Charging Fees in Employment Tribunals and the Employment

Charging Fees in Employment

Tribunals and the Employment

Appeal Tribunal

Consultation Paper CP22/2011

Published on 14 December 2011

This consultation will end on 6 March 2012

Charging Fees in Employment Tribunals

and the Employment Appeal Tribunal

A consultation produced by the Ministry of Justice. This information is also

available on the Ministry of Justice website: www.justice.gov.uk

About this consultation

To:

This consultation is aimed at all stakeholders with

an interest in employment tribunals and

employment matters, or who would be affected by

the introduction of fee charges for employment

claims and appeals to the Employment Appeal

Tribunal.

Duration:

From 14 December 2011 to 6 March 2012

Enquiries (including

requests for the paper in

an alternative format) to:

Doug Easton, on

Tel: 0141 354 8409

Fax: 0141 354 8556

Email: EmploymentFeesConsultation

@hmcts.gsi.

gov.uk

inistry of Justice

HQ Civil Family & Tribunals Directorate –

Employment Tribunals Fees Consultation

Level 1 (post point 1.40)

102 Petty France

London SW1H 9AJ

How to respond:

Please send your response by 6 March 2012 to:

Ministry of Justice

HQ Civil Family & Tribunals Directorate –

Employment Tribunals Fees Consultation

Level 1 (post point 1.40)

102 Petty France

London SW1H 9AJ

Tel 0141 354 8409

Email: EmploymentFeesConsultation@

hmcts.gsi.g

ov.uk

Additional w

ays to feed

in your views:

Should you wish to discuss further please use the

‘Enquiries’ contact details.

Response paper:

A response to this consultation exercise is due to

be published three months after the closing of the

consultation at: http://www.justice.gov.uk

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Contents

Foreword 3

Executive summary 5

Introduction 8

Background 11

The Proposals 14

Part 1 – Employment tribunals – Option 1 fee proposals 14

Part 2 – Employment tribunals – Option 2 fee proposals 40

Part 3 – The Employment Appeal Tribunal fee proposals 51

Part 4 – Operational changes to introduce fees 53

Annex A – List of fee levels to which individual complaints are allocated

under Options 1 and 2 55

Annex B – The legislative framework for the remission system 62

Annex C – Remission 3 – Table of Contributions 67

Annex D – Examples of the application of the HM Courts & Tribunals

Service remission system 68

Questionnaire 72

About you 76

Contact details/How to respond 77

The consultation criteria 79

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Foreword

Promoting growth is this government’s number one

priority. At times of economic hardship, it becomes

more important than ever to ensure that public

services are cost effective and efficient, and to

confront the structural barriers that impede

competitiveness, employer confidence and the

creation of jobs.

Accordingly, we need to identify elements within the

operation of the civil justice system that could present

such barriers. A modern justice system should resolve

conflict effectively, efficiently and as early as possible.

Yet, those involved in the current system can find it a

slow, expensive and daunting experience, one that

fosters rather than minimises litigation, and one which weighs heavily on the

public purse.

Employment tribunals and the Employment Appeals Tribunals, the subject of

this consultation, are particularly in need for reform. Bringing a claim or appeal

to these tribunals is currently free for users, with the full £84 million annual

cost of running the tribunals being met by taxpayers, despite the fact that most

of them will never use the service.

It is of course vitally important that employees have meaningful access to

justice. But employers complain that, at its worst, the operation of the current

system can be a one way bet against them, with parties inadequately

incentivised to think through whether a formal claim really needs to be lodged,

or whether it could be settled in other ways such as conciliation, mediation or

informal discussions.

Though the vast majority of awards in employment tribunals are relatively

modest (the median award is £5000) business tells us that the fear of high

awards being made against them creates uncertainty and can put them off

taking on new staff. Litigation lightly entered into is also often not ultimately in

the best interests of claimants, as people can find themselves bogged down in

lengthy and emotionally draining proceedings.

Accordingly, we are seeking to bring in a fee structure in tribunals and the

EAT. This consultation puts forward two sets of proposals that protect access

to justice for those with low income or limited means, but which also ensure

that those who use the system make a financial contribution. Our goal is to

relieve pressure on the taxpayer and encourage parties to think through

whether disputes might be settled earlier and faster by other means.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Losing your job or being subject to discrimination are matters every bit as

serious as the issues arising in the civil courts. These proposals will put users

of employment tribunals and the EAT on broadly the same footing as courts

users who already pay fees. Just like in civil courts the taxpayer will continue

to fund a system of fee remissions (waivers) for those who cannot afford to

pay. In this way these reforms would rebalance the system, without denying

access to justice for those on limited means.

Developing a fee regime that is appropriate, cost effective and ensures that

users contribute towards the cost of running the service is our ambition, and

one that will also support the broader aim of promoting growth. I hope that you

will consider our proposals carefully to help ensure they are sensible and

proportionate, and will make a genuine difference when introduced.

Jonathan Djanogly MP

Parliamentary Under Secretary of State for Justice

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Executive summary

At present taking a claim to an employment tribunal or appealing to the

Employment Appeal Tribunal is free of charge to users and entirely funded by

the taxpayer. In the financial year 2010/11, the employment tribunals received

218,100 claims and 2,048 appeals were made to the Employment Appeal

Tribunal at a total cost to the taxpayer of £84.2m.

Parliament has already made provision for the charging of fees in tribunals.

The Lord Chancellor has the power, under section 42 of the Tribunals Courts

and Enforcement Act 2007, to introduce fees in certain tribunals which could

include employment tribunals and the Employment Appeal Tribunal.

The Government announced its intention in early 2011

to introduce fee-

charging into these tribunals as part of the wider reforms to support and

encourage early resolution of workplace disputes and in order to transfer

some of the cost burden from the taxpayer to the users of the system.

The policy of introducing fees to contribute to the costs of running employment

tribunals and the Employment Appeal Tribunal is not itself in question in this

consultation. The purpose of this consultation paper is accordingly to seek

views on the proposed fee-charging structure but not the principle of charging

fees in employment tribunals or the Employment Appeal Tribunal.

There are two quite separate schemes for charging fees which we are

consulting on in this paper – Option 1 and Option 2. Because of the significant

differences between these options, respondents are asked to comment on

each one separately. If, following this consultation, the Government decided to

implement Option 1, fees would be introduced in 2013. If Option 2 were

adopted, it would require primary legislation to be implemented in full – we

estimate that could not be achieved until 2014.

There are two alternative fee options proposed within this consultation paper.

The main proposals of Option 1 are:

 That fees will be initially set to recover a proportion of the cost of

providing the service;

 That for single claims

the level of fees should vary depending on the

nature of the claim made (reflecting the likely level of resources used by

claims of this nature) and the stage reached in the proceedings;

 That for multiple claims

the level of fees should vary depending on the

nature of the claim made (reflecting the likely level of resources used by

claims of this nature), the stage reached in the proceedings and

the

number of people in the claim

Resolving Workplace Disputes

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

 That there should be two main charging points for fees – first, on issue

and, for those claims proceeding to hearing, before the hearing.

 That fees will be initially payable at the time of lodging the claim by the

party who makes the claim to an employment tribunal or an appeal with

the Employment Appeal Tribunal.

 That the party that lodges a claim with an employment tribunal or an

appeal with the Employment Appeal Tribunal should initially pay the

hearing fee in advance of the claim or appeal being heard;

 That the indicative fee levels for single claim

s to employment tribunals are

proposed at the following rates:

Fee Initially payable by Amounts

Issue fee Claimant Level 1 – £150

Level 2 – £200

Level 3 – £250

Hearing fee Claimant Level 1 – £250

Level 2 – £1000

Level 3 – £1250

 That there are 6 further fees for certain specified applications that may be

made after a claim has been accepted, and the indicative fee levels are

proposed at:

Fee Initially payable by Amounts

Request for written reasons Party who applies Level 1 – £100

Level 2 – £250

Level 3 – £250

Review application Party who applies Level 1 – £100

Level 2 – £350

Level 3 – £350

Dismissal of case after

settlement or withdrawal

Respondent £60

Set aside default judgment Respondent £100

Counter-claim Respondent £150

Mediation by judiciary Respondent £750

 That the HM Courts & Tribunals Service remission system will be

available for those who need to access the tribunals but cannot afford to

pay the fee; and

 That tribunals have power to order that the unsuccessful party reimburse

the fees paid by the successful party so that the cost is ultimately borne

by the party who caused the system to be used.

 That the indicative fee levels for the Employment Appeal Tribunal are

proposed at the following rates:

Fee Initially payable by Amounts

Issue fee Appellant £400

Hearing fee Appellant £1200

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

The main proposals under Option 2 in this consultation paper are set out

below with the main differences from Option 1 highlighted in bold:

 That there should be one main charging point for fees only, at issue

of claim stage, and in employment tribunals six further fees for certain

specified applications that may be made after a claim has been accepted;

 That the Level of fees should vary depending on the nature of the claim

made (reflecting the likely level of resources used by claims of this

nature) and the value of the claim, and for multiple claims, the number

of people in the claim.

 That if the claimant chooses to seek an award over the threshold of

£30,000 a higher fee is payable (Level 4) irrespective of the nature of the

claim.

 That where a claimant seeks an award lower than the threshold of

£30,000 the Tribunal is prohibited from making an award above the

threshold if the claim is successful.

 That the fee for high value claims (Level 4) will be initially set to

recover the full cost of providing the service with other fees (Levels 1, 2

and 3) set below full cost recovery;

 The indicative fee levels for single claims

in Option 2 are proposed at:

Issue fee Initially payable by Amounts

Level 1 claims (up to an

award of £29,999.99)

Claimant £200

Level 2 claims (up to an

award of £29,999.99)

Claimant £500

Level 3 claims (up to an

award of £29,999.99)

Claimant £600

Level 4 claims – Any type of

claims where the award

sought is unlimited

Claimant £1750

 That fees will be initially payable at the time of lodging a claim by the

party who makes the claim to an employment tribunal or an appeal with

the Employment Appeal Tribunal;

 That the HM Courts & Tribunals Service remission system will be

available for those who need to access the system but cannot afford to

pay the fee;

 That tribunals have power to order that the unsuccessful party reimburse

the fees paid by the successful party so that the cost is ultimately borne

by the party who caused the system to be used.

It should be noted that Option 2 relates only to the employment tribunals and

that only one proposal (described at Part 3) is made in relation to the

Employment Appeal Tribunal.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Introduction

This consultation sets out proposals for introducing fee-charging into

employment tribunals and the Employment Appeal Tribunal. The consultation

is aimed at employers, employees, trade unions, employer organisations,

representatives and other interested parties in Great Britain.

It is being conducted in line with the Code of Practice on Consultation issued

by the Cabinet Office and falls within the scope of the Code. The consultation

criteria, which are set out on page 4 of the Code

have been followed.

At the time of publication options continue to be developed and discussed in

relation to devolving the administration of tribunals in Scotland. However, no

decisions have yet been made. To that end and for the purposes of this

consultation, the fee proposals cover the whole of the current jurisdiction of

employment tribunals in England, Wales and Scotland, (Northern Ireland has

its own separate employment tribunal and does not form part of this

consultation).

It has been announced

that Government intends to consider whether and

how to introduce a “Rapid Resolution” scheme to provide quicker, cheaper

determinations in low value, straightforward claims (such as holiday pay), as

an alternative to the current employment tribunals process. Any such scheme

may remove some types of claims from the jurisdiction of the employment

tribunals. Proposals will take time to develop, and will be subject to full

consultation.

