On the 11th June 2026, the UK Ministry of Justice published its annual tribunal statistics for 2025/26, highlighting a steady increase in the number of employment tribunal claims.
The employment tribunal have recorded the following changes in 2025/26 compared to 2024/25:
- Increase in new single claims by 39%.
- Decease in disposal of single claims by 12%.
- Increase to single claim open case load by 55%.
- Increase of the length of cases.
In contrast, the number of new multiple claims fell by 40%, with disposals also decreasing by 39% and the tribunals’ multiple claims open case load increasing by 5%. Multiple claims refer to when two or more individuals bring claims arising from the same facts.
What can employers learn from these figures?
These statistics illustrate that overall the number of employment tribunal claims throughout the UK is growing, albeit multiple claims appear to be decreasing. It also shows us that the tribunal is less willing to dispose of claims and that cases are lasting longer. For employers, this means that disputes are likely to remain unresolved for longer periods, increasing management time, legal costs and operational disruption. As employment tribunals continue to grapple with increasing workloads, employers should be prepared for longer waiting times before cases reach a final hearing.
Future changes
The increase in claims may only be the beginning. A number of significant reforms are due to take effect as part of the ongoing implementation of the Employment Rights Act 2025, which could result in more employees becoming eligible to bring claims (read our blog on changes to raising claims for unfair dismissal).
A number of other workplace reforms are also expected to come into force during late 2026. As set out above, employers will soon be required to take all reasonable steps to prevent third parties from harassing their employees during the course of their employment. Trade unions will also be given right to access a workplace, and trade union members will have protection against detriment for taking industrial action, as well as various other protections which with strengthen trade union rights.
The impact of AI
We have observed a growing trend in claimants using AI to help assess their prospects of claim and draft their claim form and pleadings. Whilst there is no statistical evidence to suggest that this has contributed to a rise in employment tribunal claims, it has been recently discussed in the House of Lords.
Nevertheless, the trend of claimants relying on AI to draft their claims means that often a large part of their claims are often incorrect or unfounded, creating more work for employers and tribunals. Employment tribunal claims are often heard in the first instance before establishing whether the claim has any merits (if they are not settled beforehand), which impacts the growing backlog of cases to be heard. This means that even where a claim ultimately lacks merit, the time and resources required to defend it can be substantial.
If the use of AI continues to increase, employers may find themselves responding to a greater number of claims, and tribunals may face further pressure on already stretched resources. This will be a particular issue in England and Wales, where delays are ever increasing.
