Do I really need a separate Particulars of Claim?

For all but the simplest UK claims, yes. The ET1 narrative box (section 8.2) is around 5,000 characters — too small for an unfair dismissal claim, let alone a multi-claim discrimination case. A separately drafted Particulars attached to the ET1 is the British tribunal practice norm and significantly improves your prospects at every stage from acceptance to hearing.

How do I plead unfair dismissal?

Under the Employment Rights Act 1996. Section 94 gives the right not to be unfairly dismissed; section 98 sets the fairness test. The British Tribunal applies the "range of reasonable responses" test (Iceland Frozen Foods v Jones [1982] IRLR 439). Procedural unfairness alone may lead to a Polkey reduction (Polkey v AE Dayton Services [1987] UKHL 8) if the dismissal would have been substantively fair in any event. The template generates the correct clause for each of the four unfair-dismissal grounds: ordinary, automatic, constructive, or whistleblowing automatic (s.103A).

What is a "protected disclosure" for whistleblowing?

A protected disclosure is defined in Part IVA of the Employment Rights Act 1996 (inserted by the Public Interest Disclosure Act 1998). It must tend to show one of the matters in s.43B(1) — criminal offence, breach of legal obligation, miscarriage of justice, health and safety risk, environmental damage, or concealment. The disclosure must be made to a qualifying person (employer, prescribed regulator, etc.) and must be in the public interest. In the UK, detriment for making a protected disclosure is actionable under s.47B; automatic unfair dismissal under s.103A.

Can I claim the Worker Protection Act 25% uplift?

Yes, where your case involves sexual harassment and the British employer has breached the section 40A preventative duty introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023 (in force 26 October 2024). The uplift of up to 25% is applied under Equality Act 2010 s.124A to the compensation award. This is separate from (and can be claimed in addition to) the ACAS Code uplift under s.207A TULRCA 1992.

Do I need a solicitor to file an ET1?

No, but it is strongly recommended for any non-trivial claim. The UK Employment Tribunal has no fee, and you can represent yourself. However, the procedural rules, time limits, statutory framework and case-law are complex. Many British employment solicitors offer Conditional Fee Agreements (CFAs) — "no win, no fee" — for tribunal claims with reasonable prospects. Trade unions also provide representation for members.

EmploymentUnited Kingdom

ET1 Particulars of Claim Template

Draft a UK Employment Tribunal ET1 Particulars of Claim covering unfair dismissal, Equality Act 2010 discrimination and harassment, whistleblowing detriment under PIDA 1998, breach of contract and unauthorised deductions. Incorporates ACAS Early Conciliation, Vento bands (Ninth Addendum 2026), Worker Protection Act 2023 uplift and the full British tribunal pleading framework.

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PARTICULARS OF CLAIM

Employment Tribunal · London Central · Presented: 2026-05-22

IN THE EMPLOYMENT TRIBUNAL
LONDON CENTRAL

BETWEEN:

Priya Anjali Sharma (the "Claimant")
and
Brightline Financial Services Ltd (Company No. 09483621) (the "Respondent")
and
Mr Jonathan Allen Cooper (Head of Compliance) — named in his personal capacity for the discrimination and harassment claims (the "Additional Respondent(s)", where named in their personal capacity for the Equality Act 2010 claims)

Priya Anjali Sharma v Brightline Financial Services Ltd

ACAS EC: R268342/26/05

PARTIES

1.1 The Claimant is Priya Anjali Sharma, of 24 Westbourne Crescent, London W2 3DH.
1.2 Email: priya.sharma@gmail.com
1.3 Telephone: 07700 900 412
1.4 The Respondent is Brightline Financial Services Ltd (Company No. 09483621), of 40 Bishopsgate, London EC2N 4AJ.
1.5 The Additional Respondent(s) are: Mr Jonathan Allen Cooper (Head of Compliance) — named in his personal capacity for the discrimination and harassment claims. They are named in their personal capacity for the purposes of liability under section 110 of the Equality Act 2010 (liability of employees and agents).

EMPLOYMENT BACKGROUND

2.1 The Claimant was employed by the Respondent as Senior Compliance Analyst in the Risk and Compliance department from 2022-03-14 until 2026-04-10. At the relevant date the Claimant had 4 years of continuous service.
2.2 Pay: average gross weekly pay £1,346.00; average net monthly pay £4,275.00; (for the purposes of basic-award and compensatory-award calculations).