An Impact Assessment has been completed and provides preliminary

estimates given the state of knowledge at the time of writing. The Impact

Assessment indicates that under our proposals overall, employment tribunal

claimants would tend to be worse off while respondents, taxpayers and HM

Courts & Tribunals Service would be better off.

A separate Equality Impact Assessment for our fee proposals has also been

prepared and published. The overall assessment in the Equality Impact

Assessment is that there are some implications of the proposals on Equality

Act 2010 protected characteristics groups in seeking access to justice; these

will impact on different equality groups differently insofar as they have varying

income profiles. Based on the limited information available, the initial

assessment in the Equality Impact Assessment is that the proposals do not

amount to direct discrimination and is unlikely to amount to indirect

http://www.bis.gov.uk/files/file47158.pdf

Department for Business, Innovation & Skills, ‘Resolving workplace disputes:

Government Response to Consultation’, published in November 2011.

http://www.bis.gov.uk/Consultations/resolving-workplace-

disputes?cat=closedwithresponse

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

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discrimination under the Equality Act 2010. This is because the Government

considers that the proposals, if implemented, would be likely to be a

proportionate means of achieving the legitimate aim of transferring a

proportion of the cost of running the tribunals from the taxpayer to those who

use the service and can afford to pay.

Comments on the Impact Assessment and in particular the specific questions

within the Equality Impact Assessment are particularly welcome.

The Impact Assessment and Equality Impact Assessment use the 2009/10

cost and caseload to assess the impacts of proposals because at the time of

development this was the latest available information. However, given its

subsequent availability this consultation paper refers to 2010/11 outturn costs

and caseload. When the Government publishes its response to consultation,

the Impact Assessment and Equality Impact Assessment will be updated with

the 2010/11 data.

Copies of the consultation paper are being sent to:

 Administrative Justice and Tribunals Council

 Advisory, Conciliation and Arbitration Service

 Age & Employment Network

 Association of British Insurers

 Association of Chief Executives of Voluntary Organisations

 Association of Recruitment Consultancies

 British Chambers of Commerce

 Chartered Institute of Personnel Development

 Confederation of British Industry

 Citizen’s Advice

 Citizen’s Advice Scotland

 Discrimination Law Association

 Employment Bar Association

 Employment Law Group

 Employment Lawyers Association

 Engineering Employers Federation

 Entrepreneurs’ Forum

 Equality and Diversity Forum

 Equality and Human Rights Commission

 Federation of Small Businesses

 Forum of Private Business

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

 Free Representation Unit

 GMB

 Institute of Directors

 Institute of Employment Rights

 Joint Industry Board for the Electrical Contracting Industry

 Judge D J Latham. President Employment Tribunals (England and

Wales)

 Judge S Simon. President Employment Tribunals (Scotland)

 Law Society

 Law Society of Scotland

 Legal Action Group

 Lord Justice Carnwath, Senior President of Tribunals

 Mr Justice Underhill, President, Employment Appeal Tribunal

 National Association of Citizens Advice Bureaux

 Public and Commercial Services Union (PCS)

 Scottish Trades Union Congress

 Scottish Discrimination Law Association

 Trades Union Congress

 Unison

 Unite.

However, this list is not meant to be exhaustive or exclusive and responses

are welcomed from anyone with an interest in or views on the subject covered

by this paper.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Background

Employment tribunals were initially created by the Industrial Training Act 1964

to hear appeals against training levy assessments imposed by industrial

training boards. This remains one of their functions today, but the jurisdiction

has since expanded to embrace a large number of different types of claim

arising from employment situations. There are, in employment tribunals,

separate jurisdictions for England & Wales and Scotland. The Employment

Appeal Tribunal generally hears appeals from all the employment tribunals on

points of law.

The employment tribunals and Employment Appeal Tribunal are administered

by HM Courts & Tribunals Service. The cost of running the tribunals is met

through the allocation of funds provided to the Ministry of Justice (MoJ) from

HM Treasury and ultimately provided by the taxpayer. In 2010/11 the cost of

running the employment tribunals was £81.8m and the cost of running the

Employment Appeal Tribunal was £2.4m.

There are clear reasons why fees should be introduced into the employment

tribunals and the Employment Appeal Tribunal. First, these tribunals are

similar to civil courts as they act as independent adjudicators with the power to

make legally binding decisions in a dispute between two parties. Indeed there

are claims that can be made in either the civil courts or the employment

tribunals.

Users in the civil courts in England & Wales and the separate

Scottish civil courts have been charged fees for many years and introducing

fees will place employment tribunal users on the same footing. As provided by

HM Treasury

guidance: “It is Government policy to charge for many publicly

provided goods and services. This approach helps allocate use of goods or

services in a rational way because it prevents waste through excessive or

badly targeted consumption.”

This policy does not underestimate the seriousness of claims that deal with

the loss of a job or being discriminated against, or the level of impact that

these events can have. Rather it recognises that such claims are equal to

those in the civil courts where issues of medical negligence, personal injury, or

even family law matters all attract fees. Employment tribunal users, potentially

vulnerable though they may be, have no more reason not to pay fees than

those seeking to gain access to their children.

A claim for breach of contract (wrongful dismissal) may be made to an employment

tribunal or to a county or sheriff court. If the sum claimed is £25,000 or less the

claim should be made to the employment tribunal. If the sum claimed exceeds

£25,000 the claim must be made in the county or sheriff court.

Section 6.1.1, “Managing Public Money” (http://www.hm-

treasury.gov.uk/psr_managingpublicmoney_publication.htm)

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Secondly, a significant majority of the population will never use employment

tribunals but all taxpayers are being asked to provide financial support for

parties who settle a workplace dispute in this way. Moreover, the taxpayer fully

funds conciliation offered by Acas for those involved in employment disputes

which can be accessed before or after the making of a claim. This currently

offers users two different forms of dispute resolution without being required to

make any financial contribution towards the cost of providing either service. At

a time of tight financial pressures, it is not possible to sustain this and

introducing fees in employment tribunals will reduce the financial burden on

the taxpayer as well as bringing the tribunals into line with Government policy

on fee-charging generally.

Thirdly, as set out in the Resolving Workplace Disputes

consultation, it is

recognised that fees can influence the behaviour of those who might become

involved in employment tribunal proceedings by encouraging them to resolve

their dispute by other means (e.g. within the workplace, via mediation or

conciliation) or, if a claim is made, earlier in the tribunal proceedings. Ensuring

that tribunals, along with courts, are seen as an option of last resort is

essential to improving the way disputes are resolved and encouraging

reasonable behaviour. Consequently, we believe it is right that fees are

charged for using these tribunals.

However, our fee proposals will mean that taxpayers continue to subsidise

part of the cost of administering employment tribunals and the Employment

Appeal Tribunal. Under the proposals contained within this consultation paper

it is intended that (at commencement) most fees will be set below the full cost

i.e. the fee charged will not cover the actual cost of running the tribunals. In

addition it is an integral part of our proposals that the taxpayer will fund the

employment tribunals for any individual who cannot afford to pay the fee via

the remission system which offers full or part fee waiver. It is important when

considering our proposals that the fee proposals and remissions are

considered together as part of the overall package of measures.

Developing a cost-effective fee structure which obtains a reasonable financial

contribution from users but does not act as a barrier to justice is a challenging

task. As a starting point initial views have been sought from external groups

during the Resolving Workplace Disputes stakeholder engagement, as well as

from the senior judiciary and HM Courts & Tribunals Service operational staff.

Any proposed fee structure should comply with HM Treasury policy on

charging fees.

A further key contextual component is the administration of the

fee structure by HM Courts & Tribunals Service, which already charges fees

for the services provided and proceedings issued in the civil courts in England

and Wales. Given that considerable savings could be made by adopting or

http://www.bis.gov.uk/assets/biscore/employment-matters/docs/r/11-511-resolving-

workplace-disputes-consultation.pdf

See chapter 6 of HMT’s “Managing Public Money” (http://www.hm-

treasury.gov.uk/psr_managingpublicmoney_publication.htm)

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

adapting current processes or systems, it is important to make the best use of

existing resources and staff expertise where possible.

Format of the consultation paper

Two alternative fee structures are proposed within this consultation. Both

structures seek to transfer part of the cost of running the tribunals from the

taxpayer to the user, and have some features in common, e.g. they both

propose that the unsuccessful party pays the fees. However, there are

significant differences between them as the two options have different aims

and are seeking to achieve different outcomes. Only one proposal is made in

relation to the Employment Appeal Tribunal.

Developing a fee structure is complicated and requires the appreciation of a

large range of factors and underlying requirements. Option 1 is worked

through in detail in Part 1. To support policy development of Option 1 a cost

model has also been developed to ensure the proposals are equitable, in

terms of ensuring proportionate contribution to costs is sought across fees

types. The model is discussed in more detail in the impact assessment and

will be reviewed and updated during the consultation period.

Option 2 is summarised in Part 2 and is a high level option where all the

underlying cost implications have yet to be fully considered. Depending on the

responses to the consultation and the Government’s decision on what fee

structure should be introduced, we will ensure that the response to this

consultation contains the full underlying detail of our proposals. Part 2 also

offers a comparison between Options 1 and 2.

Many forms of fee structures exist so further alternative options that were

considered but not proposed have been included throughout this consultation

document. Whilst these do not form a comprehensive list of all the alternatives

considered, these summaries should help respondents to assess the

suitability of the proposed structures.

Part 3 considers a fee structure for the Employment Appeal Tribunal where

only one type of fee structure is proposed. Finally, Part 4 seeks views on the

operational implications of introducing fees into the employment tribunals and

the Employment Appeal Tribunal.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

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The Proposals

Part 1 – Employment tribunals – Option 1 fee proposals

Section 1 – Developing a fee structure

1. Developing a fee structure that is suitable for employment tribunals and

the Employment Appeal Tribunal presents a number of issues. There are

many inter-dependencies to consider, questions to resolve such as when

to charge and what to charge for as well as what is fair for users and what

is the likely impact of introducing a fee charging system. All of this is set

in the context of tribunals with particular characteristics and ways of

working that have become established without fees being in place.

2. Recognising this, there is a need to ensure that the key issues are

identified and used to help shape suitable proposals for consultation. This

section explains the criteria that are considered important for success and

provides the basis for the fee structure outlined in this consultation.

3. The starting point is to acknowledge that the purpose of a fee structure is

to act as the method of achieving the transfer of part of the cost burden

from the taxpayer to the users of the service and under our proposed

Option 1 this is adopted as its objective. However, fees must not prevent

claims from being brought by making it unaffordable for those with limited

means. Therefore, a fee remission system will be a key component of the

fee structure and one that is integral to the fee proposals.

4. A fee structure that is simple to understand and administer brings benefits

for users as well as HM Courts & Tribunals Service, who administer the

employment tribunals. For users a simple fee structure makes it easier to

understand and ensures that the decision to bring a claim is made in the

knowledge of the potential fee. For HM Courts & Tribunals Service the

greater the number and range of fees the more expensive the system will

be to implement and subsequently administer. Any additional cost will

ultimately be borne by users through fees and the taxpayer through HM

Treasury funding.

5. The decision to charge fees sits within the wider proposals on reform of

the employment landscape. It is important to recognise the impact that

fees can have on resolving disputes early and encouraging parties to

think more carefully about alternative options before making a claim or

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

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taking a case to final hearing. Unmeritorious claims

consume valuable

administrative and judicial resources before they are disposed of;

resources that would otherwise be available to deal with meritorious

cases. Whilst there is considerable disagreement about the number of

weak and vexatious claims that are made,

it is expected that the

introduction of fees will encourage parties to resolve disputes earlier and

to think more carefully about alternative options before making a claim or

taking a case to final hearing.

