EMPLOYMENT PROMPT PACK - 34 ORIGINAL SKILLS
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Status: active_verified
Review date: 2026-06-29
Jurisdiction: Great Britain employment law focus: England, Wales and Scotland
employment tribunals. Northern Ireland has different systems and sources.

Purpose:
This is an original CaseWarRoom master note for Employment Tribunal and employment
law case analysis. It is an issue-spotting and evidence checklist for AI agents.
It is not legal advice and is not a substitute for checking legislation, tribunal
rules, Acas guidance, and current commencement dates.

Copyright note:
This pack does not reproduce members-only prompt text. It is written for
CaseWarRoom from scratch, with official source URLs for verification.

Source register reviewed on 2026-06-29:
- GOV.UK, make a claim to an employment tribunal:
  https://www.gov.uk/employment-tribunals/make-a-claim
- Acas, early conciliation:
  https://www.acas.org.uk/early-conciliation
- GOV.UK, employment status:
  https://www.gov.uk/employment-status
- GOV.UK, dismissal rights:
  https://www.gov.uk/dismissal
- Acas Code of Practice, disciplinary and grievance procedures:
  https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures
- GOV.UK, discrimination rights and protected characteristics:
  https://www.gov.uk/discrimination-your-rights
- GOV.UK, whistleblowing:
  https://www.gov.uk/whistleblowing
- GOV.UK, National Minimum Wage and National Living Wage rates:
  https://www.gov.uk/national-minimum-wage-rates
- GOV.UK, holiday entitlement:
  https://www.gov.uk/holiday-entitlement-rights
- GOV.UK, Statutory Sick Pay:
  https://www.gov.uk/statutory-sick-pay
- GOV.UK, redundancy rights:
  https://www.gov.uk/redundancy-your-rights
- GOV.UK, flexible working:
  https://www.gov.uk/flexible-working
- GOV.UK, TUPE/business transfers:
  https://www.gov.uk/transfers-takeovers
- Acas, Employment Rights Act 2025:
  https://www.acas.org.uk/employment-rights-act-2025
- GOV.UK, Employment Rights Act and Plan to Make Work Pay timeline:
  https://www.gov.uk/government/publications/implementing-the-plan-to-make-work-pay-and-employment-rights-act/plan-to-make-work-pay-and-employment-rights-act-timeline-update

Current-law guardrails:
- Most Employment Tribunal claims have short time limits. GOV.UK states that a
  claim usually has to be made within 3 months of employment ending or the problem
  happening, and an Acas early conciliation certificate is usually needed. Always
  calculate dates from the exact act, dismissal date, Acas notification date, and
  certificate date before advising.
- The Employment Rights Act 2025 became law on 18 December 2025, but many changes
  are phased through 2026 and 2027. Do not apply a future change unless the date
  and commencement position are checked.
- As at the review date, Acas says tribunal time limits for most claims are due
  to increase to 6 months in October 2026, excluding breach of contract claims.
  Until that change is in force for the relevant claim, treat the older/current
  time-limit rules as live and verify.
- Rates such as National Minimum Wage and Statutory Sick Pay can change. Use the
  GOV.UK rate pages for exact values at the date of the work, payment, or illness.
- The agent must never invent quantum, deadlines, medical conclusions, legal
  representation status, or whether a claim is in time.

