Employment tribunal performance statistics, including volumetrics

Source agency: Justice

Designation: Official Statistics not designated as National Statistics

Language: English

Alternative title: Employment tribunal statistics

This report presents annual statistical information on Employment Tribunals (ET) and Employment Appeal Tribunals (EAT) in Great Britain.

Source agency: Justice

Designation: Official Statistics not designated as National Statistics

Language: English

Alternative title: Employment Tribunal and EAT Statistics

The bulletin presents the latest statistics on type and volume of tribunal cases received, disposed of and outstanding and the number of Gender Recognition Certificates applied for and granted.

The bulletin focuses on information on receipts (i.e. cases received by HMCTS), the outcome of cases by category (e.g. cases disposed of at hearing) and the caseload outstanding (snapshot of live cases at a specific point in time) for the three largest tribunals: Employment, Immigration and Asylum, and Social Security and Child Support. Additional data are available on timeliness, jurisdiction, Employment Tribunal fees, smaller tribunals, Employment Appeal Tribunal and regional receipts for the Employment Tribunal (management information).

Annual data are published as follows: * Employment Tribunal and Employment Appeal Tribunal annual statistics are published in September; these include information on representation of claimants, compensation and costs awarded in the Employment Tribunal for the financial year. * Data from the Special Educational Needs and Disability tribunals covering the academic year are published in December. Further breakdowns include information on the number of appeals registered by type and nature of special education need, and outcomes. * The number of adjournments and postponements by jurisdiction are published annually in June, along with the number of judicial salaried and fee-paid sittings by jurisdiction.

In addition to monitoring tribunal workloads and timeliness, they are used to assist in the development, monitoring and evaluation of tribunal related policy in collaboration with other Government departments, e.g. DWP, BEIS and Home Office.

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In 2022, there were ******* outstanding employment tribunals in England and Wales, compared with ******* in the previous year.

This report presents comprehensive statistics on the judicial selection process and recommendations for Employment Tribunal Members. This exercise ran from August 2009 to January 2010. Most judicial recruitment exercises are run by the Judicial Appointments Commission (JAC). However, Employment Tribunal Members are not listed in schedule 14 of the Constitutional Reform Act 2006, and this exercise was therefore able to be run by the Tribunals. Source agency: Justice Designation: Official Statistics not designated as National Statistics Language: English Alternative title: Statistics of the Employment Tribunals selection and recommendations for appointment exercise, showing diversity

Further information may be found on the gov.uk Survey of Employment Tribunal Applications 2018 webpage.

This is the seventh survey in a series dating back to 1987. The 1998, 2003, 2008 and 2013 surveys (SNs 4894, 6714, 5022 and 7727 respectively) are available at the UK Data Service.

A curated dataset of 2025 statistics concerning employment discrimination charges, workplace retaliation claims, and wage & hour violations filed with the EEOC and corresponding state agencies for the Miami and Minneapolis metropolitan areas.

In 2022/23,****** equal pay tribunals took place in Great Britain, compared with ****** in 2019/20, and ***** in 2020/21. Employers in the UK are obliged to pay men and women equal pay for equal work, with employees entitled to make an equal-pay claim when this is not the case. If claims are not resolved internally, or mediated by a conciliation process, the claims are then assessed by an employment tribunal.

2008 is the latest in a series dating back to 1987

The Survey of Employment Tribunal Applications, 2008 (SETA2008) is the fifth in the series. The first SETA was undertaken in 1987, with subsequent surveys undertaken in 1992, 1998 and 2003. The series aims to provide information on the characteristics of the parties in, and key features of, Employment Tribunal cases.

