Employment Tribunal Bundle: A Comprehensive Guide to Preparing Your Hearing Documents (2025/26)

Last updated: March 2026

Quick Answer

An employment tribunal bundle is the agreed collection of documents both parties rely on at a final hearing. The respondent (employer) normally prepares it, but both parties share responsibility for ensuring all relevant documents are included. There is no universal page limit, though judges can impose one. Bundles are typically delivered 10-14 working days before the hearing. The Employment Tribunal Procedure Rules 2024 (in force January 2025) apply; electronic PDF bundles with OCR, bookmarks, and hyperlinked indices are expected.

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What Is an Employment Tribunal Bundle?

The bundle is the single file — physical or electronic — containing every document the tribunal needs to decide your case. It includes the claim form, response, contracts, correspondence, policies, and supporting evidence from both sides.

An "agreed bundle" means the parties have agreed on which documents to include. It does not mean either party agrees with the truth or accuracy of the other side's documents. You can include a document you disagree with — and challenge it at the hearing.

The bundle matters because the Employment Judge reads it before the hearing begins. A well-organised bundle helps the judge understand your case quickly. A poorly prepared one creates confusion, delays, and — in extreme cases — costs orders.

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What Documents Go in an Employment Tribunal Bundle?

Standard Bundle Contents

Documents to Exclude

• Without Prejudice correspondence — Settlement discussions are legally privileged and must never go in the bundle
• ACAS conciliation correspondence — Negotiations facilitated by ACAS are confidential
• Irrelevant material — Documents that will not be referenced at the hearing add bulk without value

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The Rules: Presidential Guidance and the 2024 Procedure Rules

Employment tribunal bundles are not governed by a single Practice Direction equivalent to PD27A in family courts. Instead, several sources of authority apply:

Key Legal Framework

The 2024 Rules replaced the 2013 Schedule 1 rules, modernising language and introducing digital filing via the MyHMCTS portal. The substance of bundle preparation requirements remains largely the same.

The Duty of Disclosure

Under Rule 31, both parties must disclose all documents relevant to the issues in the claim — including documents that are unhelpful to their own case. This is not optional. Failure to disclose can lead to adverse inferences, strike-out, or costs orders.

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Who Prepares the Employment Tribunal Bundle?

The respondent (employer) normally prepares the bundle. This is the default position in standard case management directions.

However, both parties share responsibility:

• The claimant must send their documents to the respondent for inclusion and actively engage with the proposed index
• The respondent must include all relevant documents from both sides, not just their own
• The case management order will confirm who prepares the bundle — check yours carefully

What If Documents Are Disputed?

If the respondent refuses to include a document the claimant considers relevant:

1. Provide written reasons explaining why the document should be included
2. If still refused, prepare a separate supplementary bundle containing the disputed documents
3. Make an application to the tribunal explaining the relevance of each disputed document

The tribunal will decide at the hearing whether the disputed documents are admitted.

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Bundle Deadlines and Timeline

The specific deadline for your case is set out in your case management order. The standard position:

What Happens If the Deadline Is Missed?

• Late bundles cause adjournments, wasted costs, and judicial frustration
• Persistent non-compliance can lead to strike-out of claims or responses
• The party at fault may face a costs order

Adding Late Documents

The duty to disclose does not end at the deadline. If new relevant documents come to light after the bundle is agreed, they must be promptly disclosed and added using decimal page numbering (for example, pages 15.1, 15.2 inserted after page 15).

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Page Limits and Bundle Size

There is no universal statutory page limit for employment tribunal bundles. However:

• Individual judges can impose limits as part of their case management powers — 250 pages is a common direction
• The South West region (particularly Bristol) routinely imposes strict limits
• The Employment Appeal Tribunal has endorsed the use of page limits in appropriate cases

The Cautionary Tale

In the widely reported Bailey v Stonewall Employment Tribunal case, a bundle of over 6,500 pages was described as exceptionally difficult to work with. The tribunal made a substantial costs order for unreasonable conduct, with the bundle criticised for including irrelevant material, poor organisation, and no coherent structure. (Note: case references vary across published reports; verify the exact citation if relying on this case.)

Practical guidance: a typical unfair dismissal case might reasonably run to 150-300 pages. Complex discrimination cases may require more, but every document should have a clear purpose.

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Format Requirements

Physical Bundles

Electronic Bundles

Professional representatives are increasingly expected to use the MyHMCTS portal for filing. Unrepresented parties may still use traditional methods.

