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Transparent pricing, from start to finishGet the support you need, when you need itTrusted lawyers, clear expectations
Transparent pricing, from start to finishGet the support you need, when you need itTrusted lawyers, clear expectations
Amazing experience
After placing an enquiry, I received a call 20 minutes later, and then 2 hours later, I had a solicitor assigned to me. They were absolutely incredible right from the word go - amazing and very prompt with replies, answering all my questions and keeping the process moving. We finally completed today and I am so unbelievably happy. I wouldn’t hesitate to use Lawhive again in the future if needed.
Lily
First class service
I initially made an online enquiry about a tricky conveyancing matter and received an immediate call back. They understood straight away what was needed and gave me a quote that was very reasonable. It was such a pleasure to find someone who was cheerful, professional and completely reassuring as I’d been getting quite anxious about the sale of my house. The service Lawhive has provided is absolutely first class and I cannot recommend them enough.
Charles
Empathetic, professional and efficient
I am an executor, selling my mother's home. I found the assistance I received from Lawhive first rate - empathetic, professional and efficient.
Mark
Great service from Lawhive
We used Lawhive for our conveyancing needs and our solicitor was very helpful, patient and informative. She helped us with our needs with prompt responses and provided a very efficient service.
Kelvin
Great service when you need clarity and calm
Our solicitor was warm, friendly and provided crystal clear communication. A lot of conveyancers assume customers know everything about the process already, so it was really appreciated to hear each stage included in the price given.
Em
Quick and efficient
We used Lawhive for a transfer of property and conveyancing. Our solicitor was so helpful and thorough with the whole process. He responded quickly and efficiently to any questions or requests that we had and explained some of the more complicated issues regarding the process clearly.
Geri
Fantastic service and experience with Lawhive
I had the pleasure of working with Lawhive doing a transfer of equity on a property. Our solicitor’s service was amazing, she responded quickly to any questions or concerns and kept me updated throughout the process. I can strongly recommend her for any conveyancing work that you may need. Fantastic service all round.
Jane
Amazing experience
After placing an enquiry, I received a call 20 minutes later, and then 2 hours later, I had a solicitor assigned to me. They were absolutely incredible right from the word go - amazing and very prompt with replies, answering all my questions and keeping the process moving. We finally completed today and I am so unbelievably happy. I wouldn’t hesitate to use Lawhive again in the future if needed.
Lily
First class service
I initially made an online enquiry about a tricky conveyancing matter and received an immediate call back. They understood straight away what was needed and gave me a quote that was very reasonable. It was such a pleasure to find someone who was cheerful, professional and completely reassuring as I’d been getting quite anxious about the sale of my house. The service Lawhive has provided is absolutely first class and I cannot recommend them enough.
Charles
Empathetic, professional and efficient
I am an executor, selling my mother's home. I found the assistance I received from Lawhive first rate - empathetic, professional and efficient.
Mark
Great service from Lawhive
We used Lawhive for our conveyancing needs and our solicitor was very helpful, patient and informative. She helped us with our needs with prompt responses and provided a very efficient service.
Kelvin
Great service when you need clarity and calm
Our solicitor was warm, friendly and provided crystal clear communication. A lot of conveyancers assume customers know everything about the process already, so it was really appreciated to hear each stage included in the price given.
Em
Quick and efficient
We used Lawhive for a transfer of property and conveyancing. Our solicitor was so helpful and thorough with the whole process. He responded quickly and efficiently to any questions or requests that we had and explained some of the more complicated issues regarding the process clearly.
Geri
Fantastic service and experience with Lawhive
I had the pleasure of working with Lawhive doing a transfer of equity on a property. Our solicitor’s service was amazing, she responded quickly to any questions or concerns and kept me updated throughout the process. I can strongly recommend her for any conveyancing work that you may need. Fantastic service all round.
Jane
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01 overview
An employment tribunal can be one of the most stressful and intimidating experiences of your professional life. Whether it's a case of unfair dismissal, discrimination, or wage disputes, these challenges are deeply personal and can significantly impact you emotionally and financially.
If you're facing the prospect of an employment tribunal you might be feeling anxious, confused, and vulnerable. But it's important to know that you don't have to face this alone.
At Lawhive, our network of experienced employment lawyers is on hand to provide top-tier employment tribunal representation.
Our mission is to make high-quality legal representation accessible and affordable for everyone. As such, our team is dedicated to ensuring you feel heard, supported, and confident throughout the tribunal process with a solicitor standing by your side on hand to listen to your concerns, champion your cause, and work tirelessly to achieve the best possible outcome for you.
Don't let fear and uncertainty keep you from seeking the justice you deserve. Contact us today for clear, actionable advice and help in securing employment tribunal representation for your case.
An employment tribunal is a specialised independent judicial body in the UK that resolves disputes between employers and employees.
It provides a platform where individuals can seek redress for issues related to their employment rights.
Employment tribunals handle a wide range of employment disputes including:
It can be difficult to know whether you have a valid claim for an employment tribunal.