## AGENT_EXCERPT_START
Employment prompt pack, active_verified, reviewed 2026-06-29.

Use this as an internal checklist only. It is not legal authority. For every
Employment Tribunal case, identify:
1. Forum and jurisdiction: ET/tribunal location, respondent identity, worker vs
   employee status, and whether Northern Ireland rules may apply.
2. Limitation and Acas: incident/dismissal dates, Acas notification, certificate
   number/date, stop-the-clock calculation, and any argument for extension.
3. Claims and defences: unfair dismissal, constructive dismissal, discrimination,
   whistleblowing, wages/holiday, redundancy, working time, family rights, TUPE,
   flexible working, trade union/collective issues, or contract/breach issues.
4. Procedure quality: investigation, disciplinary/grievance/appeal steps, Acas
   Code compliance, consultation, reasonable adjustments, and written reasons.
5. Evidence: contract, policies, payslips, rotas, emails/messages, notes, meeting
   records, medical evidence, comparators, witness list, ET1/ET3, orders, bundle.
6. Remedies: reinstatement/re-engagement, basic award, compensatory loss, injury
   to feelings, unpaid sums, holiday pay, SSP, protective awards, interest, uplifts
   or reductions. Never invent values; request calculations and source documents.
7. Current-law verification: check statutory rates, time limits, and Employment
   Rights Act 2025 commencement before making a firm statement.

When writing outputs:
- Separate facts, evidence-backed inferences, missing evidence, and legal issues.
- Flag the exact source documents needed next.
- State any deadline risk plainly and conservatively.
- Avoid giving legal advice as a final conclusion. Present options, risks, and
  questions for a qualified adviser or the user to verify.
## AGENT_EXCERPT_END

Skill 1. Case triage and objectives
Purpose:
Frame the employment dispute before detailed analysis.
Look for:
Party role, desired outcome, employment dates, role/job title, employer entity,
ACAS status, ET1/ET3 status, hearings, orders, and immediate deadlines.
Agent prompt:
"Summarise the employment case in plain English. Identify the user objective,
the likely claims or defences, the immediate procedural risks, and the documents
needed before any legal conclusion can be reached."

Skill 2. Jurisdiction, venue, and respondent identity
Purpose:
Check that the correct respondent and forum are being used.
Look for:
Employer legal name, trading name, group companies, agency/umbrella arrangements,
work location, overseas elements, service addresses, and whether the matter is ET,
civil court, or another route.
Agent prompt:
"Identify each possible respondent and the evidence linking them to the work,
pay, dismissal, discrimination, or detriment. Flag any mismatch between payslips,
contract, Companies House details, ET1/ET3, and correspondence."

Skill 3. Employment status
Purpose:
Determine which rights may be available.
Look for:
Employee, worker, self-employed contractor, office holder, director, agency worker,
umbrella company worker, mutuality, control, substitution, integration, equipment,
financial risk, and tax status mismatch.
Agent prompt:
"Analyse employment status from the evidence. Distinguish tax labels from
employment-law status. State what rights depend on employee status and what rights
may apply to workers."

Skill 4. Limitation, Acas early conciliation, and time-stop dates
Purpose:
Prevent missed deadlines.
Look for:
Dismissal date, last deduction, last discriminatory act, continuing acts, Acas
notification date, certificate date, claim presentation date, multiple respondents,
and any extension grounds.
Agent prompt:
"Build a limitation table for every potential claim. Include act/date, normal
deadline, Acas early conciliation dates, adjusted deadline if calculable, and
whether current-law verification is required."

Skill 5. ET1 claim theory
Purpose:
Extract pleaded causes of action and factual narrative.
Look for:
Box ticked, particulars, protected characteristics, dates, remedy sought, named
respondents, Acas numbers, jurisdictional facts, and missing particulars.
Agent prompt:
"Read the ET1 as pleaded. List each cause of action, the facts said to support
it, missing particulars, and any amendment risk."

Skill 6. ET3/response analysis
Purpose:
Understand the defence and admissions.
Look for:
Jurisdiction points, status denial, limitation defence, factual admissions,
alternative reasons for dismissal, reliance on procedure, and remedy disputes.
Agent prompt:
"Analyse the ET3. Separate admissions, denials, positive defences, jurisdictional
points, and evidence that must be tested in disclosure or witness evidence."

Skill 7. Contract, written particulars, and policies
Purpose:
Anchor rights and procedure in documents.
Look for:
Contract, section 1 written particulars, handbook, disciplinary/grievance policy,
sickness policy, equal opportunities policy, bonus/commission terms, restrictive
covenants, and variation records.
Agent prompt:
"List the contractual and policy documents in the case. Identify clauses or policy
steps relevant to the claims, defences, remedies, and procedural fairness."