6. With these issues in mind the purpose and success criteria for the Option

1 fee structure are:

Purpose:

 To transfer part of the cost burden from taxpayers to users of the

employment tribunals and the Employment Appeal Tribunal.

Criteria:

 Recover a contribution towards the costs from users which will be

used to support and fund the system.

 Develop a simple, easy to understand and cost-effective fee structure.

 Maintain access to justice for those on limited means.

 Contribute to improving the effectiveness and efficiency of the system

by encouraging users to resolve issues as early as possible.

7. It should be noted that Option 2 has wider policy aims, although the same

criteria for success have been adopted. The Option 2 fee structure is

discussed in Part 2.

Question 1 – Are these the correct success criteria for developing the

fee structure? If not, please explain why.

In the civil courts, while the matter is within the court’s discretion, the normal rule is

that the successful party is awarded costs against the unsuccessful party. Different

considerations generally apply in employment tribunal proceedings. The underlying

concept in relation to costs (in Scotland, expenses) in the employment tribunal has

always been that a person who, in good faith, considers that s/he has a good cause

of action or ground of defence, should not be inhibited from taking or defending

proceedings before a tribunal for fear of liability for costs, which can provide a

deterrent to civil litigation in the courts, and therefore as a general rule tribunals do

not normally award costs or expenses.

For example, the Institute of Directors 2010 Manifesto for Business said: “Too many

weak claims are being made by employees because there is no incentive for

employees and their lawyers not to bring weak cases to tribunals.’ Conversely, in

their response to the BIS Resolving Workplace Disputes consultation the TUC said

there is no ‘empirical evidence that a substantial proportion of employees currently

use the Tribunal system to pursue unmerited cases’.

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Section 2 – The cost of employment tribunals

8. Section 1 set out the purpose for a fee structure in employment tribunals

for the Option 1 proposal and the criteria to assess the options. However,

fees for public sector services are charged in accordance with HM

Treasury guidelines

which state that users should be charged no more

than it costs to provide that service unless there are strong public policy

reasons to do so. This section provides a summary of the cost of

administering employment tribunals and considers what cost recovery

levels are appropriate to seek from users when introducing fees for the

first time. The Employment Appeal Tribunal is considered separately in

Part 3.

9. In the financial year 2010/11

employment tribunals received

approximately 218,000 claims. The budget for dealing with employment

tribunals in 2010/11 was £81.8m. The break-down of costs is set out in

the pie chart below which shows that the largest single component was

judicial cost, (mostly related to judges’ salaries, fees and expenses).

ET total cost in 2010/11 = £81.8m

Judicial fees

19%

Court costs

Judicial expenses

Overheads

12%

Other admin

Staff admin

18%

Estates

16%

Judicial salaries

28%

Judicial

51%

Employment tribunals expenditure in 2010/11

 Judicial Salaries £23.0m

 Judicial fees and expenses £16.9m

 Administrative staffing £14.7m

Managing Public Money – HM Treasury.

For the purposes of policy development and impact assessing the policy proposals

a cost model was developed using the most up to date information available at the

time; i.e. the 2009/10 ET and EAT financial outturn and statistical information.

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 Estates £13.m

 Overheads

£10.2m

 Other Administrative costs £2.4m

 Court costs £1.3m

10. Good management of public services requires continuous improvement

and review of operational costs. HM Courts & Tribunals Service are

already undertaking efficiency savings in employment tribunals, which will

continue in the future.

However, as long as claims are brought to

employment tribunals, a cost of processing them will occur and be

required to be met.

11. The cost of administering the employment tribunals arises first from

providing the processes needed to deal with the claims, as well as the

costs that arise from the need to support the processes such as buildings,

equipment, IT systems, staff and the judiciary. In processing claims,

employment tribunals incur administrative costs in the receipt and service

of claims, the receipt and service of responses, dealing with pre-hearing

issues, responding to enquiries, arranging and holding hearings and

providing notification of judicial decisions.

12. There are also many judicial decisions needed to consider claims and

responses, including the holding of case management discussions and

pre-hearing reviews, identifying and narrowing the key issues of dispute,

dealing with correspondence and conducting hearings. Two non-legal

members, drawn from both sides of industry

sit with a qualified judge in

Overheads consist of MoJ Estate costs, the costs of services centrally provided by

MoJ (such as HR and Payroll), and internal HM Courts & Tribunal costs arising from

support directorates.

Various innovations have been introduced over the last 18 months in the

employment tribunals in England & Wales and Scotland and that process

continues. These innovations include evening sittings, case management pilots with

ACAS officers being present, digital recording of proceedings, variations in listing

processes, changes in case management procedure (source: Senior President of

Tribunals Annual Report 2011 – http://www.judiciary.gov.uk/Resources/JCO/

cuments/Report

s/spt-annual-report-2011.pdf).

Lay members are appointed by the Secretary of State after consultation with

organisations of employees and employers (Reg 8(3)(b) & (c) of the Employment

Tribunals (Co

nstitution and Rules of Procedure) Regulations 2004). The members

have knowled

ge and experience in commerce and industry and bring this practical

experience to bear in their judicial role.

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nearly all hearings

to ensure that a balanced judgement is reached.

There are also indirect costs of providing the service such as line

management, payroll and IT. It is all these costs of providing the

employment tribunals that form the basis for the level of fees.

13. In order to allocate costs across the process a cost model was developed

for the Option 1 fee structure that combined three sets of management

information namely:

 2009/10 financial outturn data including overheads;

 A list of case events showing the stages cases may go through during

their lifecycle together with the volume of 2009/10 cases where each

event occurred; and

 The amount of judicial and administrative effort that is involved for

each stage/case event.

14. HM Treasury policy requires every fee-charging statutory service to have

a financial objective for the level of cost recovery agreed between the

responsible Minister and Treasury. The default position is that fees should

be set, so far as possible, at levels that reflect the full cost

(but no

more),

of the process involved. Consequently, the highest fee levels that

could be set would reflect the full cost of providing employment tribunals

services. Lower targets can be agreed where there is a sound policy

justification.

15. The civil courts in England and Wales aim to attain 100% of cost from

users net of the remission system, by 2014/15.

Under the Option 1 fee

structure we propose setting fee recovery rates lower than this when

introducing fees into employment tribunals.

Section 4 of the Employment Tribunals Act s.4(2) – Employment Tribunals Act 1996

– provides that certain proceedings are, unless an Employment Judge decides

otherwise, to be heard by an Employment Judge sitting alone. These proceedings

include failure to pay guarantee, redundancy and insolvency payments, breach of

contract claims and unlawful deductions from wages. The question of whether

claims for unfair dismissal should be heard by an employment Judge alone was

raised in the Resolving Workplace Disputes and the position announced in the

Government response.

See chapter 6 of HMT’s “Managing Public Money” (http://www.hm-

treasury.gov.uk/psr_managingpublicmoney_publication.htm). Although the term full

cost is used, the target is no

t literally full cost recovery as the taxpayer makes and

will continue to make a significant contribution to employment tribunals. A better

way of describing the policy is full cost pricing. In other words, fees should be set at

levels calculated to cover the cost of the system if paid in full in every case.

The cost of running the civil and family courts in England and Wales is currently

some £619m a year and 82% is funded through court fees. In Scotland 76% of the

cost is recovered. To ensure access to justice is protected, both jurisdictions

operate their own remissions systems which are funded by the taxpayer.

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16. Other things being equal, charging fees will tend to have an impact on the

number of claims made because parties will have another factor to take

into account when deciding whether to make a claim. However, the

impact is extremely hard to forecast as there is currently no research that

provides a reliable assessment of the impacts of charging fees

specifically on employment tribunal users. However, a similar exercise

has in the past been undertaken for the civil courts.

To the extent that

the experience of civil court fee-charging is a guide, this MoJ research

suggests that Tribunal users required to pay a fee would not be especially

price sensitive and that other factors will be more influential in the

decision to make a claim than a fee.

17. There is no reason to assume that similarly wide-ranging motivations will

not apply in the employment tribunals. However, given that civil court fees

are long established, introducing fees where none have previously

existed means that impacts could be greater and are harder to predict.

18. Under Option 1 initial fee levels are proposed at a much lower level than

would be required to achieve full cost recovery. The indicative fee levels

for Option 1 are set out in section 9. Assumptions regarding the sensitivity

of users to fee charging are outlined in the accompanying impact

assessment.

Charging for all types of claims

19. There are over 60 different types of claims that can be made to

employment tribunals which include discrimination, equal pay and unfair

dismissal. We propose that all types of claims and appeals are subject to

a fee. With appropriate safeguards to protect access to justice this is fair

because:

 The cost of the service is borne across all users;

 It will allow all users to make informed decisions when deciding

whether to make a legal claim or use an informal route to resolve their

dispute; and

 It reflects the long-standing approach taken in the civil courts (where

all types of claims and appeals attract a fee).

Alternative options

20. The vast majority of claims dealt with by the employment tribunals are

‘party versus party’ disputes in which neither party is representing the

State. However, there are a small number of claims per year where an

employer or an individual appeals against a decision of a Government

“What’s cost got to do with it? The impact of changing court fees on users”,

MoJ Research Series 4/07, June 2007

(http://www.justice.gov.uk/publication

s/do

cs/changing-court-fees.pdf).

For further information on impacts see the impact assessment.

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body.

These include appeals against a prohibition or improvement

notice issued by the Health and Safety Executive and appeals against a

decision of the Secretary of State not to make an insolvency payment in

lieu of wages and/or a redundancy payment.

21. In the civil courts, appeals against decisions of the State are subject to

fees and we see no reason to exclude these types of appeal in the

employment tribunal fee structure. Those who appeal a decision of the

State should be encouraged to consider carefully the consequences of

taking formal legal action as should others making a claim in the

employment tribunals. Our proposals mean that such appeals will attract

the lowest level of fees and individual appellants will be able to apply for

remission of the fee if they cannot afford it (see section 5).

22. Another option is to exclude some party versus party claims from fees,

either on the basis of the type of claim or on the basis of low value of

claim. However this option is not proposed because:

 It is common in employment tribunals for claims to contain several

types of jurisdictional complaint and exempting one type of claim may

encourage users to seek redress under an exempt route which will in

turn perversely increase demand for it;

 Establishing a robust definition for the types of claim that should be

excluded is not possible without creating unfairness for some users;

and

 Cost is incurred irrespective of the type of claim or whether the claim

is for a small or non-monetary value so such claims should not be

exempt from fees or consideration of the consequences of taking legal

action.

Question 2 – Do you agree that all types of claims should attract fees? If

not, please explain why.

Section 3 – Fee types – issue and hearing fees

23. The above sections set out the background and general cost recovery

approach. This section outlines the types of fees we propose and the

basis for fee charging in employment tribunals under Option 1. The

proposed fee structure for the Employment Appeal Tribunal is set out in

Part 3.

24. Introducing a charging regime means setting fees at levels that reflect the

cost of the services provided. The cost of a claim in employment tribunals

In 2010–11 there were 508 appeals against the decision of the State.

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depends on how much administrative and judicial resources a case

uses.

This in turn depends on;

 The stage in the process i.e. the earlier stages consume less resource

than the later stages; and

 The complexity of the issues to be resolved i.e. the nature of the

claim.

25. It is proposed that these two factors are used to develop a simple fee

structure that ensures that the fee is reasonably representative of the cost

and ensures that the costs of administering the fees structure are kept to

a minimum.

