The UK employment tribunal backlog: legal expert warns preparation is prevention

The UK employment tribunal backlog continues to grow, with the latest employment tribunal statistics for January to March 2026 showing that open cases had increased by 42% in comparison to the previous year. Lawyers are warning the crisis will only worsen, especially with the introduction of the Employment Rights Act 2025.

Employers should aim to act before problems escalate to litigation. Claims are currently being listed until the end of 2027, and even some in 2028 and 2029.

The situation is not really improving - one of the initial reasons was COVID-19, but we are also seeing other complications, including difficulties in recruiting qualified employment judges to hear cases. The introduction of the Employment Rights Act 2025 will continue to have a significant impact on the backlog.

How does the employment tribunal backlog affect employers?

The employment tribunal backlog has introduced challenges not just for claimants and respondents, but also for legal professionals.

It’s very difficult to prepare cases now, because you are attempting to prepare for something that probably won’t be heard for two years. The delays affect collation of evidence as people’s recollections of events change over time, while documents and physical evidence are being lost.

Secondly, it impacts the advice given to clients, in relation to both individuals and employers. We have to advise them that if they go down a certain route, they could end up in tribunal litigation, and then they have this hanging over their heads for the next two years.

So often we’re advising on taking more proactive action to ensure they’re not ending up in tribunal proceedings.

Could the employment tribunal backlog lead to more settlements?

One of the biggest challenges we are seeing now in the UK is the employment tribunal backlog which has hit a record high. With some cases listed several years into the future, it is becoming a strain on businesses and individuals alike.

At Smith Partnership, we are increasingly encouraging early resolution. Protected conversations and Acas settlements are proving to be practical tools to avoid years of uncertainty caused by protracted litigation. For employers, it is not about admitting liability, it is about moving on from a situation that could otherwise drag on for years and ensuring a commercially sound outcome.

Leaving a claim unresolved for years ties up resources and impacts internal dynamics. This is why more employers are turning to early settlements to protect their business from unnecessary cost and disruption.

At Smith Partnership, our advice is to act early. If you see a dispute forming, we can help to assess your options and consider whether a timely settlement could be the more pragmatic route.

How can employers prevent employment tribunal claims?

The employment tribunal backlog could trigger more settlements, but this does not mean you should overlook steps to prevent employment tribunal claims.

There are five key strategies that can drastically reduce the likelihood of a tribunal case arising:

1. Establish clear procedures from the outset

Having proper procedures in place from the outset greatly reduces the risk of tribunal claims. Policies like anti-bullying procedures, disciplinary and grievance procedures and equality and diversity policies, can protect from claims.

They also give employers and employees internal routes to resolution.

2. Train employees and managers effectively

Implementing training to both employees and managers is highly effective. Induction processes and probation periods are really important moving forwards, as the length of qualifying service for Unfair Dismissal claims will be reduced to 6 months (from 2 years) in early 2027.

They ensure employees know from day one what correct behaviours need to be followed, what their employer’s values and standards are, and also make sure they know the ways in which the employer deals with workplace disputes.

Also, employers should make sure that managers are trained and given the necessary tools to ensure they can nip internal workplace issues in the bud, for example, performance issues, lateness or behavioural issues, resolving the issue without ending up in the employment tribunal backlog.

3. Use well-drafted employment contracts

Having a well-drafted employment contract will work wonders in terms of making sure disputes don’t arise. Often, disputes may arise through claims relating to missing or inadequate contracts of employment.

You should make sure both parties know exactly where they stand.

4. Build trust through communication

Building the trust relationship with employees is of vital importance. Good communication, ensuring employees feel heard and respected, and that they’re being treated honestly and fairly, works wonders when ensuring situations are dealt with quickly, amicably and effectively.

5. Maintain thorough and accurate documentation

Finally, in a significant number of cases where an employer says ‘we always had concerns about this employee’, they have no supporting documentation to show these concerns were raised with the employee.

Either they’ve not tackled the issue or not documented the action taken. Having clear documentation on an employee’s record, including any formal action, informal counselling or welfare discussions, appraisals, disciplinary records, and the like, all help reduce the chances of claims being brought by employees.

How can employers avoid litigation once a dispute arises?

When prevention isn’t possible, strategic resolution is the best course of action.

One of the key areas when trying to prevent employee litigation is what are known colloquially as “protected conversations”, which are off-the-record conversations with the employee whereby they’re offered the opportunity to leave their employment and release any claims that they may have.

We also have a system in the UK called Acas Early Conciliation. Acas will hold confidential discussions between the employee and employer to see if a resolution can be reached through a binding settlement before a claim is issued to the tribunal.

Acas also provide the same service all the way up to when the claims are eventually heard by a tribunal.

Finally, there are tribunal-led mediation and judicial assessments available when claims are issued. Here, a judge will look at the case and will try to assist the parties in reaching the terms of a settlement to avoid lengthy hearings.

Should employers consider an out-of-court settlement?

The final recommendation is to consider settlements before the case reaches its most resource-intensive stage.

Claims often come from a point of principle, with both parties set in their ways and they don’t feel as though they’ve each done anything wrong. Employers should consider, however, at a preliminary stage, an out-of-court settlement. They can save a considerable amount of time and cost.

Often what we’re finding is that once the case gets fully prepared, that’s when the cases are settling. So businesses should be looking at these out-of-court settlements to save themselves resources and time much earlier than they are currently.

How can we help?

If you need support with an employment tribunal or advice on how to prevent these, get in touch with our specialist employment law solicitors.

Contact our team by telephone on 0330 123 1229, complete our contact form or send us an email via info@smithpartnership.co.uk.

I haven’t added the extra internal links I suggested (Acas settlements and Unfair Dismissal). They aren’t in this copy, so add them in Drupal once we’ve confirmed the slugs.

If pasting from the Word files is the problem, I can also save each article as a plain .txt file for you to download.