This guide is maintained as a current resource for July 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Detailed guide on bringing multiple claims after redundancy in England and Wales. Explains how to include redundancy pay, unfair dismissal, discrimination, holiday pay and other claims in one Employment Tribunal application, time limits, early conciliation, and practical advice for presenting comprehensive workplace claims.
When someone is made redundant, the immediate issue is often statutory redundancy pay. However, redundancy can give rise to several different legal claims in the Employment Tribunal if aspects of the dismissal or surrounding treatment were unlawful. Workers and employees may be able to pursue multiple claims arising from the same redundancy event - for example, statutory redundancy pay, unfair dismissal, discrimination, holiday pay, notice pay, protective awards and other breaches of employment rights. Making multiple claims requires careful planning, awareness of time limits, and an understanding of how the tribunal system works. This article explains what multiple claims are, how they can be brought, key legal processes and deadlines, and common questions people have after redundancy.
What Multiple Claims After Redundancy Can Include
An Employment Tribunal can hear more than one type of claim in relation to a single redundancy event, provided the legal basis and deadlines for each are met. Typical claims associated with redundancy include:
Statutory redundancy pay – Claim under the statutory redundancy regime where the employee has at least two years' continuous service and was dismissed by reason of redundancy. The deadline for redundancy pay claims is generally six months less one day from the date of dismissal.
Unfair dismissal – If the redundancy was not genuine, fair or procedurally correct, a claim for unfair dismissal can be made. A basic claim for unfair dismissal usually requires at least two years' qualifying service, though exceptions (for example discrimination‑related and automatically unfair reasons) may apply. The deadline for most unfair dismissal claims is three months less one day from the effective date of termination.
Discrimination claims – If the redundancy decision was influenced by a protected characteristic (such as age, sex, disability, pregnancy, race or religion), a discrimination claim under the Equality Act 2010 can be pursued alongside or instead of other claims. There is no qualifying service requirement for discrimination claims, and they normally must be brought within three months less one day of the discriminatory act.
Unlawful deductions from wages – Claims for unpaid contractual elements including holiday pay, notice pay, or other pay owed can also be included. These can be part of wider multifaceted claims in a single tribunal application.
Protective awards – Where an employer fails to consult properly in a collective redundancy situation, affected employees may seek a protective award for up to 90 days' pay.
Tribunals can award remedies including compensation, reinstatement in limited circumstances, declarations and protective awards across the range of issues raised.
How to Bring Multiple Claims in Practice
ACAS Early Conciliation
Before lodging any tribunal claim, the claimant(s) must usually notify Acas (Advisory, Conciliation and Arbitration Service) and undertake Early Conciliation. This process is a statutory requirement and pauses the clock on time limits for tribunal claims while conciliation is pursued. Early conciliation is separate for each type of respondent (for example employer and associated business entities) and should be started before making a claim.
Completing an ET1 Form
To bring multiple claims, the claimant uses a single ET1 claim form to explain:
- Which legal rights are alleged to have been breached (for example statutory redundancy pay, unfair dismissal, discrimination, unpaid holiday pay).
- The facts and how each type of claim arises from those facts.
- The respondents being pursued (employer and possibly others in discrimination scenarios).
Where several people make the same complaints in the same factual circumstances, they can bring a multiple claim by including others' names on the form or using the specific multiple claims procedure. Only one claimant needs to complete this, with names of others listed.
Naming Multiple Respondents
If claims extend beyond a single employer - for example a director in a discrimination claim or an associated company - those can be included on the ET1. Separate early conciliation certificates are usually needed for each respondent.
Time Limits for Multiple Claims
Different claims will have different time limits. Claimants must ensure they start the early conciliation process for each right within the applicable statutory period:
- Unfair dismissal – usually 3 months less one day from the effective date of dismissal.
- Discrimination – typically 3 months less one day from each discriminatory act.
- Redundancy pay – normally 6 months less one day.
- Wage and pay claims – often 3 months less one day from the date of deduction or unpaid pay.
Missing any of these deadlines can result in claims being rejected unless the tribunal exercises discretion for exceptional reasons.
Strategic Benefits of Multiple Claims
Bringing multiple claims together in one tribunal case can be advantageous. It allows a tribunal to consider related workplace issues holistically, ensures that claimants' legal rights are fully addressed, and may streamline evidence and hearing management. For example, an unfair dismissal claim might accompany a discrimination complaint alleging that the redundancy selection was discriminatory, allowing the tribunal to consider both in a single proceeding.
A combined approach also reduces duplication for both claimants and the tribunal, and may strengthen the claimant's overall position where multiple facets of the employer's conduct are challenged.
Potential Risks and Considerations
Bringing multiple claims increases complexity. Claimants must be clear about the legal basis for each claim and provide supporting evidence for each separate cause of action. For example, discrimination claims require evidence of discriminatory motives or effect, whereas redundancy pay claims focus on service and statutory entitlement.
There may be different burdens of proof and elements to satisfy for each claim type, and claimants should consider seeking legal advice or representation to structure their case effectively. Tribunal outcomes may include mixed results, with some heads of complaint upheld and others dismissed, even where overlapping factual foundations exist.
Tribunals also consider mitigation (such as efforts to reduce loss) which can impact compensation awards, especially in unfair dismissal aspects.
Common Questions
Can I claim more than one type of compensation in the same case?
Yes. An Employment Tribunal allows multiple causes of action in one ET1 provided each claim has a legal basis and is within its respective time limit.
Do I need a separate early conciliation certificate for each type of claim?
You must notify Acas and get a certificate that covers all the respondents you intend to claim against. Early conciliation should be started within the time frame for each cause of action.
What if I miss a deadline for one type of claim?
Missing a statutory time limit generally means the claim is out of time, though tribunals have a very limited discretion to extend time where there are exceptional circumstances. Acting early and beginning early conciliation promptly is essential.
Can multiple claimants bring claims together?
Yes. When many individuals are affected by the same employer behaviour (for example collective redundancy consultation failure), multiple claimants can be joined in one claim using the multiple claims procedure.
Key Takeaways
After redundancy, employees may pursue multiple Employment Tribunal claims arising from the same set of facts. These can include statutory redundancy pay disputes, unfair dismissal, discrimination, unpaid holiday or notice pay, and protective awards. Each claim has specific time limits and legal requirements, and early conciliation with Acas is a necessary first step before tribunal proceedings. Using a single ET1 form to bring all relevant claims together - and listing all involved respondents and co‑claimants where appropriate - helps present a comprehensive case. Understanding the legal bases, deadlines and evidential standards for each claim type is crucial to effective case preparation and maximising potential remedies.