The stage in the process

26. The cost of dealing with a claim in employment tribunals increases the

further a claim progresses. This is because at hearing it is normally a

judge and two lay members who deal with the case. In pre-hearing work it

is the judge alone who considers and deals with the parties, supported by

administrative staff. To reflect this increasing cost and the fact that around

80% of jurisdictional complaints do not require a hearing, it is proposed

that, under Option 1, fees are charged at two stages in the process

namely:

 At the point of making a claim (the issue fee); and

 Before the case is heard (the hearing fee).

27. The advantages of adopting this approach are:

 It is simple to understand;

 Keeps down the costs of administration; and

 Encourages users to consider settlement before and during the

tribunal process.

28. However, fees at two points in the process mean that users will not know

at the start of the process whether they will need to pay a second fee

because payment will only be due if the case requires a hearing. Other

disadvantages are that:

 The total fee payable in those cases which require a hearing is higher

than under Option 2; and

 It is more complex and expensive for HM Courts & Tribunals Service

to implement and administer than a single flat fee.

‘For further detail on the cost of claims see sections 1.27–1.30 of the Impact

assessment.

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Alternative options

29. A further option would be to charge a fee once the case has concluded

when an accurate calculation of the cost of the case could be calculated.

However, this option is not proposed because:

 It would require extra expenditure to create a system capable of

calculating the exact cost in every case

 Payment after the case is concluded offers no direct incentive to users

to consider alternative methods of dispute resolution; and

 It would take considerable resource to develop processes for the

tribunal to ensure that payment after the event was secured.

30. Another option is to charge fees at more stages in the process, for

example, for pre-hearings or at every time an application is made, and is

the approach used in the civil courts. In light of the informal nature of

employment tribunals, which allows for frequent direct contact between

the parties and the judiciary, this is not proposed because:

 It would require extra payment each time an application was made

which could slow the process;

 The fee charging system would need to account for those types of

claims that do not have pre-hearing work (i.e. not charge a fee);

 It could change the informal nature of employment tribunals; and

 Initial estimates suggested that the introduction of a third charging

point would cost in the region of 50% more to administer than the 2

charging point approach.

31. In part 2 we consider the option of charging one fee only at the start of the

process. With this in mind please consider the following question.

Question 3 – Do you believe that two charging points proposed under

Option 1 are appropriate? If not, please explain why.

The complexity of the case

32. The second factor that impacts on the cost of the case is the complexity

of the issues it raises. Where claims raise difficult legal issues and/or

where the facts are complex, the cost will increase. Conversely, there are

claims made to the employment tribunals which require a purely factual

decision.

33. HM Courts & Tribunals Service already allocates claims into 3 categories

for the purposes of administration and listing cases. These are:

For example, complaints of failure by the employer to provide a guarantee payment

or make a redundancy payment are routinely listed for a 1 hour hearing.

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 Level 1 – generally claims for sums due on termination of employment

e.g. unpaid wages, payment in lieu of notice, redundancy payments.

 Level 2 – generally claims relating to unfair dismissal.

 Level 3 – all discrimination complaints, equal pay claims and claims

arising under the Public Information Disclosure Act.

34. The levels into which claims are allocated are determined by the

administrative and judicial resource that the claims within each Level are

likely to use given the complexity of the issues that are likely to arise. In

general, more cost is incurred to deal with Level 2 and 3 cases because

on average these types of cases require more judicial case management,

more pre-hearings and longer final hearings (for further information see

the Impact Assessment).

35. Cases within Level 1 generally consume smaller amounts of

administrative and judicial resources because they raise factual issues

that are straightforward to determine. Currently they are automatically

listed at receipt of claim for a short hearing (1 hour) 9 weeks hence.

These claims would therefore attract the lowest fees and our analysis

suggests that Level 1 claims are likely to be those that are of small value.

In 2010/11 62% of the jurisdictional complaints accepted by employment

tribunals fell into this category.

36. As the cost incurred differs between the categories, it is proposed that all

claim types are allocated to one of the three levels for the purposes of

setting fee levels. The full list of claim types and their suggested

allocation to the three fee levels are provided in Annex A.

37.

It is common for claimants to send in their claims

with more than one type

of jurisdictional complaint. It is not proposed that each and every

complaint made on a claim form should attract a separate fee as this

could require a range of fees that will add to the complexity and cost of

the system. Instead it is proposed that the fee payable will be that which

relates to the highest Level claim. For example:

 A claim with unpaid wages (Level 1) as well as unfair dismissal (Level

2) would pay the Level 2 fee only.

38. We recognise that basing the fee on the amount of resource that the

claim consumes from both an administrative and judicial perspective

means that the fees payable in Level 3 cases, e.g. those containing either

a claim of discrimination or a ‘whistleblowing’ claim, are higher than those

payable in other types of claim. However, we believe it is right that all

users contribute towards the cost of the tribunals and that higher fees

should be payable by cases that use the greatest level of administrative

and judicial resources. We also believe that the remission system we

propose to introduce will ensure that access to justice will be protected for

those seeking to bring such complaints (see section 5).

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Question 4 – Do you agree that the claims are allocated correctly to the

three levels (see Annex A)? If not, please identify which claims should

be allocated differently

and explain

your reasons.

Alternative options

39. There are over 60 types of claim that can be made to employment

tribunals and an alternative approach would be to set a different fee for

each specific claim type. This could enable fee levels to reflect more

accurately the cost of dealing with each specific type of claim. But as

each claim type is processed in a similar way, the cost of processing most

types of claim is largely the same. Allocating each individual claim type a

different fee would be overly complex and as differences in cost are

reflected in the allocation of fees to the three levels outlined above, this

option is not proposed.

Conclusion

40. It is never possible to predict with complete accuracy how much resource

a claim will use, which means that fees can only ever reflect a

representative amount of the actual cost. Under Option 1 we believe our

proposal to combine a two stage approach with three levels of fees, offers

users a reasonably representative cost that ensures that cases more

likely to use resources are charged a higher fee, without being overly

complex for either users or administrators.

41. However, in part 2 we explore the option of charging one fee at the start

of the process and basing fees more closely on the value of the claim –

i.e. giving individuals submitting a claim the choice of paying a lower fee

for lower value claims – up to a certain threshold. Individuals could

choose to submit a claim for an amount above the threshold (i.e. £30,000

or more) and would then pay a higher fee.

Question 5 – Do you think that charging three levels of fees payable at

two stages proposed under Option 1 is a reasonable approach? If not,

please explain why.

Section 4 – Who pays the fees

42. In section 3 it was proposed that fees reflect the nature of the claim and

be paid at two stages in the process, namely at issue and at hearing, to

reflect the relative cost at each stage. This section considers who should

pay the fee and outlines 6 further application specific fees.

43. Unlike alternative forms of dispute resolution, employment tribunals

determine which party is at fault. The party at fault or the unsuccessful

party can be considered to have given rise to the cost of the tribunal

proceedings, either by requiring someone to bring an action to enforce

their rights or by having brought an action which was found to be without

merit.

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44. Given the party versus party nature of the proceedings, it seems

appropriate that the unsuccessful party should bear the cost of the fees

where the tribunal so orders. If the claimant is successful, they were

proved right to bring the claim and if the respondent is successful, they

were proved right to defend the claim.

45. It is of course open to parties to reach a settlement at any time. The

employment tribunals do not currently intervene in the details of private

settlements reached and it is not proposed that fees should alter this

approach. Therefore, parties will need to take account of any fees paid as

part of their settlement negotiations.

46. In order to make an order that the fees paid are to be reimbursed by the

unsuccessful party, tribunals will require the power to do so under their

rules of procedure.

If the respondent is successful and incurs a fee the

same rule will apply. However, it is proposed that tribunals will have the

power not to order reimbursement in any case where it considers that it is

not appropriate given the circumstances.

47. This proposal is not intended to change the cost awards made in

employment tribunals, where generally parties pay their own costs (e.g.

lawyers’ fees and expenses). The tribunal’s existing power to order one

party to the proceedings to meet in whole or in part the costs (in Scotland,

expenses) incurred by another party will also remain unchanged.

The

proposals in this consultation only relate to the reimbursement of any

tribunal fees paid.

48. Both Option 1 and Option 2 make the same proposal as to who initially

pays the fees. With this in mind please consider the following question.

Question 6 – Do you agree that it is right that the unsuccessful party

should bear the fees paid by the successful party? If not, please explain

why.

The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2004

(as amended) regulate all employment tribunal proceedings and set out the

Tribunals’ main objectives and procedures, and matters such as time limits for

making a claim, and dealing with requests for reviews.

An employment tribunal may:

 award costs/expenses in favour of a legally represented party where in the

opinion of the tribunal or employment judge a party or their representative has, in

bringing or conducting the proceedings acted vexatiously, disruptively or

otherwise unreasonably, or the bringing or conducting of proceedings has been

‘misconceived.’ In 2010/11 cost orders were made in 489 cases, with 133 to the

claimant and 356 to the respondent.

 make a preparation time order in favour of a party who is not legally represented

at the Hearing but who has spent time preparing the case. No records are kept of

the number of awards made.

 make a ‘wasted costs order’ against a party’s representative as consequence of

the representative’s conduct. No records are kept of the number of awards made.

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Payment of the issue and hearing fees

49. It is proposed that the unsuccessful party bears the cost of the fee.

However, when a claim commences it can only be the claimant who

initially pays the fee. The employment tribunals incur cost as soon as the

claim form is submitted. The respondent is not formally aware of the

proceedings until the tribunal sends notification and therefore cannot be

asked to pay the initial fee. A claim received without the correct fee, (or

proof of eligibility for a remission considered in section 5), will not be

properly made and will not be accepted.

50. It is also proposed that the hearing fee is initially paid by the claimant. If

the fee is not paid by the due date in advance of the hearing, (or proof of

eligibility for a remission is not provided), it is proposed that tribunals will

have power to strike out the case.

51. An alternative option is that the hearing fee could be sought from both

parties. This could directly encourage both sides to consider settling, and

might encourage more cases to settle early. However, we do not propose

this because:

 Respondents would be asked to pay to defend themselves from an

allegation that is not proven until the tribunal determines it is;

 Seeking a fee from both parties increases the complexity of the fee

system and the cost of its administration. If the cost of the

administration increases that will be passed on to users and the

taxpayer and result in higher fees being charged overall; and

 Only one side may pay leading to further administrative work to

pursue the fee.

52. Both Options 1 and 2 propose that the claimant should initially pay the

issue fees and, in the case of Option 1, the hearing fee. With this in mind,

please consider the following question.

Question 7 – Do you agree that it is the claimant who should pay the

issue fee and, (under Option 1), the hearing fee in order to be able to

initiate each stage of the proceedings? If not, please explain why.

Payment of application specific fees

53. There are some applications to employment tribunals that are made by

respondents and it is they who will gain the benefit if their application is

successful. We propose that for such applications it is appropriate that the

respondent should pay the fee. The applications are:

 A counter-claim in a breach of contract case.

 Application to set aside a default judgement.

 Application for dismissal following settlement or withdrawal.

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54. Each of these applications costs a different amount to deal with and so

will attract a different fee level. However, as the cost does not generally

differ with the type of claim being made, it is proposed that these types of

applications will have a single fixed fee for the application.

55. There are also circumstances where either party can make the

application. We propose that the party who makes the application pays

the fee in the following applications:

 Request for written reasons after the judgment where reasons have

been issued orally.

 Application for a review of the tribunal’s judgment or decision.

56. Initial modelling suggests that the cost of these applications varies

depending on the type of claim so it is proposed that the fee will vary

depending on the type of claim, reflecting this difference in the cost.

57. All these fees will be payable at the time of the application and a failure to

pay, (or provide proof of eligibility for a remission), will mean the

application will not be properly made and will not be processed.

