You can represent yourself or use a representative at an employment tribunal. ProHearings offers fixed-fee case review, document preparation and hearing support within a clearly agreed scope.
Yes. GOV.UK states that a representative may help complete a claim, write to the Employment Tribunal or present a case at a hearing. The Employment Tribunal Procedure Rules 2024 recognise lay representatives, but the exact service and any regulatory limits must be clear.
A representative may present submissions and question witnesses where permitted in the proceedings. ProHearings is not a firm of solicitors and does not claim solicitor status or conduct reserved legal activities.
Depending on the written scope, support may include reviewing the case, preparing draft witness statements or a schedule of loss, organising evidence and providing hearing advocacy. The client remains responsible for approving documents, meeting Tribunal deadlines and filing documents unless a separately lawful arrangement expressly says otherwise.
ProHearings does not conduct reserved legal activities and does not file an ET1 as the claimant's agent. If the case requires a solicitor, barrister or FCA-regulated claims-management service, we will say so.
Employment tribunals were created as a more accessible forum for resolving workplace disputes. The system was deliberately designed so that ordinary people could bring and defend claims without needing to pay for a solicitor. The tribunal rules, the overriding objective, and judicial training all reflect this principle.
In practice, many respondent employers do instruct solicitors or barristers, which can make the process feel uneven. Having an experienced lay representative levels the playing field without the cost of matching their legal team pound for pound.
ProHearings is not a firm of solicitors and does not try to be one. We focus entirely on employment tribunals, disciplinary hearings and settlement agreements. The person who reviews your case is the same person who stands up and presents it at the hearing. There is no handoff to a junior, no delegation to a paralegal, and no departments to navigate.
Every fee is fixed and agreed in advance. You know what the case will cost before you commit. If your case settles before the hearing, the hearing fee does not apply. If we review your case and conclude it is not strong enough to pursue, we tell you that directly.
Some situations do call for a solicitor. If your case involves complex multi-party discrimination claims with multiple respondents, if there is a realistic prospect of a very high-value award (over £100,000), if you need to apply for an injunction, or if your case may proceed to the Employment Appeal Tribunal on a point of law, instructing a solicitor or barrister may be the better route.
ProHearings will tell you this at the case review stage if we think your situation requires qualified legal representation. We do not take on cases where we believe a solicitor would serve you better.
Employment tribunals may allow a party to use a lay representative. Subject to the Tribunal's directions and control of the hearing, that representative may present the case, question witnesses and make submissions within the agreed scope.
A McKenzie friend generally assists a litigant in person by taking notes, organising papers and quietly suggesting points. They do not ordinarily address the court. Employment tribunals operate under their own procedural rules and may permit a lay representative to speak, subject to the Tribunal's directions and control of the hearing.
Solicitor representation for a full employment tribunal hearing typically costs between £5,000 and £25,000 depending on case complexity. ProHearings offers experienced lay representation at fixed fees from £699 for a one-day hearing, with no hourly billing or hidden charges.
No. Employment judges are trained to ensure a fair hearing regardless of whether parties have legal representation. The tribunal's overriding objective is to deal with cases justly, which includes ensuring parties are on an equal footing. An experienced lay representative who knows tribunal procedure can be more effective than a general practice solicitor attending their first employment hearing.
Yes. You can change representative at any point during proceedings. If solicitor costs are mounting and you want to continue your case at a lower cost, you can instruct a lay representative instead. You would need to notify the tribunal and the other side of the change in representation.
Employment tribunals are generally a no-costs jurisdiction. Each side pays their own costs regardless of outcome. Costs orders are only made in limited circumstances, such as where a party or representative has acted vexatiously, abusively, disruptively or unreasonably, or where the claim or response had no reasonable prospect of success. This applies whether you are represented by a solicitor or a lay representative.