Official figures have revealed a dramatic surge in employment tribunal claims across the UK, with individual applications rising by 32 percent in the year to March, reaching a total of 45,000 cases. The increase highlights growing tensions in the labour market as more UK workers exercise their legal rights in disputes over employment conditions, redundancy, and alleged unfair treatment.
The data, published by the Ministry of Justice, confirms that the number of new claims now far outpaces those being resolved. As a result, the UK’s employment tribunal system is experiencing a significant backlog, despite continued efforts by the Government to streamline the process. According to officials, an increasing number of claims are being settled out of court, but the overall volume continues to place significant pressure on available resources.
The Ministry reiterated its ongoing commitment to reducing the outstanding caseload by recruiting additional judges and diverting suitable cases to alternative dispute mechanisms. A government spokesperson said:
“Through our Plan for Change, this Government is delivering the biggest upgrade to workers’ rights in a generation, which will improve workplace relations and reduce the need for tribunals and strike action.”
The pledge to enhance employment rights, however, has created concern among small business leaders who fear that changes in the law could further overwhelm the system. Craig Beaumont, executive director at the Federation of Small Businesses (FSB), voiced concern that government proposals to strengthen employee rights — including the Labour Party’s plan to grant staff the right to bring unfair dismissal claims from day one of employment — could result in an “avalanche” of new claims.
Craig Beaumont commented:
“The employment tribunal system was already swamped before this sustained surge in the backlog. Facing a two-year wait, small employers will be pressured to settle to get rid of a vexatious claim even though they have done absolutely nothing wrong. Small businesses’ costs and stress are rising.”
A significant factor behind the rise in claims is the 2017 Supreme Court ruling that scrapped tribunal fees, making the process more accessible to individuals pursuing justice. Since then, employees have been able to raise grievances without incurring costs, leading to greater visibility of issues around redundancy, dismissal, harassment, and breach of contract.
In response, the Government has maintained that its focus on improving workplace conditions and supporting employer-employee relationships will, over time, reduce the number of tribunal cases. The Department for Business and Trade continues to monitor the impact of employment legislation and is working closely with stakeholders across the UK workforce to enhance dispute resolution outside the court system.
Meanwhile, small businesses are reporting increasing demand for legal guidance. The FSB stated that its advice line received a record 13,529 calls from employers during the first quarter of the year — a 10 percent increase from the previous quarter — demonstrating the scale of uncertainty and the rising need for clear legal interpretation.
The situation has also drawn commentary from the Confederation of British Industry (CBI). Rupert Soames, president of the CBI, expressed concern that the mounting backlog could impact hiring behaviour, making some employers more hesitant to recruit individuals with unconventional career paths or those currently receiving benefits.
Despite the challenges, the Government continues to stress its commitment to balancing the rights of UK workers with the operational realities of employers. The reforms form part of a broader vision to upgrade employment protections, boost productivity, and foster a positive environment for both staff and businesses.
The Workers Union understands that as employment legislation continues to evolve, the growing number of tribunal cases serves as a clear reminder that awareness and understanding of workers’ rights are critical to the stability of the UK workforce. Ensuring that both employees and employers have access to timely, fair, and effective resolution pathways will remain an essential goal for policymakers and legal experts alike.
