u/Illustrious-Jello497

Hi All,

England. Case listed for late 2029, ET1 submitted late 2025. I submitted expidited application mid 2026. I am surprised that the Respondent* wants the hearing postponed beyond 2029.

Claim include, among others, disability discrimination, failure to make reasonable adjustments, automatic/unfair dismissal, victimisation...

R is a big employer with over 5k employees.

1. Why might they be interested in a date(s) longer than 2029, for a claim that is already *unusually too long?

2. Has anyone experienced something similar? What was the ET stand?

Will appreciate insights/advice.

Edit: I was totally wrong. It did not asked that the final hearing be prolonged. It only suggested that witness exchange date be moved by a further 2+ months. So I WAS WRONG. I apologise for sharing wrong information. To avoid it's perpetuation, I will pull it down in a few hours after people who earlier commented might have had the opportunity to see my now added comments.

So sorry about the misinformation and thanks to those who were trying to help.

Hi all,

LiP (England) in an ET claim and felt a bit cornered by what happened with my recent disclosure.

There is already an accepted ET1 covering discrimination, harassment, victimisation and reasonable adjustments. The Tribunal ordered both parties to disclose all documents relevant to the claim by a set date.

I later applied to amend the claim (to include dismissal and another Respondent for personal liability), which will be considered at an upcoming PH. However, the accepted ET1 and disclosure order existed before that application was acknowledged.

I disclosed over 1,500 relevant pages (R will not expect this volume because my access to internal ICT was suddenly removed, but I had luckily archive most of the relevant documents and chats shorrly before my access was emoved). A few hours before the deadline, the Respondent sent just 100 pages, much of which were documents I had originally sent them during grievances. Important documents relevant to the existing ET1 appear missing, including reasonable adjustment records and underlying grievance investigation/witness evidence.

Their solicitor called it “initial disclosure” and said fuller disclosure would happen after the PH, once the amendment is decided.

I understand further disclosure may be needed if my amendment is allowed, but what about disclosure relating to the already accepted ET1 under the existing order?

1. Has anyone experienced this?

2. Would you raise it with the Respondent first?

3. Include it in the PH agenda?

4. Apply to the Tribunal?

5. Do you think they are now better positioned for the upcoming hearing having seen all my relevant evidence?

Kindly comment/advise.

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Hi all,

Bit long, please bear with me.

Gathering evidence in preparation for CMPH and have got a couple of questions.

Context:

I've substantial amount of screenshots I intend to rely on as evidence. As you may be aware, screenshots do not readily display their metadata. However, information such as the date/time the screenshot was taken can be seen when its “Details/About” information is viewed, or displayed on-screen when viewing the screenshot.

The date/time the original screenshot was taken is relevant to proving an element of my claim.

I appreciate that this information could theoretically be doctored before sharing, but I WILL NEVER do that.

My concern is that if I take a new screenshot showing the original screenshot together with the date/time displayed on-screen, the newly created screenshot will itself have new metadata. However, the image would visibly show the date/time attributed to the original screenshot.

My questions are:

1. Can I screenshot the original screenshot while its date/time information is displayed and disclose that alongside the original, or disclose only the new one (trying to avoid multiple duplications where possible)?

2. Could doing this be regarded as evidence engineering/reconstruction, even if I clearly identify it as a later screenshot created only to display information associated with the original?

I understand BobMonkey previously mentioned that two documents should not be merged, but I am wondering whether this situation might be viewed differently.

Would appreciate insights/guidance from LiPs, legal practitioners, or anyone who has dealt with something similar.

Thanks.

Hi Everyone,

Currently gathering and indexing my evidence, and I need some insight for effective indexing.

First context and question:

Say my line manger send an email to me under the title "Reasonable Adjustment", they then opened another email with the title "Reasonable Adjustment Employee X" and continue the discussion. They shared some documents with me, which I completed and return via the second email thread. The body of both email threads contains some comments I am relying upon.

1. Might the ET frown at me if I merged the email threads and the completed form in sequential order to form say "PA - 001_RA Discussions_Completed Form"? I might create a table to reference contents of the document as PA - 001.1 etc, if necessary.

