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 hearing in England and Wales. Explains how judgments and remedies are issued, remedy hearings, enforcement options, reconsideration and appeals, time limits, and practical next steps for claimants and employers.
An employment tribunal hearing is the culmination of a long dispute resolution process in England and Wales. After evidence has been presented and legal submissions made, the tribunal must decide whether the claimant has proved their case. The period after the hearing is critical: it shapes how (and whether) parties enforce remedies, challenge outcomes, or take further action. This guide explains what happens once the hearing ends, how judgments are communicated, how remedies are determined and enforced, what to do about appeals or reconsideration, typical time limits and practical next steps.
Judgments: What You Receive and When
Oral or Written Decisions
At the end of an employment tribunal hearing, the judge (or tribunal panel) may deliver their decision orally on the day. If time or complexity prevents this, the tribunal will reserve judgment and send a written decision later by post or electronically. Written judgments include the outcome and often written reasons explaining the legal and factual basis for the decision. Parties can request written reasons if they are not provided with the judgment initially, typically within 14 days of the written judgment being sent.
Publication of Judgments
Judgments and written reasons are public documents and are published on the official Employment Tribunal Decisions register on GOV.UK, accessible to the public.
Timeframes
Judgments are generally issued within a few days to a few weeks after the hearing, although more complex cases can take longer. The tribunal aims to provide clarity promptly, but delays of several weeks or months are not uncommon in large or multi‑day hearings.
Remedy and Compensation
When a Claimant Wins
If the claimant's case is upheld, the tribunal will outline the remedy - the action the respondent must take. Remedies vary depending on the type of claim:
- Compensation: Common in unfair dismissal, wage and discrimination cases, calculated based on loss of earnings, injury to feelings and other factors.
- Reinstatement or re‑engagement: Orders to return the claimant to their job (or a suitable alternative) can be made in unfair dismissal cases where appropriate.
- Declarations or other orders: For some discrimination claims, the tribunal may order steps to reduce recurrence of the discriminatory conduct.
Often the tribunal either includes remedy figures in the main judgment or schedules a separate remedy hearing to determine financial awards. ❖ The timing of remedy hearings may differ; sometimes they occur immediately after the liability finding, at a later date, or in writing.
Remedy Hearing
A remedy hearing focuses on quantifying compensation or specifying other requirements. If the tribunal did not decide the remedy at the main hearing, a remedy hearing will be listed at a later date. It involves evidence on losses, future loss, benefits received and other relevant factors.
When the Employer Doesn't Pay
If the respondent does not pay compensation by the deadline (usually within a set period after judgment), the claimant can:
- Request the government to fine and name the employer if they fail to pay.
- Apply to a County Court or use the Fast Track enforcement process with a High Court enforcement officer to recover the debt.
- Pursue enforcement action in Scotland through sheriff officers.
Reconsideration and Appeals
Reconsideration by the Same Tribunal
Employment Tribunal procedure rules allow for reconsideration of a judgment in limited circumstances, typically where an error of law or significant procedural irregularity justifies revisiting the decision. Applications for reconsideration must usually be made within 14 days of the judgment or written reasons being sent. The tribunal may confirm, vary or revoke the original decision.
Appealing to the Employment Appeal Tribunal (EAT)
If a party believes the tribunal erred in law (not simply in fact), they can appeal to the Employment Appeal Tribunal. Time limits for appeal are strict: generally 42 days from the date of written judgment or from the date written reasons are sent if those are later. Failure to follow these deadlines can prevent an appeal.
An appeal does not automatically delay enforcement of the original judgment; unless a stay is granted, the respondent may still be required to fulfil the judgment (such as paying compensation) while the appeal is pending.
Enforcement and Practical Steps
Enforcing Payments
If the tribunal orders compensation and the respondent fails to pay, options include:
- Contacting the respondent to clarify non‑payment reasons.
- Submitting enforcement forms to government departments to issue warnings, fines and public naming.
- Applying to the civil courts for enforcement of the judgment as a debt through bailiffs or enforcement officers.
What If the Employer Cannot Pay?
If the respondent is insolvent (for example, in administration or liquidation), recovery may be challenging; claimants may need to explore alternative government compensation schemes, such as claims via the Redundancy Payments Service for certain statutory entitlements if applicable.
Practical Actions for Parties After a Hearing
Review the Judgment
Carefully read the written judgment and any reasons. If anything is unclear, particularly technical calculations or legal findings, request written reasons within the appropriate deadline.
Understand Time Limits
Be aware of deadlines for reconsideration, appeals and enforcement actions. Missing these can limit options for further challenge or recovery.
Settlement Discussions
After judgment, parties may still engage in settlement discussions, especially in remedy or enforcement stages. A negotiated settlement can sometimes avoid lengthy enforcement or appeals.
Seek Advice
Professional guidance from an employment solicitor, union representative or adviser can help interpret judgments, assess prospects of appeal and plan enforcement strategies.
Common Questions
Will I know the decision on the day of the hearing?
Sometimes. Tribunals may deliver an oral decision at the end of the hearing if time allows; otherwise, a written judgment follows.
Do I get compensation automatically if I win?
No. The tribunal will specify the remedy or schedule a separate remedy hearing to determine what you are owed.
What if I disagree with the decision?
You can apply for reconsideration within 14 days for procedural or clear errors, or appeal to the Employment Appeal Tribunal within 42 days on points of law.
Key Takeaways
After an employment tribunal hearing in England and Wales, the tribunal issues a judgment deciding whether the claimant's claims succeed. Decisions may be delivered orally or in writing, often with a subsequent remedy hearing to determine compensation or other orders. Judgments are published publicly, and parties have specific time limits to request written reasons, apply for reconsideration or appeal to the Employment Appeal Tribunal. If an employer fails to comply with a judgment, claimants have enforcement options through government mechanisms or the civil courts. Understanding these post‑hearing processes, deadlines and remedies ensures claimants and respondents can take appropriate next steps and protect their legal rights.
