Editorial and review policy
Last reviewed: 19 October 2026
This page explains how the Aricase guides are researched and written, where our information comes from, how we keep it up to date, and how to tell us when something is wrong. We want you to be able to judge for yourself how much to trust what you read here. Aricase provides legal information, not legal advice, and we are not a law firm.
Who writes our guides
Our employment law guides are written and maintained by the Aricase editorial team. We are not presenting these articles as the work of a named individual solicitor or barrister, and we do not claim professional legal accreditation for them. They are carefully researched plain-English explanations of the law as it applies in England and Wales, written for workers rather than for lawyers.
We would rather be straight with you about that than dress the guides up with credentials they do not have. Their reliability comes from being anchored to primary sources, which you can check yourself, not from a byline.
Where our information comes from
Every substantive legal statement in our guides is grounded in a primary or official source, linked inline the first time we rely on it. The sources we use most are:
- legislation.gov.uk - the Acts and regulations themselves, such as the Employment Rights Act 1996 and the Equality Act 2010.
- GOV.UK - the government's guidance on tribunals, claims, pay and rights.
- ACAS - the Advisory, Conciliation and Arbitration Service, for procedure and the statutory Codes of Practice.
- The judiciary - for tribunal rules, Presidential Guidance and Practice Directions, and the published employment tribunal decisions on GOV.UK.
Each guide lists its sources at the end so you can read the original for yourself. Where the law is changing or not yet in force, we say so and date the position rather than stating it as settled.
The case-law library Ari draws on
Inside the product, Ari draws on an employment-law library built for Aricase. It holds only public material: employment tribunal decisions from the published decisions on GOV.UK, judgments of the Employment Appeal Tribunal and the higher courts, sections of the main employment statutes from legislation.gov.uk, and official guidance such as the ACAS Codes of Practice. When Ari works on your case, it searches the library for decisions and sources that match the issues in it.
A search sends the library the types of claim in your case and a general legal question, never your name, your contact details or the content of your messages (see our privacy policy). Past decisions show how tribunals have approached similar issues. They do not predict how your own case will go.
How we keep guides current
Employment law moves, and figures such as the cap on a week's pay and the Vento bands for injury to feelings are updated each April. Every guide carries a published date and, where it has been revised, a last-updated date. We review guides when the law changes and refresh the dated figures against the official sources.
We still ask you to confirm anything time-sensitive - especially a tribunal deadline - against the official source before you act on it. You can also work out your own dates with our free tribunal deadline calculator.
How your case file is graded automatically
Aricase has two parts: the guides you are reading now, and the product, where Ari helps you build your own case. Every case file is automatically graded on six areas: the roadmap, the strength of each issue, the timeline, the overall assessment, evidence gaps and any drafts. The grading uses AI models from providers other than the one that wrote the case, and each area has its own checks.
We want to be precise about what that is. It is automated quality control of the work Ari has produced - checking that the case hangs together, that nothing important has been missed, and that the output is clear and usable. We use the grades to monitor and improve quality; they are not a sign-off of your case, so review everything before you use it. It is not a solicitor giving you legal advice, and it does not create a lawyer-client relationship. Our staff may also look at cases to monitor quality and safety, but that is internal monitoring, not a review of your case, and you will not receive feedback from it.
For anything that needs formal legal advice or representation, you may want to consider speaking to a qualified adviser. Our guide to employment solicitor costs explains the options and what they typically cost.
Corrections
If you spot something in a guide that is wrong, out of date, or unclear, please tell us through our contact page. We take accuracy seriously and will review and correct genuine errors. Because this area of law affects real decisions at difficult moments, getting it right matters to us as much as it does to you.