Second context and question:

An allegation of "causing team cohesion" + others resulted in my dismissal under SOSR. No colleague provided withness statement to support the allegation and I am sure I had good working relationships with my colleagues, some of which I have helped navigated technical issues outside work. Some have also helped me. I have checked on them and they on me with us exchanging information about the wellbeing of our family. Some exchange stopped after my dismissal, many continued.

I wish to rely on the chats in my ET, but I fear I may be disclosing personal health information that has been disclosed to me out of trust.

2. Can I disclose the chat but redact the personal health information and bank details? How might the ET view such redactions?

3. In the alternative, is it reasonable to just verbally touch on my relationship with my colleagues, during the hearing (PH & FH), without disclosing our chats?

4. Perhaps to seek their permission before disclosing our chats, and if they refused?

Thank you in advance, for your your insights.

Hi Pro and LiP,

I need some insight. First, I appreciate everyone who has been supportive on this sub. The sub has been a good run-to for me.

My ET1 has been accepted. But I have submitted an amendment, which an ETJ said would be determined in the upcoming PH. Mine is a complex multiple head of claims: My questions:

1. Should the amendment I am about to submit reference the earlier amendment submission and clearly state it replaces it? For context, factual matrix remains the same but dismissal added as I was dismissed few days after I submitted the first ET1 that has now been accepted. Dismissal was added before 3 months less one day. People identified in the accepted ET1 are generally in the dismissal processes.

2. As a pro solicitor or adjacent or pro LiP, what is the length of the longest ET1 you have ever drafted in a complex claim?

3. What no of ET1 pages in a complex claim could be too much?

Thanks

To All LiP Like Myself,

I have come to realise that in a bid to remain cautious and not take sides, ChatGBT rephrases even fact that may not be disputed, only because you haven't shown it your evidence in some instances.

Say your supervision document state that you are not allowed to work 42 hours. If you later bring it forward to make a claim, ChatGPT may say "the Claimant say she was not permitted to work 42 hours. The Claimant did not argue this is a confirmed exclusion".

You have a clarer picture of your case, then ChatGBT includes undermining statements.

I will really appreciate comments from pro on this as it is driving me crazy.

Edited ChatGBT to ChatGPT

Hi everyone,

PH is just around the corner. So, been looking at my ET1 objectively and taking some notes.

I see section 19 Equality Act is missing, but I have multiple PCP, which can ONLY be inferred from the ET1.

Critical Point:

I have earlier submitted an amendment application waiting approval. Was told it'd be dicussed in PH.

The questions

1a. Should I submit a further amendment application to plead the s19 prior to the PH? OR

b. Should I bring up the amendment issue in PH or contact both R and ET before PH, indicating my wish to further amend?

2. What are my chances of approval, especially given the amendment pending approval?

3. Should I intead wait to reference the missing s19 in my Witness Statement, since it is already in the factual matrix of my ET1 (I believe this is risky)?

Clarity:

The s19 point is factually present in my ET1 but not explicitly mentioned. I explicitly pleaded s13.

I'd appreciate expert guidance and opinions from anyone, especially if you have been there.

So I interacted with AI as the R Solicitor. Showed me the weaknesses of the Claimant (me, in the real sense) and the R's. And then it ended the chat with:

"The Tribunal will see an altruistic academic who was treated like a troublemaker by a chaotic employer. He is not just "credible"- he is objectively verifiable. His evidence is locked in peer-reviewed journals, international research certificates, and WhatsApp messages that show a man of profound integrity. He is the most dangerous type of litigant: one who is entirely correct. You are not fighting a person; you are fighting a perfectly preserved, contemporaneous record of systemic failure".

Not saying to entirely trust AI, but sometimes we got to make ourselves happy even in the face of hopelessness. 😃

Hi Everyone,

I recently sent a Without Prejudice Save As To Cost to Respondent Solicitor. I didn't make an offer, but asked if they would be ready for settlement before PH before piling up my evidence - I have loads of them. Replied came back with ACAS copied in. R Solicitor said they received no instruction to make an offer but can take instructions if I make an offer.

