Last reviewed: May 2026
Key facts:- Employment Tribunal decisions in England, Wales and Scotland are published on the gov.uk Employment Tribunal decisions register.
- Decisions are normally published within a few weeks of being issued and can be searched by claimant, respondent, jurisdiction and date.
- Tribunal claims must be brought within strict time limits, typically three months less one day from the act complained of.
UK Employment Rights Hub › Employment Tribunal Decisions Guide
Employment Tribunal decisions are an important source of practical employment law guidance. They show how the law is applied in real situations, what remedies are awarded, and what evidence carries weight. The decisions register on gov.uk is free to use and covers cases in England, Wales and Scotland. This guide explains how to search the register, how to read a judgment, the main jurisdictional headings, and how this fits with the Employment Appeal Tribunal and the higher courts.
The Employment Tribunal Decisions Register
Since 2017 all Employment Tribunal judgments in England and Wales have been published on the gov.uk Employment Tribunal decisions register. Scottish Employment Tribunal judgments are published on the same register. Northern Ireland uses a separate Industrial Tribunal system with its own register.
The register is searchable by claimant name, respondent name, jurisdiction code, date range and decision text. Judgments are usually published within a few weeks of being issued, although there can be delays where the judgment is being anonymised because of involvement of children or sensitive material.
The register only contains final judgments. Interlocutory orders, case management decisions and consent orders are not published. The register is therefore a partial picture of tribunal activity, focused on the substantive outcomes.
How to Search the Register
The search box on the gov.uk Employment Tribunal decisions page accepts free text. Typing a company name or claimant name returns all judgments matching those terms. The results page shows the date, parties, jurisdiction code and a short summary.
Jurisdiction codes are useful for narrowing searches. Common codes include UDL for unfair dismissal, DDA for disability discrimination claims under the Equality Act 2010, RRA for race discrimination, WAG for unlawful deduction from wages, and BUR for breach of contract on termination of employment.
Each judgment is downloadable as a PDF. The PDF has the full case reference number, the panel members, the parties, the issues, the findings of fact, the law applied and the disposition with any remedy. Judgments range from a few pages to over 100 pages depending on case complexity.
Reading a Judgment
Tribunal judgments follow a standard structure. The opening sections set out the parties, representation, the issues to be decided and the law that applies. The middle sections contain findings of fact, where the tribunal records what it believes happened on the evidence presented.
The reasoning section applies the law to the facts. This is the analytical heart of the judgment. The tribunal explains why the claim succeeds or fails, with references to statute, case law and any expert evidence considered.
The disposition section records the formal outcome. If the claim succeeds, the tribunal may make orders for compensation, reinstatement, re-engagement, or declaratory relief. Costs orders are rare in tribunal because of the no-costs rule, but they can be made for unreasonable conduct of the proceedings.
Time Limits and Jurisdictions
Most employment tribunal claims must be brought within three months less one day from the date of the act complained of. For unfair dismissal this is three months less one day from the effective date of termination. For unlawful deductions from wages it is three months less one day from the date the wages were not paid.
Before issuing a claim, the claimant must contact Acas for early conciliation. Acas issues an early conciliation certificate, which is needed to file the claim. The early conciliation period extends the time limit slightly.
Some specific claims have different time limits. Equal pay claims can be brought within six months of leaving the employment. Redundancy pay claims can be brought within six months. The time limit applies even where the claimant did not know they had a claim, unless they can show it was not reasonably practicable to bring it in time.
Beyond the Tribunal - Appeals and Higher Courts
An appeal from the Employment Tribunal goes to the Employment Appeal Tribunal. The EAT can only consider appeals on points of law, not findings of fact. EAT judgments are published on the gov.uk EAT decisions page, separately from the Employment Tribunal register.
Appeals from the EAT go to the Court of Appeal in England and Wales or the Inner House of the Court of Session in Scotland. Both courts hear EAT appeals on points of law. The highest appellate court is the UK Supreme Court, which considers appeals of general public importance.
Tribunal decisions are not binding on later tribunals but can be persuasive. EAT decisions are binding on tribunals. Court of Appeal and Supreme Court decisions are binding on the EAT and on all lower courts. The Employment Tribunal register therefore sits at the bottom of a binding hierarchy.
Using the Register for Research, Settlement and Strategy
Background checks on employers. Job applicants and prospective business partners can use the register to see if a particular employer has been involved in tribunal cases. Repeated unfair dismissal cases against one employer can be a warning sign. The register is therefore part of due diligence.
Comparable cases for settlement negotiations. Solicitors and litigants use the register to find decisions on similar facts. A claimant arguing for compensation in a discrimination case can point to comparable awards in published judgments to support a settlement figure.
Tribunal panel patterns. Some practitioners track which judges and lay members appear in particular case types. While this is rarely decisive, it can inform tactical decisions about whether to request a particular panel composition (which is generally not possible) or to settle rather than proceed.