Skill 8. Pay, wages, unlawful deductions, and minimum wage
Purpose:
Spot unpaid sums and statutory rate issues.
Look for:
Payslips, timesheets, rotas, deductions, commission, bonus, expenses, salary
sacrifice, final pay, overtime, apprenticeships, age bands, and current GOV.UK
minimum wage rates.
Agent prompt:
"Create a pay issue table. For each unpaid or disputed sum, state period, amount
claimed, documents needed, possible legal route, and whether a statutory rate page
must be checked."

Skill 9. Holiday pay, working time, and rest breaks
Purpose:
Review leave and working-time compliance.
Look for:
Holiday year, accrued/used leave, pay method, irregular hours, rolled-up pay,
working hours, opt-out, night work, rest breaks, records, and holiday pay records.
Agent prompt:
"Analyse holiday and working-time issues. Identify calculations needed, records
missing, and whether any claim depends on worker status or current rules."

Skill 10. Dismissal and unfair dismissal
Purpose:
Assess dismissal reason, eligibility, and fairness.
Look for:
Effective date of termination, length of service, reason for dismissal, procedure,
investigation, warnings, comparators, appeal, written reasons, and automatically
unfair grounds.
Agent prompt:
"Assess the dismissal at a high level. Identify the employer's asserted reason,
evidence of the real reason, procedural fairness issues, service/eligibility
questions, and any automatically unfair dismissal angle."

Skill 11. Constructive dismissal
Purpose:
Test resignation-as-dismissal theory.
Look for:
Fundamental breach, last straw, grievance, resignation wording, delay/affirmation,
alternative reasons for resignation, and causation.
Agent prompt:
"Evaluate constructive dismissal risk. Identify the alleged breach, evidence of
causation, whether the employee affirmed the contract, and documents needed to
support or resist the claim."

Skill 12. Disciplinary process and Acas Code
Purpose:
Check procedural fairness and possible uplifts/reductions.
Look for:
Allegation letter, evidence pack, meeting invite, companion rights, notes,
investigation independence, outcome letter, appeal, and Acas Code compliance.
Agent prompt:
"Compare the disciplinary process to the Acas Code and the employer policy.
Identify procedural gaps, prejudice, and potential uplift/reduction issues without
stating a final percentage unless source-supported."

Skill 13. Grievances and appeal history
Purpose:
Capture internal resolution attempts and retaliation risk.
Look for:
Informal complaint, formal grievance, appeal, investigation, outcomes, protected
acts, whistleblowing disclosures, timing of detriments, and compensation impact.
Agent prompt:
"Build a grievance and appeal chronology. Identify what was raised, who knew what,
the outcome, and whether later treatment may be linked to a protected act or
protected disclosure."

Skill 14. Redundancy and consultation
Purpose:
Assess redundancy reason and process.
Look for:
Business case, selection pool, scoring matrix, consultation records, alternatives,
suitable alternative work, collective numbers, protective award issues, and
pregnancy/maternity/discrimination risks.
Agent prompt:
"Analyse the redundancy process. Identify the selection pool, criteria, scoring
evidence, consultation quality, alternatives considered, and any collective or
protected-characteristic issues."

Skill 15. Equality Act discrimination triage
Purpose:
Identify discrimination claims and protected characteristics.
Look for:
Age, disability, gender reassignment, marriage/civil partnership, pregnancy or
maternity, race, religion/belief, sex, sexual orientation, protected acts,
comparators, treatment, PCPs, and time limits.
Agent prompt:
"Map possible Equality Act claims by protected characteristic, act complained of,
legal label, comparator or disadvantage, evidence, and missing facts."

Skill 16. Disability and reasonable adjustments
Purpose:
Assess disability status and adjustment duties.
Look for:
Medical condition, duration, substantial adverse effect, knowledge, occupational
health, fit notes, adjustment requests, PCPs, alternatives, and employer response.
Agent prompt:
"Analyse disability and reasonable adjustments. Separate disability status,
employer knowledge, PCP/substantial disadvantage, requested adjustments, and
reasonableness evidence."

