Form ET1: Employment Tribunal Claim Form (2026 Guide)

When Do You Need Form ET1?

You need Form ET1 whenever you wish to bring a claim before the Employment Tribunal. The Tribunal has jurisdiction over a wide range of employment disputes, including but not limited to:

• Unfair dismissal — where your employer has ended your employment without fair reason or a fair procedure
• Wrongful dismissal — a breach of your contract of employment, most commonly involving inadequate notice
• Discrimination — claims under the Equality Act 2010 covering the nine protected characteristics (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation)
• Unlawful deduction from wages — under the Employment Rights Act 1996, including unpaid holiday pay
• Whistleblowing detriment — where you have suffered a disadvantage for making a protected disclosure
• Redundancy pay disputes — statutory or contractual
• Breach of contract — limited to claims arising on or after termination of employment

You cannot simply send a letter of complaint to the Tribunal — Form ET1 is the mandatory prescribed form. It must be submitted online via the HM Courts and Tribunals Service (HMCTS) portal or, in exceptional circumstances, on paper.

What Form ET1 Is Used For

Form ET1 performs several functions simultaneously. It notifies the respondent (your employer) of the claim being brought against them. It tells the Tribunal what legal grounds you are relying upon. It sets out the remedy you are seeking — whether that is reinstatement, re-engagement, compensation, or a declaration. And it establishes the factual narrative on which your entire case will be built.

The respondent will receive a copy of your ET1 and will respond using Form ET3. Everything you write in the ET1 is therefore read by the other side from day one. Vague or incomplete particulars weaken your position before the case has begun. Strong, precise ET1 particulars, by contrast, signal that you know your case and understand the law.

The ET1 also triggers the Tribunal’s administrative process: it determines which hearing centre handles the claim, whether the case proceeds on the standard track or the open preliminary hearing track, and when the first case management order will be issued.

How to Complete Form ET1: Step by Step

Form ET1 is structured into numbered sections. Each section must be completed carefully. Below is a field-by-field walkthrough of the key sections.

Section 1 — Your Details

Enter your full legal name, address, date of birth, and contact details. Use the address where correspondence should be sent. If you have a representative — a solicitor, McKenzie Friend, or union official — you may enter their details in the representative section. Ensure the name matches your payslips and any employment contract exactly: inconsistencies cause unnecessary disputes about identity.

Section 2 — Respondent’s Details

The respondent is your employer or former employer. Enter the full registered legal name of the employing entity — not a trading name unless that is the only name on your contract. If the company has been dissolved or acquired, you may need to name the successor entity or the directors personally, depending on the circumstances. The Tribunal uses this information to serve the ET1 on the respondent; an incorrect name causes delay and may need to be corrected by amendment.

Section 3 — Multiple Respondents

If your claim involves more than one respondent — for example, a parent company and a subsidiary, or an individual manager in a discrimination claim — you may add additional respondents here. Consider carefully who should be named; adding respondents unnecessarily can complicate the proceedings.

Section 4 — Employment Details

This section requires you to state:

• Whether you are still employed or whether your employment has ended
• Your start date and, if applicable, your end date
• Your job title
• Your notice period (contractual or statutory)
• Whether a dismissal was with or without notice
• Your gross weekly pay and net weekly pay

Accuracy here is critical. The Tribunal uses your weekly pay to calculate the basic award in unfair dismissal claims and the compensatory award cap. As of 2026, the statutory cap on weekly pay for basic award calculations is £729 per week (subject to annual review). Errors in pay figures can affect the compensation available to you.

Section 5 — ACAS Early Conciliation

You must enter your ACAS Early Conciliation certificate number (also called the EC number). This is mandatory for most claims. You cannot submit the ET1 without it unless a specific exemption applies (see the ACAS conciliation section below). The EC number begins with the letters “R” followed by a series of digits and is issued by ACAS at the conclusion of or exit from the conciliation period. Without a valid EC number, the Tribunal will reject your claim.