Sector analysis. Researchers and policymakers use the register to track trends. The widespread use of zero-hours contracts, the rise of gig economy classifications, and changes in disability discrimination case patterns can all be tracked through judgment data over time.
Where to Get Free Independent Help
Acas (the Advisory, Conciliation and Arbitration Service) is the statutory body that provides free guidance to workers and employers on workplace issues including employment tribunal decisions. The Acas helpline is the first port of call for many employment law questions. Acas also runs early conciliation before Employment Tribunal claims.
Citizens Advice and law centres provide free initial advice on employment tribunal decisions. Some law centres have specialist employment law advisers and can represent claimants at Employment Tribunal hearings free of charge. The Law Centres Network website at lawcentres.org.uk lists centres by location.
Trade unions provide free legal advice and representation to members on employment tribunal decisions. Even where the worker is not currently a union member, joining a union before issues arise gives access to professional advice if problems develop later. The TUC website at tuc.org.uk identifies relevant unions.
The Employment Tribunal handles workplace disputes that cannot be resolved through Acas. The tribunal is a no-cost jurisdiction (no fees to issue claims at the time of writing) and is designed to be accessible to litigants in person. The gov.uk employment tribunal pages explain the process.
For specific protected groups, dedicated organisations provide tailored support. The Equality Advisory Support Service helps with discrimination claims under the Equality Act 2010. Maternity Action specialises in pregnancy and maternity rights at work. Working Families is a charity supporting families with workplace flexibility issues.
Where the issue involves workplace health and safety, the Health and Safety Executive (HSE) is the enforcement body. HSE accepts reports from workers concerned about unsafe practices and can investigate. Reports are confidential to the extent practicable. The HSE website at hse.gov.uk explains how to raise a concern.
Putting It All Together
The rules above set out the legal framework, the practical steps and the support routes available. Where the situation is straightforward, the gov.uk pages and the official tools should be enough to act on. Where the situation is more complex, the free advice services listed in the previous section can usually clarify the position and identify the right next step. Many issues that look intractable at first turn out to be resolvable once the right service is engaged.
Keeping written records of communications and decisions throughout is good practice. Where a decision needs to be challenged later - through an internal complaint, an ombudsman, a tribunal or a court - the quality of the contemporaneous record often decides the outcome. Dates, names, reference numbers and copies of correspondence are the building blocks of any later dispute. The gov.uk advice pages and the relevant ombudsman or tribunal websites all set out the evidence they consider when reviewing decisions, and gathering that evidence from the start is one of the most effective protections available.
Frequently Asked Questions
Are all employment tribunal cases public?
Yes, all final judgments since 2017 are public and published on the gov.uk register. Some judgments are anonymised where there are children involved or other sensitive issues, but the substance is still public.
Can I see judgments older than 2017?
Older judgments are generally not available online. Some older cases of public interest are reported in employment law reports such as the Industrial Cases Reports. The Employment Appeal Tribunal register goes back further.
What is the most common jurisdiction code?
Unfair dismissal (UDL) and unauthorised deduction from wages (WAG) are the most common. Discrimination claims under the Equality Act 2010 are also frequent, particularly disability discrimination.
Do I need a lawyer to bring a tribunal claim?
No, the tribunal is a no-costs jurisdiction designed to be accessible. Many claimants represent themselves. Free advice is available from Citizens Advice, ACAS, trade unions and law clinics.
How much can I get from a tribunal?
Compensation varies widely. Unfair dismissal awards are capped (one year of pay or a statutory maximum, whichever is lower, for the compensatory award). Discrimination awards are uncapped.
Can a tribunal decision be enforced?
Yes. Tribunal awards are enforceable in the county court. The claimant can apply for a county court judgment and use standard enforcement methods such as instructing high court enforcement officers.
Can a tribunal judgment be appealed by the employee?
Yes. Appeals from an Employment Tribunal go to the Employment Appeal Tribunal (EAT) on points of law. Findings of fact cannot normally be appealed. The EAT has its own published register of decisions.
How long does a typical tribunal case take?
Most cases take 6 to 12 months from issue to final decision. Complex multi-party cases or those with discrimination claims can take 18 to 24 months. Cases settled before hearing can finish much faster.
Are there fees for using the register?
No. The register is free to use and search. Downloading individual judgments is free. No registration is needed to access the register.
Can a judgment be removed from the register?
Only in exceptional circumstances. The register is public for transparency. Specific information can be redacted in cases involving children or sensitive material.
How We Verified This
Information is taken from the gov.uk Employment Tribunal decisions service, the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013 on legislation.gov.uk, the Employment Rights Act 1996, and the Equality Act 2010. Time limit rules are referenced from the relevant provisions of the Employment Rights Act 1996 and Equality Act 2010.