What the ET1 must do
The ET1 should explain what happened, who did it, when it happened, why it is unlawful and what outcome you want. The official GOV.UK ET1 page says the form is used to make a claim if you think you have been treated unfairly by an employer, potential employer or trade union.
Why section 8.2 matters
Section 8.2 is where many claimants lose focus. It should not be a diary dump. It should set out the key facts that support each legal claim: unfair dismissal, discrimination, unpaid wages, whistleblowing or another complaint.
How ProHearings helps
ProHearings can review your chronology, identify claim types, draft the particulars of claim, check limitation issues and prepare the form in a way that is easier for the tribunal to understand.
ET1 drafting structure
A strong ET1 normally needs a short background, clear employment dates, the key events in date order, separate headings for each legal claim, the facts that support each claim and a concise remedy section. It should be detailed enough to define the case without becoming a bundle of every complaint ever made.
Common ET1 mistakes
Common mistakes include naming the wrong respondent, missing the Acas certificate issue, pleading unfair dismissal without enough service or automatic unfairness, mixing discrimination claims together, failing to identify dates, and writing section 8.2 as an emotional letter instead of particulars of claim.
Claim type matching
The ET1 should match facts to claims: unfair dismissal, constructive dismissal, wrongful dismissal, discrimination, whistleblowing, unlawful deduction from wages, redundancy or TUPE. If the claim type is wrong, the tribunal may never consider the real issue.
What ProHearings needs from you
To prepare an ET1, ProHearings needs the Acas certificate, employer details, employment dates, dismissal or incident date, contract, pay information, key documents and a plain summary of what happened.