What to Bring to Your Employment Tribunal Hearing

Organisation and preparation win cases. Know exactly what documents, statements, and evidence you need to bring to the hearing.

Do I need to bring an evidence bundle?

Yes. Both sides must bring indexed bundles — copies of all documents you're relying on, numbered and in chronological order. The tribunal, the judge, and the other side all need copies. This should be prepared weeks before the hearing (you usually exchange bundles in advance). Bringing a poorly organised bundle damages your credibility.

What if I can't find a document?

Tell the tribunal. Request a document from the employer via disclosure if it's relevant. If they won't provide it, the judge may draw negative inferences (assume it supports your case). Don't fabricate evidence — it's perjury. If something is genuinely lost, explain that in your witness statement and move on.

Should I bring notes to refer to during the hearing?

Yes, bringing notes is helpful and normal. Write down key dates, facts, and arguments you want to make. You can refer to them during your evidence (especially if asked about details). However, don't read a script verbatim — the judge wants you to engage, not recite.

Can I bring a support person or advisor?

You can bring a McKenzie friend (an unpaid advisor who sits with you, takes notes, whispers advice). They can't represent you formally or address the tribunal. You can also bring emotional support (family member) if they sit in the public gallery, though they can't participate. The tribunal cannot force supporters to leave unless they're disruptive.

Do I need to bring payslips and tax documents?

Yes, if you're claiming lost wages, discrimination affecting pay, or equal pay. Bring: payslips (all recent ones), P60 forms, tax returns, benefits statements if relevant. These prove your salary. For bonus claims, bring documentation of the bonus scheme and calculations. Keep originals and bring copies for the tribunal.

What about medical evidence?

If you're claiming injury to feelings or personal injury (stress, anxiety caused by the employer), bring medical evidence: GP records, counselling notes, medication prescriptions, hospital records. A letter from your doctor confirming impact strengthens the claim. Don't share personal medical history beyond what's relevant.

Can I bring irrelevant documents?

No. Don't cram every document you have into the bundle — it confuses the judge and suggests you don't understand the case. Be selective. Every document should be referred to in your witness statement or arguments. Irrelevant material wastes time and damages credibility.

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Prepare your evidence bundle and checklist for employment tribunal hearing.

Tribunal Preparation

Your Employment Tribunal Hearing

Bundle (numbered pages)

For judge, tribunal, employer

Set up before hearing

The evidence bundle: your core document

The evidence bundle is the foundation of your case. It\'s a comprehensive, indexed, chronologically-ordered collection of all documents you\'re relying on. The tribunal cannot function without it, and poor presentation damages credibility.

Be indexed with page numbers

Number every page (1, 2, 3...). Create a table of contents listing the page range and content of each section. The judge will refer to "page 47" — you must know exactly what\'s there.

Be in chronological order

Arrange all documents by date (earliest first). This tells a coherent story. Emails, contracts, payslips, and complaints should flow in sequence — not grouped by type.

Use tabs or dividers to separate major sections: "Contract & Policies," "Correspondence," "Payslips & Financial," "Complaints," "Medical," etc. This helps navigation.

Have multiple copies

Print/bind at least 3 copies: one for the judge, one for the tribunal (clerk), one for the employer. If you have legal representation, bring an extra for them. Bound copies are more professional than loose sheets in a folder.

Only include relevant documents

Don\'t include every email or document you have. Be selective — every document should be referenced in your witness statement or argument. Irrelevant material clogs the bundle and suggests you don\'t understand your case.

You must exchange the bundle with the employer at least 7 days before the hearing. The tribunal may specify an earlier date. Late bundles can result in the hearing being postponed or documents excluded.

Witness statements and corroborating evidence

Witness statements are sworn evidence. You must bring:

Your witness statement

Signed and dated. Include a statement of truth ("I believe the facts... are true"). Multiple copies (at least 3). This is the centrepiece of your evidence. Make sure it\'s clear, honest, and comprehensive.

Witness statements from others

If you have colleagues or friends who can testify about discrimination, harassment, or your character, get signed witness statements from them. These must be exchanged with the employer beforehand. Witnesses may also be called to give oral evidence at the hearing.

Original or certified copy. Show your job title, responsibilities, pay, notice period. Essential for unfair dismissal and breach of contract claims.

Payslips and financial documents

All payslips for the last 2–3 years (or the period of your claim). P60 forms, tax returns if claiming lost earnings. These prove your salary and support compensation claims.

Medical and counselling evidence

GP letters, counselling notes, hospital records if claiming injury to feelings or stress. A medical report from your GP describing the impact is powerful evidence.

Documents for specific claims

Depending on your claim, bring these:

Redundancy letter, dismissal letter, disciplinary records, emails about the dismissal, written reasons provided by the employer, evidence you were not selected for suitable alternative work, any appeal correspondence.

Discrimination / harassment

Emails with offensive language or discriminatory comments, messages (WhatsApp, Slack), witness statements from colleagues, documentary evidence of the harassment (dates, what was said), your complaint to HR, the employer\'s investigation report, any disciplinary action taken against the perpetrator (or inaction).

Job descriptions for you and the comparator, payslips for both, benefits/bonus information, any job evaluation scheme if applicable, evidence of comparable work, evidence of material factor defence (seniority records, qualifications, performance records).

Constructive dismissal

Email trail showing deteriorating conditions, your resignation letter, any complaint to HR, documentary evidence of the breach (policy changes, missed pay, workload increases), your request to resolve (email to manager).

Your original complaint (email, letter, HR submission), evidence of the protected act (when and how you complained), documentary evidence of less favourable treatment (dismissal, demotion, disciplinary notice), timeline showing the connection.

The day before: final preparation checklist

Before you go to the tribunal:

Print and bind 3+ copies of your evidence bundle (judge, tribunal, employer). Paginate carefully.

Confirm you have signed and dated witness statements (yours and any others) with statements of truth.

Gather all supporting documents: payslips, contract, medical evidence, correspondence.

Prepare notes for the hearing: key dates, key arguments, questions for the employer\'s witnesses.

Check the tribunal location, directions, parking. Arrive 15–30 minutes early.

Wear smart, formal clothes (suit or business attire).

Bring water and tissues. The hearing can be emotional and lengthy.

Confirm any witnesses are available and ready. Brief them on what to expect.

Arrange a McKenzie friend or support person if needed. Brief them on their role.

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Employment Rights Act 1996

GOV.UK Employment Tribunals