My questions:

1. What is the significance of copying ACAS into the email?

2. Should I be worried that the Respondent has given no instruction to make an offer?

3. Can I go ahead and make an offer nonetheless?

4. My SoL (already sent to R Solicitor) was over 250k. 100K before dismissal. Where can I possibly start?

Context:

Offer was made before dismissal, but R did not engage CAS. Over 5 heads of Claims in ET1. Have very strong documentary evidence with time stamps. My initial goal was to go FH for the sake of justice as I have faced serious detriment, flowed to other family members. However advice from this sub indicates it's not necessary and settling could ease ET load and give room to others.

Dismissal has seen me sent over 500 pages of relevant documents to the Home Office, demonstrating exceptional circumstances for immigration purposes. My

I'd appreciate opinions particularly from experts and people who have been there. But feel free to comment even if you have not been there.

Thanks.

Just finished reading this. The Claimant exhausted all legal means. Cost order remains.

Are you a LiP? May worth your time.

Hi Everyone,

Just a quick one (England).

》 The notice of preliminary hearing document received from the ET contains small boxes, most of which I need to fill out.

1. Can I replicate the document in MS Word so that I can type my responses rather than use a pen to lump up words into the small boxes?

》Although we have been asked to exchange documents:

2. Can I make a disclosure requests - listing very relevant documents (eg email/messages the investigation manager sent to a witness who did not respond but whom the investigation manger misrepresented in grievance outcome) - to R representative?

3. If yes to No 2 above, how can I do it? For example, do I need to copy the ET into the requesting email sent to R rep at this stage?

For context (referencing No 2 above): I was inadvertently shown a message an investigation manager sent to my colleague who witness a discrimination. I saw this message few days after my grievance outcome had been issued. The colleague confirmed they have not responded and needed me to explain what the message mean as they did not know I had raised a grievance. Curious, I intentionally asked the colleague if they had been contacted by any other means prior, they said nope. But to my surprise, the grievance outcome summed up the "response" from this colleague who has not even responded.

My grievance appeal referenced the misrepresentation and called for a fair action 》shortly, I was placed on a "neutral" suspension with pay 》and then dismissed from suspension 》 Finally the grievance appeal referencing the misrepresentation was immediately discontinued on the ground that I was no longer an employee.

I'd really appreciate your views.

Thanks.

Hi Everyone.

Applied to a job which opened before 1 April (ref: new tax year and national wage increase).

I am wondering if the salary in the advert will change after April. Was successful in the interview.

Details as of 7 April:

Salary minimum

31096

Salary maximum

33270

Grade

Executive Officer

As anyone been successful in an application advertised just before a new tax year? Was there salary increase afterwards?

Thank you.

Hi everyone,

GoR from Respondent Solicitor says Claimant not disabled, but the same GoR says Reasonable adjustment was granted.

Is this a game sort of or something else I need to be aware of?

I'll appreciate your thoughts on this.

Hi everyone,

A LiP (England). Would appreciate some practical guidance from anyone who has been in a similar position.

My Tribunal has ordered that both parties exchange disclosure by September 2026.

However, I also have a preliminary hearing on October 2026 to determine my application to amend my claim (to include dismissal).

The Respondent's solicitor has suggested that we postpone disclosure until after the amendment hearing, saying it will help identify the final issues and avoid unnecessary work.

While I appreciate the Solicitor's perspective, my concern is that:

》The Tribunal has not varied the disclosure deadline.

》I have already started preparing my disclosure.

》My disclosure is being organised chronologically with an index, so if my amendment is refused, any documents relating only to those amendments can simply remain at the end of the index or be omitted from the hearing bundle later.

》I have also submitted an application to expedite my case because I am currently unable to work due to immigration restrictions following my dismissal, and the delay is causing ongoing financial hardship and affecting my health.

》Waiting until after October means another delay before disclosure even starts, which concerns me.

I'm trying to understand the practical position.

Has anyone experienced something similar?

1. Is it common to postpone disclosure until after an amendment hearing? If yes, will a private agreement between both parties override the ET order?

2. Would you continue preparing and exchanging disclosure in accordance with the Tribunal's current order unless the Tribunal formally changes it?

3. Is there any disadvantage to complying with the existing disclosure deadline even though an amendment application is still pending?

4. If both parties simply agree to delay disclosure, is that generally acceptable, or should the Tribunal be asked to vary the existing order? Note that if an application to postpone disclosure is submitted, it will definitely take 2 to 3 months to receive response.

