Employment Tribunal Representation
Harcourt Stirling Solicitors supports employees with dispute resolution and Employment Tribunal representation.
You don’t have to face this alone — start with a straightforward, free initial consultation with an employment law specialist to understand your options.
Why choose Harcourt Stirling to guide you through an employment dispute or tribunal proceeding?
Disputes over your rights or dismissal can be stressful and uncertain, and in some cases may lead to Employment Tribunal proceedings. In these situations, expert legal advice can help you navigate complex workplace policies and contracts, while giving you a clearer understanding of your rights under employment law.
At Harcourt Stirling Solicitors, we bring decades of combined experience advising employees across England and Wales. Our team blends legal knowledge with a solutions-focused approach, helping you understand your options, protect your rights, and resolve disputes efficiently — whether that involves early advice or formal tribunal representation.
Why choose Harcourt Stirling:
- Transparent and Trusted: Positive client feedback on Google and Trustpilot reflects our professionalism, expertise, and responsive service.
- Experienced Team: We advise on a wide range of employment law matters for individuals and organisations alike.
- Strategic Approach: We provide a clear, structured plan to guide you through disputes and any potential tribunal claims.
- Nationwide Support: Based in Brentford, our employment law solicitors are available to provide Employment Tribunal representation across England and Wales.
Contact us today to arrange a straightforward, free consultation with an employment law specialist and find out how we can help guide you through your workplace dispute or potential Employment Tribunal claim.
How Harcourt Stirling Solicitors support you during disputes and tribunal proceedings
At Harcourt Stirling Solicitors, we help employees handle workplace issues with clarity and confidence. From initial advice on a dispute to Employment Tribunal representation during proceedings, our team guides you every step of the way.
We help you understand your rights, evaluate your options, and take informed steps to protect your position and move forward with confidence.
Our process:
- Free initial consultation – We begin by reviewing your situation, identifying key legal issues, and outlining the options available to you, whether support or representation is required.
- Case assessment and strategy – Our Employment Tribunal solicitors assess the strengths and risks of your case and provide a tailored plan focused on resolving the dispute or preparing for tribunal proceedings.
- Drafting key tribunal documents – Where required, we prepare and draft the ET1 and Particulars of Claim on your behalf, ensuring your case is presented clearly and accurately.
- Progressive dispute resolution – We guide you through the resolution routes appropriate for your situation, whether you are just starting a dispute, have already engaged with ACAS, attempted negotiation, or need tribunal representation:
- Early Conciliation (ACAS) – If your dispute is still at an early stage, we can advise and support you through the ACAS process to try to resolve matters efficiently.
- Settlement Agreements – We help you evaluate and negotiate confidential settlement solutions that protect your interests, even if previous attempts have been made.
- Employment Tribunal – If the dispute proceeds to a tribunal, we represent you, presenting your evidence and arguments clearly while advising on strategy to maximise your chances of success.
- Appeals (Employment Appeal Tribunal) – If you receive a tribunal judgment and believe there has been an error of law, we can advise you on the merits of an appeal and guide you through the Employment Appeal Tribunal (EAT) process where appropriate.
- Evidence gathering – We assist in gathering and reviewing relevant documents, correspondence, and policies to strengthen your position, whether you are bringing a claim or responding to one.
- Representation and Advocacy – We provide skilled advocacy at Tribunal hearings, acting as your voice in the room. This includes presenting your legal arguments, cross-examining the other side’s witnesses, and helping present your evidence clearly to the Judge.
- Resolution – Our goal is to help you achieve a fair and practical outcome, protecting your rights and giving you clarity and confidence throughout the process.
By combining legal expertise with a structured, progressive approach, Harcourt Stirling Solicitors helps employees receive the guidance and representation they need to handle workplace disputes or Employment Tribunal claims effectively.
Speak to an employment law specialist today!
For disputes that proceed to a tribunal, what makes a strong case?
A strong Employment Tribunal claim is built on clear evidence, a well-structured timeline, and a thorough understanding of your rights. Key factors include:
- Accurate records – Emails, letters, performance reviews, and any relevant correspondence.
