The present thesis examines the operation of Employment Tribunals (ETs) from employment professionals’ perspective, a topical issue due to recent legislative changes (introduced in April 2012, July 2013 and April 2014) which brought back to the fore issues which either tend to be ignored or were partially resolved a few years after their establishment (i.e. the question of offering informality, speed and so on). Its rationale is rooted in the likelihood that the transition from collegial workplace support, union representation and union mobilisation to less supportive external environments (such as the ETs) will be a negative experience for workers. In the literature, there is a gap with regard to how the transition from work to external bodies is experienced by workers. I have applied Budd and Colvin’s framework, a solid, well-conceptualised, complete framework which examines the effectiveness of dispute resolution (DR) systems, based on three important standards: equity, efficiency and voice. This particular topic is worthy of exploration because there is an imperative need to pay more attention to the ‘weakest’ party in an employment dispute settlement, namely the worker, especially considering the effects of the current crisis in the employment sector. Employment belongs to everybody. However, it appears that employees’ rights have become seriously threatened during these last decades. Additionally, the study made a considerable contribution to the field of employment relations by demonstrating the whole journey from the time a workplace conflict arises until its resolution in ETs. I collected the insights of important employment professionals (through eighteen expert interviews and a phenomegraphic approach) who shared their intimate tribunal experience. Mainly, workers were not chosen for interview, partly since employment professionals provided a thorough overview of the situation, based on their wide experience and their specific knowledge of laws and also because of workers’ poor emotional state prior to and at the end of each ET hearing. Most importantly, the study resulted in the refinement of Budd and Colvin’s (2008) conceptual framework as well as the proposal of seven policy recommendations for an effective ET system.