Select your situation below. We assess your claim, advise on your deadline and support you through the tribunal process. Fixed fee. We never take a percentage of your award.
The employment tribunal process has a clear structure. ProHearings manages every stage so you can focus on the facts.
We charge a fixed fee for each service. You know the cost before you commit. We never take a percentage of your compensation award.
Names changed. Outcomes depend on the facts of each case and are not guaranteed.
Our representatives have legal training including the Legal Practice Course and Bar Course, together with experience in legal, regulatory and commercial roles. They have direct experience at the Nursing and Midwifery Council, the Solicitors Regulation Authority, the Human Fertilisation and Embryology Authority, multiple public inquiries and the Royal College of Nursing. Our representatives have previously made written submissions in High Court contexts. ProHearings is not a firm of solicitors.
Straight answers before you start a case, prepare a document or deal with a workplace process.
No. The employment tribunal is designed to be accessible without legal representation. Lay representatives are permitted. ProHearings provides lay representation and document support at fixed fees, but we are not a firm of solicitors. See our not a law firm page before instructing.
Most tribunal claims must be submitted within 3 months less one day of the act complained of. For unfair dismissal this normally runs from the effective date of termination. For discrimination, it may run from the last discriminatory act. Use our deadline calculator and check ACAS early conciliation before assuming the final date.
Yes, in most employment tribunal claims you must contact ACAS before filing an ET1. You are not obliged to settle. If conciliation ends without agreement, ACAS issues a certificate so the claim can proceed.
Yes. We can help you prepare for a workplace investigation, disciplinary or grievance meeting, including the allegations, evidence pack, questions, written response and follow-up. Start through Start case and choose workplace investigation support.
Yes. We can review employment contracts, settlement terms, notice clauses, pay terms, restrictions and practical negotiation points. See the contract review service if the document needs a proper read before you sign or respond.
Our representatives have had legal training including the Legal Practice Course and Bar Course, and have experience preparing structured submissions, including written submissions in High Court contexts. We are not a law firm and do not present ourselves as solicitors; the service is lay representation, case preparation and document support.
Fixed fees only. Core services include case review, ET1 preparation, case preparation and contract review. We do not take a percentage of any award. You can see the current fees on the pricing page or start from the service picker.
Yes. Discrimination, whistleblowing detriment and some statutory rights claims can be brought while you remain employed. You do not always have to wait until dismissal. The limitation period usually runs from the act complained of, not the end of employment.
Yes. Employers can use the separate For employers route for independent workplace investigations, including remote or in-person interviews, written findings, reports and recommendations.
Use Start case and choose make an enquiry. You can explain the issue first without paying, and we can point you to the proportionate next step.
Choose the service that fits the problem, or make an enquiry first if you are unsure.
Tell us what happened. This helps us review your case accurately.
Contact details for your assessment and case correspondence.
Tell us where the matter sits. ACAS is mandatory for most tribunal claims, but not every service needs it, including contract and Companies House / PSC work.
Secure payment via Stripe. Your case reference arrives by email immediately.
Case reference and next steps sent to your email. We will be in touch within 48 hours.
Enter your email and we send a pre-filled ET1 with guidance notes. No payment required.
Enter your case reference and email used when booking.
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Have a question before submitting? Call 0330 122 4756 between 8am and 8pm, or send a message and we will respond as quickly as possible.
ProHearings provides employment tribunal support, regulatory hearing support, contract review and related document services. ProHearings is not a firm of solicitors.
For data protection purposes, ProHearings is the controller of the personal information it decides how to use. You can contact us at hello@prohearings.co.uk.
We collect information you give us when you make an enquiry, pay for a service, send documents, book a call, ask us to review a matter or ask us to correspond on your behalf.
This may include your name, email address, phone number, address, employer or regulator details, job title, employment dates, pay information, payment status, case references, Acas information, tribunal documents, regulator documents, contracts, policies, settlement material, witness material, medical evidence, correspondence and other documents you choose to send.