ACAS EARLY CONCILIATION AND TIME LIMITS

3.1 The Claimant complied with the mandatory ACAS Early Conciliation requirement under section 18A of the Employment Tribunals Act 1996. An Early Conciliation certificate was issued under reference R268342/26/05 dated 2026-04-30.
3.2 The act / omission complained of took place on or by 2026-04-10.
3.3 This Claim is presented in time. The applicable time limit is three months less one day from the act or omission complained of (ERA 1996 s.111 for unfair dismissal; Equality Act 2010 s.123 for discrimination; ERA 1996 s.48 for whistleblowing detriment), as extended by ACAS Early Conciliation (s.207B ERA 1996 / s.140B EqA 2010). For acts or omissions on or after 1 October 2026, the time limit is six months under the Employment Rights Act 2024.

STATEMENT OF FACTS

4.1 The material facts giving rise to this Claim are as follows:

The Claimant joined the Respondent on 14 March 2022 as a Senior Compliance Analyst, with consistently positive performance reviews until November 2025. From November 2025 onwards, the Claimant raised internal concerns about systematic mis-selling of investment products to retail clients, including specific transactions in October 2025 which she believed breached FCA Conduct of Business Sourcebook rules. The concerns were raised in writing to the Head of Compliance, Mr Jonathan Cooper, on 6 November 2025 and to the Chief Risk Officer on 12 December 2025. Following those disclosures, the Claimant was subjected to a sustained pattern of detrimental treatment, including removal from key projects, exclusion from team meetings, withholding of bonus, and finally dismissal on 10 April 2026 purportedly for "performance reasons". The Claimant contends the real reason for dismissal was the protected disclosures.

4.2 Key chronology:
14 March 2022 — Employment commenced as Senior Compliance Analyst.
6 November 2025 — Protected disclosure to Mr Cooper (mis-selling, October 2025 transactions).
12 December 2025 — Protected disclosure to CRO escalating concerns.
15 January 2026 — Removed from FCA reporting project without explanation.
2 February 2026 — Excluded from monthly compliance team meeting (and thereafter).
14 March 2026 — Invited to capability review on 3 days' notice.
25 March 2026 — Formal performance improvement plan imposed (first ever PIP for the Claimant).
10 April 2026 — Dismissal for purported "performance" — no proper process or right of appeal.
30 April 2026 — ACAS Early Conciliation certificate issued.
22 May 2026 — This Claim presented.

4.3 Documents relied on:
Email of 6 November 2025 from Claimant to Mr Cooper, subject "Concerns re October 2025 retail-client transactions".
Email thread December 2025 with CRO.
Written performance reviews 2022-2024 (all "exceeds expectations").
Dismissal letter dated 10 April 2026.
Meeting notes from capability review of 14 March 2026.
FCA Conduct of Business Sourcebook excerpts relevant to retail mis-selling.

4.4 The Claimant reserves the right to add to or refine these facts on disclosure and further investigation, and to call witnesses to corroborate the account.

UNFAIR DISMISSAL

5.1 The Claimant was automatically unfairly dismissed contrary to section 103A of the Employment Rights Act 1996. The principal reason for dismissal was that the Claimant made one or more protected disclosures (see clause 8 below). No qualifying service is required (ERA 1996 s.108(3)(ff)). 5.2 In the alternative, the Claimant was subjected to detriment short of dismissal contrary to section 47B ERA 1996.

DISCRIMINATION — EQUALITY ACT 2010

6.1 The Respondent discriminated against the Claimant on the ground of sex (Equality Act 2010 s.11). 6.2 Direct discrimination — Equality Act 2010 s.13: the Respondent treated the Claimant less favourably than it treated or would have treated a comparator (real or hypothetical) in materially the same circumstances. The Claimant relies on the matters at clause 4 above.

HARASSMENT, VICTIMISATION AND REASONABLE ADJUSTMENTS

7.1 Harassment — Equality Act 2010 s.26: the Respondent (and where applicable the Additional Respondent(s)) engaged in unwanted conduct related to sex (Equality Act 2010 s.11) which had the purpose or effect of violating the Claimant's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. 7.2 Victimisation — Equality Act 2010 s.27: the Claimant did one or more protected acts (raising a grievance / making an allegation of contravention of the Equality Act 2010 / supporting another's claim) and the Respondent subjected the Claimant to detriment because of those protected acts.

