NEWS
Travel Weekly has teamed up with leading industry employment lawyer Ami Naru for a regular column offering answers to readers’ legal questions on employment/HR matters. Ami will cover the latest employment issues facing the industry and respond to questions and dilemmas posed by you. In this column, Ami answers a question about whether fees will be reintroduced to apply to an employment tribunal.
There has been a lot of talk about employment law reforms and I’ve heard the government might bring back
employment tribunal fees. Is this true?
Ami Naru PARTNER, TRAVLAW
Continuation of fee-free tribunals means employers must stay vigilant
A. Employment tribunal fees were first introduced back in 2013. Depending on the claim, employees were required to pay up to £1,200 to pursue certain cases. The aim was to reduce the number of “frivolous claims” and generate revenue for the courts. However, in 2017, the Supreme Court ruled the fee regime unlawful, finding it restricted access to justice – particularly for lower-paid workers. Since then, no fees have been payable for bringing claims to employment tribunals or the Employment Appeal Tribunal (EAT). The Conservative government
consulted between January and March 2024 on a possible reintroduction, but the plans were never implemented. The current Labour administration has confirmed these proposals will not proceed, aligning with their wider agenda of protecting worker rights and access to justice. The government has confirmed that
this means employees can continue to bring claims without upfront costs. Given that many roles in the sector are seasonal, part-time or lower-paid, this decision is particularly relevant. Employers should note that the Employment Rights Bill, when implemented (likely next year), is expected to boost worker protections such as day one unfair dismissal rights, and will likely lead to a rise in tribunal claims. Tribunal backlogs are already an issue, so delays
LEGAL Q&A
employment tribunal fees will not be reintroduced. On October 9, David Lammy MP, the new Lord Chancellor and justice secretary, stated that the Labour government will not charge workers to bring claims in employment tribunals or the EAT. Lammy emphasised that access to justice is
a fundamental principle and that no one should be priced out of challenging unfair workplace behaviour. This brought welcome clarity after speculation that ministers were reviewing tribunal fees as part of Ministry of Justice budget decisions. For businesses in travel, tourism and hospitality,
in hearings could continue and, in some instances, cases are not heard until years have passed since the incident complained of occurred. The absence of fees does not create new claims, but it ensures access to justice remains open. Travel employers should remain vigilant, maintain strong HR policies and ensure managers understand employment rights. Working collaboratively with staff can help prevent disputes and maintain a fair, productive workplace. I would highly recommend
proactive HR practices as a necessity, as having clear workplace policies, early dispute resolution and proper record-
keeping will help prevent claims from escalating to an Employment Tribunal. Prevention is always better than the cure for good industrial relations in the workplace. Engaging with employees and unions to resolve issues internally remains the most effective way to manage risks. In conclusion, while Employment Tribunal fees
are off the table, certainly under this government, employers in the travel industry need to focus on prevention, compliance and making sure their house is in order. Failing that, seeking early dispute resolution is essential to navigate a landscape where employees
can access justice without financial barriers. Q This article is not a substitute for formal legal advice.
Ami Naru is partner and head of employment at leading travel law firm Travlaw Legal Services and has advised the
industry on employment law for 25 years. Since qualifying as a solicitor in 2000, she has focused on building a practice dedicated to serving the industry and works with bodies including Abta, Aito and the Business Travel Association.
Q ASK AMI A QUESTION: If you have any questions relating to employment law, or other areas of HR, that you would like to put to Ami, email
robin.murray@
travelweekly.co.uk with the subject: Question for Ami
12
6 NOVEMBER 2025
travelweekly.co.uk
PICTURES: David Robertson; Shutterstock/Lokal Vektor
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