- Clear chronology – A timeline of events to show context and patterns of behaviour.
- Understanding your rights – Awareness of statutory protections, such as unfair dismissal, discrimination, or whistleblowing.
- Consistent actions – Demonstrating how you raised concerns or responded appropriately to employer actions.
- Effective presentation – Clear statements and supporting evidence that make your claim easy to understand.
Our Employment Tribunal solicitors help employees build and present strong claims, offering expert guidance and structured support throughout, to maximise the chances of a fair result.
Your rights and options in employment law — and how our solicitors can help you
Employment law protects employees in a wide range of workplace situations, particularly where disputes arise or rights may have been breached. If a matter escalates toward an Employment Tribunal, understanding your legal position and available options is essential to protecting your interests and achieving a fair outcome.
As an employee, you may be entitled to:
- Fair treatment under employment law, including protection against unfair dismissal, discrimination, or unlawful treatment
- Compensation or other remedies where your rights have been breached
- Support in resolving disputes, negotiating settlements, or pursuing a tribunal claim where appropriate
Your options will depend on your circumstances and the stage your dispute has reached. These may include attempting resolution through ACAS Early Conciliation, negotiating a settlement agreement, or proceeding with an Employment Tribunal claim.
Harcourt Stirling Solicitors supports employees at every stage of this process. We help you understand your rights, assess the strength of your position, and take informed, strategic steps.
Speak to an employment law specialist today!
How to start your tribunal case with Harcourt Stirling Solicitors
If your dispute isn’t being resolved and looks like it may proceed to an Employment Tribunal, it’s normal to feel uncertain or overwhelmed. Having clear legal support at this stage can help you understand your position and prepare for what comes next.
At Harcourt Stirling Solicitors, we support employees at any stage of a dispute — whether you are weighing up your options, are starting ACAS Early Conciliation, or need representation as your case moves forward.
Our approach:
- Get in touch – Contact us by phone, email, or via our online enquiry form to discuss your situation with an experienced employment law specialist. Your initial consultation is free and obligation-free, giving you clarity on where you stand and what your options may be.
- Prepare your case – If you decide to proceed, we guide you through gathering relevant documents such as contracts, correspondence, policies, and records connected to your dispute. We also complete standard identity checks (KYC/AML) so we can formally act on your behalf.
- Case assessment and strategy – Our solicitors review your case in detail, assess strengths and risks, and outline a clear strategy tailored to your circumstances — whether that involves further attempts at resolution, settlement discussions, or preparing for tribunal proceedings.
- Progress your claim – Once a strategy is agreed, we support and represent you throughout the process, managing communications, preparing documentation, and advocating for you in Employment Tribunal proceedings where required.
Harcourt Stirling Solicitors is committed to helping employees approach Employment Tribunal matters with clarity, confidence, and a structured legal strategy focused on achieving a fair and practical outcome.
Our employment tribunal specialists
Employment Tribunal matters we specialise in
Selected Employment Tribunal resources
Selected Employment Tribunal case studies
Speak to an employment law specialist today!
Frequently Asked Employment Tribunal Questions
What is an Employment Tribunal?
What cases go to the Employment Tribunal?
Most workplace disputes do not end up at an Employment Tribunal. Many issues are resolved through discussion with your employer, negotiation, or ACAS Early Conciliation.
Cases only proceed to a tribunal if these earlier attempts fail to resolve the matter and an employee’s legal rights have been breached.
Claims that could escalate and end up at an Employment Tribunal include:
- Unfair or wrongful dismissal
- Discrimination or harassment
- Unlawful deductions from wages
- Breach of contract
- Victimisation and whistleblowing complaints
Do I need to contact ACAS before making a tribunal claim?
Yes — before presenting most claims to an Employment Tribunal, you must notify ACAS for early conciliation. This is a statutory requirement most claimants must complete first.
Who can bring a claim in an Employment Tribunal?
Employees (and certain workers) can bring claims to an Employment Tribunal if they have relevant legal rights that have been breached. The exact eligibility depends on the type of claim.