BundleCreator generates electronic bundles with consecutive pagination, hyperlinked index, PDF bookmarks, OCR processing, and compression — helping you meet the formatting requirements set out in the Presidential Guidance.

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How to Structure Your Bundle

Recommended Order

1. Index — listing every document with page references
2. Tribunal documents — ACAS Early Conciliation Certificate, ET1, ET3, case management orders
3. Contract and employment terms — contract, amendments, job description
4. Policies and procedures — disciplinary policy, grievance policy, equality policy, redundancy policy
5. Chronological documents — correspondence, meeting minutes, investigation notes, arranged by date (oldest first)
6. Financial documents — payslips, P45, P60
7. Medical evidence — occupational health reports, fit notes, GP letters
8. Other documents — anything else relevant to the hearing

Cross-Referencing in Witness Statements

Your witness statement should reference specific bundle page numbers throughout. For example: "My grievance letter dated 14 February 2025 is at page 47 of the bundle." This helps the judge find supporting documents immediately and demonstrates that your evidence is grounded in the documentary record.

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Common Mistakes That Can Cost You

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Employment Tribunal Bundles vs Family Court Bundles

If you work across both jurisdictions or have experience with family proceedings, be aware of these differences:

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Practical Tips

For Claimants

• Engage early with the bundle process. Do not wait for the employer to contact you — send your documents promptly and review the proposed index carefully.
• Keep copies of everything. If you submitted a grievance, save the email. If you attended a meeting, note the date and who was present. Documents you did not keep may be difficult to obtain later.
• If the employer controls the process unfairly, apply to the tribunal. The overriding objective requires cases to be dealt with fairly and justly, which includes ensuring parties are on an equal footing.

For Respondents

• Include the claimant's documents. Deliberately omitting relevant evidence from the claimant undermines your credibility and risks costs.
• Curate ruthlessly. A focused 200-page bundle is more persuasive than a 1,000-page dump. Every document should relate directly to the issues the tribunal must decide.
• Meet the deadline. Late bundles cause adjournments and costs exposure. Build bundle preparation into your case timeline from the outset.

Free Help Available

• ACAS Helpline: 0300 123 1100 (Monday to Friday, 8am to 6pm) — free information on employment rights and the tribunal process
• Citizens Advice — free guidance on tribunal procedures
• GOV.UK: The Hearing (T425) — official hearing guidance for both parties

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Frequently Asked Questions

Can my employer refuse to include my documents?

If the employer refuses, provide written reasons explaining the document's relevance. If they still refuse, prepare a supplementary bundle and apply to the tribunal. The judge will decide at the hearing.

How many copies of the bundle do I need?

Typically six copies for a full tribunal panel (three members) and four for a judge sitting alone, but the exact number will be specified in your case management order. Always check your directions.

What if I find new evidence after the bundle deadline?

You have a continuing duty of disclosure. Promptly share the new evidence with the other side and add it to the bundle using decimal page numbering (for example, 47.1, 47.2).

Do I need a solicitor to prepare a bundle?

No. Many claimants prepare bundles themselves. The key is following your case management order, organising documents logically, paginating consecutively, and including a clear index.

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This article is for general informational purposes only and does not constitute legal advice. Employment tribunal procedures, rules, and guidance are subject to change. You should always refer to your case management order and the current Presidential Guidance for the requirements applicable to your case. The rules and deadlines stated above reflect the position as understood at the date of publication and may have been amended since. If you are unsure how the rules apply to your situation, seek advice from a qualified employment law solicitor or contact ACAS on 0300 123 1100.

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Further Reading

• GOV.UK: The Hearing — Guidance for Claimants and Respondents (T425) — Official hearing guidance
• Presidential Guidance on Remote and In-Person Hearings — Electronic bundle requirements (Paragraph 24)
• Employment Tribunal Procedure Rules — The procedural rules (as amended)
• How to Create a PD27A-Aligned Court Bundle — For family court bundles (different rules apply)
• UK Court Bundle Compliance Guide (2025-2026) — Cross-jurisdictional compliance reference

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This article provides general information about employment tribunal procedures in England and Wales. It is not legal advice, and BundleCreator.co is not a law firm and does not provide legal services. Before submitting any documents to the Employment Tribunal, you should seek guidance from a qualified legal representative such as a solicitor, barrister, or trade union representative. Free initial advice may also be available from Citizens Advice, ACAS, or your local Law Centre.