58. Both Options 1 and 2 make the same proposal for application specific

fees. With this in mind, please consider the following question.

Question 8 – Do you agree that these applications should have separate

fees? If not please explain why.

59. There is one further process undertaken by employment tribunals for

which a separate fee is proposed. In employment tribunals mediation by

the judiciary is available in some discrimination claims.

In employment

disputes the cost of mediation, if provided externally, is normally borne by

the respondent so it is proposed that this approach is also followed in the

employment tribunals. As the proposed fee for mediation by the judiciary

is less expensive than a hearing fee, this approach still provides an

incentive to consider mediation. If the respondent fails to pay, mediation

will not take place.

60. Both Options 1 and 2 make the same proposal for a fee for mediation by

the judiciary. With this in mind, please consider the following question.

Question 9 – Do you agree that mediation by the judiciary should attract

a separate fee that is paid by the respondent? If not, please explain why.

Currently to be considered for mediation by the judiciary a case must include a

discrimination complaint and have an estimated hearing duration of 3 days or more.

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Section 5 – When someone cannot afford to pay

61. We want to make sure that the introduction of fees does not deny access

to the employment tribunals for those who cannot afford to pay them. This

section proposes that the HM Courts & Tribunals Service remission

system that is currently applied in the civil courts in England and Wales

should be extended to the proposed fee structure in employment tribunals

across Great Britain.

HM Courts & Tribunals Service remission system

62. HM Courts & Tribunals Service provides a fee remission system for users

of the English and Wales civil and family courts. A system of fee waivers

is available to those who would have difficulty paying a court fee and

meet the appropriate criteria. An individual may be eligible for a full

remission, where no fee is payable, or a partial remission, where a

contribution towards the fee is required. Anyone who seeks a remission

from paying a fee either in full or in part, must apply to do so at the time of

making the application or at any time when a fee is due and provide

documentary proof of their financial eligibility. There are three types of

remissions.

63. Remission 1 – currently provides a full remission (i.e. no fee is payable)

if the applicant is in receipt of one of the following stated benefits:

 Income Support

 Income-based Jobseeker’s Allowance

 Pension Credit guarantee credit

 Income-related Employment and Support Allowance

 Working Tax Credit but not also receiving Child Tax Credit

64. Remission 2 currently provides a full remission (i.e. no fee is payable) if

the applicant’ s gross annual income (and that of their partner if they are a

couple), is calculated to be not more than the amounts shown in the table

below:

Gross annual income with: Single Couple

No children £13,000 £18,000

1 child £15,930 £20,930

2 children £18,860 £23,860

If the party paying the fee has more than 2 children then the relevant

amount of gross annual income is the amount specified in the table for 2

children plus the sum of £2,930 for each additional child

65. Remission 3 – currently provides a full or partial remission (i.e. either no

fee or a contribution towards the fee is payable) based on an income and

expenditure means test to calculate their (and if applicable their partner’s)

monthly disposable income:

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 No fee payable if monthly disposable income is £50 or less;

 If monthly disposable income is more than £50 but does not exceed

£210, an amount equal to one-quarter of every £10 of the party’s

monthly disposable monthly income up to a maximum of £50;

 If monthly disposable income is more than £250, an amount equal to

£50 plus one-half of every £10 over £200 of the party’s monthly

disposable income.

66. There are also 3 fixed allowances permitted as part of the means test for

this criterion:

Partner £159

a month

Dependant Children £244* a month per child

General Living Expenses £315* a month

67. For example, a person’s monthly disposable income is calculated

between £50 and £59.99 they will contribute £12.50 on each occasion

that a fee requires to be paid; where the disposable income is calculated

between £340 and £349.99, the contribution will be £120. To assist users

a table setting out the contributions payable has been created and is

provided in Annex C.

68.

Other aspects of the HM Courts & Tribunals Service remission system

are:

 The remission system is only available to individuals; it does not apply

to companies, partnerships or charities.

 Remissions can be granted without proof of evidence in emergency

situations where an undertaking is given to either provide proof of

eligibility for remission or pay the full fee within 5 working days.

 Individuals can apply for a refund (known as a retrospective remission

application) if they have paid a court fee within 6 months and have

evidence to prove that they would have been eligible for a remission

at the time they paid the fee.

 There is a clearly defined appeal process available to individuals who

have been refused a remission but believe that they are eligible.

 Those determined by a court to be a vexatious litigant, or bound by a

civil restraint order, cannot apply for a fee remission until permission

to issue has been granted (for which a fee is payable). If the

application for permission is successful, the person can apply for a

refund (retrospective remission), of the fee within 6 months from the

date of payment.

The amounts contained in this table for an individual (and couple) are based on the

‘Monthly Disposable Income’ bands which are used by the Legal Services

Commission to calculate how much someone would pay towards their case when

assessing Legal Aid.

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69. In addition, there is a discretionary power for the Lord Chancellor to be

able to reduce or remit a fee where owing to the exceptional

circumstances of a particular case, the individual will suffer undue

financial hardship.

70. Full details of the remission system, the application forms and evidence

required are set out in the leaflet (EX160A) Court fees – Do I have to pay

them?

Annex B provides the legislative framework for the remission

system as currently provided to users of the English and Wales civil

courts.

Suitability of HM Courts & Tribunals Service remission system

71. We believe that the HM Courts & Tribunals Service remission system will

ensure that access to the employment tribunals is available to those

individuals who are less well off.

72. The remission system means that anyone who comes before the tribunals

after losing their employment will not pay a fee if they are in receipt of one

of the specified benefits. It also protects access to employment tribunals

for those earning low wages because some of the benefits are available

for those in low income employment. For those who would otherwise find

the full fee unaffordable, remission 3 ensures that only a contribution to

the fee will be payable out of net disposable monthly income.

73. The HM Courts & Tribunals Service remission system can be used by

everyone irrespective of type of income they receive. Therefore, whilst the

demography of claimants in employment tribunals may not be the same

as the courts, the HM Courts & Tribunals Service remission system is

suitable given that the types of income they receive is the same.

74. Our current analysis (see paragraph 4.7–4.15 of the Impact Assessment

which supports this consultation paper) suggests that approximately 10%

of employment tribunal claimants will be eligible for Remission 1 and

approximately 17% be eligible for Remission 2, both of which provide a

full fee remission. Moreover, around 50% of additional claimants would

pay only a proportion of the two highest proposed fees (and around 55%

of claimants would pay a proportion of the highest fee of £1250). Some

examples showing what fee remission an applicant would receive under

this system are provided in Annex D.

75.

One of the criteria for the fee structu

re was for a cost-effective system.

HM Courts & Tribunals Service administers civil courts, employment

tribunals and the Employment Appeal Tribunal and many other courts and

Tribunals. Utilising one remission system across the organisation and all

of Great Britain is more cost effective, simpler for a wide range of users

and their advisers to understand and removes anomalies between

jurisdictions. It is also a well established system that has in place clear

http://www.hmcourtsservice.gov.uk/courtfinder/forms/ex160a_web_1010.pdf

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appeal routes, eligibility requirements and provides for exceptional

situations. If any changes are made to the HM Courts & Tribunals Service

remission system, they will apply to all users, including those using

employment tribunals. As the remission system is in legislation, any

changes will be made after consultation.

76. However, it would be possible to consider using an amended HM Courts

& Tribunals Service remission system for Employment Tribunals and we

would welcome your views on whether any changes are required to

better meet the needs of users in employment tribunals.

Alternative options for remission

77. The Scottish civil courts have different financial eligibility criteria for those

seeking remission.

Users are eligible for remission if they are in receipt

of legal aid, certain state benefits or are in receipt of a low income which

mirrors Remissions 1 and 2 of the HM Courts & Tribunals Service system.

As there is no equivalent Remission 3 and no partial remissions available

under this system it is concluded that adoption of the Scottish civil courts

approach to remission throughout the whole of the employment tribunals’

jurisdiction would offer less opportunity for individuals to apply for a fee

remission.

78. Both Options 1 and 2 make the same proposal for adopting the HM

Courts & Tribunals Service remission system. With this in mind, please

consider the following questions.

Question 10 – Do you agree that the HM Courts & Tribunals Service

remission system should be adopted for employment tribunal fees

across Great Britain? If not, please explain why.

Question 11 – Are there any changes to the HM Courts & Tribunals

Service remission system that you believe would deliver a fairer

outcome in employment tribunals?

Household Insurance

79. Many home insurers offer Before the Event (BTE) legal protection cover.

This is sometimes offered as an optional extra to a basic policy, which

means the customer has to opt to buy it for additional premium, or is

sometimes included automatically in more expensive “premium”

insurance products or other financial products.

80. We understand that this kind of BTE policy cover generally covers

reasonable, justifiable and necessary disbursements, such as court fees,

in civil proceedings and that this would also be the case in employment

tribunal claims even if the claimant had not instructed a solicitor to

http://www.scotcourts.gov.uk/sheriff/docs/Fees%20Amendment

%201%20April%2010.pdf

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represent them at the employment tribunal, provided they were

represented by ‘a suitably qualified person’ (under certain circumstances,

this could be themselves). We also understand that this would only relate

to hearings in an employment tribunal but not any subsequent appeal.

81. However, we do not have a strong sense of how many people are likely to

be covered under this type of insurance. We would welcome any

information on this.

Section 6 – Fees for multiple claims

82. The above sections outlined the fee proposals for single claims. This is

where one person makes a claim on one or more grounds of complaint

against an employer or, as the case may be, an individual or more than

one employer or the State. In 2010/11, around 60,000 people made a

single claim to the employment tribunals. However, where two or more

individuals bring a claim against the same respondent arising out of the

same circumstances their case is known as a multiple claim.

83. Multiple claims are common in employment tribunals. In 2010/11, around

157,500 people brought proceedings as part of multiple claims. Most of

these were made by two or more people making a claim against the same

respondent or group of respondents. The remainder were single claims

which were added to pre-existing multiple claims or subsequently

combined by the judiciary to form multiple claims.

84. Every person within a multiple claim ultimately gains the same benefit as

an individual bringing a single claim. If the lead case succeeds, then all

claimants covered by that lead case succeed. Therefore it is appropriate

that all claimants in multiple claims should pay a reasonable contribution

to meeting the cost of providing the service, given the increased costs of

dealing with such cases.

85. In section 3 two factors were identified that affected the cost of a single

claim namely how far the case progressed (or the stage in the

proceedings), and the complexity of the claim. Initial case modelling

shows that multiple claims consume greater administrative and judicial

resource than single claims and the hearings in multiple claims take

longer than those of a case involving a single claimant.

86. Taking this into account it is proposed that the fee payable for multiple

claims is based upon:

 Type of claim made

 The stage reached in the proceedings; and

 The number of people in the multiple claim

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87. The proposed fees payable in multiple claims at issue and hearing are set

out below:

 Multiple claims of between 2 and 4 individuals will pay a fee of 2 x the

fee for single claims;

 Multiple claims of between 5 and 10 individuals will pay a fee of 3 x

the fee for single claims;

 Multiple claims of between 11 and 50 individuals will pay a fee of 4 x

the fee for single claims;

 Multiple claims of between 51 and 200 individuals will pay a fee of 5 x

the fee for single claims; and

 Multiple claims of 201 or more individuals will pay a fee of 6 x the fee

for single claims.

88. It is proposed that the fee is payable in relation to a case rather than

individually by each claimant within the multiple. At the issue stage, if the

full fee is not paid, the multiple set of claims would not be accepted. At

the hearing stage, the full fee would be payable or the hearing would not

proceed and the set of claims could be struck out. Individuals within a

multiple claim will have to consider carefully the implications of

commencing their case as a multiple set of claims. (Remissions for

multiples are considered in section 7 below).

