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 to time limits for bringing redundancy claims in England and Wales. Learn key deadlines for statutory redundancy pay claims (six months), unfair dismissal and discrimination claims (three months), when time limits start, how ACAS early conciliation affects deadlines, and practical steps to protect your rights.
When an employee in England and Wales believes that their redundancy was unfair or that statutory rights related to redundancy (such as redundancy pay or proper consultation) have been breached, they can bring a claim to an employment tribunal. However, the law imposes strict time limits for doing so. Missing a deadline can mean losing the right to pursue a claim, even if the claim has merit. This guide explains the legal time limits for different types of redundancy‑related claims, how they are calculated, what starts the clock running, and practical steps to take to ensure a claim is submitted on time.
The Importance of Time Limits
Time limits are fundamental in employment disputes. They help ensure that evidence remains fresh, employers are not indefinitely exposed to claims, and tribunals can manage caseloads effectively. Most tribunal claims must be lodged within a specified period from the date of the event giving rise to the claim. Failing to respect these limits usually means a tribunal will refuse the claim unless special circumstances apply. Tribunals treat time limits seriously and broadly enforce them.
ACAS Early Conciliation and Time Limits
Before presenting most claims to an employment tribunal, an employee must first contact the Advisory, Conciliation and Arbitration Service (ACAS) to explore Early Conciliation. ACAS will issue a certificate once this process ends, and the time during early conciliation pauses (“tolls”) the statutory time limit. This means that the clock stops from the date ACAS is notified until the ACAS certificate is issued; the paused time is then added back on to the statutory deadline.
Importantly, notification to ACAS must occur within the applicable time limit for the claim. If you notify ACAS after the deadline, you risk being out of time.
Key Tribunal Time Limits for Redundancy Claims
1. Statutory Redundancy Pay Claims – Six Months
A claim relating to a failure to pay statutory redundancy pay generally must be presented to an employment tribunal within six months less one day from the “relevant date”, typically the date on which employment terminated. To bring such a claim, the employee must usually have two years' continuous service at the redundancy date to qualify for statutory redundancy pay.
2. Unfair Dismissal Claims – Three Months
If redundancy is alleged to be unfair dismissal - for example, due to improper selection, lack of fair consultation, or failure to consider alternatives - the claim must be presented within three months less one day of the effective date of termination. This is the date on which the dismissal takes effect, commonly the last day of the notice period or the date employment ends if no notice was given.
3. Claims for Protective Awards – Three Months
If an employer fails to consult properly in a collective redundancy situation, employees may be entitled to a protective award. A claim for a protective award usually also must be lodged within three months less one day from the last dismissal in the group.
4. Discrimination or Other Linked Claims – Three Months
Where discrimination (for example age, sex, disability or other protected characteristic) is linked to redundancy, the discrimination claim generally must be presented within three months less one day of the last discriminatory act.
Qualifying Periods and Tribunal Thresholds
Some claims require a qualifying period of service before an employee can bring them:
- Statutory redundancy pay claims: normally require two years' continuous employment at the redundancy date. Failure to meet this period means no statutory redundancy pay claim can be brought, though other claims may still be pursued.
- Unfair dismissal claims: typically require at least two years' continuous service (subject to change under pending law reforms).
Discrimination claims usually do not require a qualifying period of service.
When the Time Limit Starts
Tribunal time limits begin running from specific starting points:
- Statutory redundancy pay claim: From the “relevant date”, often the date employment ended or payment should have been made.
- Unfair dismissal claim: From the “effective date of termination”, typically the date employment ends after notice.
- Discrimination claim: From the date of the last discriminatory act included in the claim.
Grievance, appeal or internal dispute resolution procedures do not extend or stop these statutory time limits; they run independently of internal processes.
Extensions and Tribunal Discretion
Tribunals have limited discretion to extend time limits where a tribunal considers it just and equitable to do so in the case of unfair dismissal or discrimination, or reasonable and practicable for redundancy payment claims under section 33 of the Employment Rights Act 1996. This might apply where a claimant faced exceptional circumstances that prevented them from acting in time. However, this discretion is applied narrowly and is not guaranteed to be granted.
Recent legislative proposals would extend the time limits for most claims from three to six months, but these changes remain subject to parliamentary approval and engaging secondary legislation. This proposed reform would align unfair dismissal and other claims more closely with the current six‑month limit for redundancy pay claims.
Practical Steps for Claimants
1. Track Your Dates
Document your effective date of termination, date of last pay, and any dates you believe wrongful acts occurred. Accurate dating is essential for calculating deadlines.
2. Contact ACAS Promptly
Notify ACAS of your intention to pursue a claim as soon as possible and before the statutory deadline expires. ACAS early conciliation pauses the time limit, giving you additional time after the ACAS process ends.
3. Prepare Evidence Early
Gather letters, emails, payslips, redundancy calculations and consultation records early, as delay can weaken evidence and reduce the likelihood of extending time limits.
4. Seek Advice
If the time limit has already passed, legal advice should be sought immediately to explore whether an extension might be justified or if alternative remedies (for example, in a civil court) are available.
Common Questions
Can time limits be paused if I raise a grievance?
No - internal grievance or appeal procedures do not stop statutory tribunal time limits. The clock continues to run from the date of the relevant event.
What if I miss the deadline?
Tribunals may refuse to hear a claim unless the claimant can show it is fair or just to extend time, which is a high threshold.
Do time limits change if I claim multiple issues?
Yes. For example, a claim for statutory redundancy pay (six months) and a claim for unfair dismissal (three months) will run separately, and you must respect both.
Key Takeaways
Time limits for bringing redundancy claims in England and Wales are strict and set by statute. A claim for statutory redundancy pay must usually be presented to an employment tribunal within six months less one day of the relevant date, whereas claims for unfair dismissal, discrimination or procedural defects relating to redundancy are usually required within three months less one day from the effective date of termination or the last discriminatory act. ACAS early conciliation pauses the time clock, and tribunals have limited discretion to extend deadlines in exceptional circumstances. Early action, careful date tracking and prompt ACAS notification are essential to protect your rights and ensure a claim is heard.
