This guide is maintained as a current resource for September 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.
Clear guide to time limits for employment tribunal claims in England and Wales, explaining when claim deadlines start, how early conciliation pauses time limits, differences by claim type, and practical steps to ensure timely notification and submission.
Employment tribunal claims in England and Wales are governed by strict time limits set out in statute and practice guidance from the Advisory, Conciliation and Arbitration Service (Acas) and GOV.UK. Failing to act within the relevant deadline can result in a claim being dismissed as out of time, unless narrow legal grounds exist for an extension. This article explains how time limits work, when they start, how early conciliation affects them, typical deadlines for different claims, exceptions, and common issues claimants should understand. All insights are based on current authoritative sources.
Introduction
Time limits exist to ensure disputes are resolved promptly and evidence remains fresh. In most employment tribunal claims, including allegations of unfair dismissal, discrimination or unlawful deduction from pay, the claimant must act quickly. The legal framework requires claimants to notify Acas before submitting a tribunal claim, and this notification interacts closely with the time limit.
How Time Limits Work
1. General Rule - Three Months Minus One Day
The standard time limit for most employment tribunal claims is three months minus one day from the date the problem occurred. For example:
- Unfair dismissal claims start from the effective date of termination, normally the last day worked or the end of notice.
- Discrimination claims start from the date of the last act of discrimination included in the claim.
- Unlawful deductions from pay start from the date of the last deduction.
This means if a relevant act occurred on 1 February, the claimant must notify Acas by 30 April at 11:59pm for most claims.
2. Six Months Minus One Day for Specific Claims
A few claim types have a longer deadline of six months minus one day:
- Statutory redundancy payment claims.
- Equal pay claims.
- Some claims against a trade union.
- Certain unfair dismissal claims connected to protected industrial action and specific armed forces claims.
Aside from these, the three‑month limit applies to the majority of employment rights claims.
3. Interim Relief Deadline
In specific unfair dismissal contexts (such as dismissal for trade union activities, acting as a workers' representative or whistleblowing), a claimant can seek interim relief - an order to reinstate or continue employment pending the outcome of the full tribunal hearing. The time limit for interim relief applications is seven days from dismissal, and no Acas notification is required solely for this application (unless other claims are being made).
When the Time Limit Starts
The starting point varies depending on the type of claim:
- Unfair dismissal: starts from the effective date of termination.
- Discrimination or detriment claims: runs from the date of the act complained of. Where a series of related acts occurs, the last act in that series usually determines the starting point.
- Wage or pay disputes: ordinarily begin from the occurrence of the final relevant underpayment.
Mandatory Acas Early Conciliation and “Stopping the Clock”
Before submitting a claim to an employment tribunal, claimants must notify Acas and undertake early conciliation in most cases. Acas then offers a conciliator to engage both parties in settlement discussions.
Importantly:
- When a claimant notifies Acas within the statutory time limit, the limitation period is paused (sometimes described as “stopping the clock”) for the duration of the early conciliation period.
- Time begins to run again only once the early conciliation ends and the claimant receives an Acas early conciliation certificate.
- A claimant cannot submit a tribunal claim without this certificate (unless exempt), and time limits are measured from the original trigger date, accounting for the pausing effect.
Recent legal changes mean that early conciliation can last up to 12 weeks for notifications made from 1 December 2025, rather than the previous six‑week maximum. This extension gives more time for settlement efforts and pauses the statutory clock accordingly.
Exceptions and Extensions
Tribunal Discretion to Allow Late Claims
Tribunals may consider claims brought outside the standard time limits in limited circumstances, but the applicable test differs by claim type:
- For some claims (e.g. unfair dismissal or whistleblowing), a claimant must show it was not reasonably practicable to present the claim in time.
- For other claims such as discrimination, the tribunal applies a just and equitable test to decide whether to allow a late claim. These standards are challenging and applied sparingly.
Practical Steps to Comply with Time Limits
1. Act Promptly
Because most claims must be notified to Acas within three months (minus a day) of the relevant event, potential claimants should check deadlines as soon as a problem arises. Relying on internal grievance or appeal procedures does not alter the statutory time limit.
2. Notify Acas Early
Notify Acas before the statutory deadline expires to ensure the early conciliation period suspends the time limit. Early notification buys valuable time in which to gather evidence and consider options.
3. Monitor Acas Certificate Date
Once an Acas certificate is issued, the claimant should note when early conciliation ends and ensure the tribunal claim (ET1 form) is submitted within the calculated residual time.
Common Questions
Does raising a grievance extend the deadline?
No - internal grievance or appeal procedures do not change the statutory time limit. Claimants must still notify Acas within the applicable period.
What if the claim involves multiple issues?
Where multiple issues arise (for example, unfair dismissal and discrimination from separate dates), time limits may run from different dates. In practice, claimants often rely on the latest relevant act to maximise the period available. Judicial interpretation of series of acts can affect the calculation.
What happens if I miss the deadline?
If time limits have passed, the tribunal may refuse to hear the claim unless the claimant shows the applicable legal test for extension is met and exercise of discretion is justified.
Key Takeaways
Employment tribunal claims must usually be brought within strict statutory time limits measured from the date of the relevant act or termination. Most claims have a three‑month minus one day limit, with certain claims such as statutory redundancy and equal pay extending to six months minus one day. Mandatory early conciliation with Acas pauses the time limit, allowing conciliators to attempt settlement without losing the statutory window for filing a tribunal claim. Claimants should act promptly to notify Acas on time, understand when the clock starts and ends, and be aware that tribunals have limited discretion to accept late claims only in exceptional circumstances.
