Employment Tribunal Claims and Time Limits

What is an employment tribunal claim?

An employment tribunal is an independent legal forum that decides certain disputes between workers and employers. It can consider claims about employment rights where the relevant law gives the tribunal authority to decide them.

Depending on the facts, a claim may concern:

• Unfair dismissal or dismissal-related rights.
• Discrimination, harassment or victimisation connected with a protected characteristic.
• Unpaid wages, unlawful deductions or certain holiday-pay disputes.
• Redundancy payments and other statutory employment entitlements.
• Whistleblowing detriment or dismissal.
• Other statutory rights that fall within tribunal jurisdiction.

Not every workplace disagreement belongs in an employment tribunal. Some disputes may be better addressed through an internal procedure, Acas conciliation, a civil court or another legal route. The correct route depends on the right being relied on and the remedy being sought.

What are the employment tribunal time limits in 2026?

Time limits depend on the type of claim and the relevant date. For many claims in Great Britain, the general period increased from three months to six months on 1 October 2026 under the Employment Rights Act 2025 and related commencement regulations. The change is subject to transitional provisions.

In general, the new period applies where the relevant act, conduct or failure occurred on or after 1 October 2026. Where the relevant date is earlier, the previous time limit may still apply. Special rules can determine the relevant date for particular claims, so this should not be treated as a universal calculation rule.

The legislation and official guidance should be checked at the time you act. Read the Employment Rights Act 2025 and the 2026 commencement and transitional regulations alongside the relevant claim-specific rules.

How does Acas Early Conciliation affect the deadline?

In most cases in Great Britain, a person who intends to bring an employment tribunal claim must notify Acas before submitting the claim. Acas offers Early Conciliation, a process intended to help the parties resolve the dispute without a tribunal hearing.

Early Conciliation is free. It does not force either side to settle. If the dispute is not resolved, Acas issues an Early Conciliation certificate, which is generally needed when submitting the tribunal claim.

Notifying Acas within the applicable time limit can pause the running of the deadline while Early Conciliation takes place. The legal calculation is governed by specific rules. After the certificate is received, the claimant will usually have at least one month to present the claim if Acas was notified within time, but the precise calculation should be checked.

Typical Early Conciliation steps

1. Check the deadline. Identify the relevant event and the legal claim you may bring.
2. Notify Acas promptly. Do not assume an internal grievance or appeal pauses the tribunal deadline.
3. Take part in conciliation if appropriate. Acas may help both sides explore a settlement.
4. Keep the certificate. If the dispute is not resolved, note the certificate number and the date it was received.
5. Recalculate the final date. Apply the Early Conciliation rules and any claim-specific requirements before filing.

Read the official Acas guidance on employment tribunal time limits and GOV.UK guidance on what to do before making a claim.

What if you are still going through a grievance or appeal?

Raising a grievance, appealing a disciplinary outcome or asking your employer to reconsider a decision does not normally stop the tribunal time limit. Internal procedures may be useful, and in some situations they may help resolve the dispute, but they should not be treated as a substitute for checking the legal deadline.

For example, if you have been dismissed and your employer is considering an internal appeal, you may need to take steps to protect a potential tribunal claim before the appeal has concluded. The appropriate approach depends on the type of claim and the dates involved.

Where a deadline could expire during an internal process, get advice promptly. Do not assume that waiting for a final grievance response preserves your rights.

How do you start an employment tribunal claim?

If you decide to proceed, the usual process in Great Britain involves identifying the claim, completing any required Acas Early Conciliation step, and submitting the tribunal claim form within the applicable time limit.

1. Identify the legal issue. Describe what happened, when it happened and which employment right may have been breached.
2. Identify the correct respondent. This is often the employer, but the correct party can depend on the facts and legal basis of the claim.
3. Check the deadline and Acas requirement. Confirm whether Early Conciliation is required and how it affects the time limit.
4. Prepare the claim details. Set out the key events, relevant dates, legal complaints and remedy sought as accurately as possible.
5. Submit the claim using the official process. Follow the instructions on the GOV.UK tribunal claim page.
6. Keep proof of submission. Retain the submitted form, confirmation and relevant correspondence.

GOV.UK states that there is no fee to submit an employment tribunal claim. However, other costs can arise, including witness expenses or costs in limited circumstances where a party has acted unreasonably. Read the current official guidance before filing.

What evidence and documents should you gather?

Good records can help you understand what happened, assess the strength of a potential claim and explain your position clearly. The documents you need depend on the issue, but it may be useful to organise:

• Your employment contract, written particulars and relevant workplace policies.
• Dismissal, redundancy, disciplinary or grievance letters.
• Emails, messages and letters relating to the dispute.
• Pay slips, timesheets, holiday records or other payment evidence where relevant.
• A dated chronology of key events and conversations.
• Names of potential witnesses and a note of what they may be able to confirm.
• Your Acas correspondence and Early Conciliation certificate.
• Records of the outcome you are seeking and any losses you say you have experienced.

Keep original documents where possible and store copies securely. Avoid altering messages or records. If documents contain confidential or personal information about other people, handle them carefully and obtain advice about appropriate use.

What happens after you submit the claim?

