form. Also, certain information must be provided on the form for it to be valid and accepted. The rules concerning time limits are complex but the typical time limit for making a claim is three months from the date of the act complained of, such as being unfairly dismissed or not being paid wages. The employment tribunals may grant an extension of time to bring a complaint if certain conditions are met, the test that applies depends upon the complaint with three broad categories. A complaint of unfair dismissal, breach of contract, unlawful deduction from wages and other similar claims can only be considered if it was not reasonably practicable for the complaint to have been presented before, and if the complaint is presented within a reasonable time thereafter. This is a matter of evidence for the person bringing the claim. In discrimination complaints, the time limit is less strict, and a claim may be heard if it is late if it is considered to be just and equitable to do so. Time limits of six months apply for claims for equal pay (taken from the end of employment with no extensions at all), and for a redundancy payment (with a consideration as to whether or not it was reasonably practicable to present the claim in time). Claims are normally initiated by individuals and normally responded to by employers, or former employers, or trade unions. The terms "claimant" and "respondent" are used to describe the parties involved in tribunal proceedings. Normally each party pays its own costs. Tribunals will order one party to pay the other party's costs in exceptional circumstances, where it is claimed that one party has claimed vexatiously. If a former employee brings a claim for breach of contract, then the defending employer has a limited right to bring a counter-claim for breach of contract against a former employee. However, an employer may not bring a claim for breach of contract if an employee is complaining simply of unfair dismissal (which is not a claim for breach of contract but a statutory claim). In all cases, the employment tribunal may not award damages that exceed £25,000 for all claims for breach of contract. One peculiarity of the employment tribunals is that a claim for breach of contract cannot be brought until the employee's employment has ended, and a claim can only be brought if it arises or