WARWICKSHIRE, UK, June 11, 2026 – UK small and medium-sized businesses are being urged to review their HR practices as employment tribunal claims continue to mount. With hundreds of thousands of cases waiting to be heard and employment regulations becoming increasingly complex, experts warn that many employers may be more vulnerable than they realise.
Louise Lithgow-Dicker, founder of GO HR, believes a significant number of business owners are exposed to risk because they lack specialist knowledge of employment legislation and workplace procedures.
“There is currently a tribunal time bomb ticking under many small businesses,” she said.
“Business owners aren’t trying to get it wrong. They’re making mistakes because they simply don’t understand employment law.”
Around 523,000 employment tribunal cases are currently open across the UK, with the figure still increasing. Approximately 71% of these cases involve organisations employing fewer than 50 people, placing smaller businesses under particular pressure.
Recent employment law reforms, including expanded day-one employee rights and additional compliance obligations, have created new challenges for employers. Businesses without dedicated HR expertise are often finding it difficult to keep pace.
Many SMEs operate with little or no formal HR support. As a result, seemingly routine matters such as contracts, pay arrangements, and holiday entitlement can quickly develop into more serious workplace disputes.
GO HR has spent the past 12 years delivering outsourced HR support to growing businesses, helping employers navigate legal requirements and maintain positive employee relations. Much of its work centres on identifying weaknesses in policies, contracts, and internal procedures before they become larger problems.
“The fear of a tribunal makes people focus on the end result instead of what they can fix right now,” Louise said.
Although employment tribunals are often viewed as legal battles, many disputes can be avoided through early action and better communication. In many situations, issues arise because concerns are not addressed promptly rather than through deliberate misconduct.
Louise says many entrepreneurs become responsible for employment matters as their businesses expand, despite having little or no formal HR training. This has contributed to a rise in so-called accidental employers dealing with increasingly demanding regulations.
The creation of the Fair Work Agency is expected to increase oversight of workplace practices. The organisation can investigate employers and pursue claims on behalf of workers, making compliance more important than ever.
GO HR focuses on helping organisations build robust HR foundations and minimise risk before formal disputes emerge. By introducing clear systems and procedures, businesses can better protect themselves and respond effectively when challenges occur.
“Employment law isn’t there to scare businesses, it’s there to make sure people are treated properly,” Louise said.
As workplace regulations continue to evolve, demand for specialist HR guidance is expected to remain high among SMEs seeking to stay compliant and reduce the likelihood of tribunal claims.
GO HR believes organisations that invest in strong policies, consistent processes, and professional HR advice at an early stage are better equipped to handle both everyday employee matters and more complex workplace disputes.
