Acas has published the results of an independent study on its conciliation service. The key results are as follows:
- 75% of claimants took part in the post-ET1 conciliation service offered to them, as did 60% of employers.
- The main reasons for not taking part for claimants was that 54% thought the employer would not be willing to negotiate and 18% thought the employer would not be willing to engage.
- The main reasons for employers not taking part were that 26% felt they had no case to answer to, and 24% reported that they were not willing to negotiate.
- 71% of claimants avoided going to tribunal after receiving help from Acas.
- Among claimants and their representatives who withdrew their cases, 20% felt that the tribunal fees were off putting and 17% felt it was too stressful to continue
Acas has also published new figures on its early conciliation (EC) service which summarise performance for its second full year of EC. The figures show that Acas has dealt with over 92,000 EC cases between April 2015 and March 2016 – nearly 1000 more cases compared to last year.
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.
