Employment Tribunals: Rising Claims and Systemic Strain
New statistics reveal a sharp rise in employment tribunal claims, placing increasing pressure on both the judicial system and users. The latest figures indicate that open tribunal claims rose by 12% in the third quarter of the 2025/26 financial year (October–December 2025), reaching a record backlog of approximately 523,000 open claims. The scale of the problem is such that some hearings are reportedly being scheduled as far ahead as 2029, highlighting the significant strain on tribunal resources.
Key Points
- Open employment tribunal claims rose by 12% in Q3 2025/26 (October–December 2025), reaching approximately 523,000 open claims.
- Single employment tribunal claims increased by 54% year-on-year, with around 13,000 new claims received during the quarter.
- Only around 5,700 single claims were resolved in the same period, contributing to a growing tribunal backlog.
- Unfair dismissal claims continue to represent more than half of tribunal claims, remaining the most common jurisdiction.
- Whistleblowing claims have risen sharply, while disability discrimination claims increased by around 42% year-on-year.
- Separately, a workplace hygiene survey suggests that although many offices are cleaned daily, nearly one-third of employees rarely clean their own desks.
Single claim receipts have increased particularly rapidly. New single claims rose by 54% year-on-year in Q3 2025/26, with around 13,000 claims received during the period compared with only 5,700 cases resolved. As a result, the open caseload for single claims has climbed to approximately 58,000, the highest level recorded to date. Although receipts for lead multiple cases (cases involving several employees bringing claims against the same employer) fell by 43%, the rate at which these cases are being resolved has also declined, contributing further to the growing backlog.
The nature of tribunal claims is also evolving. Whistleblowing cases have doubled over the past year, while unfair dismissal continues to account for more than half of all claims. Disability discrimination cases have risen by 42%, with claims involving neurodivergence increasing significantly since 2020. These developments suggest a combination of greater employee awareness of workplace rights and a growing willingness to pursue legal remedies when disputes arise.
At the same time, the gap between new claims and resolved cases is widening. Overall tribunal disposals fell by 34% during the reporting period, accelerating the accumulation of unresolved claims. While the transition to a new Employment Case Management system has created some statistical reporting challenges, these issues do not fully explain the underlying growth in workplace disputes.
For employers and HR professionals, the implications are significant. Extended waiting times for hearings increase uncertainty and may prolong the financial and operational costs associated with defending tribunal claims. In this environment, proactive risk management becomes increasingly important. Employers should ensure that workplace policies are up to date, managers are properly trained, and legal obligations, such as making reasonable adjustments under equality legislation, are carefully followed.
With the passage of the Employment Rights Act 2025 and the ongoing implementation of its reforms, including the planned reduction of the qualifying period for unfair dismissal from two years to six months, the volume of employment tribunal claims is expected to remain high and may increase further as the new framework takes effect.
Hygiene Gap: Employee Habits Undermine Workplace Cleanliness
A new report compiled by Cartridge People has revealed a notable disconnect between the cleaning standards maintained by organisations and the day-to-day habits of employees. While many businesses invest heavily in maintaining clean working environments, individual behaviour often fails to match these efforts.
Around three-quarters of workplaces are cleaned daily or more frequently, and most employees report that overall workplace cleanliness is satisfactory. However, the report found that nearly one-third of employees admit that they rarely or never clean their own desks or workspaces. This suggests that while many organisations prioritise hygiene through professional cleaning services, responsibility at the individual level is less consistently applied.
Although approximately 74% of employees recognise workplace hygiene as very or extremely important, everyday practices do not always reflect this awareness. Only around one-third regularly sanitise shared equipment or clean surfaces after interacting with colleagues. Access to cleaning supplies also appears to influence behaviour. While wipes and sanitiser are generally available, around one in ten employees report that these items are sometimes in short supply.
The issue is particularly evident in relation to personal desks. Almost 30% of employees acknowledge that their workspace receives little attention from them. In hot-desking environments, the problem can become more pronounced, as employees expect desks to be clean when they arrive but do not always feel responsible for maintaining those standards themselves.
Employers: What This Means
- Rising tribunal claims and slower case resolution mean disputes may remain unresolved for longer, increasing legal and management costs.
- Employers should review dismissal procedures and documentation to ensure decisions can withstand tribunal scrutiny.
- The reduction of the qualifying period for unfair dismissal under the Employment Rights Act 2025 may increase the number of potential claims.
- Clear workplace policies, manager training, and consistent compliance with equality and employment law obligations are increasingly important.