Section 6 — Type of Claim

This is one of the most important sections. You must tick each type of claim you are bringing. The options include unfair dismissal, constructive dismissal, discrimination (with sub-options for each protected characteristic), unlawful deduction from wages, breach of contract, and others. Do not leave any applicable box unticked — failing to tick a box may mean you cannot pursue that head of claim later, as adding new claim types by amendment is subject to the Tribunal’s discretion and may be refused if it would cause prejudice to the respondent.

Section 7 — Details of Claim (Particulars of Claim)

This is the free-text narrative section and is the most substantive part of the ET1. You should set out:

1. The factual background — your employment, your role, relevant events in chronological order
2. The act or acts complained of — what the respondent did or failed to do
3. The legal basis — which statutory provisions or contractual terms have been breached
4. Why the acts amount to the type of claim you have ticked in Section 6
5. The impact on you — financial loss, injury to feelings (in discrimination claims), or other harm

Write in clear, numbered paragraphs. Use plain language. Avoid emotion and keep to facts and legal argument. Aim for between 500 and 1,500 words in this section, depending on the complexity of your claim. Tribunals do not reward length — they reward clarity and precision.

Section 8 — Remedy

State what you want the Tribunal to award. In unfair dismissal claims, you may request reinstatement (return to the same job), re-engagement (return to a comparable role), or compensation. In discrimination claims, you may seek a declaration, compensation including injury to feelings, and a recommendation. In wages claims, you seek the amount unlawfully deducted. Be realistic but do not undersell your losses: you will be expected to provide a Schedule of Loss at a later stage, setting out your financial claim in detail.

Key Deadlines for Form ET1

Time limits in Employment Tribunal proceedings are strictly enforced. The Tribunal has very limited discretion to extend them.

Standard Three-Month Limit

For most claims — unfair dismissal, discrimination, whistleblowing, and unlawful deduction from wages — the primary time limit is three months less one day from the act complained of. For dismissal claims, time runs from the effective date of termination (EDT). For discrimination, time runs from each individual act, or from the last act in a series.

ACAS Early Conciliation — Pause on the Clock

Before submitting an ET1, you must first notify ACAS and go through the Early Conciliation process. This is mandatory. ACAS has twelve weeks from the date you contact them to attempt to resolve the dispute through conciliation. Since December 2025, this twelve-week window applies in full — ACAS no longer issues the certificate early simply because one party declines to engage. The twelve-week period pauses (stops the clock on) your limitation period. Once the certificate is issued, you have the balance of your original time limit or a minimum of one month (whichever is longer) to submit the ET1.

In practical terms: Do not wait until the last week of your three-month limit to contact ACAS. Contact ACAS as soon as you believe a claim may be necessary — ideally within six to eight weeks of the act complained of.

Employment Rights Act 2025 — Six-Month Limit (October 2026)

The Employment Rights Act 2025 extends the primary limitation period for unfair dismissal and certain other claims from three months to six months, effective from October 2026. If your dismissal or the act complained of occurs on or after the implementation date, you will benefit from the longer period. Claims arising before that date remain subject to the three-month rule. Watch for the precise commencement date in secondary legislation.

Redundancy Pay Claims

Claims for a statutory redundancy payment must be brought within six months of the relevant date (generally the date employment ends), with the Tribunal having discretion to extend for a further six months if it is just and equitable to do so.

What Happens After You File Form ET1?

Once the ET1 is submitted online, the Tribunal issues an acknowledgement. The claim is then served on the respondent, who has 28 days to submit a Response on Form ET3.

After the ET3 is received, the Tribunal issues an initial case management order. This typically requires both parties to prepare for a Preliminary Hearing (if there are jurisdictional issues to resolve) or proceeds directly to a Final Hearing listing. In discrimination cases, the Tribunal may order exchange of witness statements and a schedule of loss.

You may receive a Judicial Assessment — a confidential, without-prejudice evaluation of the merits of your claim from an Employment Judge — which is designed to facilitate early settlement. This is not binding, but it is useful information for both parties.

