The Ministry of Justice (MoJ) has published tribunal statistics for January to March 2014. The figures show that the significant reduction in the number of claims since the introduction of fees in July 2013 has continued. In October to December 2013 the figures showed a reduction of 63% in single claims compared to the same period in the previous year. In January to March 2014 there were 59% fewer claims than in the same period of 2013. Of the complaints disposed of by the employment tribunals in the period January to March 2014, 37% related to working time, 19% were for unfair dismissal, 10% were for equal pay and 8% were associated with discrimination.
The appeal against the High Court’s decision dismissing Unison's challenge to the introduction of fees in the employment tribunals and EAT is due to be heard by the Court of Appeal later this year. The High Court ruled that at the time of the challenge there was insufficient data to judge the impact of fees, but the figures so far have provided a very clear picture and assuming the trend continues, the data appears to give strong support to Unison’s case.
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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.