Employment and regulatory matters often involve sensitive information. This may include health, disability, sickness absence, medication, race, sex, pregnancy, religion or belief, sexual orientation, trade union activity, whistleblowing material, safeguarding material, disciplinary allegations, criminal allegation material and information about another person.
Please only send documents that are relevant to the matter. If you send information about another person, you should only do so where you have a proper reason to share it for the matter we are helping with.
We use personal information to assess enquiries, provide the service requested, prepare and review documents, manage deadlines, communicate with you, take payment, keep records, improve the website, deal with complaints and protect our legal position.
If you ask us to act or correspond for you, we may use the information to communicate with a tribunal, Acas, a regulator, an employer, a respondent, a representative, a court or another relevant organisation.
We usually process personal information because it is necessary to take steps before entering into a contract with you, to perform a contract with you, to comply with legal obligations or because we have a legitimate interest in running the service, keeping proper records and protecting our position.
Where we process special category information, such as health or disability information, we do so where it is needed for legal claims, employment rights, regulatory proceedings, substantial public interest reasons or because you have clearly provided it for us to use for the matter. Where criminal offence information is involved, we use it only where it is relevant and there is a lawful basis to do so.
Online payments are handled by payment providers such as Stripe. We do not store full card details. We may keep payment status, invoice information, transaction references and accounting records.
We do not sell personal information. We share it only where needed to deliver the service, operate the business, comply with the law or protect the matter you have asked us to assist with.
This may include payment providers, email and document systems, website hosting and security providers, analytics tools, professional advisers, the Employment Tribunal, Acas, regulators, respondents, employers, representatives, courts, witnesses and other relevant organisations.
If we speak to you by phone or video call, we may keep notes of the call on your file. If call recording is used, we will tell you. Emails and attachments may be stored so that we have an accurate record of instructions, deadlines, advice, documents sent and documents received.
Case files are normally kept for up to 6 years after the end of the matter, unless a longer period is needed for a legal, regulatory, complaint, insurance or accounting reason. Enquiry information that does not become a paid matter is normally kept for up to 12 months. Payment and accounting records are normally kept for 6 years.
You may have the right to ask for access to your personal information, correction, deletion, restriction, objection or transfer of your data. These rights are not absolute and may depend on the reason we hold the information.
To make a request, contact hello@prohearings.co.uk. You can also complain to the Information Commissioner's Office at ico.org.uk.
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We use HTTPS, access controls, secure passwords and trusted service providers to protect information. No online system can be guaranteed to be completely secure, so please avoid sending unnecessary documents until we have asked for them.
Confidential, objective interviews in person or remotely. Written findings, reports and recommendations can be delivered within 2 working days of the final interview. We understand employment law, employee rights and the scrutiny a workplace process may face.
Independent HR investigators charge £800 to £1,500 per day. Employment solicitors conducting investigation work charge £200 to £400 per hour. Our fixed fees give you certainty on cost while meeting the standard the tribunal expects.
No. An investigation produces findings. The disciplinary or grievance hearing that follows is a separate stage conducted by your management. We provide the factual conclusions. You apply your own procedure to reach the outcome.
Potentially. Investigation reports can be disclosed in tribunal proceedings. This is why the quality of the investigation matters. A report that was properly conducted, impartial and documented withstands scrutiny. A poorly conducted investigation is worse than useful evidence.
No. If we conduct the investigation, we do not then represent either party in any proceedings arising from it. This is how independence works. If you need tribunal representation following the investigation, we can refer you to an appropriate service.
We can deliver reports and recommendations within 2 working days of the final interview, once the agreed interviews and evidence review are complete. Urgency is possible if you contact us to discuss scope and timelines.
Our representatives have direct experience conducting regulatory investigations and fitness-to-practise proceedings at the NMC, SRA and HFEA. Regulatory investigations apply the same principles as workplace investigations: impartiality, structured interviewing, evidence weighing and written findings. We have been doing this at a professional level for over a decade.
Contact us first to discuss the scope, or proceed directly to booking.