This guide is maintained as a current resource for July 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Comprehensive guide to what happens after an Employment Tribunal decision in England and Wales, covering compliance, enforcement of awards, appeal options, reconsideration, time limits and practical steps for employees and employers.
An Employment Tribunal decision marks a significant milestone in a workplace dispute in England and Wales. After a hearing and judgment, both claimants and respondents must understand what legal steps follow, including enforcement of remedies, possible challenges or appeals, compliance obligations, time limits and practical options if the other party fails to act. This article explains the post‑decision process in clear, structured, accessible language for employees, employers, students and members of the public. It balances basic explanations with accurate legal terminology such as tribunal judgments, the Employment Appeal Tribunal, enforcement orders, compensation and remedies.
Receiving and Understanding the Tribunal Judgment
Once the tribunal has decided the case, you or your representative should receive a written judgment. In many straightforward cases, the tribunal will give oral reasons at the end of the hearing, but you may also request written reasons within 14 days if they were not provided at the hearing.
The judgment document sets out:
- The decision on each issue raised in the claim
- The legal reasoning the tribunal applied
- Any remedy or award (such as compensation or reinstatement)
- Time limits and instructions on enforcement, appeals or reconsideration.
Tribunal judgments are legally binding on both parties and are published on a public register, subject to any anonymisation, and can be accessed online.
Compliance With Tribunal Orders
Remedies and Awards
If you win your claim, the tribunal can order a range of remedies. These typically include:
- Compensation for financial loss such as unpaid wages or redundancy pay
- Compensation for injury to feelings in discrimination cases
- Reinstatement or re‑engagement in appropriate cases
- Other recommendations to prevent future unlawful conduct.
Compensation may be calculated from the date of the discriminatory act or from a period specified by the tribunal. It is usually due within 14 days of judgment unless the tribunal specifies otherwise.
Enforcement of Payment
Tribunals do not enforce their own awards. If the respondent fails to pay:
- You can use the Fast Track Enforcement Scheme, which assigns a High Court Enforcement Officer (HCEO) to recover the debt.
- You can apply to your local County Court for enforcement, potentially obtaining a County Court Judgment (CCJ).
- In discrimination claims, if payment is not made after a notice period, you may apply to have the employer named and fined by the government.
Interest accrues on unpaid awards at a statutory rate (generally 8% per annum) from the date set out in the award.
Non‑Financial Orders
If the tribunal orders reinstatement, re‑engagement or specific actions (for example reasonable adjustments), and the employer does not comply by the deadline, you can ask the tribunal to arrange a further hearing. The tribunal can then require the employer to pay additional compensation for non‑compliance.
Reconsideration of the Judgment
A tribunal may reconsider its own decision in limited circumstances, but this does not extend the strict deadline for an appeal. An application for reconsideration must usually be made within 14 days of the date on which the written judgment was sent or the reasons for it were provided, whichever is later.
Reconsideration applications do not allow new evidence that should have been presented at the original hearing; they typically relate to errors in the tribunal's reasoning or procedural issues.
Appealing the Decision
If a party believes the tribunal's decision contains an error of law (for example incorrect interpretation of legislation or procedural unfairness), they can appeal to the Employment Appeal Tribunal (EAT). The appeal is not a re‑hearing of facts but a review on a point of law.
Time Limit for Appeal
The standard deadline to lodge a notice of appeal is 42 days from the date on which the written judgment or the written reasons were sent to the parties. This deadline applies even if a reconsideration application is made.
The notice of appeal must be served on the EAT and must specify the legal grounds for appeal. Appeals are complex and often require specialist legal advice.
Dealing With Non‑Payment or Insolvency
If the employer is insolvent (for example in liquidation, administration or receivership), enforcement options can be limited. In some cases, you may be able to make a claim to the Redundancy Payments Service for unpaid redundancy or other statutory entitlements.
In insolvency scenarios, recovery of full compensation may not be possible if assets are insufficient. In these circumstances, you may need legal advice to consider your options.
Practical and Financial Considerations
Verification and Calculation
After the decision, review the tribunal's calculations carefully. Minor errors in figures or interest computation can sometimes be corrected by the tribunal on request, provided the issue is raised promptly.
Negotiation After Judgment
Even after judgment, parties can negotiate settlement of awards. Settlement may involve structured payments or other terms acceptable to both sides, potentially avoiding enforcement action.
Common Questions
What if I disagree with part of the decision?
You may explore a reconsideration application (for limited issues) or an appeal to the Employment Appeal Tribunal on a point of law within the applicable time limits.
Can enforcement start before the appeal deadline?
Typically enforcement action is taken once the appeal period has expired or if no appeal has been lodged, unless the respondent applies successfully for a stay of enforcement pending appeal.
What if the employer delays payment?
If payment is delayed past the payment deadline specified in the award and no appeal is pending, you can proceed with enforcement through the Fast Track Scheme or county court procedures.
Final Thoughts
After an Employment Tribunal decision in England and Wales, the post‑decision phase involves several important steps: complying with the judgment, pursuing enforcement of awards, considering reconsideration or appeal avenues, and understanding time limits and remedies available. Tribunals issue written judgments with reasons and publish them publicly. If the respondent fails to comply, enforcement through county court or High Court mechanisms is available. Respondents can also be held to account with penalties for non‑payment in some cases. Understanding this process helps both claimants and employers navigate obligations and rights following an employment tribunal outcome.
