prepare witness statements, and assemble your bundle. How well you prepare here largely determines how your hearing goes.
Respond to any case management orders from the tribunal
Disclose relevant documents to the other side (and receive theirs)
Build a chronological timeline of events with supporting evidence
Prepare witness statements — your own and any witnesses supporting your case
Assemble the hearing bundle: an agreed, paginated set of documents both sides will refer to
Consider whether a preliminary hearing is needed to clarify legal issues
Typical duration: 2–6 months
Case Hub keeps everything organised
Track deadlines, organise documents, build your timeline, and manage claims in one place. Whether you're self-representing or working with a solicitor.
Learn about Case HubStage 6 of 8
Tribunal hearing
The hearing is where your case is decided. You present your evidence, the other side presents theirs, and a judge (sometimes with panel members) makes a determination. Most hearings last 1–5 days depending on complexity.
Attend in person or by video (the tribunal will confirm the format)
Present your case: opening statement, witness evidence, cross-examination
The respondent presents their case and you can cross-examine their witnesses
The judge may ask questions throughout
The decision may be given on the day or reserved for a written judgment later
Typical duration: 1–5 days; judgment may take weeks
Stage 7 of 8
Settlement
Settlement can happen at any point — before ACAS, during preparation, even at the door of the tribunal. Many employment disputes settle before a full hearing. Understanding your position and what a realistic outcome looks like makes negotiation more effective.
Settlement can be offered or initiated by either side at any stage
Terms are usually financial (compensation) plus practical (reference, announcement)
If agreed through ACAS, it's recorded on a COT3
If agreed privately, it's a settlement agreement — you'll need independent legal advice for it to be binding
Once signed, you waive the right to pursue the claim further
Typical duration: Can happen at any point
Stage 8 of 8
Appeals and enforcement
If the tribunal makes a decision and one side disagrees, there may be grounds for appeal. If you win but your employer doesn't pay, you may need to take enforcement steps. This stage only applies if the dispute reaches — and concludes — a hearing.
Appeals go to the Employment Appeal Tribunal (EAT) on points of law only
You have 42 days from the date of the written judgment to lodge an appeal
If your employer doesn't pay a tribunal award, you can apply for enforcement through the county court or HMCTS
Penalty charges can be added if the employer fails to pay within the set period
Typical duration: Weeks to months
What most people get wrong
Waiting too long to act
The 3-month deadline is real and strictly enforced. Tribunals have rejected claims that were 88 seconds late. Don't assume you have time to think about it.
Skipping the grievance
Tribunals expect you to have raised the issue internally. Skipping the grievance process can reduce your compensation by up to 25% — even if you win on the substance of your claim.
Poor evidence organisation
10% of cases are struck out due to avoidable procedural errors. A disorganised case with missing documents, unclear timelines, and missed directions doesn't just look bad — it can end your claim before a judge hears it.
Assuming you need a solicitor to start
Around 70% of tribunal claims are brought without legal representation. You may need a solicitor at some point — but understanding your position, calculating your deadlines, and organising your evidence are things you can do yourself, and doing them early makes everything else easier.
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Important: This guide provides general information about the UK employment dispute process. It is not legal advice and cannot account for your specific circumstances. Employment law varies depending on the facts of each case. Time limits are strict — if you're considering a claim, check your deadlines immediately. This guide applies to England, Wales and Scotland. Employment law in Northern Ireland is governed by separate legislation. For complex situations, we recommend consulting a qualified employment solicitor.
By Yerty · Last updated: March 2026 · Built on analysis of UK employment tribunal decisions and official guidance from ACAS, GOV.UK, and legislation.gov.uk.