Equal Opportunities Review have published the results of their survey of discrimination cases filed by the Employment Tribunal Service in Bury St Edmunds, as well as cases sent to them by individual lawyers and employment judges. The survey covers awards made in England and Wales in which the remedies judgment was promulgated in 2014. The survey is widely regarded as probably the most accurate indicator of trends. A summary of key findings is set out below.
– The number of cases where compensation was awarded has not declined despite a 70% drop in claims.
– A total of £7,575,436 was awarded in 2014 in compensation for discrimination in 355 cases, plus a further £70,710 in interest. In 2013, the total awarded was £4,268,237, meaning that there has been a 77% increase in 2014.
– The average award increased by 77%, to £21,339. The median increased by 52% to £10,630 from £7,000.
– Awards for injury to feelings (including aggravated damages) have also increased; the average by 47% to £8,162, and the median by 30% to £6,600 – the first increase in the median since 2010.
The highest award was for sex discrimination – £556,533, followed by disability discrimination – £258,104, race discrimination – £209,188, age discrimination – £72,204, pregnancy or maternity discrimination – £56,092, religion or belief discrimination – £10,000 and sexual orientation discrimination – £6,250
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.