Throughout the process, ACAS conciliation remains available. The conciliation officer assigned to your case will contact both parties periodically. Settlement at any stage is possible.

Common Mistakes That Get Form ET1 Rejected

1. Missing or invalid ACAS EC number. The most common reason for rejection. The number must appear exactly as issued by ACAS. Ensure you have contacted ACAS before submitting the ET1, not after.
2. Naming the wrong respondent. Using a trading name, a parent company’s name, or a manager’s name instead of the legal employing entity causes the Tribunal to question jurisdiction and may require an amendment application.

3. Submitting out of time. Failing to account for the ACAS conciliation period when calculating the limitation date is a frequent error. The clock does not stop automatically — you must have contacted ACAS before the limitation period expires.
4. Failing to tick all relevant claim types. If you do not tick “discrimination” in Section 6 but describe discriminatory acts in Section 7, you may be unable to pursue that head of claim. The ticked boxes define the scope of your case.
5. Vague particulars of claim. Writing “my employer treated me badly and dismissed me unfairly” without dates, names, or specific acts gives the Tribunal nothing to work with and prompts an order for further particulars, causing delay.
6. Incorrect pay figures. Using net pay where the Tribunal requires gross pay (or vice versa), or using an average from an unrepresentative period, can undermine your compensation calculation from the outset.
7. Submitting without legal or professional review. The ET1 is a legal document. Errors made at this stage are difficult to correct later. Amendment is subject to judicial discretion and may be refused if the respondent would be prejudiced.

Form ET1 and Employment Law

Form ET1 derives its authority from the Employment Tribunals Act 1996 and the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013 (as amended). The prescribed form is set by the Lord Chancellor under rule 8 of Schedule 1 to those Regulations. You are required to use the current prescribed version — an outdated form will not be accepted.

The substantive rights you enforce via the ET1 are found primarily in:

• Employment Rights Act 1996 — unfair dismissal, redundancy pay, unlawful deduction from wages
• Equality Act 2010 — all discrimination, harassment, and victimisation claims
• Employment Rights Act 2025 — extended limitation periods (October 2026), enhanced day-one rights (including unfair dismissal from day one, phased in from April 2026)
• Part IVA Employment Rights Act 1996 — whistleblowing (protected disclosures)

The Employment Rights Act 2025 represents the most significant reform to UK employment law in a generation. Among its provisions, the extension of unfair dismissal protection to employees from day one of employment (subject to a statutory probationary period framework) will substantially expand the pool of potential claimants. If you are uncertain whether the new Act applies to your circumstances, professional guidance is advisable.

Related Court Forms & Guides

• Form N260: Statement of Costs — the costs schedule used at summary assessment.
• Form N244: Application Notice — the form for interim applications.
• Start a Money Claim Online (OCMC) — where most civil money claims begin.
• Particulars of Claim — setting out the basis of your claim.
• Civil Court Forms Index — every civil court form guide in one place.

How Chris Can Help You Draft Form ET1

Completing Form ET1 correctly is not simply a matter of filling in boxes. Your particulars of claim need to read like the opening statement of a case — legally structured, factually precise, and strategically framed to establish jurisdiction and signal the strength of your position. Chris, eLitigant’s AI drafting assistant, is trained to produce employment tribunal documents to the What is the time limit for submitting Form ET1 for unfair dismissal in 2026?

A: For dismissals occurring before October 2026, the primary time limit is three months less one day from the effective date of termination. You must contact ACAS before this deadline; the conciliation period (up to twelve weeks) then pauses the clock. For dismissals occurring from October 2026 onwards, the Employment Rights Act 2025 extends the primary limit to six months. Always check the precise commencement date in secondary legislation.

Q: Do I have to go through ACAS before submitting Form ET1?

