The Ministry of Justice has published Tribunals and Gender Recognition Certificate Statistics Quarterly – July to September 2014, which includes key overall statistics relating to the volume of tribunal cases received, disposed of or outstanding for July to September 2014. Pages 6 and 7 of the report show that the number of single claims received in July to September 2014 was 4,252 – 61% fewer than in the same period of 2013, but 12% higher than last quarter. The number of multiple claims in July to September was 9,360, which related to 401 multiple claim cases. The number of multiple claims cases has also been falling over the last few quarters, from around 1,000 in July to September 2013 to around 400 in July to September 2014. A second document of tables provides statistics about the types of claims received and the three highest drops in claim types compared to the same quarter in 2013 are set out below, along with the comparison with the last quarter in 2014:
– Sex discrimination claims are down 79% compared to July-Sept 2013, but up 92% compared to Apr-June 2014
– Unfair dismissal claims are down 64% compared to July-Sept 2013, but up 9% compared to Apr-June 2014.
– Equal pay claims are down 64% compared to July-Sept 2013, but up 25% compared to Apr-June 2014.
Â
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.
