The issue of whether an individual is an employee of another may comprise two questions: • whether an individual A has a contract to work for party B, ie whether B is A’s employer (eg where B disputes that that relationship exists at all) • assuming that such a relationship with B does exist, whether A’s status in that relationship under statutory employment law is that of an ‘employee’ or a ‘worker’, and/or whether A is in ‘employment’ within the meaning given to that term in the Equality Act 2010 The latter question, concerning status, will determine what statutory employment rights apply to A (for further information, see Practice Notes: Deciding appropriate employment status, Employee status, Worker status and Employment events which give rise to discrimination, harassment and victimisation claims—The meaning of 'employment'). Claims brought to enforce such statutory employment rights are, however, brought (almost) exclusively in the employment tribunal, not the County Court, and hence the question of what statutory employment