ET1 Grounds of Complaint — Unfair Dismissal
Draft grounds of complaint for the ET1 Employment Tribunal claim form, structured for an unfair dismissal claim under the Employment Rights Act 1996.
This template was not drafted by a solicitor.
It is an editorial reference based on the official sources we cite. You are responsible for any document you send. For high-stakes matters (court proceedings, large sums, deportation, criminal allegations, child welfare), have a regulated solicitor review or draft your document.
When to use this template
Use this template when completing Box 8.2 of the ET1 form (grounds of complaint) for an unfair dismissal claim. You must have at least two years' continuous service, must file within three months less one day of the effective date of termination (or the Acas early conciliation certificate end date), and must have notified Acas first. This template provides a structured, legally focused narrative.
When NOT to use this template
Do not use this template for discrimination claims, whistleblowing detriment, or automatic unfair dismissal — those require different legal frameworks and the qualifying period may differ. If your claim involves multiple heads (e.g. unfair dismissal and discrimination), draft separate grounds for each. Seek specialist advice if the facts are complex.
Legal Basis
Employment Rights Act 1996 ss.94–98 (right not to be unfairly dismissed); ERA 1996 s.98 (fairness of dismissal — potentially fair reasons: capability, conduct, redundancy, statutory bar, some other substantial reason); ERA 1996 s.98(4) (whether employer acted reasonably — band of reasonable responses test per Iceland Frozen Foods v Jones [1983] ICR 17); Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013.
Before you send
- Missing the strict three-month less one day limitation period from the effective date of termination
- Not completing Acas early conciliation before submitting the ET1 — this is a mandatory pre-condition
- Writing a narrative of grievances rather than a focused legal claim — the ET1 should state the reason for dismissal, why it was unfair, and the remedy sought
Common Mistakes to Avoid
- ✗Missing the strict three-month less one day limitation period from the effective date of termination
- ✗Not completing Acas early conciliation before submitting the ET1 — this is a mandatory pre-condition
- ✗Writing a narrative of grievances rather than a focused legal claim — the ET1 should state the reason for dismissal, why it was unfair, and the remedy sought
- ✗Not specifying continuous service dates — the tribunal must establish the two-year qualifying period
- ✗Including every workplace grievance rather than the specific acts and omissions that rendered the dismissal unfair
Build Your Letter
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Letter preview
**EMPLOYMENT TRIBUNAL CLAIM — GROUNDS OF COMPLAINT** **(ET1 Box 8.2)** Claimant: [YOUR FULL NAME (CLAIMANT)] Respondent: [EMPLOYER'S NAME (RESPONDENT)] Acas early conciliation certificate number: [ACAS EARLY CONCILIATION CERTIFICATE NUMBER] --- **1. Introduction** The Claimant, [YOUR FULL NAME (CLAIMANT)], was employed by the Respondent, [EMPLOYER'S NAME (RESPONDENT)], from [EMPLOYMENT START DATE] to [EFFECTIVE DATE OF TERMINATION (EDT)] (the "EDT"), a period of continuous service of [LENGTH OF CONTINUOUS SERVICE]. The Claimant held the position of [YOUR JOB TITLE]. **2. The Dismissal** On [DATE YOU WERE INFORMED OF DISMISSAL], the Claimant was dismissed by [NAME OF PERSON WHO DISMISSED YOU], [THAT PERSON'S TITLE]. The reason given for dismissal was [REASON GIVEN FOR DISMISSAL]. **3. The Alleged Reason for Dismissal** The Respondent alleges the reason for dismissal was [LEGAL CATEGORY OF REASON] within the meaning of section 98(1)/(2) of the Employment Rights Act 1996. The Claimant [DO YOU ACCEPT OR DENY THE STATED REASON?] that this was the true reason for dismissal. [IF DENYING THE REASON — WHAT WAS THE TRUE REASON?] **4. Why the Dismissal Was Unfair** Even if the Tribunal finds that the Respondent's stated reason was the true reason, the Claimant contends that the dismissal was unfair because the Respondent acted outside the band of reasonable responses (Iceland Frozen Foods v Jones [1983] ICR 17) in the following respects: (a) **Procedural unfairness:** [PROCEDURAL FAILURES BY THE EMPLOYER] (b) **Substantive unfairness:** [WHY DISMISSAL WAS SUBSTANTIVELY DISPROPORTIONATE] (c) **Failure to follow the Acas Code of Practice on Disciplinary and Grievance Procedures:** The Respondent failed to: [SPECIFIC ACAS CODE FAILURES]. The Claimant respectfully requests that the Tribunal apply an uplift of up to 25% to any compensatory award pursuant to section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992. **5. Loss Suffered** As a result of the unfair dismissal, the Claimant has suffered the following losses: - Basic award (to be calculated); - Compensatory award comprising: [SUMMARY OF COMPENSATORY LOSSES]; - Loss of statutory rights; - Injury to feelings: [INJURY TO FEELINGS (IF CLAIMED)]. **6. Remedy Sought** The Claimant seeks: [REMEDY SOUGHT]. The Claimant is / is not willing to return to work for the Respondent because [WHETHER WILLING TO RETURN TO EMPLOYER].
Unfilled fields appear as [FIELD NAME]. Review the letter carefully before sending. This template is a starting point — adapt it to your specific circumstances.