There are dozens of potential claims you could bring to an employment tribunal against your employer.
Here we offer a few tips about choosing which claims to make and present a list of those claims in full for you to review.

<h2>What claims can you make at an employment tribunal?</h2>
Before you embark upon any process of negotiation, or on an <a href="https://www.monacosolicitors.co.uk/articles/prepare-employment-tribunal-claim/">employment tribunal claims process</a>, it is important to know what claims you may have.
There are dozens of claims that an employee can make against an employer in an employment tribunal, some of which are not common, but may nevertheless apply to you.
<h2>How do you select which claims to make to a tribunal?</h2>
Your selection of which claims you want to make to a tribunal against your employer must be determined first and foremost by whether or not you have sufficient and credible evidence to support those claims.
Your evidence can take various forms, the most common being written material, digital (eg SMS or WhatsApp) or human witnesses. (See articles on <a href="https://www.monacosolicitors.co.uk/evidence/">gathering evidence,</a> <a href="https://www.monacosolicitors.co.uk/evidence/witnesses/">witness evidence </a>and <a href="https://www.monacosolicitors.co.uk/tribunals/witness-statements/">witness statements</a> for more.)
Below is a full list of claims that the employment tribunal has jurisdiction to hear and the codes used by the employment tribunal to identify those claims.
Any one of these claims, or a combination of two or more, can also be used as a point of negotiation to achieve a settlement agreement.
Familiarise yourself with these claims and then make your initial selection based on the strength of the evidence you have.  You can select more than one claim although all must be equally verifiable.

What kinds of legal claim could you have?

<table border="0" width="708" cellspacing="0" cellpadding="1">
<thead>
<tr>
<td colspan="2" width="706">
<h3>Originating Abbreviation and Full Title</h3>
&nbsp;</td>
</tr>
<tr>
<td width="189">Abbreviation</td>
<td width="515">Originating Legislation Full Title </td>
</tr>
</thead>
<tbody>
<tr>
<td width="189">CEC 1975 </td>
<td width="515">Colleges of Education (Compensation) Regulations 1975 </td>
</tr>
<tr>
<td width="189">COMAH 1999 </td>
<td width="515">Control of Major Accident Hazards Regulations 1999 </td>
</tr>
<tr>
<td width="189">DCOA 1994 </td>
<td width="515">Deregulation and Contracting Out Act 1994 </td>
</tr>
<tr>
<td width="189">DDA 1995 </td>
<td width="515">Disability Discrimination Act 1995 </td>
</tr>
<tr>
<td width="189">DRC 1999 </td>
<td width="515">Disability Rights Commission Act 1999 </td>
</tr>
<tr>
<td width="189">EE (Age) Regs 2006</td>
<td width="515">Employment Equality (Age) Regulations 2006</td>
</tr>
<tr>
<td width="189">EE (Religion or Belief) Regs 2003 </td>
<td width="515">Employment Equality (Religion or Belief) Regulations 2003  </td>
</tr>
<tr>
<td width="189">EE (Sexual Orientation) Regs 2003 </td>
<td width="515">Employment Equality (Sexual Orientation) Regulations 2003 </td>
</tr>
<tr>
<td width="189">EPA 1970 </td>
<td width="515">Equal Pay Act 1970 </td>
</tr>
<tr>
<td width="189">ERA 1996 </td>
<td width="515">Employment Rights Act 1996 </td>
</tr>
<tr>
<td width="189">ERelA1999 </td>
<td width="515">Employment Relations Act 1999 </td>
</tr>
<tr>
<td width="189">ETA 1996 </td>
<td width="515">Employment (Industrial) Tribunals Act 1996 </td>
</tr>
<tr>
<td width="189">FTE 2002 </td>
<td width="515">Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 </td>
</tr>
<tr>
<td width="189">FWR 2002 </td>
<td width="515">Flexible Working (Procedural Requirements) Regulations 2002 and Flexible Working (Eligibility, Complaints and Remedies) Regulations 2002 </td>
</tr>
<tr>
<td width="189">HSCE 1996 </td>
<td width="515">Health and Safety Consultation with Employee Regulations 1996 </td>
</tr>
<tr>
<td width="189">HSWA 1974 </td>
<td width="515">Health and Safety at Work Act 1974 </td>
</tr>
<tr>
<td width="189">MPL 1999 </td>
<td width="515">Maternity and Parental Leave Regulations 1999 </td>
</tr>
<tr>
<td width="189">MPL 2002 </td>
<td width="515">Maternity and Parental Leave (Amendment) Regulations 2002 </td>
</tr>
<tr>
<td width="189">NESE 1994 </td>
<td width="515">Notification of Existing Substances (Enforcement) Regulations 1994 </td>
</tr>
<tr>
<td width="189">NMWA 1998 </td>
<td width="515">National Minimum Wage Act 1998 </td>
</tr>
<tr>
<td width="189">PAL 2002 </td>
<td width="515">Paternity and Adoption Leave Regulations 2002 </td>
</tr>
<tr>
<td width="189">PIDA 1998 </td>
<td width="515">Public Interest Disclosure Act 1998 </td>
</tr>
<tr>
<td width="189">PTW 2000 </td>
<td width="515">Part Time Worker (Prevention of Less Favourable Treatment) Regulations 2000 </td>
</tr>
<tr>
<td width="189">RRA 1976 </td>
<td width="515">Race Relations Act 1976 </td>
</tr>
<tr>
<td width="189">SDA 1975 </td>
<td width="515">Sex Discrimination Act 1975 </td>
</tr>
<tr>
<td width="189">SRSC 1977 </td>
<td width="515">Safety Representatives and Safety Committees Regulations 1977 </td>
</tr>
<tr>
<td width="189">SSPA 1975 </td>
<td width="515">Social Security Pensions Act 1975 </td>
</tr>
<tr>
<td width="189">STA 1994 </td>
<td width="515">Sunday Trading Act 1994 </td>
</tr>
<tr>
<td width="189">TCA 2002 </td>
<td width="515">Tax Credits Act 2002 </td>
</tr>
<tr>
<td width="189">TULR(C) 1992 </td>
<td width="515">Trade Union and Labour Relations (Consolidation) Act 1992 </td>
</tr>
<tr>
<td width="189">TUPE 1981 </td>
<td width="515">Transfer of Undertakings (Protection of Employment) Regulations 1981 </td>
</tr>
<tr>
<td width="189">TURER 1993 </td>
<td width="515">Trade Union Reform and Employment Rights Act 1993 </td>
</tr>
<tr>
<td width="189">WTR 1998 </td>
<td width="515">Working Time Regulations 1998</td>
</tr>
</tbody>
</table>
Art = (Article) Par = (Part) Reg = (Regulation) Sch = (Schedule) Sec = (Section)
(Source: Courtserve.net)
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Confused about the types of claim you should make?

