These independent panels heard and made legally binding rulings in relation to employment law disputes.

[1] Employment tribunals may hear claims brought within three months for issues related to "statutory" breaches only.

Since 2004, the same rules of procedure have governed both England and Wales and Scotland, with references to the appropriate civil law nomenclature differences between them.

Where appropriate, Employment Tribunals can adjust their procedures to ensure effective participation by people with a disability or a vulnerability.

683] and Martin v Glynwed Distribution provide clarification of the rule and its application in the Industrial and Employment Tribunals.

[11] The Taylor Review referred to "widespread concerns about the number of employment tribunal awards that go unpaid" and reported that government-commissioned research undertaken in 2013 had shown that, following enforcement action taken by an individual, 34% of employment tribunal awards in England and Wales and 46% in Scotland remained unpaid.

[11] In December 2018 the Department for Business, Energy and Industrial Strategy introduced a "naming scheme" to exert reputational pressure on employers who fail to pay awards.

[9] In July 2013 the system was changed so that a fee of £160 or £250 must be paid by the individual when starting their employment tribunal[3] and a further payment of £230 or £950 for the actual hearing.

[14] The Employment Tribunals Service published its Annual Report and Accounts for 2005-06 in July 2006 which included these key points:[15]