WHISTLEBLOWING — PROTECTED DISCLOSURES

8.1 The Claimant made one or more qualifying protected disclosures within Part IVA of the Employment Rights Act 1996 (inserted by the Public Interest Disclosure Act 1998). The disclosures tended to show one or more of the matters in s.43B(1) (criminal offence; breach of legal obligation; miscarriage of justice; health and safety risk; environmental damage; concealment of the foregoing).

8.2 Particulars of disclosures:
PD1 (6 November 2025): written report to Head of Compliance regarding October 2025 retail-client transactions tending to show breach of FCA COBS 9 (suitability) and 4 (fair, clear and not misleading communications), and risk to client interests. Public-interest test: protection of retail consumers from mis-sold investment products.
PD2 (12 December 2025): written escalation to CRO with supporting transaction-level evidence. Public-interest test: same as PD1, with additional concern that PD1 had been ignored.

8.3 The Claimant was subjected to detriment within ERA 1996 s.47B and, where dismissed, the dismissal was automatically unfair within s.103A ERA 1996. From 6 April 2026, sexual harassment is a qualifying disclosure category (Employment Rights Act 2025).

CONTRACTUAL AND WAGES CLAIMS

9.1 Wrongful dismissal / breach of contract: in the alternative to unfair dismissal, the Claimant claims damages for breach of contract (Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994 / Scottish equivalent). The dismissal was in breach of the Claimant's contractual notice entitlement. 9.2 Unauthorised deduction from wages — ERA 1996 ss.13-14: the Respondent made unauthorised deductions from the Claimant's wages and/or failed to pay sums properly payable (including, where applicable, holiday pay back-pay under King v Sash Window Workshop [2017] / Sash Window Workshop v King (No. 2) [2022] UKSC 9 and the Working Time Regulations 1998). 9.3 Additional claims: In the alternative, the Respondent failed to pay the Claimant her contractual notice (3 months) and the 2025 performance bonus contractually due (10% of base salary)..

10.

RELIEF / REMEDY SOUGHT

10.1 The Claimant seeks the following relief (WHEREFORE the Claimant respectfully requests that the Tribunal):

(c) award the Claimant a basic award (ERA 1996 s.119) and a compensatory award (ERA 1996 s.123) reflecting all past and future financial loss, including loss of statutory rights, mitigated where the Claimant has taken reasonable steps

(d) make a declaration that the Respondent contravened the Equality Act 2010

(f) award compensation for injury to feelings in the £12,600–£37,700 (Vento middle band) (Vento v CC West Yorkshire Police [2003] IRLR 102; Ninth Addendum to Presidential Guidance, 6 April 2026)

(g) award aggravated damages reflecting the high-handed, malicious or oppressive nature of the Respondent's conduct

(i) apply an uplift of up to 25% under s.207A TULRCA 1992 for the Respondent's unreasonable failure to comply with the ACAS Code of Practice

(j) award interest on the Equality Act compensation under the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996.

10.2 Outline of loss (the Claimant will serve a fully particularised Schedule of Loss in due course):
Past loss to date of hearing: approximately 4 months gross at £5,832/month = £23,328.
Future loss (estimated 9 months mitigation period at 80% prior earnings): £42,000.
Loss of statutory rights: £500.
Injury to feelings (Vento middle): £25,000.
Unpaid contractual notice: 3 months gross x £5,832 = £17,496.
Unpaid 2025 bonus: £7,000.
Aggravated damages and uplifts: to be assessed.
Total estimated: c. £115,000 plus uplifts and interest.

11.

PROCEDURAL MATTERS

11.1 Tribunal office: the Claimant requests the case be allocated to the London Central Employment Tribunal.
11.2 Hearing format: the Claimant's preference is for a in-person hearing.
11.3 Estimated hearing length: 5-7 days (full merits + remedy).
11.4 Reasonable adjustments requested: The Claimant has been diagnosed with anxiety and depression caused by the matters complained of (medical evidence to follow). She requests: (a) breaks every 60 minutes during evidence; (b) a private room available throughout; (c) the option to give evidence without facing Mr Cooper directly (screen or remote).
11.5 Representation: Annabelle Marie Foster, of Foster and Thwaites Employment Law.

12.

STATEMENT OF TRUTH

The Claimant believes that the facts stated in this Particulars of Claim are true. The Claimant understands that proceedings for contempt of court may be brought against any person who makes, or causes to be made, a false statement in a document verified by a statement of truth without an honest belief in its truth.