<h2>Time limits for bringing tribunal claims</h2>
Nearly all of the above claims have a <a href="https://www.monacosolicitors.co.uk/articles/time-limits/">three-months (less one day) &#8216;limitation&#8217; period</a> (the exception is a claim for a redundancy payment). 
This means that unless you start the claims process within three months less one day of the date of the incident which you complain about, you will not be able to bring a claim. 
If you cannot bring a claim, then you cannot use that claim as a point in a negotiation with your employer. 
It is therefore vital that you protect your rights by starting the <a href="https://www.monacosolicitors.co.uk/tribunals/commencing-the-acas-pre-claim-process-for-employment-tribunals/">Acas pre-claim process outlined here </a>and submitting a claim to an employment tribunal, even if negotiations are still underway.

<h2>Next steps</h2>
We have various other guides about the steps involved in making an employment tribunal claim. Check them out in our Helpful Guides below.
If you are not sure where to start with your claim and want to talk to someone about which claims you should make and whether the evidence you have is adequate, why not consult Monaco Solicitors?
We are an established employment law firm, only dealing with employment law cases and only representing employees (not employers).
We are experts in negotiating settlement agreements and also in representing employees like you who have to take their claims to an employment tribunal because their employer won&#8217;t negotiate.
Get in touch to find out more:
<ul>
<li>By this <a href="https://www.monacosolicitors.co.uk/contact-us/">website link</a></li>
<li>By phone on  020 7717 5259</li>
<li>By email: communications@monacosolicitors.co.uk</li>
</ul>
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Employment tribunals types of claims: An employee’s right to sue