KYE UK Tribunal Evidence Authority Pack™ — defensible AI-assisted employment decisions, ACAS and tribunal-ready.
AI now drafts and takes employment decisions — and ACAS and the employment tribunal demand the process be fair, documented, and reconstructable. KYE Protocol™ maps the authority and responsibility of every AI-assisted employment action — scheduling a shift, changing payroll status, altering a rota, issuing an employment letter, handling a grievance, processing a disciplinary or a dismissal, and responding to a tribunal evidence request — and proves it for tribunal: who authorised the action and under what authority, at the human-approval mode the action deserves, with a contestability record so any decision can be reconstructed exactly as made. The ACAS/tribunal evidence bundle is assembled from the existing signed, replay-provable Evidence Pack™ and Replay Proof™ emitted at the action boundary — never a new evidence store. KYE Protocol™ governs whether the employment action may proceed and proves it is defensible — it does not make the HR judgment, judge the merits, write the outcome letter, or replace an employment lawyer.
AI now takes the employment action — and the dismissal, the disciplinary, and the tribunal response are where liability concentrates.
HR copilots, workforce-scheduling agents, and automated case tools are producing employment decisions that move quickly toward a payroll change, an outcome letter, a dismissal, or a tribunal bundle. The high-value problem is not the draft — it is the action boundary and its defensibility. Four facts converge:
- The consequential moment is the action, not the draft. A model's suggestion is inert; a shift assigned, a deduction made, a grievance decided, or an employee dismissed is consequential. When the action is challenged — a grievance, an appeal, an employment-tribunal claim — the tribunal demands to see who authorised it, whether the process was fair, and how the decision was made.
- Unfair-dismissal liability turns on a fair process. Under the Employment Rights Act 1996 and the ACAS Code of Practice, a dismissal without a fair reason and a fair, documented procedure is unfair regardless of the merits. KYE Protocol™ records the named-authority and the approval mode for every dismissal, disciplinary, and grievance, so the process is evidenced, not asserted.
- Employment decisions must be reconstructable. A tribunal, on the papers, tests what was decided, by whom, and on what basis. KYE Protocol™ records who authorised the AI-assisted action to proceed, under what authority, and binds a contestability record so it can be reconstructed exactly as made.
- This is a governance wedge, not an HR system. KYE Protocol™ does not compete with the HRIS, the case-management tool, or the scheduling engine. It governs the action boundary they feed — the named-authority + approval-mode + evidence-bundle + contestability layer the AI employment ecosystem currently lacks.
Survives a grievance, an appeal, or an employment-tribunal claim — authority-mapped, process-fair, and derivable from public keys alone.
- Every employment action is authority-bound. Each of the eight in-scope actions — schedule-shift, change-payroll-status, alter-rota, issue-employment-letter, handle-grievance, process-disciplinary, process-dismissal, respond-to-evidence-request — maps to a recorded named-authority decision: the agent, the employee, the action, and the named HR lead or manager under whose authority it proceeds. An AI authorised for one action cannot proceed under another.
- The approval mode matches the consequence. A rota change proceeds with no gate; a payroll change needs a single approver; a grievance, disciplinary, or dismissal needs two-person — and a dismissal or a tribunal-evidence response is dual-channel with legal sign-off, because it is irreversible. The mode is set at the action-class root and enforced at the boundary.
- The tribunal bundle is built from the existing Evidence Pack™. Every governed action emits a signed Evidence Pack™ and Replay Proof™ binding the authority, the approval, and the basis — reconstructable and valid at T=0, derivable from published keys alone, retained under WORM. The ACAS/tribunal bundle is assembled from these existing artefacts, not a parallel case store.
- Contestable when challenged. Every decision carries a contestability record so a grievance, an appeal, or a tribunal claim can reconstruct it exactly as made and contest it through a recorded route. Bound to the ACAS Code, the Employment Rights Act 1996, the Equality Act 2010, the Employment Tribunals Rules 2013, and the Working Time Regulations 1998 — each with a 90-day attestation cadence.
- Honest scope, so the claim holds. KYE Protocol™ proves the authority, the process, and the evidence of the action; it does not make the HR judgment or decide whether the dismissal was substantively right. Partial coverage means the bound surface satisfies the authority / process / evidence slice when paired with the employer's own HR and legal judgment.
Every consequential employment action — authority-bound and evidenced at the action boundary.
One coherent spine governs the eight employment action classes — with no parallel packs and no new evidence store. Each AI-assisted action that moves toward a consequential effect flows through the same four steps, on the canonical KYE Protocol™ envelopes.
- 1 — Action proposed. An AI agent or workflow produces an employment action — a shift, a payroll change, a rota edit, a letter, a grievance or disciplinary outcome, a dismissal, or a tribunal-evidence response — that begins to move toward being taken.
- 2 — Authority + approval check. The Action Admissibility™ Gate verifies the named-authority under which the action proceeds and requires the human-approval mode declared for that action class — none, single-approver, two-person, or two-person-with-legal. No authority, or a missing approval = no action.
- 3 — Evidence + contestability sealed. The runtime emits kye.purpose.request.v1 + kye.purpose.admissibility.v1 + kye.evidence.decision_map.v1 + kye.evidence.pack.v1 + kye.replay.context_seal.v1 in lockstep, binding the authority, the approval, the basis, and a contestability record into a signed, replay-provable, WORM-retained Evidence Pack™.
- 4 — Tribunal bundle assembled on demand. When a grievance, appeal, or tribunal claim arises, the ACAS/tribunal evidence bundle is assembled from the existing Evidence Pack™ and Replay Proof™ already emitted per action — reconstructable for ACAS, the employee, or the tribunal, verifiable offline from published keys alone.
Bound to the UK employment-law and tribunal perimeter.
The pack binds the canonical KYE™ artefact set to the UK employment perimeter. Every claim resolves to a control row on the bound framework — the regimes are consumed by the rule pack, never re-mapped (honest scope: KYE™ maps only the authority / process / evidence slices, and cedes the HR merits and the legal judgment to the employer and counsel).
| Framework | Control area | Pack coverage |
|---|---|---|
| Employment Rights Act 1996 (s1 / s13 / s98) | Named-authority on written particulars, payroll deductions, and dismissal; fair-process evidence for unfair-dismissal defence | partial |
| ACAS Code of Practice 1 (Disciplinary & Grievance) | Two-person approval on grievance / disciplinary / dismissal; documented, reconstructable fair process | partial |
| Employment Tribunals Rules 2013 | Disclosure-grade evidence bundle assembled from the existing Evidence Pack™; integrity-bound, replay-provable | partial |
| Equality Act 2010 | Named-authority + contestability on actions engaging equal-treatment risk; reconstruction for a discrimination challenge | partial |
| Working Time Regulations 1998 | Evidence on scheduling / rota actions engaging working-time limits and reasonable notice | partial |
Honest scope. KYE Protocol™ governs the authority, approval, evidence, and contestability of the AI-assisted employment action at the action boundary — whether the action may proceed and how it came into existence, so it is defensible at an employment tribunal. It does not make the HR judgment, decide whether the dismissal was substantively fair, write the outcome letter, or replace an employment lawyer. Partial coverage means the bound surface satisfies the authority / process / evidence slice of the control area when paired with the employer’s own HR and legal judgment.
Scope a UK employment pilot — authority-mapped and tribunal-ready.
The KYE UK Tribunal Evidence Authority Pack™ is a §68 sector product delivered as a scoped pilot; commercial distribution is value-based, qualification-gated, and disclosed under NDA to qualified applicants.