How long does an employee have to bring an employment tribunal claim?
For problems that happened on or after 1 October 2026, most employment tribunal claims in Great Britain must be started within six months less one day. Where the problem happened before 1 October 2026, the old limit of three months less one day still applies to most claims. Breach of contract claims in Scotland move to six months on 9 November 2026.
The change on 1 October 2026
The Employment Rights Act 2025 increased time limits for most claims from three months to six months. Acas gives the example of a wrong payment on 1 October 2026: the time limit ends at 11:59pm on 31 March 2027.
Some claims already had six months less one day before the change, including statutory redundancy pay and equal pay claims. In Scotland, breach of contract claims keep the three-month limit if the breach happened before 9 November 2026.
When the clock starts
An internal grievance, disciplinary or appeal process does not pause the time limit.
- Unfair dismissal: usually the effective date of termination, which is normally the end of the notice period or the dismissal date if no notice was given
- Discrimination: the date of the most recent act complained about
- Pay: the date the worker was not paid correctly
Acas early conciliation and late claims
A claimant must usually notify Acas before making a claim. If they notify Acas within the time limit, the clock is paused during early conciliation, and GOV.UK says they will have at least one month left after receiving the certificate.
Interim relief claims in some unfair dismissal cases must be made within 7 days of dismissal.
A tribunal can accept a late unfair dismissal claim only if it was not reasonably practicable to claim in time, and a late discrimination claim if it is just and equitable. Acas says time limits are strictly enforced in most cases.
The law
“before the end of the period of six months beginning with the effective date of termination…”
“the period of 6 months starting with the date of the act to which the complaint relates…”
Sources
- Employment tribunal time limits · Acas
- Make a claim to an employment tribunal · GOV.UK
- Plan to Make Work Pay and Employment Rights Act: timeline update · GOV.UK
General information for employers in Great Britain, not legal advice. Check the official sources for your situation.
- Six-month time limit applies to most claims about problems on or after this date
- Six-month time limit for breach of contract claims in Scotland
Future dates are expected dates and depend on Parliament.
What employers can do
- Keep HR records for at least as long as a claim could be brought, and longer where your retention policy requires
- Update any letters, policies or templates that refer to a three-month time limit
- Note key dates such as termination dates and pay dates accurately
- Respond promptly if Acas contacts you about early conciliation
- Deal with grievances quickly, as they do not pause the time limit
Related answers
- What happens when an employee makes an employment tribunal claim? In Great Britain, the employee must usually notify Acas first, and Acas offers both sides early conciliation. If that does not resolve things, the employee files a claim, and the employer must respond on form ET3 within 28 days. The tribunal then manages the case, often through a preliminary hearing, before a full hearing and a decision.
- How should employers handle a grievance? Employers should try to resolve concerns informally where appropriate. If a formal written grievance is raised, the Acas Code expects a meeting without unreasonable delay, the right to be accompanied, any necessary investigation, a written decision without unreasonable delay, and an appeal heard impartially by a manager not previously involved where possible.
- What is changing under the Employment Rights Act 2025, and when? The Employment Rights Act 2025 is being brought in by phases. Day-one paternity and parental leave, sick pay changes and six-month tribunal time limits already apply. Next come the stronger harassment duties on 30 October 2026, a six-month unfair dismissal qualifying period from 1 January 2027 and fire and rehire protections in March 2027. Future dates remain subject to Parliament.