Equal Opportunities Review has published it survey of discrimination compensation awards made in 2013 (Issue 249 – Michael Rubenstein Publishing – subscription required). The key findings are as follows:
- 355 cases were included in the survey in 2013, down from a total of 422 in 2012, a record high.
- The drop in cases does not yet fully reflect the falling number of claims, the full impact of which has yet to be felt.
- A total of £4,268,327 was awarded in 2013 in compensation for discrimination, plus £15,387 in interest. In 2012 the total amount awarded was £5,268,597 plus £33,149 interest
- Both the average award at £12,023 and the median award at £7,000 continue a downward trend – both being at their lowest for 10 years – with the 2012 figures being £12,485 for the former and £7,500 for the latter.
- Compensation for injury to feelings amounted to £1,847,242, comprising 43% of the overall figure.
- The injury to feelings average at £5,564 shows a decrease on last year’s average – £6,465, but the median has remained constant at £5,000 for four years
- The highest award in 2013 was £168,900 – substantially lower than in previous years – and there were only three awards over £100,000.
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.