A: Yes, for most employment tribunal claims, ACAS Early Conciliation is mandatory before you can submit an ET1. You must notify ACAS, obtain an Early Conciliation certificate number, and enter that number on the form. ACAS has up to twelve weeks (since December 2025) to attempt conciliation. Exemptions apply in limited circumstances, such as where the respondent has already been a party to ACAS conciliation in the same matter.

Q: Can I add new claims to my ET1 after it has been submitted?

A: You may apply to amend your ET1, but amendment is at the Employment Judge’s discretion. The Tribunal applies a balance of hardship test — whether allowing the amendment would be just and equitable, weighing the prejudice to you if refused against the prejudice to the respondent if allowed. Amendments that introduce a new cause of action well after the limitation period has expired are routinely refused. It is far better to identify all claim types correctly at the outset.

Q: What is the ACAS Early Conciliation certificate number and where do I find it?

A: The Early Conciliation certificate number (also called the EC number or COT3 reference) is issued by ACAS at the end of the conciliation period, whether settlement is reached or not. It begins with the letter “R” followed by digits. ACAS will send it to you by email and post once the conciliation window closes or you request the certificate. You must enter this number in Section 5 of Form ET1 — without it, the Tribunal will not accept your claim.

Q: What compensation can I claim through Form ET1 for unfair dismissal?

A: An unfair dismissal award has two components. The basic award is calculated using your age, length of service, and weekly gross pay (capped at £729 per week for 2026, subject to annual uplift), following the same formula as statutory redundancy pay. The compensatory award covers your actual financial loss — lost earnings, loss of benefits, and future loss — subject to a statutory cap (the lower of one year’s gross pay or £115,115 for 2026, subject to annual review). In cases involving whistleblowing or certain discrimination claims, the cap does not apply.

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Frequently asked questions

What is Form ET1 used for?

Form ET1 is the official claim form that begins a case in the Employment Tribunal. It notifies the respondent (your employer) of the claim, tells the Tribunal which legal grounds you rely on, sets out the remedy you are seeking — such as reinstatement, re-engagement, compensation or a declaration — and establishes the factual narrative on which your case is built. The respondent then replies using Form ET3.

Do I need an ACAS Early Conciliation number before submitting?

For most claims, yes. You must notify ACAS and go through Early Conciliation first, and enter the resulting EC certificate number on the ET1. The number begins with the letter “R” followed by digits. Without a valid EC number — unless a specific exemption applies — the Tribunal will reject your claim. A missing or invalid EC number is the most common reason for rejection.

What is the time limit for bringing an ET1 claim?

For most claims — unfair dismissal, discrimination, whistleblowing and unlawful deduction from wages — the primary time limit is three months less one day from the act complained of, with time for dismissal claims running from the effective date of termination. ACAS Early Conciliation pauses the limitation clock. The Employment Rights Act 2025 extends this to six months for unfair dismissal and certain claims from October 2026 — check the current position for your situation. Time limits are strictly enforced, so do not delay contacting ACAS.

How do I complete the particulars of claim (Section 7)?

Section 7 is the substantive free-text narrative. Set out the factual background in chronological order, the act or acts complained of, the legal basis (the statutory provisions or contractual terms breached), why those acts amount to the claim types you ticked in Section 6, and the impact on you. Write in clear, numbered paragraphs and plain language — Tribunals reward clarity and precision, not length.

What are the most common mistakes that get an ET1 rejected?

The most frequent are a missing or invalid ACAS EC number, naming the wrong respondent (using a trading name, parent company or a manager’s name instead of the legal employing entity), and submitting out of time. Take care to name the full registered legal name of the employer and to account for the ACAS conciliation period when calculating your deadline.

What happens after I file Form ET1?

The Tribunal issues an acknowledgement and serves the claim on the respondent, who has 28 days to reply on Form ET3. The Tribunal then issues an initial case management order, which may lead to a Preliminary Hearing or directly to a Final Hearing. ACAS conciliation remains available throughout, and settlement is possible at any stage.

Related guides: Form ET3 (Employer’s Response) · Form N244 (Application Notice) · All civil court forms