If you’re unsure whether you can bring a claim, contact Harcourt Stirling Solicitors for a free consultation and one of our employment law specialists can discuss your situation with you. If your case moves forward, we can also provide employment tribunal representation across England and Wales.
What makes a strong Employment Tribunal case?
The Employment Tribunal is usually seen as a last resort option so it’s vitally important to have a strong case if it proceeds to that far.
Strong cases typically:
- Have clear evidence and documentation
- Show a consistent chronology of events
- Demonstrate breaches of statutory rights
- Present organised explanations at hearings — all of which help the tribunal understand your position clearly. (This aligns with general tribunal guidance on preparation and evidence.)
What happens at an Employment Tribunal?
A Tribunal hearing is less formal than a court, but it still follows a structured process:
- The panel: Depending on the type of case, the hearing may be heard by an employment judge sitting alone or with two lay members (one with employer experience and one with employee experience).
- Evidence and questioning: Each party gives evidence, usually through written witness statements that stand as their evidence‑in‑chief. Witnesses may then be questioned by the other side and by the Tribunal.
- Documents: The Tribunal will refer to an agreed bundle of documents relevant to the case. Both parties are expected to have disclosed all documents that support or undermine their case.
- Legal submissions: After evidence is heard, each party makes submissions explaining how the law applies to the facts.
It’s worth noting that the tribunal may decide to give its verdict on the day but it often reserves judgment and sends a written letter later on. It’s also important to keep in mind that tribunal meetings are sometimes remote and held via Cloud Video Platform (CVP).
We understand that presenting your case can be stressful, which is why it’s a necessity to be as prepared as possible. Harcourt Stirling Solicitors can help you with your preparation, draft legal documentation, witness statements and represent you at the tribunal.
Who can represent you at an Employment Tribunal?
Several types of representatives can support you during an Employment Tribunal claim, and the right choice depends on the complexity of your case and the level of assistance you need.
Representing yourself
You are allowed to represent yourself in an Employment Tribunal, and many claimants and employers choose to do so. If you take this route, you will be responsible for:
- Preparing your case – completing the ET1, gathering evidence, identifying witnesses, and complying with Tribunal deadlines.
- Presenting your evidence – referring to the document bundle, answering questions, and explaining your position to the Tribunal.
- Managing the process – attending hearings (in person or via CVP), corresponding with the Tribunal and the other side, and submitting documents on time.
Self‑representation is entirely permitted, but it can be demanding, especially in cases involving discrimination, whistleblowing, or complex legal issues.
Support from non‑legal representatives
Some people choose to be supported by:
- Trade union representatives – If you are a union member, your union may provide representation at no additional cost.
- Charities and pro bono organisations – Groups such as the Free Representation Unit (FRU) or Advocate may offer free advocacy for those who meet their criteria.
- Lay representatives (friends or family) – You may bring someone for support. They can take notes and quietly advise you, but they do not have an automatic right to speak on your behalf unless the Judge permits it.
These representatives can help explain the process and, in some circumstances, speak on your behalf.
Legal representation
You can also appoint a legally qualified representative, such as an employment solicitor, who can help:
- prepare your case and witness statements
- advise you on the strengths and risks of your claim
- negotiate settlement
- represent you at hearings
Note that some people may have access to legal expenses insurance through their home or employment policies, which can help cover the cost of representation.
What time limits apply to Employment Tribunal claims?
Time limits are strict. For most claims, you must issue your claim (ET1) within three months less one day of the date of the act you are complaining about — for example dismissal or discrimination.
Can I represent myself in an Employment Tribunal?
Yes — employees can represent themselves in an Employment Tribunal. You do not legally need a solicitor to make a claim, and some individuals do attend hearings without professional representation.
However, Employment Tribunals involve strict procedures, deadlines, and detailed rules of evidence. Cases often require careful preparation, clear presentation of your claim, and knowledge of employment law to maximise your chances of success.
While self-representation is possible, an experienced employment law solicitor can help:
- Submit your claim correctly and on time
- Help gather and organise evidence effectively
- Advise on strategy and potential remedies
- Represent you confidently at hearings to protect your rights and interests
Harcourt Stirling Solicitors supports employees through every stage of the tribunal process, from assessing the strength of your claim to full representation at the hearing, giving you clarity, confidence, and the best chance of a fair outcome.