89. In multiple claims in which all of the claimants are legally represented we

would expect the representatives to be responsible for payment of the fee

on behalf of their clients and thereafter possibly look to their clients for

repayment. For those represented by trade unions, we would expect the

fee to be paid by the union. Views are welcome on what you see as the

role and responsibilities of unions and representatives in paying

fees in multiple claims.

90. Fees will not impinge on the discretion of the employment tribunal

judiciary to decide on the merit of joining cases together and/or split apart

for the purposes of hearing. Views are welcome on how the fee

structure can ensure that claimants do not pay more than would

otherwise be expected if the tribunal changes the status of their

case from a single claim to multiple claim or vice versa.

Alternative options for fees in multiple claims

91. Multiple claims can comprise as few as 2 people to over 10,000

individuals, so it is a challenge to find a fee structure that ensures

everyone within the multiple pays a reasonable contribution when based

upon the cost of the case.

92. Moreover, it should not be forgotten that multiple claims have advantages

to all. They allow individuals with similar complaints to come together to

bring an action and spread the burden. They benefit claimant

representatives who can submit the details of a number of claimants on

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one form and reduce costs and they benefit respondents who can reply to

one claim rather than many individual claims. Multiple claims are also

more cost effective for HM Courts & Tribunals Service as resources are

used to deal with what would otherwise be a number of single claims

covering the same or similar issues on one occasion rather than many.

93. One alternative option is to charge each multiple claim the same fee as a

single claim. This would have the advantage of a simpler approach and a

cheaper one to administer. However, this approach is not proposed

because:

 Individuals in multiple claims typically make up around 66% of the

total number of claimants annually, yet would, if the single fee was

applied in multiple claims, contribute only about 5% of the fee income

to employment tribunals;

 The financial contribution of those involved in single claims would be

significantly greater than those individuals involved in multiple claims;

 It would result in an increase in the level of fee payable at each

charging point; and

 It would not act as an incentive to encourage those in multiple claims

to consider alternative forms of dispute resolution.

94. A further option was to charge each individual within the claim a

percentage of the single fee e.g. 25%. However, this option is not

proposed because the fee for multiples claims with high numbers of

claimants within it (e.g. over 200) would be much higher than the cost of

processing the claim.

95. Option 2 proposes that the number of people within a multiple claim

should also increase the level of fee paid. However, the fees themselves

are structured in a different manner. See Part 2 for further details.

Question 12 – Do you agree with the fee proposals for multiple claims

under Option 1? If not, please explain why.

Section 7 – Remission for multiple claims

96. In section 5 it was proposed to extend the current HM Courts & Tribunals

Service remission system to single claims in employment tribunals. Civil

courts also receive multiple claims, so for the reasons explained above, it

is proposed that the existing HM Courts & Tribunals Service remission

system apply to individuals in multiple claims made to the employment

tribunal.

97. The HM Courts & Tribunals Service remission system for multiple claims

provides that where two or more claimants are involved in the same case,

they will all be responsible for any fees that need to be paid during the

case. Each claimant can apply for a fee remission. If one or more

claimants are granted a fee remission, the remaining claimants will

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become responsible for the fee. If two or more claimants gain a part

remission under Remission 3, the amounts they must pay towards the fee

will be added together. For example:

 Four claimants in the same case issue a claim. Two of them are given

a full remission under Remission 1. The remaining claimants don’t

qualify for any remission and so would have to pay the fee in full.

 Four claimants in the same case issue a claim. Two of them are given

a full remission under Remissions 1 and 2. The remaining two

claimants apply for a remission under Remission 3 and are given a

part remission. The amounts they pay towards the fee are added

together to pay the court or tribunal fee in part or in full.

98. At issue the claim will not be processed unless the full fee is paid or an

application with proof of eligibility for remission is provided from all

individuals. At the hearing stage, the fee is payable for the case to

proceed and again if the full fee is not paid or proof of eligibility for

remission provided by all, then the whole case could be struck out.

99. Fee proposals for multiple claims in employment tribunals mean that fee

levels are 2, 3, 4, 5 or 6 times the single fee depending on the number of

people within the multiple claim. Applying the existing HM Courts &

Tribunals Service remission system means that, in theory, one person

could be liable for the payment of a fee equivalent to 2, 3, 4, 5 or 6 times

the single fee if everyone else in the multiple claim could prove

entitlement to a remission.

100. This seems inequitable and it is therefore proposed that one individual in

a multiple claim should not be required to pay more than the single fee in

circumstances where others in the multiple claim have been given a

remission. Your views are welcome on whether there are any other

safeguards needed for claimants seeking remissions in multiple

claims.

Alternative options for remissions in multiple claims

101. The option of not allowing remissions for multiple claims at the issue

stage was considered because all those considering starting as a multiple

claim could apply as a single claim and gain a remission. This has the

advantage of a simpler approach but because of the potential impact of

reducing the number of multiple claims, on balance, it has not been

proposed.

102. Both Options 1 and 2 make the same proposal for adopting the HM

Courts & Tribunals Service remission system for multiple claims. For

further details on Option 2, please see Part 2.

Question 13 – Do you agree that the HM Courts & Tribunals Service

remission system should be adopted for multiple claims? If not, please

explain why.

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Conclusion

103. Providing remissions for multiples is a potentially complex area. In

respect of the proposed remissions system for multiple claims, it is clear

that the choices and options for those individuals considering or

commencing a multiple claim will need to be explained. If you have any

suggestions as to any ways of simplifying the system we would be

grateful for your views.

104. Another issue for consideration is the point of payment of the hearing fee.

It is a feature of employment tribunals that the judiciary may direct that

cases be added to, or separated from, multiple claims depending on the

circumstances of the case. The addition to or removal of individual claims

from a multiple claim may, in certain cases, impact upon the level of the

hearing fee payable if it results in the number of claims within the multiple

exceeding or falling below the numbers set out in paragraph 87. This

should not become a consideration in this process. Your views are

welcomed as to what further rules might be needed to act as a

safeguard in this regard.

Section 8 – Refunds

105. The two charging points at issue and hearing outlined in section 3 are

designed to cover the cost of each stage. The issue fee covers the

administrative and judicial cost of issuing the claim, considering any

pre-claim issues and preparing the case for hearing. Costs are incurred

by HM Courts & Tribunals Service as soon as the claim is presented. It is

proposed that no refunds should be given as the HM Courts & Tribunals

Service has incurred a cost to administer the proceedings and if a refund

were available that cost would have to be borne by the general taxpayer.

This is contrary to the approach that the cost of the service is funded by

the people who use it.

106. It is also proposed that no refunds will be available for applications

requiring specific fees (e.g. making a counter-claim or asking for a claim

to be dismissed following settlement or withdrawal) as again cost is

incurred at the time the application is made.

107. It is further proposed that there are no refunds for hearing fees where a

case is settled or withdrawn once the case has been listed for hearing.

Employment tribunals have high levels of withdrawals and settlements –

around 2/3 of cases settle or withdraw – the majority after the case has

been listed for hearing. The behaviour of those who wait until the hearing

day to consider settlement must be changed. Payment will act as an

incentive to ensure parties consider whether a hearing is necessary and

to discuss settlement earlier in the process. Liability for the hearing fee at

4–6 weeks before the listed hearing gives parties ample time to reach

settlement before payment becomes due.

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108. The alternative option is that refunds are provided on a sliding scale

depending on when the case is settled. However, this option has not been

proposed because it:

 Is a waste of resource to collect a fee and then return it;

 Would cost more to implement the fee system; and

 Would not tackle the culture of waiting until near to or the day of the

hearing to settle or withdraw the case.

109. If, within 6 months of a fee being paid, a claimant can prove eligibility for a

full or partial fee remission at the time of payment, then he would receive

a refund. It is not proposed that refunds would be available in any other

circumstances.

110. Both Options 1 and 2 make the same proposal for refunds.

Question 14 – Do you agree with our approach to refunding fees? If not,

please explain why.

Section 9 – Indicative fee levels for employment tribunals

111. The discussion in the previous sections has set out the rationale behind

the fee structure and remission system for the Option 1 proposals. A cost

model has been developed to identify where resources are consumed

and where the cost lies during the process, given the nature of the claim.

Therefore, higher fees reflect the more expensive nature of services

provided at the stage of the proceedings and the likely higher use of

resources by more complex claims.

112. Under Option 1 the fee levels proposed do not equate to the full cost i.e.

we are not proposing a fee that will cover the cost to HM Courts &

Tribunals Service of dealing with the claim. We propose fees at a level

that we believe is suitable given that anyone on benefits or low income

will be eligible to receive a remission in part or in full. This approach will

allows us to monitor the impact of fees on users of the service. On the

basis of the modelling work, under Option 1 we propose indicative single

claim fees as follows namely:

Fee Initially payable by Amounts

Issue fee Claimant Level 1 – £150

Level 2 – £200

Level 3 – £250

Hearing fee Claimant Level 1 – £250

Level 2 – £1000

Level 3 – £1250

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113. For the application specific fees the following indicative fee levels are

proposed namely:

Fee Initially payable by Amounts

Request for written reasons Party who applies Level 1 – £100

Level 2 – £250

Level 3 – £250

Review application Party who applies Level 1 – £100

Level 2 – £350

Level 3 – £350

Dismissal of case after

settlement or withdrawal

Respondent £60

Set aside default judgment Respondent £100

Counter-claim Respondent £150

Mediation by judiciary Respondent £750

114. For multiple claims the fee levels depend upon the type of claim, stage in

the proceedings and the number of claimants in the claim. Therefore,

based upon the above single fee levels, the indicative multiple claims are

as follows:

Level 1 claims

Number of claimants in multiple

2–4 5–10 11–50 51–200 over 200

Issue fee £300 £450 £600 £750 £900

Hearing fee £500 £750 £1000 £1250 £1500

Level 2 claims

Number of claimants in multiple

2–4 5–10 11–50 51–200 over 200

Issue fee £400 £600 £800 £1000 £1200

Hearing fee £2000 £3000 £4000 £5000 £6000

Level 3 claims

Number of claimants in multiple

2–4 5–10 11–50 51–200 over 200

Issue fee £500 £750 £1000 £1250 £1500

Hearing fee £2500 £3750 £5000 £6250 £7500

115. Based on the estimated unit costs for 2009/10 and projected work-loads

these fee rates would have achieved approximately 33% of the unit cost

of providing the service.

116. Fees will be set to recover costs estimated at the time of implementation

of fee charging currently planned for 2013, but projecting future cost and

work-load so far ahead is inherently problematic, particularly with the

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proposed reforms to the employment tribunals system.

Therefore these

fee levels should be considered as indicative only and may be revised

depending on the consultation responses and as further work to estimate

the costs per case is undertaken.

Question 15 – Do you agree with the Option 1 fee proposals? If not,

please explain why.

Department for Business, Innovation & Skills, ‘Resolving workplace disputes:

Government Response to Consultation’, published in November 2011.

http://www.bis.gov.uk/Consultations/resolving-workplace-

disputes?cat=closedwithresponse

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Part 2 – Employment tribunals – Option 2 fee proposals

117. Part 1 outlined our proposed Option 1 for a fee structure in the

employment tribunals. Option 1 has the aim of transferring some of the

cost burden of administering employment tribunals from the taxpayers to

users. However, we think that introducing fees may also offer the

opportunity to tackle wider issues as well as redressing the imbalance

between users and taxpayers. In this section we explore in overview an

alternative fee structure (Option 2) using reference to the detail provided

in Part 1.