Skill 17. Harassment, sexual harassment, and victimisation
Purpose:
Capture conduct, protected link, and protected acts.
Look for:
Words/actions, dates, witnesses, messages, complaints, employer knowledge,
reasonable steps defence, third-party involvement, and post-complaint detriment.
Agent prompt:
"Build an harassment/victimisation matrix. For each incident, state date, actor,
protected characteristic or protected act link, evidence, witness, and employer
response."

Skill 18. Whistleblowing, protected disclosures, and interim relief
Purpose:
Identify public-interest disclosures and urgent remedies.
Look for:
Disclosure wording, recipient, category of wrongdoing, public interest, belief,
detriment, dismissal, timing, and any interim relief deadline.
Agent prompt:
"Analyse whether each disclosure could be protected. Identify the information
disclosed, public interest basis, recipient, detriment/dismissal link, and urgent
deadline risks."

Skill 19. Pregnancy, maternity, parental rights, and flexible working
Purpose:
Spot family-rights issues and changing-law points.
Look for:
Pregnancy notification, maternity leave, return date, redundancy selection,
paternity/parental leave, flexible working request, response time, reasons for
refusal, and 2026/2027 commencement status.
Agent prompt:
"Identify family-rights and flexible-working issues. Separate rights in force now
from Employment Rights Act 2025 changes due later, and ask for the exact request,
notice, and response documents."

Skill 20. Sickness absence, SSP, and medical capability
Purpose:
Assess sick pay, absence management, and capability process.
Look for:
Fit notes, SSP records, occupational health, disability evidence, absence policy,
warnings, consultation, adjustments, capability dismissal, and current SSP rules.
Agent prompt:
"Review sickness/capability issues. Identify SSP entitlement questions, medical
evidence gaps, disability overlap, consultation fairness, and adjustment options."

Skill 21. TUPE and business transfers
Purpose:
Identify transfer-related rights and liabilities.
Look for:
Business transfer/service provision change, organised grouping, assigned staff,
employee liability information, consultation, measures, changes to terms, and
dismissal reason.
Agent prompt:
"Analyse possible TUPE issues. Identify the transfer type, affected employees,
consultation evidence, measures, changes to terms, and any transfer-connected
dismissal or detriment."

Skill 22. Fixed-term, part-time, agency, casual, and zero-hours issues
Purpose:
Check atypical work protections.
Look for:
Contract type, continuity, hours pattern, exclusivity, assignment details,
comparator treatment, holiday/pay treatment, and 2027 zero-hours reforms.
Agent prompt:
"Classify the working arrangement and identify rights that may apply to fixed-term,
part-time, agency, casual, or zero-hours work. Flag future reforms separately."

Skill 23. Trade union, collective consultation, and industrial relations
Purpose:
Catch union rights and collective obligations.
Look for:
Union membership, recognition, industrial action, blacklisting, facilities/time
off, collective redundancy numbers, information and consultation, and 2026/2027
Employment Rights Act changes.
Agent prompt:
"Identify trade union and collective issues. State what evidence is needed for
membership/activity, employer knowledge, collective thresholds, and current or
future-law status."

Skill 24. Settlement, COT3, settlement agreements, and privilege
Purpose:
Handle settlement history without contaminating open analysis.
Look for:
Acas COT3, settlement agreement, independent advice certificate, without prejudice
correspondence, protected conversations, offers, tax treatment, confidentiality,
and carve-outs.
Agent prompt:
"Summarise settlement history by type: open, without prejudice, protected
conversation, COT3, or settlement agreement. Flag privilege and enforceability
questions."