Signed: Priya Anjali Sharma
Date: 2026-05-22
Representative: Annabelle Marie Foster (Foster and Thwaites Employment Law)

CLAIMANT

2026-05-22

Date of signing

Priya Anjali Sharma

Date: ____________________

REPRESENTATIVE

2026-05-22

For and on behalf of the Claimant

Annabelle Marie Foster — Foster and Thwaites Employment Law

Date: ____________________

What Is an ET1 Particulars of Claim?

The ET1 is the form used to start a claim in the United Kingdom's Employment Tribunal. Section 8.2 of the ET1 form contains a narrative box for the claimant's case — but at around 5,000 characters, that box is too small for most claims. A separately drafted "Particulars of Claim" attached to the ET1 is the practical norm in British tribunal practice, and is often a condition of acceptance for complex claims.

A well-drafted Particulars of Claim sets out the parties, the employment background, the factual chronology, the statutory claims being pursued (with citations), and the relief sought. It is the document the Tribunal, the respondent's solicitors and any subsequent appellate court will read first. A poor or defective Particulars can be struck out under rule 27 of the Employment Tribunals Rules 2013, ending the claim before it begins.

Across the United Kingdom — England, Wales and Scotland — Employment Tribunal claims must follow the statutory time limits: three months less one day from the act or omission complained of, extended by ACAS Early Conciliation, and (from 1 October 2026 under the Employment Rights Act 2024) extended to six months for most claims. Drafting Particulars to articulate each claim, each statutory basis and each remedy sought is the single most important step in any UK employment tribunal claim.

What's Covered in This Template

Our template generates a complete UK ET1 Particulars of Claim with the statutory citations, case-law references and relief structure expected by British employment tribunals.

Parties + Additional Respondents

Claimant, employer respondent, plus individual additional respondents named in their personal capacity for Equality Act 2010 s.110 claims.

Employment Background

Job title, dates, continuous service years, gross weekly pay and net monthly pay — the figures the Tribunal uses to calculate awards.

ACAS Early Conciliation

Section 18A ETA 1996 framework, EC certificate reference, and the time-limit clock-stop mechanics under s.207B ERA 1996.

Statement of Facts

Material facts in numbered paragraphs with chronological structure (per Hinton v UEL guidance) and documents-relied-on list.

Unfair Dismissal (4 grounds)

Ordinary (s.94/98), automatic (ss.99-104), constructive, or whistleblowing automatic unfair (s.103A) — each with separate statutory framing.

Discrimination — Direct and Indirect

Equality Act 2010 s.13 direct + s.19 indirect with protected characteristic identification (9 options under EqA 2010 ss.5-12, 18).

Harassment + Victimisation

EqA 2010 s.26 harassment and s.27 victimisation, with optional reasonable-adjustments claim under ss.20-21.

Whistleblowing — Part IVA ERA 1996

Protected disclosure framework with detailed PD1/PD2 particulars, detriment under s.47B, automatic unfair dismissal under s.103A.

Breach of Contract + Wages Act

Wrongful dismissal under the Extension of Jurisdiction Order 1994, unauthorised deductions under ERA 1996 ss.13-14 (with Sash Window Workshop v King holiday back-pay).

Relief / Remedy

Reinstatement (s.114), re-engagement (s.115), basic + compensatory awards, declaration, recommendation, Vento injury-to-feelings, aggravated damages, uplifts.

Worker Protection 25% Uplift

EqA 2010 s.124A uplift under the Worker Protection Act 2023 for sexual-harassment claims (in force 26 October 2024).

Procedural Matters

Tribunal office allocation, hearing format preference, length estimate, reasonable adjustments, representative — front-loaded for early case management.

How to Create ET1 Particulars of Claim

Follow these steps to draft a UK ET1 Particulars of Claim that will be accepted by the Employment Tribunal.

