Writes the intakeYou talk it through. ELIOS writes it down — and the file completes itself.
Case intake complete — ready for legal analysis
Finds the lawEvery provision your case turns on, found and cited as in force on the day.
as in force at 30 Sep 2025
Automatically unfair where the protected disclosure is the principal reason — and no qualifying period applies, whatever misconduct is stated.
as in force at 11 Aug 2025
Detriment short of dismissal, and time where an act extends over a period — the suspension and the refused file are not one-off events.
Runs the channelELIOS carries the conciliation between solicitor, firm and client.
Every offer timestamped against the EC clock and written to the matter record.
Adam replied: “I’d want at least £38,000 — and an apology in writing.”
Scores the meritsPick the method your practice uses. ELIOS does the scoring — and shows its working.
MethodologyNo statutory rubric — pick what fits the matter
Headline score
MODERATE5 of 6 factors scored
Viable claim, but evidence gaps may dilute valuation. Settle within the schedule midpoint.
Factors
Answers the inboxYour client writes. ELIOS drafts the reply from the file — you read it and send.
InboxFenwick v Northwind
Drafted replyELIOS
Reading the fileSchedule of lossEC clocks.47B detriment
Dear Adam,
£18,000 is about a third of what your schedule of loss supports (£51,400), and it does not price the suspension between 11 August and 30 September.
The conciliation certificate runs to 14 January, so there is time. My advice is to counter at £38,000.
Fictional worked example. The facts are invented; the provisions and the authority are real.
ELIOS reads the facts, cites the statute and case law as it stood on the day that matters, scores the merits and drafts the paperwork — for you to review and sign off.
You talk the case through on the left. The intake checklist on the right fills itself as you do — and tells you plainly what is still missing.
Describe the client’s situation…
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Many legal AI tools are general-purpose. ELIOS is built on the actual statute and case law of England & Wales employment practice — and every answer it gives shows its sources.
01
Analysis cites each provision as it was in force on the dismissal date — not today's text — and flags where it was later amended.
02
It knows which court binds the tribunal and warns when a cited case has since been overruled or doubted.
03
Every legal statement carries its source — the exact section or judgment — so the solicitor can verify, not just trust.
The answer comes back with its sources underneath — the exact statute sections and cases, each tagged with court binding and treatment.
What's the time limit to bring an unfair dismissal claim in the Employment Tribunal?
A claim must be presented before the end of the period of three months (less one day) beginning with the effective date of termination — ERA 1996, s.111(2). Early Conciliation with ACAS stops the clock. The tribunal may extend time only where it was not reasonably practicable to present in time.
Sources
ELIOS follows one principle at every step: the AI knows what needs to happen next, prompts it, and leaves the decision with you.
Create a new matter, assign it to a fee earner, and work through the structured intake checklist — AI fills what it can, you confirm everything.
At every stage the platform surfaces what's required, what's missing, and what the next step should be — proactively, before you ask. Deadlines tracked automatically.
AI drafts and suggestions are proposals. The critical steps — the merits score, the ET1, client emails — wait for your review and approval, and each approval is recorded.
Every decision, approval, AI suggestion, and action is logged in an audit trail — timestamped and attributed — to support compliance, supervision and costs.
The assistant reads the facts the way an experienced solicitor would — catching the issue behind the words, not just the words.
Spots a hidden discrimination claim
Caught the disability-discrimination angle the ‘performance’ framing hid — s.15 / s.20.
Rescues a claim that looked time-barred
Caught that ACAS Early Conciliation could still save an apparently missed limitation date.
Reads cumulative conduct as constructive dismissal
Caught the cumulative ‘last straw’ breach — and the affirmation/timing risk.
Before the full legal analysis runs, ELIOS gives a quick strength signal — a first read the solicitor can act on straight away.
Disability discrimination + constructive dismissal
Over two years' service, a 'capability' dismissal right after a disability-related absence, ignored GP adjustments and a rejected grievance. Unfair dismissal is comfortably in time and the Equality Act claims (s.15, s.20) are strong.
Redundancy with a flawed process
A genuine redundancy situation but no consultation and a questionable selection pool. A procedural unfair-dismissal claim is arguable; quantum is modest without a discrimination angle.
Short-service dismissal, no discrimination
Eight months' service and no discrimination flag — below the two-year qualifying period, so the claim likely fails at the threshold unless an automatically-unfair reason applies.
The heart of the legal work: a cited analysis and a weighted merits score. It runs under different methodologies — from a quick triage gate to an ATE-funding grade — and the solicitor reviews every factor and signs off before the case advances.
Quick Triage
Citizens-Advice-style first-pass gate — decide whether the matter merits a full assessment.
Standard
Weighted six-factor model: service, reason, procedure, evidence, discrimination, mitigation.
Comprehensive
City-firm / ATE-grade. Adds Polkey, contributory fault, compensation cap and respondent solvency.
Counsel's Opinion
A single risk band in traditional barrister prose — no numeric score.
CFA / ATE Grade
Liability, quantum and recovery probabilities — the combined % must clear the funder's threshold.
