The rules a claim actually runs on: amendment, time limits, strike out, interim relief, case management and the powers a tribunal has when a party will not comply.
In the same fortnight as OpenAI’s machine-generated proof of Navier–Stokes, the EAT told a litigant in person what a 300-page ChatGPT skeleton needs before it is filed: a reader who understands it. AI as a tool is not the problem here. The problem is a document handed up unchecked, and possibly not understood by the party filing it; the judgment lists what the EAT will do about one.
The EAT remits a £5,000 aggravated damages award because the tribunal identified conduct it disliked without finding what additional injury it caused. HHJ Tayler restates the three requirements: an additional factor, an increased injury, and the causal link between them.
A tribunal which refuses interim relief because the facts are disputed has identified the problem rather than answered it. Duffy v BXTR 3 Ltd t/a House of Gods [2026] EAT 119 holds that section 129(1) requires the summary assessment to be made, however sharp the conflict of evidence.
HHJ Auerbach's judgment in London Ambulance Service NHS Trust v Garrett [2026] EAT 77 holds that a descriptive belief cannot be a manifestation of a normative one — and shows how a discrimination claim can be decided by the way a belief is written down at a case management hearing.
Legal costs are recoverable as costs or not at all — except when they are damages. Where the rule comes from, the three exceptions Halsbury recognises, and what happened when an employment tribunal met the argument in Meade.
A lecturer dismissed for what he said to students never mentioned Article 10 before the tribunal. The EAT has held that speech alone does not make the Convention shout out, and in doing so has fixed the boundary between the two lines of authority on points a tribunal must take for itself.
A new Hart study from Sarah Fraser Butlin KC, Catherine Barnard and Maayan Menashe diagnoses what is wrong with the Employment Tribunal — and proposes a family-law-inflected reframe of the whole system, with a three-track adjudication structure, an Employment Resolution Service and an end to the formal grievance procedure as a precondition to litigation.
HHJ Tayler's judgment in Clifton Diocese v Parker [2026] EAT 68 identifies three recurring errors in how tribunals apply the section 136 burden of proof in discrimination cases, and offers five sense-check questions as a sequential framework to prevent them.
The Joint Presidential Guidance on panel composition implicitly relies on a mathematical theorem it never names. Condorcet's Jury Theorem explains why lay members improve outcomes — and the parallel with jury equity clarifies what Employment Tribunal panels are not.
Employment tribunal proceedings are a repeated game. Axelrod's tournament proved that cooperative strategies outperform aggressive ones over the long run — and the implications for practitioners facing a pressure campaign from a well-resourced opponent are more concrete than you might expect.
The government's NDA consultation proposes conditions under which workplace confidentiality agreements can survive the new default-void rule in section 202A ERA 1996. What practitioners need to know.
Comparing the Dutch system of prior regulatory permission for dismissal with the UK's ex post facto Tribunal regime.
Applying the 2020 Nobel Prize in Economic Sciences to the 515,000-case tribunal backlog. Why we should treat listing capacity as a fungible commodity and use marginal pricing to break the regional deadlock.
The ET found a farmer was neither employee nor worker. The High Court, on largely the same facts, found he was an employee. Both decisions stand. Hollington v Hewthorn explains why.
Exploring the tension between Amey, Galilee, and Douglas on whether Employment Tribunals must determine time limits at the amendment stage or defer them to the final hearing.
Garicano, Li & Wu's new research on task bundling provides a rigorous framework for understanding which legal jobs AI will displace. And which it won't. Employment law, with its deep interweaving of codifiable and contextual tasks, is a textbook strong bundle. The rumours of our death are greatly exaggerated.
In game theory, the saddlepoint is the equilibrium where settlement becomes rational. In employment litigation, reaching it requires information that can only be acquired by spending the money the settlement was supposed to save.
The EAT has granted a restriction of proceedings order against a litigant who brought over 50 unsuccessful ET claims. A short guide to the three mechanisms, RPO, CPO, and CRO, available to restrain vexatious litigants in the tribunal system.
Employment practitioners routinely assess case prospects without reference to published tribunal statistics. And most would argue those rates are irrelevant. Evidence from investment analysis, geopolitical forecasting, and cognitive science suggests they are making a well-documented error.
A Property118 tax tribunal hearing exposes the problem of manufactured witness statements, a timely reminder that tribunals assess credibility by content, consistency, and logic, not by how confidently a witness performs in the box.
Mortera and Thompson's rigorous Bayesian analysis reveals when 'predicted' evidence provides stronger support than 'accommodated' evidence, with direct implications for how we evaluate competing narratives in employment tribunal litigation.
A roundup of key developments including the Employment Rights Act 2025 implementation, the Kelly v Leonardo gender critical ruling, and privacy procedural changes in Tribunals.
Everyone talks about the '18-month wait', but nobody models the system. Using Little's Law, I calculate why 515,000 outstanding cases might become the new normal.
In Chaudhry v Paperchase Products Ltd and anor, the Employment Appeal Tribunal (EAT) has confirmed that an employee whose employer becomes insolvent cannot recover a basic award for unfair dismissal from the Secretary of State unless an Employment Tribunal has actually determined the claim and made such an award.
A look at what 2025 holds for employment law, including day one unfair dismissal rights under the Employment Rights Act 2025, the Court of Appeal's call for whistleblowing reform, and practical implications of For Women Scotland v Scottish Ministers.
How statistical errors and cognitive biases can derail disciplinary investigations. A lesson from criminal law applied to employment disputes.
How to guess your award (without paying lawyers). A look at the Vento bands and Schedule of Loss calculations.
Evidence: Weight, Credibility & Reliability · Burden of Proof · Costs & Wasted Costs Orders in the Employment Tribunal