Once a claim is accepted, the tribunal process normally involves the respondent receiving the claim and having an opportunity to respond. The tribunal may then issue directions about the next steps. Depending on the case, these can include preliminary hearings, disclosure of relevant documents, witness statements and a final hearing.

The tribunal may ask the parties to clarify the legal and factual issues. Some claims settle before a hearing, including through further Acas conciliation. Others proceed to a decision. The process, timetable and potential remedy depend on the nature and complexity of the dispute.

Submitting a claim does not guarantee success. The tribunal considers the evidence and applicable law, and the claimant may need to prove the relevant facts. Responding promptly to tribunal correspondence and complying with orders is important.

Common mistakes that can put a claim at risk

• Relying on an assumed deadline. Different legal complaints can have different time limits, including within one dispute.
• Waiting for an internal outcome. A grievance or appeal does not normally stop the tribunal clock.
• Starting Early Conciliation too late. Contacting Acas after the time limit has expired may not restore the right to claim.
• Assuming the six-month rule covers older events. Transitional provisions mean the date of the relevant event matters.
• Naming the wrong respondent or omitting a party. The correct respondent depends on the claim and facts.
• Missing a separate deadline. Interim relief and some other applications can have much shorter time limits than an ordinary claim.
• Submitting incomplete or inaccurate information. Check the form and certificate requirements before filing.

Examples of how the rules may affect different situations

Example 1: A dismissal before October 2026. An employee dismissed in September 2026 should not assume the new six-month period applies. The transitional rules may leave the earlier time limit in place, so the employee should check the deadline immediately.

Example 2: A workplace event after 1 October 2026. A worker who experiences a relevant act after that date may fall within the new six-month period if the particular claim is covered by the change. The worker still needs to check the specific legal rule and any Early Conciliation adjustment.

Example 3: Several types of claim. Someone who believes they were dismissed unfairly and also discriminated against may need to calculate more than one deadline. One calculation should not automatically be applied to every complaint.

Example 4: An unresolved grievance. An employee awaiting a grievance appeal should not assume the appeal suspends the deadline. They should check the tribunal time limit while the internal process continues.

These are illustrative examples, not findings about real clients. The correct answer in an individual case depends on the facts, the applicable legislation and the relevant dates.

What if you think the deadline has already passed?

Do not assume that a claim is automatically impossible, but do not rely on an exception either. Some legal provisions allow a tribunal to consider a late claim in limited circumstances. The test and the tribunal’s discretion depend on the type of claim. In many cases, time limits are strictly applied.

Get advice promptly about whether any extension, exception or alternative route may be available. Keep a clear record of the dates and the reasons for any delay. A grievance, appeal or settlement discussion does not by itself guarantee that a late claim will be accepted.

Does Northern Ireland use the same tribunal system?

No. This guide focuses mainly on Great Britain: England, Wales and Scotland. Northern Ireland has a separate employment tribunal and industrial tribunal system, with its own procedures and legal framework. Some changes to time limits may also apply differently there, depending on the statutory right and the relevant commencement rules.

If your employment was in Northern Ireland, check the official Northern Ireland guidance and the legislation that applies to your claim rather than relying on the Great Britain process described above.

Frequently asked questions

Is the employment tribunal time limit now six months?

From 1 October 2026, many employment tribunal time limits in Great Britain increased from three months to six months for relevant acts or events occurring on or after that date. The change is subject to transitional provisions and does not mean every claim has a six-month deadline.

Does the six-month limit apply to a dismissal before 1 October 2026?

Not automatically. The transitional rules generally mean the extended limits do not apply where the relevant date occurred before 1 October 2026. Check the specific claim and statutory rules to determine which period applies.

Do I have to contact Acas before making a claim?

In most Great Britain employment tribunal cases, you must notify Acas and go through Early Conciliation before submitting the claim. There are exceptions, so check the official guidance for your circumstances.

Does contacting Acas extend my time limit?

Notifying Acas within the applicable deadline can pause the time limit under the Early Conciliation rules. The calculation depends on the relevant dates and legal provisions. Do not assume that contacting Acas after a deadline has expired will revive the claim.

Will a grievance or appeal stop the deadline?

Usually not. An internal grievance, disciplinary appeal or employer review does not normally stop the tribunal time limit. Check your deadline while the internal process is ongoing.

Can I bring a claim if the deadline has passed?

Possibly, depending on the claim and the circumstances. Some claims have limited provisions allowing a tribunal to accept a late claim, but these are not guaranteed. Obtain advice promptly rather than assuming an extension will be granted.

How much does it cost to submit a tribunal claim?

GOV.UK states that there is no fee to submit an employment tribunal claim. You may still incur other expenses, such as witness expenses or costs in limited circumstances. Check current official guidance for details.

Can I claim for unfair dismissal and discrimination together?

It may be possible to bring more than one legal complaint arising from the same events if the facts and legal requirements support them. Each claim may have its own time limit and legal test, so calculate each deadline separately.

Is this guide applicable in Northern Ireland?

This guide mainly covers England, Wales and Scotland. Northern Ireland has a separate tribunal system and legal framework. Check the applicable Northern Ireland rules before relying on a deadline or procedure.