Your case may warrant a tribunal claim if you are an employee and:
In some circumstances, you may only be able to claim if you have been employed for at least two years, however, exceptions apply for certain types of dismissals.
Before you make a tribunal claim, you must try to resolve the issue through Early Conciliation via ACAS (Advisory, Conciliation and Arbitration Service). This step is mandatory and, in some cases, leads to a quicker, less formal resolution.
That being said, if you think you have a claim but are unsure, seek advice from an employment lawyer. They can assess your situation, guide you through your options, and provide employment tribunal representation if needed.
Most claims must be filed within three months less one day from the date of the incident or the last occurrence of a series of incidents (e.g., in cases of ongoing discrimination or harassment).
For redundancy and equal pay claims, the time limit may extend up to six months.
Missing these deadlines can make it very difficult to pursue your claim, so it's important to act quickly if you think you have a case.
Employment tribunal claims involve structured steps to resolve disputes between employees and employers.
Here's a detailed breakdown:
Before you can bring a claim to the tribunal, you must engage in Early Conciliation. This is where ACAS attempts to help you and your employer reach a settlement agreement without going to a tribunal.
Therefore, if you're thinking of making a claim you should first contact ACAS either online or by phone and tell them of your intention to. make a claim. ACAS will assign a conciliator to your case, who will work with both you and your employer to negotiate a resolution.
If conciliation is unsuccessful or either party refuses to participate, ACAS will issue a certificate. This certificate is required to proceed with your tribunal claim.
If conciliation does not resolve the issue, the next step is to file a claim with the employment tribunal.
This involves completing an ET1 form and submitting it either by post or (more commonly) via the employment tribunal's online system.
After you file your claim, your employer will get a copy. They have 28 days to respond by completing and submitting the ET3 form.
The tribunal will review the response to ensure it addresses the issues raised in your claim and whether the employer's defenses are legally sufficient.
Sometimes, preliminary hearings are scheduled to decide on the admissibility of evidence, the scope of the claim, or any preliminary legal issues that could affect the case's progression.
The tribunal may issue orders to manage the preparation and progression of the case.
These orders set timelines for exchanging documents, witness statements, and other procedural requirements.
Both parties need to gather and organise evidence to support their respective positions.
This may involve compiling relevant documents and preparing statements to support your case.
The final hearing is where both parties present their cases to the tribunal.
It is typically conducted by a tribunal panel, including an employment judge and two lay members with experience in employment matters.
After considering all the evidence and arguments, the tribunal will make a decision detailing the outcome and any awarded remedies or compensation. This decision is usually issued in writing immediately after the hearing or later by post.
If you are unhappy with the decision, you may be able to appeal but only on specific legal grounds such as errors in law or procedural fairness.
If the tribunal rules in your favour, the employer must comply with the decision.
If they don't, you can take further steps to enforce the decision, such as using court bailiffs or applying for enforcement through the courts.
On average, a straightforward employment tribunal case might take around 6 to 12 months to resolve from the initial claim to a final decision. However, more complex cases can take 18 months or longer.
The below table provides a breakdown of what to expect in terms of timelines at each stage of the process.
| Stage | Duration |
| Early Conciliation | 1 to 6 weeks |
| Filing the claim and receiving the response | 2 to 3 months |
| Preliminary hearings and case management | 3 to 6 months |
| Preparation and disclosure | 3 to 12 months |
| Final hearing | 6 to 18 months from claim submission |
Generally, you are expected to attend final hearings in person as are any witnesses involved. That being said, some tribunals now offer remote hearings for preliminary matters or simpler cases.
Preliminary hearings are often done remotely unless the tribunal decides in-person attendance is necessary.
| Representative | Role in Tribunal | Benefits |
| Solicitor | A solicitor can guide you through the entire tribunal process, from initial consultations and filing claims to preparing your case and representing you at hearings. | Solicitors bring a thorough understanding of employment law, tribunal procedures, and effective advocacy skills to your case |
| Barristers | A barrister may be instructed by a solicitor to represent you in complex cases or at the final hearing, especially if the case requires detailed legal argumentation. | Barristers offer strong advocacy skills, particularly useful in cross-examinations and presenting detailed legal arguments. |
| Trade Union Officials | Trade Union representatives can represent union members, providing support and advocacy during the tribunal process. This includes preparing documents, negotiating settlements, and speaking on behalf of the employee at hearings. | Their deep understanding of workplace issues and collective bargaining experience can be advantageous, especially in disputes involving unionised environments. |
| Friends or family members | They can act as your spokesperson, helping to present your case and support you emotionally and practically. However, they may have limited ability to engage in legal arguments or procedural matters. | They provide moral support and can make the process less intimidating. This option is often cost-effective and suitable for straightforward cases where legal representation is not essential. |
| Self-Representation (Litigant in person) | As a self-represented party, you handle all aspects of your case, from submitting documents and presenting evidence to arguing your case at hearings. | It can be cost-effective and allows you to be fully in control of your case. However, it requires a good understanding of the legal issues and tribunal procedures. |
If you are unsure about which type of employment tribunal representation is best for you, it's advisable to seek initial consultations to discuss your case and understand how they can support you through the tribunal process.