Which Employment Tribunal can I file my claim in?
In England and Wales, you do not need to choose a specific Tribunal office when you start your claim. Instead, all claims are now submitted through a centralised online system and then allocated to a regional office.
How is my case allocated?
The Tribunal administration will usually assign your case to the regional hub that covers the location:
- Where you primarily worked; or
- Where the specific act you are complaining about (such as your dismissal) took place.
Common Scenarios:
- Commuters: If you lived in Birmingham but worked at an office in Manchester, your case will generally be allocated to the Manchester region.
- Remote Workers: For those working from home, the Tribunal usually looks at where your “base” office was located or where the manager who made the decision (e.g., to dismiss you) was situated.
- Multiple Locations: If you worked across various sites, the Tribunal will select the region with the “closest connection” to the dispute.
Can I request a different location?
You can request a transfer to a different Tribunal office—for example, if you have moved a significant distance or all witnesses are located elsewhere. However, under the Employment Tribunal Procedure Rules 2024, transfers are at the discretion of a Judge and are only granted if it is in the “interests of justice” or for “balance of convenience.”
Note: With the increase in remote hearings via Cloud Video Platform (CVP), the physical location of the Tribunal office is becoming less of a barrier for many claimants.
How long does an Employment Tribunal case take?
There isn’t a fixed time for every Employment Tribunal case — the length of the process depends on what issues are involved and how complex a claim is. However, official guidance outlines typical stages and indicative timescales once your claim has been accepted by the tribunal:
- Claim acceptance: After you submit your ET1 form and the tribunal accepts your claim, it is normally issued to the respondent within a few days.
- Respondent’s response: The respondent (usually your employer) has 28 days to file their response. Extensions may be granted, which can add time.
- Case management and hearing preparation: Following the response, the tribunal may schedule case management discussions or preliminary hearings, and ultimately fix a date for a full hearing. This phase can take several months, often around six months or more from claim acceptance to hearing, depending on the complexity of the issues and local tribunal availability.
- Judgment: After the hearing, the tribunal usually issues its decision within about four weeks.
Because tribunals prioritise resolving disputes efficiently yet fairly, and timescales depend on factors like case complexity and hearing availability, some cases may be concluded quickly while others take significantly longer.
More straightforward claims with fewer issues tend to be resolved sooner, whereas complex matters with multiple witnesses or legal arguments can extend the timeline.
In practice, employees often find that the overall process — from submitting a claim to a final decision — spans many months, and in some instances may extend over a year, particularly where there are backlogs or scheduling delays.
Our Employment Tribunal solicitors can help you understand the likely timetable for your case and plan effectively at each stage, from submitting your claim through to preparation for the hearing and beyond.
What kind of remedies or compensation can a tribunal award?
Tribunals can award compensation for financial loss, injury to feelings, and other remedies depending on the claim type. Some claims (like discrimination) have no upper limit on awards.
Can I withdraw a tribunal claim?
Yes — you can withdraw your claim at any time before the final judgment. However, you should be aware that once withdrawn, the Tribunal will usually dismiss the claim, which prevents you from ever bringing the same claim again.
The exception is if you express a wish to bring a future claim and the Tribunal is satisfied there is a legitimate reason, or if they believe dismissal is not in the interests of justice.
Furthermore, withdrawing late in the process can sometimes lead to the respondent applying for a ‘Costs Order’ against you, so it is often better to negotiate a formal settlement (such as a COT3) before withdrawing.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss cases involving disputes that could potentially escalate to a tribunal hearing. The initial consultation lasts up to 30 minutes.
It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.
Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at any time and we’ll do our best to respond to your enquiry.
How can I contact Harcourt Stirling Solicitors for tribunal advice and representation?
You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.
Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your enquiry as soon as we can.
What are your legal fees and do you offer "No Win, No Fee"?
We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.
After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:
- No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
- Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
- Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.
We will ensure you have a clear understanding of the applicable fees before we begin any work.