Policy aims

118. The alternative Option 2 fee structure seeks to provide business with

greater certainty over their maximum liability of award by asking claimants

to specify if their claim is above or below a threshold amount. Moreover,

through asking claimants to make a more informed judgment about the

value of their claim, it seeks to narrow the gap between an individual’s

expectation of what they can be awarded and their actual entitlement,

leading to a more satisfactory outcome for claimants and respondents.

119. Fear of tribunal costs and awards is an issue which has been frequently

raised by business stakeholders, particularly in relation to the uncapped

nature of discrimination awards. In May 2011 the Government committed

to reviewing discrimination awards as part of the Employment Law

Review

and has considered a number of approaches in this area. As

discrimination law derives from European legislation, it is prohibited to set

a fixed cap on discrimination awards, which effectively restricts the policy

options available to address concerns in this area. We have considered

other options which we believe would be possible, but do not believe that

these would address business concerns in a meaningful way. These

include:

 A flat rate cap applicable to all compensation for discrimination in

employment cases, but with an obligation on employment tribunals to

exceed it where necessary to put the claimant in the position they

would have been in if the discrimination had not occurred; and

 A flat rate cap applicable only to compensation awarded to job

applicants who would not have got the job notwithstanding

discrimination.

120. We, therefore, believe that, within the legal parameters, Option 2 is the

most effective means of meeting business needs for greater certainty in

Employment Law Review | Policies | BIS

http://www.bis.gov.uk/policies/employment-matters/employment-law-review

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relation to discrimination claims and clarity for individuals on realistic

pay-outs should they be successful at the Tribunal.

121. Set in this wider context the aims of Option 2 are:

 To transfer part of the cost burden from taxpayers to users of

employment tribunals and the Employment Appeal Tribunal; and

 Through the provision of underlying advice to narrow the gap between

an individual’s expectation of what they can be awarded and their

actual entitlement. This will mean that both employers and employees

better understand the likely level of the award that the Tribunal can

make, if the claim is successful – giving business greater certainty

over their likely level of liability if the claim is lost and claimants more

realistic expectations on the award which may be available to them.

122. In order to enable claimants to make an informed decision about the

value of their claim under Option 2 we propose that a greater amount of

advice and support would be required, in order to assist claimants to

assess the likely value of their case.

123. In addition, to achieve the aims of Option 2 through the introduction of

fees, we are proposing a structure where a higher fee is payable by a

claimant who chooses to pursue a higher level award and legislation

which precludes the tribunals from making a higher award where the

claimant chooses not to pay a higher fee.

124. We intend to adopt the same criteria for assessing the suitability of this

option as adopted for Option 1 namely to:

 Recover a contribution towards the costs from users which will be

used to support and fund the system;

 Develop a simple, easy to understand and cost-effective fee structure;

 Maintain access to justice for those on limited means; and

 Contribute to improving the effectiveness and efficiency of the system

by encouraging users to resolve issues as early as possible.

Question 16 – Do you prefer the wider aims of the Option 2 fee

structure? Please give reasons for your answer.

Costs and fee structure under Option 2

125. Options 1 and 2 share some of the same features so much of the

following discussion refers back to the issues that have already been

explored. The key differences in Option 2 are that all claimants are

required to state whether they are seeking an award above or below

£30,000 in value for which the proposed fee would vary accordingly and

the fee structure would have a single charging point. The remaining

features are unchanged compared to Option 1 namely:

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 The party who seeks the order pays the relevant fee;

 All types of claims and appeals and all parts of the process are

subject to fee-charging;

 Claims seeking an award under £30,000 are allocated into levels as

provided by Option 1

 Fees are payable in advance and before cost is incurred;

 Adopting the existing HM Courts & Tribunals Service remission

system to ensure that those on a low income do not pay at all or only

pay part of the fee;

 A power for the tribunal to order that the losing party reimburse the

fees paid by the winning party;

 Fees for the same 6 specified applications at the same levels as

proposed under Option 1; and

 The proposals for refunds mirrors that of Option 1

126. Under Option 1 we proposed charging fees at issue and hearing but

Option 2 proposes only one fee charging point. This means that, unless

entitled to a remission, the claimant pays one fee at the time of making a

claim. The advantages of a one fee charging point are that:

 It is cheaper and easier for HM Courts & Tribunals Service to

implement and administer both in terms of fee collection and because

remissions need only be considered on one occasion;

 It is more straightforward to implement a single fee for multiple claims

at issue than at hearing, (because of the potential for the number of

individuals within the multiple claim to change between issue and

hearing);

 It is the simplest fee structure for users to understand; and

 The total fee payable in those cases which proceed through the

system is lower.

127. The disadvantages are that:

 The fee would be the same no matter where in the process a claim

reached – this would mean that the same amount would be paid for a

case that settled early on in the process as for a claim that went all

the way to hearing.

 One fee at issue offers no further opportunities to incentivise parties to

consider settlement before hearing; and

Only 23% of the jurisdictional complaints disposed of by the employment tribunals

during 2010/11 were disposed at a hearing.

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 It could act as a disincentive to settle later in the process by acting as

a factor that drives parties to ‘their day before the tribunal’ and receive

what they have ‘paid’ for.

Question 17 – Do you think one fee charged at issue is the appropriate

approach? Please give reasons for your answer and provide evidence

where available.

Claim type and the value of the claim

128. In Part 1 (section 3) we proposed that the claim type and the stage in the

proceedings were used to determine the fee types. Under Option 2 we

propose that the fee types should be determined by:

 The claim type; and

 The value of the claim.

129. Our reasoning for using the claim type remains the same as under Option

1; namely that claims that consume more administrative and judicial

resources should attract higher fee levels. We also propose to adopt the

same allocation of claims into the 3 levels as outlined in section 3 (see

paragraphs 32–40).

130. However, Option 2 also uses the value of the claim in order to determine

what fee is payable so that a higher fee would be payable when a

claimant seeks an award above a threshold; proposed to initially be set at

£30,000. Our assumption is that this approach will give business more

certainty as to its possible financial liability. Therefore the proposed fee

types are:

Fee Type When payable

Level 1 The claim contains Level 1 claim types only

Level 2 The claim contains one or more Level 2 claim type

and may include Level 1 claim types

Level 3 The claim contains one or more Level 3 claim types

and may include Level 1 and 2 claim types

Level 4 Any claim type where the claimant is seeking an

award above £30,000

131. The consequence of basing the fee on the value of the claim is that it

requires claimants to assess the likely value of the award they will receive

if successful before making an application. Tools and guidance will need

to be available to assist claimants to make this assessment.

132. Under Option 2 it is a matter of choice for the claimant to decide whether

to restrict their claim to below the threshold of £30,000. If a claimant

chooses to pay fees at levels 1–3, they would not be able to receive an

award of greater than £29,999.99, even if the tribunal determined that

their loss was in excess of this amount.

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Question 18 – Do you think it is appropriate that a threshold should be

put in place and that claims above this threshold attract a significantly

higher fee? Please give reasons for your answer.

Question 19 – Do you think it is appropriate that the tribunal should be

prevented from awarding an award of £30,000 or more if the claimant

does not pay the appropriate fee? Please give your reasons and provide

any supporting evidence.

Question 20 – Fewer than 7% of ET awards are for more than £30,000. Do

you think £30,000 is an appropriate level at which to set the threshold?

Indicative fee levels for the Option 2 proposals

133. Under Option 1 we have proposed initially setting fee levels at less than

full cost recovery levels. This allows the opportunity to consider the

impact of fees at introduction. The fee levels we propose for Option 1 are

given in Part 1.

134. Under Option 2 we also propose that fees at levels 1–3 should also be set

to achieve less than full cost recovery. When taken as a whole, the fee

levels proposed under Option 2 will achieve approximately 40% of full

cost recovery.

135. However, in Option 2, we are proposing to initially set the Level 4 fee at

around the full cost incurred to HM Courts & Tribunals Service in bringing

these claims to resolution. Fewer than 7% of ET awards are for more than

£30,000, and a large proportion of the value of the awards in these claims

is associated with loss of earnings, which suggests that generally higher

income earners will be more likely to make Level 4 claims. This higher

contribution to the cost will also encourage all claimants to think carefully

about the true value of their claim – giving greater business certainty and

more realistic expectations for claimants.

136. For the purposes of Option 2 we have not undertaken the detailed cost

modelling provided in Option 1. However, our initial view is that the

following fees would meet these goals namely:

Fee Type Amount

Level 1 – up to £29,999.99 £200

Level 2 – up to £29,999.99 £500

Level 3 – up to £29,999.99 £600

Level 4 – unlimited £1750

137. Under Option 2 the same fee levels as proposed for Option 1 would apply

for the 6 specified application types such as request for written reasons,

counter-claim and judicial mediation.

Question 21 – Do you agree that Option 2 would be an effective means of

providing business with more certainty and in helping manage the

realistic expectations of claimants?

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Question 22 – Do you agree with our view that it is generally higher

income earners who receive awards over £30,000? Please provide any

evidence you have for your views.

Question 23 – Do you agree that we should aim to recover through fees a

greater contribution to the costs of providing the service from those who

choose to make a high value claim (and can afford to pay the fee)? Do

you have any views on impacts you think this would have on claimants

or respondents? Please provide any supporting evidence for your

statement.

Question 24 – Do you agree with the Option 2 fee proposals? If not,

please explain why.

Multiple claims

138. In Part 1 we proposed that fees would also apply to multiple claims i.e.

where at least 2 claimants bring a claim against the same respondent.

Under Option 2 we propose an approach to fees for multiple claims

similar to that proposed under Option 1. The fee level will be based upon:

 The type of claim;

 Whether any claimant within the multiple claim is seeking an award of

£30,000 or more; and

 The number of claimants within the multiple claim.

139. Where all claimants within the multiple seek an individual award below

£30,000, we propose that they pay the appropriate jurisdiction fee (i.e.

levels 1–3) depending on the type of claim and given the numbers of

people in the claim namely:

 Multiple claims of between 2 and 4 individuals will pay a fee of 2 x the

fee for single claims;

 Multiple claims of between 5 and 10 individuals will pay a fee of 3 x

the fee for single claims;

 Multiple claims of between 11 and 50 individuals will pay a fee of 4 x

the fee for single claims;

 Multiple claims of between 51 and 200 individuals will pay a fee of 5 x

the fee for single claims; and

 Multiple claims of 201 or more individuals will pay a fee of 6 x the fee

for single claims.

140. Where one or more claimants within a multiple claim seek an individual

award above £30,000 then the Level 4 fee is payable multiplied by the

relevant number of individuals within the claim. As only one fee is payable

at issue, any claimant who is not seeking an award above £30,000 may

choose to submit a single claim with the appropriate jurisdictional fee

(levels 1–3). Based upon the indicative fee levels proposed for the single

fee payable under this option, the multiple fees will be:

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No of claimants in multiple

2–4 5–10 11–50 51–200 201+

Level 1 £400 £600 £800 £1,000 £1,200

Level 2 £1,000 £1,500 £2,000 £2,500 £3,000

Level 3 £1,200 £1,800 £2,400 £3,000 £3,600

Level 4 £3,500 £5,250 £7,000 £8,750 £10,500

141. We think this approach is equitable as any claimant within the multiple

who does not wish to seek an award above £30,000 can choose to bring

a single claim and pay the relevant Level 1–3 fee. Each claimant within a

multiple claim will also need to decide whether to claim more than the

threshold of £30,000.

Question 25 – Do you agree with our proposals for multiple claims under

Option 2? Please give reasons for your answer.