At Lawhive, our network of expert employment lawyers is on hand to support you with employment tribunal representation. To find out more, contact us today.
No, ACAS can't represent you at an employment tribunal. As an independent public body, ACAS doesn't take sides or provide legal advice during conciliation. Its role is to remain neutral and help both parties reach an agreement.
For employment tribunal representation, you must consider other options such as an employment law solicitor, trade union rep, or self-representation.
If your case is straightforward and you understand the tribunal process, you may feel confident representing yourself. However, having professional legal assistance can significantly increase your chances of success, especially in complex or high-stakes cases.
If you choose to represent yourself, you might consider an alternative to full legal representation. For example, you could seek legal advice without representation to help prepare your case.
Engaging a solicitor for your employment tribunal claim can provide significant advantages, from the initial stages of your claim through to the final hearing and beyond.
They can help:
If you are considering making a claim and are exploring the option of employment tribunal representation, our network of expert employment lawyers is on hand to help.
Contact us today to speak to our specialist Legal Assessment Team.
Many solicitors offer employment tribunal representation under a no-win, no-fee agreement (sometimes called a conditional fee agreement).
Under this type of agreement, you only pay your solicitor a percentage of the compensation awarded if you win - usually from 25% to 35%.
Contact us today to discuss potential funding options and discover how an expert employment solicitor from our network can support you with employment tribunal representation.
Employment tribunals in the UK operate with the principle that each party typically bears their own costs, regardless of the outcome.
That means you're only liable for your own legal costs, which may be zero if you entered a conditional fee agreement.
It is unlikely that the tribunal will order you to pay the other party's legal costs unless it finds you have acted unreasonably during proceedings.
The compensation you can receive from an employment tribunal depends on the type of claim, the specifics of your case, and various influencing factors.
Awards can include compensation for financial losses, emotional distress, injury to feelings, and additional damages for aggravated conduct or breach of contract.
Some types of compensation, such as basic and compensatory awards for unfair dismissal, are subject to statutory caps and limits.
Should you decide to make a claim, you should discuss potential compensation with your solicitor to set realistic expectations and guide your approach to the tribunal process.
Yes, many employment disputes are resolved through settlement agreements rather than proceeding to a full tribunal hearing. This can happen during Early Conciliation or at any stage before the tribunal hearing either informally or through formal settlement discussions.
The negotiation process often involves an initial settlement offer from your employer, followed by counteroffers until an agreement is reached.
Setting a case can benefit both parties, as it often saves time and avoids the uncertainty of a tribunal decision. However, having a solicitor handle negotiations can protect your interests, and ensure the settlement terms are fair.
Losing a case at an employment tribunal means you won't receive the compensation or remedies you sought, and you must bear your own legal costs, if there are any.
In terms of your next steps following the ruling you may consider appealing the decision (if there are valid legal grounds for doing so), request a reconsideration (if there were procedural errors), or explore settlement opportunities with your employer.
If you decide to proceed with an employment tribunal claim you should:
Rule 27 of the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013 outlines the tribunal's powers to strike out a claim or response at an early stage.
This rule is used to manage cases that may not have a reasonable prospect of success or where procedural issues exist.
The tribunal may apply rule 27 on its own initiative or either party can apply for the other party's claim or response to be struck out under the rule.
The tribunal can strike out a claim or response if:
To avoid the risk of your case being struck out under Rule 27, ensure that your claim or response is well-founded, complies with all procedural requirements, and addresses any weaknesses identified.
The type of evidence you'll need for an employment tribunal claim depends on the nature of your claim. This may include:
Generally, the claimant (the person bringing the claim) nears the initial burden of proof. This means they must present evidence to establish the facts that support their claim.
However, once the claimant has met their initial burden, the burden of proof may shift to the respondent (usually the employer) to prove their defence or to provide a lawful explanation for their actions.
For different types of claims, this involves:
In employment tribunals, the standard of proof is the balance of probabilities. This means that the claimant must show that their claim is more likely than not to be true.
Taking your employer to an employment tribunal can be worth it if:
Only you can decide whether it is worth pursuing a claim. Balancing the potential benefits against the drawbacks will help you make an informed decision that aligns with your needs and goals, as will seeking the advice of a specialist lawyer.
You don't have to face an employment tribunal alone.
At Lawhive, our network of experienced employment lawyers is on hand to provide expert legal support for employment disputes, including unfair dismissal, discrimination, wage disputes, redundancy issues, and breach of contract claims.
We understand the emotional toll employment disputes can take and our network of lawyers is committed to championing your case and advocating passionately on your behalf.
What's more, we strive to make high-quality legal services accessible and affordable through flexible, transparent fee arrangements, including no-win no-fee options for certain employment cases.
Schedule a call with our specialist Legal Assessment Team to discuss your case and discover how Lawhive can support you through the employment tribunal process.
With straightforward pricing - so you know exactly what to expect at every step.
