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World Economy
Apr 12, 2026

UK remote‑work tribunal claims tumble 13% in 2025 as labour market tightens

AI Summary
In 2025 the number of UK employment tribunal cases involving remote‑working fell for the first time in six years, dropping 13% to 54 cases amid a tightening labour market, higher unemployment and new flexible‑working rights, while a growing backlog threatens longer wait times for claimants.

The latest analysis by HR consultancy Hamilton Nash shows that 54 employment tribunals in England, Scotland and Wales cited remote‑working issues in 2025 – a 13% decline from the previous year and the first drop since the pandemic began.

This marks the end of a six‑year upward trend during which tribunal filings related to remote work surged tenfold from the pre‑COVID baseline of 2019. The number of cases peaked at 62 in 2024 but fell sharply to just six in 2025.

According to the Office for National Statistics, 28% of working‑age adults in Great Britain now operate in a hybrid model, splitting time between a traditional office and another location such as home. Yet many large employers, notably financial giants Goldman Sachs and JPMorgan Chase, have intensified return‑to‑office mandates, with some demanding five days a week on site.

Employment experts attribute the unexpected dip to broader labour‑market dynamics. The UK unemployment rate rose to a near five‑year high of 5.2% in Q4 2025, while job vacancies have continued to fall, shifting bargaining power back toward employers. As Jim Moore, employee‑relations partner at Hamilton Nash, explains, “Top talent did vote with their feet for a while, but that has changed because of wider issues in the labour market and people saying: ‘I am going to stay put and keep my head down.’”

Legislative changes may also be curbing tribunal filings. The amended Employment Relations Act, which introduced a right to request flexible working from day one of a new job in April 2024, appears to encourage employees to resolve disputes internally rather than through the courts.

Moore warns that tribunal numbers represent “the tip of the iceberg,” noting that much workplace conflict never reaches a public hearing. Adding to employer confidence, a 2024 tribunal decision rejected a senior manager’s claim against the Financial Conduct Authority for the right to work entirely from home, a ruling that, according to Hill Dickinson partner Padma Tadi‑Booth, “may give some encouragement to employers” to tighten office‑attendance policies.

Consequently, some firms are already planning to raise on‑site requirements, moving from two to three days a week or mandating a higher percentage of total working hours in the office.

Nevertheless, the backlog of employment tribunals remains a significant hurdle. Over 500,000 cases were pending last year, and claimants can expect waits of up to three years for a hearing, potentially deterring future filings.