A worked analysis grounds every claim in the governing statute and binding authority — read as at the dismissal date.
The matter: Constructive & unfair dismissal plus disability discrimination (rheumatoid arthritis). The employer failed to make reasonable adjustments, issued a disability-related attendance warning and rejected the grievance; the claimant resigned citing a breach of trust and confidence.
Statute
Equality Act 2010 — s.15 as at 28 Apr 2026
Discrimination arising from disability — unfavourable treatment because of something arising in consequence of the disability, unless a proportionate means of a legitimate aim.
Equality Act 2010 — s.20
The duty to make reasonable adjustments where a provision, criterion or practice puts a disabled person at a substantial disadvantage.
Employment Rights Act 1996 — s.95(1)(c) later amended
Constructive dismissal — the employee terminates the contract in response to the employer's fundamental breach.
Binding case law
Malik v BCCI [1997] UKHL 23 UKHL · binding
The implied term of mutual trust and confidence.
Archibald v Fife Council [2004] UKHL 32 UKHL · binding
Reasonable adjustments can require treating a disabled employee more favourably to remove the disadvantage.
ELIOS drafts a schedule of loss from the intake figures — heads of loss, a total and a settlement bracket. For discrimination it suggests the Vento band; the solicitor confirms the figure.
Vento middle band £12,100–£36,400 (claim presented 2026) — AI-suggested, solicitor-confirmed.
The form and the particulars of claim are auto-drafted from the intake, ACAS and scoring data — then edited in the built-in editor before filing.
ET1 — Claim to an Employment Tribunal
1. Claimant
Rebecca Hartley
2. Respondent
Northgate Logistics Solutions Ltd
4. Early Conciliation (ACAS)
EC certificate R051993/26/27 · Day A 01 May 2026 · Day B 22 May 2026
5. Type of claim
Unfair (constructive) dismissal; disability discrimination under the Equality Act 2010.
6. Particulars of claim
The claimant, who has rheumatoid arthritis, was subjected to a failure to make reasonable adjustments (s.20), a disability-related attendance warning (s.15) and an unheard grievance. She resigned on 28 April 2026 in response to a fundamental breach of the implied term of trust and confidence, amounting to constructive dismissal.
Early Conciliation stops the clock between Day A and Day B, and the ET1 deadline is re-computed automatically — so the revised limitation date is always in front of you.
Effective date of termination (EDT)
28 Apr 2026
Primary limit — EDT + 3 months − 1 day
27 Jul 2026
Day A — ACAS notified (clock stops)
01 May 2026
Day B — EC certificate (clock restarts)
22 May 2026
Revised ET1 deadline (suspension added)
18 Aug 2026
Every settlement offer is logged. ELIOS reads the pattern the way a seasoned litigator would — and tells the solicitor when the other side isn't really negotiating.
£3,000 → £3,500 → £4,000 against a schedule of loss of about £29,700 — token increments, all far below any realistic award, paired with repeated requests for more time. That is stalling, not engagement. I'd move to hearing prep and put a Calderbank offer on the record for a costs argument.
Repeated £500 bumps against a ~£30k claim signal stalling, not settling.
The assistant doesn't just answer — it acts. Ask in plain English and it runs the right tool: set a reminder, add a deadline, look up an assessment, advance a stage, draft a letter.
"Remind me to review the ET1 draft tomorrow at 3pm."
Reminder set — 'Review ET1 draft', due tomorrow at 15:00.
Reminder created"Add the ET1 filing deadline for Hartley on 18 August."
Added — 'ET1 filing · Hartley v Northgate' for 18 Aug 2026, the revised limitation date.
Deadline added"What does the assessment say for matter 32?"
Matter 32 (Aldridge) scored Medium — 61/100. Strong on procedure, weaker on the evidence.
Assessment retrieved"Archive the Meridian matter — it settled via COT3."
Done — Meridian v Okafor archived and marked settled.
Matter archived"Move Bhatt from ACAS to Scoring."
Advanced — Bhatt v QI Health is now in Scoring; the EC certificate carried forward.
Stage advanced"Draft the ACAS notification letter for the new matter."
Draft ready — opening it for your review.
Letter draftedThe Governing Principle
AI suggests. Solicitor approves. System records.
Every AI output in ELIOS is a recommendation. Critical steps wait for the solicitor's explicit sign-off. Decisions are logged with timestamp and attribution. The principle is built into the workflow, not left to policy alone.
Approval is built into the workflow
The merits score, the ET1 and client emails wait for the solicitor's review. Each approval is recorded with name and time.
Every output shows its reasoning
No black-box decisions. Every AI score, flag, and recommendation includes the factors and weighting behind it.
Hosted in the UK
Application data, documents and the database are hosted in Azure UK South. AI model routing is configurable per firm, including an on-premise option.
Behind the intelligence sits the full 9-stage Employment Tribunal pipeline, Intake to Judgment — each stage with its own checklist, deadlines and sign-off points.
Book a walkthrough and we'll run a real Employment Tribunal scenario end to end — intake, cited analysis, merits score and ET1 draft.
Request a Demo