As of 13 August 2026, AI cannot defend a wrongful dismissal claim.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface gets you a draft, but you cannot verify it yourself. That is the catch.

   How to actually do it

   1. Open the claim form, response paperwork and every tribunal or court letter, then record the stated allegations, reference number and every deadline in one working document.
   2. Gather the employment contract, notice terms, disciplinary and grievance policies, dismissal and appeal records, relevant emails or messages, payroll records and notes of meetings.
   3. Remove unrelated personal data where possible, keep the original files unchanged, and label each supplied document with its date and source.
   4. Paste the documents and chronology into a chatbot with the prompt, asking it to produce the chronology, allegation table, evidence index, witness list and solicitor questions.
   5. Compare every event, quotation and document reference in the generated pack against the original files, correcting factual errors and marking anything unsupported as missing rather than filling it in.
   6. Send the original claim papers and the checked working pack to a UK employment solicitor, asking them to confirm the response, strategy, evidence and deadlines before anything is filed or sent.

   Prompt

   I run a UK business defending a wrongful dismissal claim. I will paste the claim documents, the employment contract, relevant policies, the dismissal and appeal correspondence, a dated chronology, and witness notes below. Treat the documents as the only source of facts and do not invent, fill gaps or assume anything. Do not give a final legal opinion or tell me that a defence is safe to send.
   
   Prepare a solicitor-ready working pack with these sections:
   1. A neutral chronology, with each event linked to its source document and any missing date marked as a question.
   2. The claimant's allegations, quoted or closely summarised without changing their meaning.
   3. The business's factual answer to each allegation, separating supported facts, disputed facts and facts for which evidence is missing.
   4. An evidence table listing each document, what it proves, which allegation it relates to, and any authenticity or completeness issue.
   5. A list of witnesses and the facts each witness appears able to address, without drafting evidence they have not provided.
   6. A list of legal or procedural questions that an employment solicitor must check, including the meaning of wrongful dismissal in this claim, contractual notice or pay issues, available remedies, limitation or tribunal deadlines, and any risks created by missing or inconsistent evidence.
   7. A short list of urgent actions and documents to obtain, each tied to a specific gap in the material.
   
   Keep fact, inference and legal question in separate labels. Flag contradictions between documents. Do not recommend deleting, altering or backdating records. Do not contact the claimant, the tribunal or any witness. End by stating that the pack needs checking by a UK employment solicitor before it is used in the defence.
   
   Business context: [brief description]
   Claim documents: [paste or attach]
   Employment contract: [paste or attach]
   Policies and procedures: [paste or attach]
   Dismissal and appeal records: [paste or attach]
   Chronology: [paste]
   Witness notes: [paste]
   

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.