Employment Appeal Tribunal

Copyright © 2025 LexisNexis

The Employment Appeal Tribunal (EAT) exists and derives its substantive powers from statute. It is a superior court of record and therefore of equivalent status to the High Court.

The EAT's central office is in London. Generally, hearings take place in London and Edinburgh.

The EAT has its own set of rules and also a Practice Direction (the 2023 Practice Direction [Archived] replaced the 2018 Practice Direction with effect from 30 September 2023).

Operation of the Employment Appeal Tribunal during the coronavirus (COVID-19) pandemic

The operation of the EAT was affected by the coronavirus (COVID-19) pandemic. Several announcements were made concerning how the EAT would operate during the coronavirus (COVID-19) pandemic (on 20 March 2020, 25 March 2020 (revised on 26 March 2020) and 9 April 2020) by the then President of the Employment Appeal Tribunal, Choudhury P.

In addition:

  1. •

    the Employment Appeal Tribunal (Coronavirus) (Amendment) Rules 2020, SI 2020/415 (the EAT Amendment Rules 2020), made a temporary amendment to Rule 29 of the EAT Rules, with effect from 10 April 2020, to specify that an EAT hearing may be conducted by means of electronic communication

To view the latest version of this document and thousands of others like it, sign-in with LexisNexis or register for a free trial.

Existing user? Sign-in TAKE A FREE TRIAL
Powered by Lexis+®
Latest Employment News

Home Office announces operational partnership with delivery giants to combat illegal working

The Home Office has announced a new operational partnership with Deliveroo, Just Eat and Uber Eats to help tackle illegal working in the UK’s delivery sector. The agreement is reported to support enforcement efforts by enabling delivery firms to receive information, including the locations of asylum hotels, to help identify misuse. It also introduces enhanced security measures—such as facial verification checks and fraud detection tools—to ensure only verified users can access the platforms. The initiative forms part of the government’s Plan for Change, which aims to disrupt organised immigration crime and reduce the exploitation of vulnerable migrants by smuggling gangs. Legislative support is provided through the Border Security, Asylum and Immigration Act 2025, which requires all employers to verify the legal working status of individuals.

Digital distraction and addictions in the workplace

Employment analysis: With smartphones and digital platforms embedded in our day to day lives, more employees are struggling with behavioural addictions. Jen Kingsmill & Charlotte Morgan of Lewis Silkin explore the legal and practical challenges for employers.

Employment weekly highlights—24 July 2025

This edition of Employment weekly highlights includes: (1) an Employment Rights Bill clause amendment voted in favour of by the House of Lords at the Bill’s Report Stage, creating a duty on certain employers to take reasonable steps to investigate any whistleblowing disclosure made to them, (2) a call for evidence on unpaid internships and similar work practices, (3) updated Sponsor Guidance from the Home Office, (4) draft legislation due to come into force in April 2026 to make recruitment agencies jointly and severally liable for PAYE when they supply workers via umbrella companies, (5) analysis by Jen Kingsmill and Charlotte Morgan of Lewis Silkin of the legal and practical challenges for employers of behavioural additions related to the use of smartphones and digital technology generally, (6) a judgment from the Court of Appeal upholding a race discrimination claim against Leicester County Council, (7) the announcement of a planned upgrade closure on 31 July of Employment Tribunals online services, (8) publication by the Lexis+® UK Ireland (Employment) team of a new precedent compromise agreement, together with an accompanying letter to an employee enclosing the draft compromise agreement, and a new subtopic on the European Communities (Protection of Employees on Transfer of Undertakings) Regulations 2003 (TUPE), (9) dates for your diary, and (10) other news items of interest to employment practitioners.

Police officer launches legal challenge against union ban

Law360: A police officer is taking the Home Secretary to court over a century-old law that bans officers from unionising, arguing the restriction violates human rights and leaves officers with no credible form of independent representation, lawyers at Leigh Day confirmed on 21 July 2025.

View Employment by content type :  
News
Practice notes
Precedents
Q&As

Popular documents

When submitting an ET3 response, is the respondent required to copy the claimant into the email, or is it

When submitting an ET3 response, is the respondent required to copy the claimant into the email, or is it sufficient to submit the ET3 response to the employment tribunal (ie does rule 92 apply in relation to submission of ET3)?The procedure relating to employment tribunal claims is governed by the

Interest in the employment tribunal

Interest in the employment tribunalThis Practice Note explains the circumstances in which:•an employment tribunal may award interest generally, as an integral part of the amount awarded in respect of the claim (see: Interest as a part of the award below)•interest accrues on any unpaid employment

Employer's contract claim (counterclaim) in the employment tribunal

Employer's contract claim (counterclaim) in the employment tribunalThis Practice Note examines the circumstances in which an employer may make a contractual counterclaim against an employee in relation to a claim by the employee for breach of contract, under the Employment Tribunals Extension of

Making changes or additions to the claim or response: employment tribunals

Making changes or additions to the claim or response or reply: employment tribunalsFor a variety of reasons, a claimant or respondent may wish or need to:•make amendments to the contents of their ET1 claim form or ET3 response form or reply (to an employer’s counterclaim) after the initial lodging
When submitting an ET3 response, is the respondent required to copy the claimant into the email, or is it

When submitting an ET3 response, is the respondent required to copy the claimant into the email, or is it

When submitting an ET3 response, is the respondent required to copy the claimant into the email, or is it sufficient to submit the ET3 response to the employment tribunal (ie does rule 92 apply in relation to submission of ET3)?The procedure relating to employment tribunal claims is governed by the

Interest in the employment tribunal

Interest in the employment tribunal

Interest in the employment tribunalThis Practice Note explains the circumstances in which:•an employment tribunal may award interest generally, as an integral part of the amount awarded in respect of the claim (see: Interest as a part of the award below)•interest accrues on any unpaid employment

Employer's contract claim (counterclaim) in the employment tribunal

Employer's contract claim (counterclaim) in the employment tribunal

Employer's contract claim (counterclaim) in the employment tribunalThis Practice Note examines the circumstances in which an employer may make a contractual counterclaim against an employee in relation to a claim by the employee for breach of contract, under the Employment Tribunals Extension of

Making changes or additions to the claim or response: employment tribunals

Making changes or additions to the claim or response: employment tribunals

Making changes or additions to the claim or response or reply: employment tribunalsFor a variety of reasons, a claimant or respondent may wish or need to:•make amendments to the contents of their ET1 claim form or ET3 response form or reply (to an employer’s counterclaim) after the initial lodging