I'd really appreciate hearing from anyone who has dealt with amendment applications and disclosure timetables in the Employment Tribunal. I'd also appreciate experts opinions.

Thank you for your time.

Hi all,

I was collating some documents to upload in support of my pending visa application and it just occurred to me there might have been a confusion in my earlier response to the question:

"Did you receive medical treatment in the UK? For example, if you visited a doctor, clinic or hospital, this counts as having medical treatment"

● I answer No to the question in my previous applications, including the pending one.

● This was because I was silly enough to think that routine GP visits didn't count, but this morning I googled using REDDIT in the search words and I landed in previous Reditt discussions on the topic, for which I now believe I've given a wrong answer "No" in my previous applications.

● Now I want to upload some documents - including medical evidence relating to GP visits - in support of my pending application to demonstrate exceptional circumstances, but:

● This will negate my ealier "No" answer to the medical questions in the earlier applications, including the pending one.

● If I decided not to upload the medical evidence, my mind will continue to trouble me, complicating my anxiety.

I am totally confuse and want to know if it's wise to:

1. Upload a cover letter explaining this misunderstanding and provide date of GP visits - without uploading my intended supporting document.

Or

2. Upload the supporting documents as well as a cover letter explaining the misunderstanding?

What consequences might I anticipate if I do either option 1, 2 or both as stated above?

I'll really appreciate your input and expert opinions

EDIT: Option one has been captured in option 2.

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I hope everyone is well.

I just recalled some random stuff based on previous experience, and I will appreciate discussions around it.

Can an employee X be dismissed by their employer Y under SOSR (Some Other Substantial Reasons):

1. Without the use of any internal policy or ACAS guidance?

2. Without any documented or shared investigation outcome prior to the dismissal proposal?

3. Without mediation?

4. Without redeployment consideration?

5. By relying on X's line manager's statement (but none from X's other colleagues) who is a subject of an ongoing grievance submitted by X?

Please feel free to share your experience/or knowledge.

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I had this premonition that my access to R's internal communication platform may be removed following my multiple whistleblowing and RA requests. So proactively did a video-recording of my chats with my line manager. The recording coverred over one year of interraction and whistleblowings. Few days later, I suddenly lost access to the platform. I escalated to HR. Few minutes after the escalation, R rang me stating I have been suspended from work with full pay. I asked that the information be sent to me via email due to anxiety. I got the suspension the suspension letter few minutes later. My dismissal followed from there.

My question:

Should I disclose the entire screen recording or only necessary screenshots to R during evidence exchange?

Our evidence exchange takes place before PH.

Hi,

Going through my documents I observed my internal formal grievance was over 40 pages. My later dismissal appeal was as long as 90 pages detailing the unfairness of the dismissal process and hearing which I did not attend due to non implementation of RA (required for the meeting), failure to provide the evidence relied upon (as referenced in the invite letter) as well as immigration consequences, to demonstrate that dismissal may fall outside of the band of reasonable responses.

The 40+ page grievance was reference in the letter inviting me to dismissal proposal, but the reference was removed in a later updated letter after I said doing grievance is a protected act so far it is done in good faith.

My question:

1. Will the judge look at me less favourably given long pages of the grievance and appeal documentations?

2. Can I bank on the later removal of the references to the grievance in the updated letter?

I'll appreciate input from anyone, especially if you're/have been in my shoes.

Thank you.

Hi,

I look up my former employer on the Tribunal website and only found one case involving a dismissed employee, which they won. Other than this, no further record or listing. Is this an indication that they hardly have issues with employee? Or could it mean they settle mid-way?

Another one:

Could my claim be compromised in anyway if I attend the preliminary hearing of a former colleague whose claim involves former employer involving my claim? The employee was fabulous as a colleague and has asked me for a witness statement, which I am happy to provide, providing it will not be viewed as collusion by the judge.

The same solicitor is repping the employer in two claims.

Is there anything I should know or do differently?

Hello!

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This has been popping up in my head repeatedly:

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1. Must a Claimant settle out of court even if the offer is reasonable?

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2. Will the judge look at the Claimant's case less favourably if the Claimant decides to go to a Full Hearing for the sake of justice and not primarily for the money?

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Contributions from anyone are welcome. What are your experiences if you have ever made such a decision as a Claimant?

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