What Evidence is Needed

Build a strong case with the right documentation

What types of evidence are needed for an employment tribunal claim?

You need a mix of document evidence (emails, policies, contracts, timesheets) and witness evidence (written statements or in-person testimony). For discrimination claims, you need evidence showing you were treated differently or that a protected characteristic motivated the decision. For unfair dismissal, you need evidence showing the employer failed to follow fair procedure.

Are emails strong evidence in tribunal?

Yes, very strong. Emails show exactly what was said and when. They are contemporaneous (made at the time of events) and harder to dispute than later testimony. Email chains showing how management treated you or what they said are highly persuasive. Screenshots of emails sent from your work account carry the most weight.

What about text messages and WhatsApp?

Text messages and WhatsApp messages are good evidence if you can authenticate them (show they came from the person's phone number or account, and that you saved them contemporaneously). Less weight is given to messages if they are undated, lack context, or appear to have been edited. Video or document evidence of the message thread is stronger than a single screenshot.

How important are witness statements?

Very important. Witness statements from colleagues or managers who saw what happened corroborate your account. Written statements are fine if witnesses cannot attend the hearing. Statements carry more weight if the witness is impartial (not your friend, not someone who dislikes the employer). Multiple consistent witnesses are far more convincing than one.

Do I need documents from my employer?

Not strictly, but they help enormously. Employment contracts, staff handbooks, performance records, disciplinary records, meeting notes, and internal policies show what the rules were and how they were (or were not) followed. You can request these via Subject Access Request (SAR) or disclosure before tribunal. Missing documents the employer should have can invite adverse inferences.

What medical evidence do I need for stress or injury claims?

Medical evidence from a GP or consultant showing you suffered illness caused by the employment conduct (psychological injury, depression, anxiety). A letter from your doctor stating you were unfit for work during the relevant period helps. For serious claims, a specialist report (e.g., from a psychologist) strengthens your case, though it is expensive.

Can I use screenshots from emails or documents as evidence?

Yes, but prefer original documents or PDFs when possible. Screenshots are acceptable if you show the full chain of messages, including headers with dates and sender details. Ensure screenshots are clear and unedited. If the employer disputes a document's authenticity, you may need to provide the original email from your server or employer records via disclosure.

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Employment Rights Act 1996

GOV.UK Employment Tribunals