Employee-relations casework software that takes a grievance from first report to tribunal-ready file.
Duly HR structures the points of the grievance, drafts the letter for each ACAS stage, captures the hearing as it happens, and keeps a timestamped audit trail behind every decision.
Grievance · Disciplinary · Appeals
Employment tribunals, 2025/26
More claims are arriving than the tribunal system is closing.
Demand, throughput and backlog on the same reporting frame. Every case still open is a case your team is still carrying.
+39%
Single Employment Tribunal claim receipts, year on year
-12%
Single-claim disposals, year on year
+55%
Open single-claim caseload, reaching 64,000 at March 2026
Time to clearance
31weeks
Mean clearance time for a single claim
Ministry of Justice · Q3 2025/26 · GB19 weeks a year earlier, 31 weeks now: roughly a 63% increase in the time a claim stays open. That is the window in which evidence goes cold, people leave, and the case file has to hold.
The casework workflow
One case file, built as the procedure runs.
Duly HR follows the grievance procedure your team already has to follow, and records it as it goes.
Points ledger
Every allegation becomes a numbered point, agreed with the employee and answered one by one.
ACAS-stage letters
Draft the letter for the stage the case is at, with the required elements checked before it goes out.
Hearing notes
Capture participants, the transcript and a running summary of the meeting while it happens.
Audit trail
A timestamped log of every action, with AI provenance and manual overrides marked, exportable as a bundle.
Inside a case
What the case handler sees, step by step.
Not a feature list — the actual screens, in the order a grievance moves through them.
Every allegation becomes a numbered point
Each point is investigated and answered on its own — never bundled into one vague response.
Every allegation becomes a numbered point
Each point is investigated and answered on its own — never bundled into one vague response.
The employee confirms accuracy, not assent
They check it before the investigation starts — so "you never investigated my real complaint" is closed off.
ACAS compliance, tracked live against this case
Every statutory step ticks off as the case moves, not assembled by hand before a hearing.
Workplace conflict in Great Britain
A tribunal claim is the end of a problem that starts much earlier.
Most conflict never reaches a tribunal. It still costs the organisation people, output and attention.
44%
of working-age adults in Great Britain who had worked in the past year experienced workplace conflict
25%
of workers who experienced conflict reported reduced productivity
10%
of workers who experienced conflict reported resigning
The economics of not escalating
Resolving a dispute early is worth more than defending it late.
£208m
estimated annual economic benefit from individual conciliation, on 2023/24 case volumes
5.6:1
estimated benefit-cost ratio for individual conciliation
Both figures are Acas estimates for individual conciliation, taken from its 2025 economic evaluation. They describe the value of settling disputes before they escalate. They are not a measure of Duly HR, and nothing on this page claims the product produces this ratio.
A wider benchmark: Acas continues to cite an annual workplace conflict cost of around £28.5bn for the UK. That figure comes from an older economic model still in use in 2025, not from newly measured 2025/26 data.
Acas · economic evaluation 2025 · GBFrequency and severity
The most common claims are not the same claims as the most expensive.
What arrives most often
Share of complaints by jurisdiction.
What it can cost
Awards made in 2023/24, the latest complete compensation dataset.
£14k
Mean unfair-dismissal award. The median was £6,746 and the maximum about £179k.
£995k
Maximum recorded sex-discrimination award. Tail risk, not a typical outcome.
Book a demo
See a grievance run end to end in Duly HR.
Thirty minutes, your procedure, your case types. We will show the workflow on a real grievance and answer whatever your team needs to ask.