What Do the Latest Employment Tribunal Case Figures Tell Us?

The January to March 2023 Employment Tribunal statistics show that there has been an increase in claims received. 8,100 single claims were brought which resulted in a small increase of 5% since last year, whereas 15,000 multiple claims were made, a 15% hike from the year before. Single claims are made by employees individually whereas multiple claims are when more than one employee brings a claim against one employer based on the same situation. There has been an 11% decrease in disposals of multiple claims and the outstanding caseload has jumped by 3%, up to a total of 440,000.

The biggest jump in cases included those relating to unauthorised deduction of wages where over 7,400 claims were submitted (an increase of 57%), redundancy pay, which amounted to 1,700 claims (an increase of 55%) and breach of contract claims where over 6,000 claims were made (an increase of 49%).

Compared with the same time period last year, the most significant changes related to national minimum wages claims which rose by 261%, unauthorised deduction of wages claims which jumped by 74%, breach of contract claims which increased by 101% and discrimination based on religious beliefs which rose by 47%.

Comments on the Employment Tribunal Case Figures

It is not surprising that minimum wage claims jumped by a huge 261% since it was found that over 200 companies paid their staff less than the minimum wage in a recent investigation by Revenue and Customs. Over 60,000 workers were underpaid by almost £5 million in total. These shocking figures have potentially opened the doors to more claims of this nature. Employers should therefore be careful when calculating the wages for time worked, paying correct apprenticeship salaries and when deducting pay.

The increase in employment tribunal claims shows that employees are willing to take matters further if they don’t agree with a decision their employer has made and they believe their rights have been breached. Employers must make sure that they gain external legal advice when it comes to employment or HR processes. This is particularly important in areas such as redundancy and breach of contract which are the largest case increases we’ve seen.

Looking Forwards: The Impact on Employment Law

There have been some key updates in employment laws over the past few months including the announcement of further statutory leave entitlements including annual carer leave and separate neonatal leave. In addition to this, further protections have been put in place for employees including redundancy protection for those on adoption, parental leave or pregnant workers.

There will also be changes to tipping in the hospitality sector where employers will need to track tip allocation to ensure that everyone gets what they deserve. These changes are expected to come into force in 2024. It will be interesting to see if these updates will increase the number of claims being received by the Employment Tribunal or whether following the statistics, employers will be more cautious when it comes to employee rights and making decisions that may affect individuals.  

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