Should I take my employer to an Employment Tribunal for unfair dismissal
- Details
- Hits: 25
Reputational considerations before taking a case of unfair dismissal to an employment tribunal
Being unfairly dismissed from your job on false grounds can feel like a collapse of everything you’ve worked for. It can destroy not only your career and income but also your reputation, leaving you isolated and struggling to move forward. When you know the allegations are untrue, the natural response is to seek justice.
The risks of taking your employer to an employment tribunal
Taking your employer to an employment tribunal for unfair dismissal is a serious step that can have long-term consequences. It puts your case into the public domain, where details of the false allegations and other sensitive information may be reported at any time during the hearing – and often after proceedings have ended. Even if you win, public opinion may not always shift in your favour. Even with a legal win, the damage to your reputation may not disappear straight away. The allegations themselves often stick in people’s minds more than the judgment clearing your name. This is why it’s important to weigh up not just the legal strength of your employment law case but the wider personal impact. In some situations, you may feel that you simply have to go ahead – that seeking justice is the right thing to do. If so, that’s also a positive step. You are taking action to defend your name and career.
How to rebuild your reputation following an employment tribunal case
Once your employment tribunal case has concluded, there are constructive steps you can take to protect and rebuild your reputation, especially online. Whether through delisting certain search results or managing the media narrative, there are ways to make sure the outcome isn’t the end of your story, but the beginning of how you reclaim and reshape your reputation. So below we’ll look at what can happen after bringing a tribunal claim – whether you win or lose – and also whether you might have grounds to take separate legal action for defamation or harassment. This could relate to your former employer's conduct before legal proceedings began, or to what has been reported about your case in the press. These are tough choices, but they matter if you're trying to protect your name, your work, and your future.
Legal and reputational considerations before starting an employment tribunal case
You may want to seek early, specialist advice from lawyers who work specifically in defamation and reputation law, alongside your employment lawyer. This kind of input can help you understand the full picture — not just your employment rights, but the longer-term impact on your name and public image. It's a separate area of law with different considerations, and it's important to have the right people advising you from the outset. Here, we are not concerned with the legal strength of your employment tribunal case, but rather what happens after you start your claim – or once it ends. At the conclusion of the case, you may feel that further legal action is still worth considering. But regardless of whether you pursue more legal steps, what really matters is understanding the wider impact on your reputation.
Following a tribunal claim: weighing a claim for defamation or harassment in the High Court
Employees can experience severe harassment in the workplace, and not all of it can be addressed through the employment tribunal system. In some cases, harassment may come from third parties — like clients, contractors, or others outside the formal employment structure — for whom the employer might not be directly responsible. There can also be situations where false allegations are widely circulated in the workplace or beyond, leading to lasting reputational damage. If it turns out that your employer was responsible for creating or unlawfully spreading this information, you may have grounds to bring a separate defamation claim against them. Harassment and defamation often arise as side effects or consequences of the same situation — especially where false accusations or repeated mistreatment are involved in the workplace. While the tribunal may not directly deal with claims of defamation, being accused of something untrue during your employment can still give rise to a separate claim in the right circumstances. If those allegations, which were made against you during your employment, later prove to be false — and especially if they were spread with the help of a colleague, you may have grounds to bring a separate claim in the High Court for defamation or harassment, particularly where the damage has extended outside of your immediate workplace. This is particularly relevant to professionals and experts, whose careers often depend heavily on personal credibility and public trust. It’s also important to be aware of the limitation period for defamation claims: you usually have only 12 months from the date of publication to start proceedings. This time limit does not pause just because you are involved in a tribunal case. So, if you believe you have been defamed, it’s vital to speak to a defamation specialist as early as possible. Otherwise, you risk missing your chance to act — especially if your tribunal proceedings take a long time to conclude. Importantly, you should also make sure that the claim you have brought in the Employment Tribunal does not prevent you from pursuing any other legal remedies in the future. In some cases, the way claims are framed or settled can have an impact on your ability to bring separate actions – such as for defamation or harassment – later on.
Can I sue the press for defamation if they report false things from my employment tribunal proceedings?
The press is allowed to report fairly and accurately on legal proceedings, including employment tribunals, under what’s known as qualified privilege. However, this protection does not cover false or malicious reporting. If something untrue is published that causes serious harm to your reputation, and it falls outside the protection of fair reporting, you may have grounds to take legal action. This can feel incredibly unjust, especially when false allegations are widely repeated in the press while your successful defence or legal win receives little or no attention. Once tribunal hearings are public, what’s said during the proceedings can be reported by the media, and that coverage can stay online long after the case is over. It’s important to think carefully about this risk in advance — and get advice about whether any of the published material crosses the line into defamation.
Managing your reputation after the case
Reputation matters, and how you manage it after an employment tribunal can be just as important as bringing the case itself — which is, of course, the reason why many employment tribunal claims are made in the first place. So the protection of your reputation shouldn’t stop there. In fact, you need to consider this before even starting your claim. It's probably the most important part of the process — because no matter how strong your case is, the way your reputation is affected during and after the proceedings can have a lasting impact on your future. How you manage your reputation after an employment tribunal can shape your future just as much as the outcome itself.
Reputation impact if you lose your employment tribunal case
If your employment tribunal case is unsuccessful, the reputational impact can be even greater. The allegations against you may still be online, repeated in news reports or accessible through search engines. But even if you lose your employment tribunal case, it doesn’t mean that damaging reports from the employment tribunal hearing will follow you forever in a simple Google search. With time and the right approach, it may be possible to have certain search results delisted, especially if their continued availability causes distress or affects your well-being. This depends on the specific facts of your case, including the nature of the information published and any other material unique to your case which may justify the delisting of those articles from search results. Even where a case involves a public interest element — which can make delisting more difficult — there have still been positive and successful outcomes, particularly when matters are approached early, strategically, and with the right legal support.
Reputation impact if you win your Employment Tribunal case
If you win, we may be able to request that the more damaging online articles be delisted from search engines – especially where they may contain private information or misleading allegations. While these articles would still exist, they would be much harder to find when someone searches your name. These requests are highly specialised and must be done properly – often, you only get one real chance. If you're looking to turn your tribunal win into a positive public outcome, we can also help by arranging a carefully planned media strategy. This could include giving an exclusive interview to a trusted and reputable outlet where you can present your side of the story in your own words, in a respectful and accurate way. A well-structured piece can help set the tone for how the wider press covers the result, These exclusives tend to be in-depth and extensive, leaving little for the rest of the press to add. What often happens is that other outlets simply repeat or summarise what’s already been published in the exclusive. This can help prevent further digging by others. However, timing and handling are crucial — if not done properly, the consequences of poor coverage or mismanaged messaging can follow you for a very long time. We can work with you to shape the message, ensure any interview is conducted on fair terms, and make sure that what’s published helps rebuild your name rather than reinforce old allegations. This kind of media handling can be an important part of drawing a line under the matter and moving forward with your head held high.
Final thought: speak to a specialist
This is only a summary. Every case is unique, and what works for one person may not work for another. If you're thinking about taking your employer to an employment tribunal — or if you're trying to manage the fallout from a case that's already concluded — it's worth getting clear, tailored advice from someone who understands both the legal and reputational issues. Speak to one of our reputation law specialists to talk through your options. We're here to guide you through the next steps with clarity and care.
