Acas has published reports on its first year of Early Conciliation (EC). The Early Conciliation statistical update shows the following key statistics:
– Acas has dealt with over 83,000 EC cases between April 2014 and March 2015.
– Statistics for EC notifications received between April 2014and December 2014show that 63% did not proceed to a tribunal claim, a further 15% resulted in a formal settlement (a COT3) and 22% progressed to a tribunal claim.
– 51% of the 22% of cases that progressed to a tribunal claim have now been resolved by Acas.
The EC research report Acas Conciliation for Individual Dispute Resolution: Evaluation of Early Conciliation 2014/15 shows the following key findings:
– EC saved claimants and employers time, compared to going to Tribunal, with an average of five to six hours spent on EC respectively, as against five or six days spent for tribunal cases.
– 96% of claimants and their representatives who agreed a financial sum as part of their settlement confirmed that it had been paid, whereas only 63% of those who received a tribunal award had received payment.
– 26% of those who could not settle their case through EC and did not go to tribunal, said their reason for not then lodging a tribunal claim was that tribunal fees were off putting.
– Claimants who declined EC said they felt that conciliation would not resolve their issue, or they felt that their employer would not be willing to engage.
– Over half of employers who declined EC said it was because they felt they had no case to answer.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
