The Ministry of Justice (MoJ) have published a number of documents setting out tribunal statistics for October to December 2014 and fee remission figures for the 12 months ending 30 September 2014. Key findings, which show an ever-continuing decline in tribunal claims since fees were introduced, are as follows:
– The total number of single employment tribunal claims received in October to December 2014 was 4,386, which is 12% fewer than in the same period of 2013.
– The number of multiple claims in October to December 2014 was 14,557, which related to 622 multiple claim cases, compared to 5,873 multiple claims in the same period in 2013 and 485 multiple claim cases.
– For issue fees, in the 12 months ending 30 September 2014, the full issue fee was paid in 16,816 cases and either a full or partial issue fee remission was granted in 3,656 cases.
– For hearing fees, 11,905 remissions were requested; 4,175 had the full hearing fee paid; 1,625 were awarded either a full or partial remission; and there is no record of payment/remission for the remaining 6,105 requests.
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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.