Skill 25. Remedies, compensation, and schedule of loss
Purpose:
Build remedy evidence without guessing values.
Look for:
Mitigation, earnings, benefits, pension, job search, medical impact, injury to
feelings evidence, basic award data, statutory caps, uplift/reduction arguments,
and interest.
Agent prompt:
"Create a remedy evidence checklist. Do not invent values. Identify heads of loss,
documents needed, calculation assumptions, mitigation issues, and source pages to
check for rates/caps."

Skill 26. Disclosure and evidence requests
Purpose:
Plan targeted evidence gathering.
Look for:
Emails, Teams/Slack/WhatsApp, HR notes, investigation records, payroll, rotas,
metadata, CCTV, policy versions, comparator records, OH records, and SAR history.
Agent prompt:
"Draft a focused disclosure wishlist. Tie each request to a pleaded issue, remedy
issue, or credibility point, and mark whether it is likely proportionate."

Skill 27. Witness statements and credibility
Purpose:
Prepare factual evidence.
Look for:
Witness list, first-hand knowledge, contemporaneous notes, inconsistencies,
motive, hearsay, missing witnesses, and documents to exhibit or cite.
Agent prompt:
"Prepare a witness evidence plan. For each witness, state what they can prove,
documents they should address, credibility risks, and questions left unanswered."

Skill 28. Chronology/timeline and causation
Purpose:
Connect events to legal issues.
Look for:
Protected acts/disclosures, grievances, performance issues, sickness, disciplinary
steps, dismissal, settlement offers, job search, and delays.
Agent prompt:
"Build a legal chronology. For each event, state date, actor, source document,
legal relevance, causation link, and whether the date is confirmed or inferred."

Skill 29. Preliminary hearings, case management, and orders
Purpose:
Track tribunal directions.
Look for:
Notice of claim, ET3 acceptance/rejection, preliminary hearing agenda, list of
issues, deposit/strike-out applications, disclosure dates, witness statement
exchange, bundle responsibility, and compliance.
Agent prompt:
"Summarise the procedural posture. List live orders, deadlines, compliance status,
hearing dates, and applications that may be needed."

Skill 30. Bundle planning
Purpose:
Create a clean hearing bundle.
Look for:
Index, pleadings, orders, witness statements, key documents, chronology, cast list,
page limits, agreed/disputed docs, duplicates, redactions, and page references.
Agent prompt:
"Create a bundle plan for the employment case. Group documents by section, identify
duplicates or missing essentials, and suggest page-reference priorities."

Skill 31. Cross-examination and question lists
Purpose:
Prepare structured testing of evidence.
Look for:
Contradictions, missing documents, policy breaches, comparator treatment, timing,
motive, credibility, and remedy evidence.
Agent prompt:
"Draft neutral cross-examination themes and question topics. Link each topic to a
document, pleaded issue, or witness statement paragraph where possible."

Skill 32. Respondent-side defence and risk analysis
Purpose:
Evaluate employer risk and defence evidence.
Look for:
Business reason, process evidence, decision-maker notes, comparator consistency,
training, reasonable steps, mitigation, settlement exposure, and witnesses.
Agent prompt:
"Analyse the case as respondent. Identify the strongest defence points, weak
evidence, credibility risks, missing documents, and settlement pressure points."

Skill 33. Strike out, deposit orders, costs, and settlement risk
Purpose:
Identify procedural pressure and conduct risk.
Look for:
Weak/no reasonable prospects arguments, little reasonable prospect issues,
unreasonable conduct, non-compliance, costs warnings, deposit order risk, and
settlement timing.
Agent prompt:
"Assess procedural risk. Identify any strike-out/deposit/costs issues, the conduct
evidence, and whether settlement or amendment may reduce risk."

Skill 34. Red-team current-law verification and hallucination checks
Purpose:
Keep outputs safe and retail-ready.
Look for:
Unsupported legal claims, invented deadlines, old rates, future law treated as
current, missing source documents, unsupported quantum, and overconfident advice.
Agent prompt:
"Red-team this employment analysis. List every statement that needs source
verification, every missing document that could change the answer, and every place
where the conclusion is stronger than the evidence supports."

