Search

How can we help?

Icon

Can an appellant amend a Notice of Appeal in a rule 3(10) hearing?

In order to appeal a Tribunal decision to the Employment Appeal Tribunal (EAT) an appellant must serve a Notice of Appeal.  A judge or Registrar will review the Notice of Appeal and decide whether the appeal can be heard.  If the judge or Registrar decides that there are no reasonable grounds for appeal, they will issue the appellant with a notification of reasons explaining why their appeal will not be heard.

If an appellant wants to appeal this decision, they can issue a fresh Notice of Appeal which can include new grounds not set out in their original Notice of Appeal.  They can also request an oral hearing to persuade the EAT that there are grounds to hear the appeal and this hearing is called a rule 3(10) hearing.

In Readman v Devon Primary Care Trust the appellant requested a rule 3(10) hearing and was represented by Counsel who raised new grounds of appeal which were reasonably arguable on a point of law.  Counsel sought to amend the Notice of Appeal accordingly.  The EAT allowed the appellant to amend the Notice of Appeal stating that:

If the judge or Registrar decides that there are no reasonable grounds for appeal, they will issue the appellant with a notification of reasons explaining why their appeal will not be heard.

‘It will generally be in the interests of justice that applications for permission to amend at a rule 3 (10) hearing, in circumstances such as I have just outlined, should be granted, even if the point is one that has not been pleaded in the original notice of appeal… provided always, of course, that the point is reasonably arguable.’

The judge went on to say that a rule 3(10) hearing is often the first time an appellant has the benefit of legal advice (an unrepresented appellant can use the Employment Lawyers Appeal Advice Scheme) and often their new representative will raise reasonably arguable points of law that the appellant has not spotted.  The only prejudice that the judge could see in allowing an appellant to amend a Notice of Appeal was the delay in the hearing of the appeal.  The judge did not however consider this to outweigh the right to have an appeal determined.

Respondents will now find it difficult to apply to set aside a decision to amend a Notice of Appeal.  In fact, the judge in this case pointed out that Respondents would be landed with the cost of two hearings rather than one if they do apply to set aside such a decision.

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Author profile

About this article

employmentboddy logo
clipboard logo HR Resources

HR Legislation and Case Law Update

Quick reference guide to upcoming key employment law cases and legislation.

Read, listen and watch our latest insights

art
  • 20 May 2026
  • Employment

Trade Unions Right of Access from October – What you need to know

Under the Employment Rights Act 2025, independent Trade Unions (i.e. those with a certificate of independence) will have a right to access workplaces (physically and digitally) from October 2026.

art
  • 13 May 2026
  • Employment

10 top tips for negotiating a redundancy settlement agreement, for employers and employees

Redundancies are on the rise, resulting in increased use of settlement agreements. We’ve compiled our top 10 tips for drafting and negotiating these agreements to support both employers and employees through this challenging process.

Pub
  • 07 May 2026
  • Employment

Employment Rights Act 2025: Key Changes for Employers

Join Katie Glendinning and Lucy White for a live webinar as they break down the key changes introduced by the Employment Rights Act 2025, offering clear insights into what these reforms mean in practice for employers and HR professionals.

art
  • 29 April 2026
  • Employment

Employment Rights Act: Changing key contract terms will be harder from January 2027

The Employment Rights Act 2025 (“ERA 2025”) introduces a new regime that restricts how employers can change certain core contractual terms, with the key provisions now expected to commence on 1 January 2027.

art
  • 14 April 2026
  • Employment

Updates to Vento Bands 2026: Injury to feelings awards

For discrimination and detriment cases, compensation can also cover non-financial losses, which, in most cases, will include an injury to feelings award.

art
  • 09 April 2026
  • Employment

Bereaved Partner’s Paternity Leave: the new statutory right explained

The new statutory right is not inconsequential, and so to ensure that everyone is up to date: here is what you need to know about this new right.