For many businesses across the automatic door installation sector, managing people is every bit as important as project delivery. But when workplace disputes escalate, they can quickly turn into something far more serious – an employment tribunal. This risk is increasing further with proposed reforms under the Employment Rights Bill, which will create the Fair Work Agency with powers to bring claims on a worker’s behalf – even if they choose not to.
Our Preferred Supplier, Citation are experts in HR and Employment Law and shared this information to help you understand what tribunals are, why they’re on the rise, and how you can protect your business. Whether you employ five people or fifty, having the right processes and advice in place could save you time, stress, and money.
What is an employment tribunal?
An employment tribunal is a legal forum that resolves disputes between employers and employees. It’s less formal than a court but carries legally binding decisions.
Tribunals typically deal with issues such as unfair dismissal, discrimination, breach of contract, redundancy errors, and wage disputes. For employers, it’s your chance to show you acted fairly, followed procedure, and complied with employment law.
Even if you successfully defend a claim, tribunals can be costly. Legal fees, lost productivity, and reputational impact can quickly add up – with average defence costs between £15,000 and £25,000.
Why are tribunal claims rising?
Employment tribunal cases are increasing year-on-year, and backlogs are at record highs.
Recent figures show that:
- Over 97,000 new claims were lodged in the past year – up 13%.
- The number of outstanding cases has hit 491,000, with average waits of around 49 weeks for a first hearing.
- Compensation awards have reached record highs – unfair dismissal cases can now result in payouts of up to £179,000, while discrimination and whistleblowing claims remain uncapped.
Several factors are driving this rise:
- Economic pressures leading to redundancies and restructures.
- Gaps in HR knowledge among smaller businesses.
- Process errors, such as skipping disciplinary steps or failing to document decisions.
In sectors where teams are small, busy, and often spread across sites, the risk of mistakes is higher. That means proactive compliance is even more important.
Common mistakes that can lead to tribunal claims
Many tribunal cases stem from issues that could have been prevented. The top culprits include:
- Skipping or mishandling disciplinary and grievance procedures
- Outdated contracts or unclear terms of employment
- Inconsistent treatment of staff
- Poorly managed redundancy or consultation processes
- Lack of documentation to back up decisions
If a claim arises, the tribunal will want evidence. And without it, even the strongest defence can crumble.
How to protect your business
The good news is that most tribunal claims are preventable. Some ways you can stay protected and compliant are:
- Get your documentation right
Every employee should have an up-to-date contract and clear policies that reflect current law. Your employee handbook should cover disciplinary, grievance, equality, and flexible working procedures. - Follow fair, consistent processes
Always take a structured approach to disciplinaries and grievances. Record meetings, outcomes, and reasoning. Consistency is crucial and cutting corners can cost you dearly at tribunal. - Train your managers
Managers are often the first port of call for sensitive issues and mistakes can spark claims. Invest in training so they know how to:- Conduct investigations fairly
- Avoid bias or discrimination
- Document outcomes properly
- Keep comprehensive records
If you don’t write it down, it didn’t happen. Keep notes, emails, contracts, and performance reviews safely stored. A clear evidence trail is your best defence. - Promote a positive workplace culture
Respect, inclusion, and communication prevent problems before they start. Encourage staff to raise concerns early and deal with them promptly and fairly.
When a claim happens
If you receive an ET1 claim form, act immediately. Employers have 28 days to respond with an ET3 defence. Gather your documents, notify your insurer, and seek HR and employment law advice straight away.
Sometimes, early conciliation through Acas can resolve the issue before a hearing to save time, cost, and disruption.
How Citation can help
Facing a tribunal can be daunting, but you don’t have to do it alone.
Citation supports thousands of UK businesses with expert HR and Employment Law advice, helping you prevent issues, respond correctly, and stay compliant. Our 24/7 advice line, legally sound documentation, and tribunal representation (if you follow our advice) give you peace of mind that you’re backed by specialists who understand your industry.
Kick things off with Citation today
Get in touch with Citation today by calling 0345 844 1111 or click here for more information. Remember to quote ‘Automatic Door Installation Association’ when enquiring to access preferential rates off a new client contract.
*Employment tribunal statistics https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-april-to-june-2024