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If you are an employee wishing to make a tribunal claim, you will find below all the jurisdictions that an employment tribunal will consider.

Suffer a detriment and/or dismissal resulting from a failure to allow an employee to be accompanied, or to accompany a fellow employee, at a disciplinary/grievance hearing. Application for a declaration that the inclusion of discriminatory terms/rules within certain agreements or rules causes the aforesaid to be invalid. Application by an employee, their representative or trade union for a protective award as a result of an employer´s failure to consult over a redundancy situation. Breach of Contract. Failure of the employer to consult with an employee representative or trade union about a proposed contracting out of a pension scheme. Application or complaint by the EOC, CRE or DRC in respect of discriminatory advertisements or instructions or pressure to discriminate (including preliminary action before a claim to the county court). Discrimination or victimisation on grounds of age. Suffered a detriment, discrimination and/or dismissal on grounds of disability or failure of employer to make reasonable adjustments.

Suffered a detriment and/or dismissal resulting from requiring time off for other (non-work but not Health and Safety) duties, study, training or seeking work. Discrimination or victimisation on grounds of religion or belief. Discrimination or victimisation on grounds of sexual orientation. Application by the Secretary of State for Trade & Industry to prohibit a person from running an Employment Agency. Failure to provide equal pay for equal value work. Failure of the employer to consult with an employee rep or trade union about a proposed transfer.

Suffer a detriment and/or dismissal for claiming under the flexible working regulations or be subject to a breach of procedure.
Application by an employee that an employer has failed to pay a protected award as ordered by an employment tribunal.
Failure to pay remuneration whilst suspended from work for health and safety reasons whilst pregnant or on mat. leave.
Failure to provide a written statement of terms and conditions and any subsequent changes to those terms.
Suffered less favourable treatment and/or dismissal as a fixed term employee, than a full time employee or, on becoming permanent, failed to receive a written statement of confirmation from employer.

Failure to allow time off for trade union activities or duties, for ante-natal care or for public duties. Failure to provide a guarantee payment. Failure to pay remuneration whilst suspended for medical reasons. Failure to allow time off to seek work during a redundancy situation. Failure of an employer to comply with an award by a tribunal following a finding that the employer had previously failed to consult about a proposed transfer of an undertaking. Failure to allow or to pay for time off for care of dependants, union learning representatives duties, pension scheme trustee duties, employee representatives duties, young person studying/training and European Works Council duties. Failure to provide a written pay statement or an adequate pay statement. Failure to provide a written statement of reasons for dismissal or the contents of the statement are disputed.
Appeal against an enforcement, improvement or prohibition notice imposed by the HSE or Environmental Health Inspector, or by the Environment Agency. Failure to pay for or allow time off to carry out Safety Rep duties or undertake training.

Suffer a detriment, dismissal or redundancy for health and safety reasons. Application for interim relief. Failure by the SOS to make an insolvency payment in lieu of wages and/or redundancy. Appeal against the levy assessment of an Industrial Training Board. Loss of office as a result of the reorganisation of a statutory body. Suffer a detriment and/or dismissal on grounds of pregnancy, child birth or maternity. Appeal against an enforcement or penalty notice issued by the Inland Revenue.
Suffer a detriment and/or dismissal related to failure to pay the minimum wage or allow access to records.

Appeal against a non-discrimination notice issued by either the CRE, DRC or EOC. Failure of the employer to comply with a certificate of exemption or to deduct funds from employees pay in order to contribute to a trade union political fund. Failure of the employer to prevent unauthorised or excessive deductions in the form of union subscriptions. Failure of the Secretary of State to pay unpaid contributions to a pensions scheme following an application for payment to be made. Suffered a detriment and/or dismissal due to exercising rights under the Public Interest Disclosure Act.
Suffer a detriment and/or dismissal due to requesting or taking paternity or adoption leave or time off to assist a dependant.
Suffer less favourable treatment and/or dismissal as a result of being a part time employee by comparison to a full time employee. Failure to pay a redundancy payment. Failure of the SOS to pay a redundancy payment following an application to the NI fund. Discrimination or victimisation on grounds of race or ethnic origin. Suffer a detriment and/or dismissal for refusing to work on a Sunday Discrimination or victimisation on grounds of sex, marriage or gender reassignment.

Suffered less favourable treatment and/or dismissal as a temp. employee than a full time employee. Suffer discrimination in obtaining employment due to membership or not-membership of a trade union; or refused employment or suffered a detriment for reasons related to a blacklist. Suffer a detriment and/or dismissal relating to being, not being or proposing to become a trade union member. (a) Failure of the employer to consult or report about training in relation to a bargaining unit (b) Suffered a detriment on grounds related to recognition of a trade union for collective bargaining. Suffer discrimination in obtaining the services of an employment agency due to membership or non-membership of a trade union; or refused employment or suffered a detriment for a reason related to a blacklist. Suffered a detriment and/or dismissal due to exercising rights under the Tax Credits Act. Unfair dismissal on grounds of capability, conduct or some other general reason including the result of a transfer of an undertaking. Unfair dismissal in connection to a lock out, strike or other industrial action. Failure of employer to pay or unauthorised deductions have been made. Appeal by a person who has been served with an improvement or prohibition notice under the Working Time Regulations 1998. Failure to limit weekly or night working time, or to ensure rest breaks. Complaint by a worker that employer has failed to allow them to take or to pay them for statutory annual leave entitlement. Appeal by a person who has been served with an improvement notice under the Road Transport (Working Time) Regulations 2005. (a) Suffer a detriment and/or dismissal related to a request for time to train or study. (b) Failure of an employer to follow the correct procedures or reject a request based on incorrect facts.