1
Identify the Parties
Enter the Claimant's full name, address and contact details. Identify the Respondent (employer) using its exact legal name as on the contract of employment, with Companies House number. For Equality Act claims, add any individual employees in their personal capacity as Additional Respondents under EqA 2010 s.110.
2
Set Out Employment and Time Limits
Provide job title, employment dates, continuous service years, gross weekly pay and net monthly pay. Record the ACAS Early Conciliation reference (R-format) and certificate date — this is the gateway to a valid claim under section 18A of the Employment Tribunals Act 1996. Confirm the claim is in time within the 3-month (or 6-month from 1 October 2026) limit.
3
Draft the Statement of Facts
Set out the material facts in numbered paragraphs, chronologically, with specific dates and quotations. Avoid characterisations — state "On 5 January, Mr Smith said the following words …" rather than "Mr Smith bullied me". The chronology should reference the documents the Claimant will rely on at hearing (emails, contracts, policies).
4
Plead Each Statutory Claim Separately
In Expert mode, plead every statutory claim that may apply: unfair dismissal (ordinary / automatic / constructive / whistleblowing s.103A), discrimination (direct s.13, indirect s.19, harassment s.26, victimisation s.27, reasonable adjustments ss.20-21), whistleblowing with PD1/PD2 particulars, breach of contract, and unauthorised deductions. Hinton v UEL requires each claim to be particularised separately.
5
Quantify and Plead the Remedy
In Expert mode, claim every remedy that applies: reinstatement, re-engagement, basic + compensatory awards, declaration, recommendation, Vento injury-to-feelings (Ninth Addendum 2026 bands), aggravated damages, the Worker Protection Act 2023 25% uplift, the ACAS Code uplift under s.207A TULRCA, statutory interest, plus an outline Schedule of Loss. Specify Tribunal office, hearing format, time estimate and any reasonable adjustments. Sign the Statement of Truth and present to the Tribunal with the ET1 form.

Legal Considerations

A UK Employment Tribunal Particulars of Claim is a formal pleading subject to procedural rules, time limits and case-law standards.

This template is for informational purposes only and does not constitute legal advice. Consult a qualified UK solicitor or experienced employment-law adviser for advice specific to your situation.

Reviewed for England, Wales and Scotland employment law

Time Limits — 3 Months / 6 Months

In the United Kingdom, the standard limit is three months less one day from the act or omission complained of (ERA 1996 s.111 for unfair dismissal; Equality Act 2010 s.123 for discrimination; ERA 1996 s.48 for whistleblowing detriment), extended by ACAS Early Conciliation under s.207B ERA 1996 / s.140B EqA 2010. From 1 October 2026, the Employment Rights Act 2024 extends the time limit to six months for most claims — but only for acts/omissions on or after that date. A claim presented out of time will be rejected unless the Tribunal exercises a discretionary extension (just and equitable for EqA claims; not reasonably practicable for ERA claims).

Pleading Each Claim — Hinton v UEL

The Court of Appeal in Hinton v University of East London [2005] EWCA Civ 532 confirmed that each statutory claim must be particularised separately. Generic "I was treated unfairly" does not engage the Tribunal's statutory jurisdiction. Our British template generates a separate clause for each ticked claim (unfair dismissal, direct discrimination, indirect, harassment, victimisation, reasonable adjustments, whistleblowing, breach of contract, wages). The unfair-dismissal range-of-reasonable-responses test from Iceland Frozen Foods v Jones [1982] IRLR 439 also applies, modified by Polkey v AE Dayton Services [1987] UKHL 8 for procedural unfairness.

Vento Bands and 2026 Uplifts

Injury to feelings in UK discrimination claims is awarded by reference to the Vento bands set out by the Court of Appeal in Vento v CC West Yorkshire Police [2002] EWCA Civ 1871. The current bands (Ninth Addendum to Presidential Guidance, 6 April 2026, RPI-uprated) are: lower £1,300–£12,600; middle £12,600–£37,700; upper £37,700–£62,900; exceptional > £62,900. The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a new 25% uplift under EqA 2010 s.124A for sexual-harassment claims where the employer has breached the s.40A preventative duty (in force 26 October 2024). Separately, the ACAS Code uplift of up to 25% under s.207A TULRCA 1992 applies to all ERA-based awards where the respondent has unreasonably failed to comply with the Code.

Form Acceptance and Strike-Out Risk

A British Employment Tribunal claim is accepted under rule 8 of the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013. Defective claims can be rejected under rule 12 (rejection) or struck out under rule 27 (no reasonable prospect of success / scandalous, vexatious or unreasonable). The most common reasons for rejection are: missing ACAS EC certificate, time-limit failure, and failure to particularise the claim adequately. Drafting Particulars properly is the single most effective defence against these procedural pitfalls.

Frequently Asked Questions

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