Additional aims of the SETA 2008 were:

• to update the findings from the Survey of Employment Tribunal Applications, 2003 (held at the UK Data Archive under SN 5022)
• providing an assessment of the impact of the 2004 Dispute Resolution Regulations
• assessing the parties’ knowledge and evaluation of the role of Acas and its involvement; focussing on the role of Acas’s conciliators
• providing a benchmark to measure the impact of any changes in legislation and regulations arising from the Government’s response to the Gibbons Review
• assessing the parties’ awareness of and attitudes towards alternative dispute resolution and mediation
• involvement of Employment Tribunals and parties’ expectations of and satisfaction with the Employment Tribunal system

Abstract copyright UK Data Service and data collection copyright owner. The Survey of Employment Tribunal Applications (SETA98) research project was commissioned by the Department of Trade and Industry (DTI), the Advisory, Conciliation and Arbitration Service (ACAS) and the Employment Tribunal Service (ETS). The study was conducted by the National Centre for Social Research. The aims of the survey were to bring up to date the findings of a previous survey, the 'Survey of Industrial Tribunal Applications', conducted in 1992 (the specific data for this survey is unavailable) on the characteristics of the parties involved in tribunal cases, and to collect more detailed information on what were considered to be the principal factors that determined the outcome and durations of employment tribunal cases. These factors included: the reason for the dispute; the use of workplace disciplinary and grievance procedures; sources of advice and representation; the role of ACAS; the direct costs incurred by parties; and the consequences of the case. SETA98 included five of the major employment tribunal jurisdictions, based on the main jurisdiction identified in the ETS records of the case. These five jurisdictions were as follows: Unfair dismissal; Breach of contract; Wages Act; Discrimination on the grounds of sex and race; Redundancy payments. The sample for the survey was drawn from ETS records of applications, and either the applicant or employer was selected for interview. Interviews were conducted using Computer Assisted Telephone Interviewing (CATI). Depending upon the main jurisdiction in their case respondents completed either a Core or a longer Depth variant of the questionnaires. As a supplement to SETA98, a survey of professional advisors/representatives who had represented respondents during the tribunals covered in SETA98 was also undertaken, thereby providing an opportunity to consider first-hand the views of practitioners. This study is known as the Survey of Representatives, 1998 (SOR98) and is also held at the UK Data Archive, under SN:5006. Three earlier studies regarding employment tribunals have also been conducted on behalf of the Department of Trade and Industry: in 1973 (results published 1975), 1978 and 1987. UKDA currently holds the 1973 study under SN: 1518 (Survey of Industrial Tribunals, 1973) and the 1978 study under SN: 1871 (Experience of Industrial Tribunals/Dismissal, 1978), but not the 1987 study. These earlier studies are mentioned in the documentation for SETA98. Main Topics: The dataset combines all responses for SETA98. It includes data from both the Depth and Core variants of the Applicant and Employer surveys. There are 1408 productive interviews with applicants and 1300 interviews with employers. The supporting documentation includes a guide to the Combined Questionnaire structure (based on the Applicant Depth variant). The following topics were covered in the survey: characteristics of all parties involved in the case; the case and the application; advice and representation arbitration services (ACAS) outcomes interlocutory events full tribunal hearing appeals and reviews costs and benefits aftermath of the case and respondents' feelings as to the outcome. Unfortunately several problems with the CATI (Computer Assisted Telephone Interviewing) script programming meant that the data quality standards fall short of what might be hoped for such in such an important study. The very degree of complexity involved in the proposed survey design and methodology, combined with numerous failures in the routing systems, has resulted in the collection of data in certain cases that are inappropriate and also the non-collection of data in cases where it would be appropriate. Users are advised to read the supporting documentation very carefully before using these data. Disproportionate random sample by jurisdiction and regional office (London and unfair dismissal cases were under-sampled, Scotland and discrimination cases were oversampled). Telephone interview Transcription of existing materials in addition to the interviews conducted, data were gathered from the ETS National Register of Applications for Employment Tribunals (for information on jurisdiction and official outcomes in ETS cases).

Survey of Employment Tribunal Applications (SETA2003) is the fourth in a series of surveys dating back to 1987 which aim to provide information on the characteristics of the parties and the key features of a representative sample of Employment Tribunal cases. The main aims of SETA 2003 were: