Employment Tribunals are not bound by the laws regarding admissibility of evidence in court proceedings and have wide discretion to regulate their own proceedings. Generally Tribunals will admit evidence if it is relevant to the issue between the parties, although relevant evidence may be excluded in certain circumstances including, for example, public policy grounds, late disclosure, or where it breaches the Human Rights Act.
The EAT have ruled that an employee's covert recordings of the disciplinary hearings that resulted in her dismissal were admissible evidence at the Tribunal. However, recordings of the disciplinary panel's private deliberations, which followed the "open hearing" and were not included in the minutes, were inadmissible on grounds of public policy.

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