News & Updates

In London Borough of Ealing & Ors v Peace [2026] EAT 81, the Employment Appeal Tribunal considered how Employment Tribunals should approach amendments to claims during case management. The appeal arose after an Employment Judge finalised a list of issues that incorporated matters contained in later "Particulars of Claim", despite the respondents arguing that some of those matters amounted to new complaints requiring permission to amend.

In Chandrashekarappa v Wipro Ltd [2026] EAT 73, the Employment Appeal Tribunal considered whether an employee was entitled to an uncapped sales bonus after his employer introduced a payment cap and additional approval requirements following approval of the award. The employee argued that he had already satisfied the bonus conditions originally communicated to him and that his entitlement had arisen before those new restrictions were introduced.

In Holmes v Kirklees Council [2026] EAT 80, the Employment Appeal Tribunal considered whether an Employment Tribunal had erred in rejecting claims for unfair dismissal, automatic unfair dismissal linked to trade union activities, and trade union detriment. Mr Holmes, a long-serving UNISON Branch Secretary, argued that disciplinary proceedings arising from allegations of threatening, bullying and intimidating behaviour were in reality a means of removing a troublesome trade union representative.

In DHL Services Ltd v Ignatowicz [2026] EAT 74, the Employment Appeal Tribunal considered an employer’s appeal against remedy findings following a successful unfair dismissal claim arising from a series of Facebook posts connected to a workplace grievance. While the Tribunal had found the dismissal unfair, reduced compensation by 10% for contributory conduct, and ordered reinstatement, DHL challenged the Tribunal’s approach to those remedy issues.

In Komeng v National Highways Ltd [2026] EAT 75, the Employment Appeal Tribunal considered whether a fixed-term employee had been treated less favourably when he was not informed about or nominated for an HR Business Partner development programme that was offered to permanent colleagues.

In Foat v Department for Work and Pensions [2026] EAT 61, the Employment Appeal Tribunal considered appeals arising from a substantial compensation award following findings of disability-related harassment, failure to make reasonable adjustments, constructive dismissal, and unfair dismissal.