How to Represent Yourself at an Employment Tribunal (UK)

Employment tribunal · England and Wales · Updated June 2026

The employment tribunal is designed to be accessible to individuals without legal representation. Around a third of claimants represent themselves. You do not need a solicitor to bring a successful claim — but you do need to be organised, meet the deadlines, and present your evidence clearly.

The most important deadline: You must start ACAS early conciliation within 3 months less one day of the act you're complaining about (e.g., the date of dismissal). Missing this deadline usually means you cannot bring a claim.

Step by step: from dismissal to hearing

Notify ACAS — Before you can file a tribunal claim, you must contact ACAS to start early conciliation. Do this at acas.org.uk. This is mandatory and free. ACAS will try to help both sides reach settlement. If conciliation fails or either party declines, ACAS issues a certificate that allows you to proceed.

File your ET1 — The ET1 is the claim form. File it at gov.uk/employment-tribunals. You must include the ACAS certificate number. Be specific about what happened, the dates, and what you're claiming. You can amend it later but it's easier to get it right first time.

Gather your evidence — Collect all emails, letters, HR documents, and relevant communications. Export your work email if you still have access. Screenshot or save anything on company devices before your access is removed.

Exchange documents — The tribunal will set a timetable for exchanging documents with your employer. You must share all relevant documents, including ones that don't help your case.

Prepare your witness statement — Your witness statement tells the tribunal what happened in your own words. It should be factual, chronological, and referenced to your documents.

Attend the hearing — Arrive early. Bring your full document bundle (3 copies: judge, employer, yourself). Present your case clearly and answer questions directly.

The most important evidence in employment tribunal cases

Emails — the most common and most powerful evidence. Export and organise all relevant email threads.
HR letters — disciplinary letters, outcome letters, appeal decisions
Your employment contract and handbook — especially relevant sections on disciplinary procedures
Meeting notes — your own notes from any disciplinary or HR meetings
Pay records — for unfair dismissal and redundancy claims
A chronology — a dated list of all relevant events, referenced to your documents

For discrimination and harassment claims: Pattern evidence matters. A single incident may not be enough. A documented pattern of behaviour over months or years, with exact quotes and dates, is much stronger. AI tools can help identify patterns and contradictions across hundreds of emails.

What the tribunal is looking for

Tribunals are not looking for perfect legal arguments — they're looking for clear evidence of what happened. A well-organised case with a clear timeline, specific examples, and documents that support your account will be taken seriously even without a solicitor.

The most common mistakes by unrepresented claimants: disorganised documents, vague allegations without specific dates and quotes, and failing to address what the employer says in response.

Organise your evidence. Build your case.

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Not legal advice. This guide provides general information about employment tribunal proceedings. Consult a qualified employment solicitor or ACAS for advice specific to your situation.