Tribunal Fees Back on the Table: A Lifeline for Employers, or Just Another False Hope?
Imagine this.
You’ve poured your heart and soul into your business. You’ve kept it afloat through Covid, supply chain chaos, labour shortages, and rising costs. You do everything by the book, you have contracts in place, policies updated and you treat your team with fairness.
Then, out of nowhere, a tribunal claim lands on your desk.
It’s weak. You know it. Your managers know it. But it still demands hours of your time, £££ in legal fees, and months of stress.
For many employers, this is the reality. And right now, the system is stacked against you.
Déjà Vu: We’ve Been Here Before
The Labour government is considering reintroducing employment tribunal fees — something last tried in 2013. Back then, claim numbers dropped almost 80% overnight. Employers finally felt some breathing space.
But the fees were set too high, and the Supreme Court struck them down as unlawful. Access to justice had been choked off, even for genuine cases.
So here we are again: businesses asking for protection, employees asking for fairness, and a tribunal system already creaking under the weight of backlogs.
The Pain for Employers
The numbers don’t lie:
Simple cases are being listed 12–18 months out.
Discrimination claims have more than doubled in seven years.
Only a fraction of claims actually succeed yet employers are left footing the bill.
It’s no wonder many small businesses settle, even when they’ve done nothing wrong, just to make the problem go away.
That’s not justice. That’s survival.
Will Fees Fix This?
A modest fee, say £55 could make some claimants think twice before issuing speculative claims. And yes, that might help.
But let’s be honest. The politics are messy. Labour wants to expand worker rights, not risk being accused of blocking justice. Fees may stay on the table as an idea, but employers shouldn’t count on them actually happening.
What Employers Can Do Right Now
Here’s the hard truth: the tribunal system won’t protect you. You have to protect yourself.
Get your contracts and handbooks watertight. That’s your first line of defence.
Train your managers. Most claims start with a poorly handled conversation, not a deliberate act of discrimination.
Document, document, document. Memories fade, but records stand up in tribunal.
Tackle grievances early. Don’t wait until it escalates.
Where Holly Blue Comes In
At Holly Blue, we don’t just “fight fires” when claims land. We help you fireproof your business.
Our fixed-fee model means you don’t get penalised for asking questions. You get clear, practical advice when you need it. Policies that work in the real world. Training that managers actually understand. And the reassurance that if the worst happens, you’re prepared.
Because in a system that feels like a hot mess, the smartest move is prevention.
Employers deserve better than crossing their fingers and hoping a fee system saves them. Let’s build your protection now.