Question 1

We just received an ET1. How long do we have to respond?

Accepted Answer

28 days from the date the ET1 is sent to you. Missing this deadline can result in default judgment, so contact us immediately.

Question 2

What are our chances?

Accepted Answer

It depends entirely on the facts and the process you followed. We give you an honest, percentage-based risk assessment within 24 hours of seeing the ET1.

Question 3

Should we just settle?

Accepted Answer

Sometimes. Commercial settlement makes sense where the legal cost of defending exceeds the claim value, or where reputational risk is high. We'll tell you straight either way.

Question 4

What is employment tribunal defence under UK law?

Accepted Answer

Employment Tribunal Defence is a defined concept under UK employment law that affects how employers manage their workforce day-to-day. In plain English, employment tribunal defence refers to the legal framework, rights and obligations that apply when an employer and employee deal with the matter at hand. Under UK law, getting employment tribunal defence right means following the relevant statute (most commonly the Employment Rights Act 1996 or the Equality Act 2010), the ACAS Code of Practice where applicable, and any contractual terms that already apply between the parties. For UK employers, the practical importance of employment tribunal defence is that mistakes are rarely about substance, they are almost always about process. Tribunals look at what you did, when you did it and whether you gave the employee a fair opportunity to respond. If you are unsure how employment tribunal defence applies to your specific situation, speak to a qualified HR advisor before acting.

Question 5

How does employment tribunal defence work for UK employers?

Accepted Answer

Employment Tribunal Defence works through a combination of statutory rights, the employment contract and reasonable employer behaviour. Under UK employment law, the employer typically carries the duty to act fairly, document decisions and consult with the employee before any change that materially affects their terms or status. In practice, employers should: (1) check whether the matter is covered by the contract or handbook; (2) confirm whether the Employment Rights Act 1996 or related legislation imposes a specific process; (3) follow the ACAS Code where it applies; and (4) record decisions in writing with a clear rationale. Failure to follow process is the single most common reason employers lose Employment Tribunal claims about employment tribunal defence. Our HR advisors handle employment tribunal defence for UK businesses every week, get in touch for guidance tailored to your situation.

Question 6

What are the rules around employment tribunal defence for small businesses?

Accepted Answer

Employment Tribunal Defence applies to small businesses in essentially the same way it applies to larger employers, there is no meaningful "small employer" exemption from UK employment law. In some areas (collective redundancy consultation, gender-pay reporting), thresholds based on headcount do apply, but the day-to-day rules around employment tribunal defence bite from the first employee. For UK SMEs, the practical risk is that small teams do not have an in-house HR specialist, so employment tribunal defence is often handled informally, which is exactly where tribunal claims start. Document the rationale, follow a fair process, give the employee a chance to respond, and offer a right of appeal where relevant. A 30-minute call with a CIPD-qualified advisor is usually enough to get employment tribunal defence on the right footing.

Question 7

How much does employment tribunal defence typically cost an employer?

Accepted Answer

Employment Tribunal Defence carries direct and indirect costs that UK employers should plan for. Direct costs include any statutory payments (such as notice, redundancy pay or statutory sick pay), the time of managers and HR involved in the process, and any external legal or HR advice. Indirect costs are harder to quantify but often larger: lost productivity, the impact on team morale, and management distraction during a contested matter. If employment tribunal defence ends up at the Employment Tribunal, the legal cost of defending a claim is typically £8,000–£25,000 even where the employer wins. Compensation in lost claims is uncapped for discrimination and capped at the lower of one year's pay or the statutory maximum for unfair dismissal. Front-loading proper advice on employment tribunal defence is almost always cheaper than fixing problems after the event.

Question 8

Can an employer make changes relating to employment tribunal defence without consent?

Accepted Answer

Employment Tribunal Defence usually cannot be changed unilaterally by an employer without risking a claim. Most contractual or process changes affecting employment tribunal defence require either the employee's agreement, a clear contractual flexibility clause, or a fair consultation process backed by genuine business reasons. Where an employer imposes change without consent, the employee may resign and claim constructive dismissal, refuse to accept the change and continue under protest, or bring a breach-of-contract claim. The Statutory Code of Practice on Dismissal and Re-engagement (2024) now also bites on "fire and rehire" tactics in this area, employment tribunals can uplift awards by up to 25% if the Code is unreasonably ignored. Before changing anything relating to employment tribunal defence, take advice, the cost of getting consent is almost always less than the cost of forcing the change.

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