Remissions

142. In Part 1 (sections 5 and 7) we explain why we proposed to adopt the HM

Courts & Tribunals Service remission system for Option 1 and we believe

the same arguments apply to Option 2. We therefore propose that the

provisions for the remission system under Option 2 mirror those proposed

under Option 1 with the HM Courts & Tribunals Service remission system

applying to single claims as well as multiple claims.

143. Our initial analysis for the likely level of remissions for the level 4 fee of

£1750 proposed under Option 2 suggests that approximately 90% of

claimants would be eligible for a full or part remission (see paragraph 5.5

of the Impact Assessment which supports this consultation paper). Some

examples showing what fee remission an applicant would receive under

Option 2 are provided in Annex D.

144.

As under Option 1 it is proposed th

at no individual within a multiple claim

will pay more than the appropriate single fee. For example, if in a multiple

of two claims one person is entitled to a remission and one due to pay the

fee then instead of 2 x the single fee, the fee payable would be the single

fee. It is also proposed that the Lord Chancellor would have discretion to

remit fees in certain circumstances.

Question 26 – Do you agree with our proposals for remissions under

Option 2? Please give reasons for your answer.

Refunds

145. In section 8 (paragraphs 105 – 109) we explain that our approach to

refunds would be limited to those occasions where, within 6 months of a

fee being paid, a claimant can prove that he was actually eligible to a full

or partial fee remission at the time of payment. We believe that Option 2

should adopt a similar approach. We accept that Option 2 sees the

entirety of the cost of bringing a claim to an employment tribunal front

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loaded and that therefore the fee levels at issue under Option 2 are

higher than those under Option 1. However as we have explained at

paragraph 105 costs are incurred by HM Courts & Tribunals Service as

soon as the claim is presented. We see no reason to adopt a different

approach to refunds under Option 2.

Question 27 – Do you agree with our approach to refunding fees under

Option 2? If not, please explain why.

Comparing Options 1 and 2

146. Whilst they have differing aims, Options 1 and 2 share some of the same

features. In order to provide a quick assessment of the Options, the

following table provides a summary comparison of the main factors.

Option 1 Option 2

Policy aims Transfer of cost from user to

taxpayer

Transfer of cost from user

to taxpayer

Greater certainty for

employers as to likely

financial liability

Improve claimants

awareness of likely value of

the claim

When is fee

charged

At two stages, issue and

hearing

At issue only

All claim types

charged for

Yes Yes

Fee types

(single claims)

Type of claim and

Stage in the proceedings

Type of claim and

Value of claim

Specified fees Yes namely

Request for written reasons

Counter claims

Mediation by the judiciary

Set aside default judgment

Dismissal following settlement

or withdrawal

Review of tribunal’s judgment

or decision

As Option 1

(fee levels also the same

as Option 1)

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Option 1 Option 2

Fee values for

main fees

(single claims)

Issue fee

Level 1 – £150

Level 2 – £200

Level 3 – £250

Hearing fee

Level 1 – £250

Level 2 – £1000

Level 3 – £1250

Fee

Level 1 – £200

Level 2 – £500

Level 3 – £600

Level 4 – £1750

(NB Level 4 is only payable

if the claimant seeks an

award of £30,000 or more)

Cost recovery

levels

All fees are set below full cost

recovery levels

Fees for levels 1–3 are set

below full cost recovery

levels. The fee for Level 4

is proposed to be around

full cost recovery

Remissions Adopt the HM Courts &

Tribunals Service remissions

system

As Option 1

Refunds No refunds, other than in

limited circumstances

As Option 1

Multiple claims Fee determined by the number

of claimants within the multiple

As Option 1

Fee types

(multiples)

Type of claim and

Stage in the proceedings

Type of claim and

Value of claim

Fee levels

(multiples)

Issue fee

Level 1

2–4 claimants – £300

5–10 claimants – £450

11–50 claimants – £600

51–200 claimants – £750

201+ claimants – £900

Level 2

2–4 claimants – £400

5–10 claimants – £600

11–50 claimants – £800

51–200 claimants – £1000

201+ claimants – £1200

Level 3

2–4 claimants – £500

5–10 claimants – £750

11–50 claimants – £1000

51–200 claimants – £1250

201+ claimants – £1500

Fee

Level 1

2–4 claimants – £400

5–10 claimants – £600

11–50 claimants – £800

51–200 claimants – £1000

201+ claimants – £1200

Level 2

2–4 claimants – £1000

5–10 claimants – £1500

11–50 claimants – £2000

51–200 claimants – £2500

201+ claimants – £3000

Level 3

2–4 claimants – £1200

5–10 claimants – £1800

11–50 claimants – £2400

51–200 claimants – £3000

201+ claimants – £3600

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Option 1 Option 2

Hearing fee

Level 1

2–4 claimants – £500

5–10 claimants – £750

11–50 claimants – £1000

51–200 claimants – £1250

201+ claimants – £1500

Level 2

2–4 claimants – £2000

5–10 claimants – £3000

11–50 claimants – £4000

51–200 claimants – £5000

201+ claimants – £6000

Level 3

2–4 claimants – £2500

5–10 claimants – £3750

11–50 claimants – £5000

51–200 claimants – £6250

201+ claimants – £7500

Level 4

2–4 claimants – £3750

5–10 claimants – £5250

11–50 claimants – £7000

51–200 claimants – £8750

201+ claimants – £10500

No hearing fee for Option 2

Conclusion

147. Whilst they share some of the same features, Options 1 and 2 offer

different choices, advantages and disadvantages. These have been

detailed throughout the consultation but, in summary, Option 1 offers the

advantages of fee levels nearer the representative cost of the case, by

proposing two fees at issue and hearing, as well as incorporating an

incentive to settle at two points in the process. However, this approach

means that for a case requiring a hearing, the total fee payable is greater

than under Option 2. Moreover, the two stage fee process under Option 1

is more costly to administer, may be more difficult to understand in

comparison to a single fee and means that the total cost payable in fees

is not known at the outset.

148. Option 2 overall offers lower fees for a case that requires a hearing when

compared to Option 1. It has the advantages of a simple to understand

system that is the cheapest and easiest for HM Courts & Tribunals

Service to administer. It also provides greater certainty to business over

their maximum liability of award by asking claimants to specify if their

claim is above or below a threshold amount. In addition, by asking

claimants to make a more informed judgment about the value of their

claim, it seeks to narrow the gap between an individual’s expectation of

what they can be awarded and their actual entitlement, leading to a more

satisfactory outcome for claimants and respondents, none of which is

provided for under Option 1.

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149. However, Option 2 does not offer a second opportunity to incentivise

settlement once a claim is made and the single fee at issues does not

differentiate between the differing costs at issue and hearing. In addition,

Option 2 will require claimants to assess the value of their claim and then

choose which fee type to pay. This may not be easy in some types of

claims and we welcome your views on what types of guidance would be

appropriate. Moreover there may be particular difficulty in providing

guidance in some cases e.g. equal pay cases, where the amount by

which an individual has been underpaid will not be calculable until the pay

history of an appropriate comparator has been disclosed. We would

welcome your views on what issues you think may need to be overcome

in order to assist claimants in assessing the value of their claims.

150. In terms of implementation, the Option 2 fee structure offers the

opportunity to achieve wider policy aims but it will take longer to

implement in full. This is because primary legislation will be required to

prevent the tribunal from making awards over £30,000 when a Level 4 fee

has not been paid. Guidance will also have to be developed to enable

claimants to assess the potential value of their claim to allow them to

make an informed judgment on the level of fee that should be paid.

We estimate that, under Option 2, fees could be introduced in full in 2014.

In contrast, Option 1 does not require primary legislation prior to fees

being introduced and could be implemented by 2013.

Question 28 – What sort of wider information and guidance do you think

is needed to help claimants assess the value of their claim and what

issues do you think may need to be overcome?

Question 29 – Is there an alternative fee charging system which you

would prefer? If so, please explain how this would work.

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Part 3 – The Employment Appeal Tribunal fee proposals

151. The main function of the Employment Appeal Tribunal is to hear appeals

on a question of law arising from decisions made by employment

tribunals. The appellant in the Employment Appeal Tribunal may be either

the claimant or the respondent in the employment tribunal proceedings

which are the subject of the appeal. The Employment Appeal Tribunal

has the status of a superior court of record with an equivalent status to

that of the High Court.

152. The Employment Appeal Tribunal has a much smaller workload than the

employment tribunals. Just over 2,000 appeals were received by the

Employment Appeal Tribunal in 2010/11 and a similar number of appeals

were dealt with. Correspondingly its costs are much smaller. The

Employment Appeal Tribunal judiciary is largely composed of High Court

Judges, Circuit Judges and non-legal members, so when they are sitting

in the Employment Appeal Tribunal their salary and other associated

costs are attributed to the Tribunal.

153. The chart and table below show a break-down of Employment Appeal

Tribunal expenditure in 2010/11.

EAT total cost in 2010/11 = £2.4m

Judicial

44%

Judicial salaries

31%

Staff admin

47%

Other admin

Judicial expenses

Court costs

Judicial fees

Category 2010/11 £m Share of Total

Staff Admin

Other Admin

Judicial salaries

Judicial fees

Judicial Expenses

Court Costs

1.11 47%

0.22 10%

0.74 31%

0.20 8%

0.08 3%

0.02 1%

Total 2.38 100%

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154. It is proposed that broadly the same fee structure as in Option 1 is

adopted for the Employment Appeal Tribunal as employment tribunals but

because it is a smaller jurisdiction and has some differing characteristics,

it is possible to look at a simpler approach.

155. Unlike the employment tribunals the resource used by an appeal in the

Employment Appeal Tribunal does not vary depending on the type of

appeal made. Appeals nearly always take one day to conclude at hearing

and there is no cost difference between an appeal made by a single

appellant and one made by multiple appellants. There is no mediation

conducted in the Employment Appeal Tribunal, no applications to set

aside-default judgment or dismissal following settlement or withdrawal

and very few applications for written reasons.

156. These characteristics offer the opportunity for charging only two fees

namely:

 Fee for appeal payable initially by the appellant

 Fee for hearing an appeal payable initially by the appellant

157. It is proposed to extend the HM Courts & Tribunals Service remission

system, (as outlined in section 5), to the Employment Appeal Tribunal and

to adopt the same approach to refunds (as outlined in section 8).

158. The following indicative fee levels are proposed for the Employment

Appeal Tribunal namely:

Fee Payable by Amount

Issue fee Appellant £400

Hearing fee Appellant £1200

159. Based on the estimated unit costs for 2009/10 and projected work-loads

these fee rates would have achieved approximately 55% of the cost of

providing the Employment Appeal Tribunal. The fee rates are considered

reasonable because of the appellate nature of the Employment Appeal

Tribunal, which means that issues have already been considered in the

employment tribunals.

160. Fees will be set to recover costs estimated at the time of implementation

of fee charging but projecting future cost and work-load so far ahead is

inherently problematic, particularly with the future changes proposed to

employment tribunals. Therefore these fee levels should be considered

as indicative only and may be revised depending on the consultation

responses and further work to estimate the costs per case.

Question 30 – Do you agree with the simplified fee structure and our fee

proposals for the Employment Appeal Tribunal? If not, please explain

why and provide any supporting evidence.

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Part 4 – Operational changes to introduce fees

161. Introducing fees into the employment tribunals and Employment Appeal

Tribunal will require both users as well as HM Courts & Tribunals Service

staff to use new and changed business processes. Users who submit a

claim or an appeal will need to complete the relevant forms as well as pay

the appropriate fee or provide a completed remission application form

together with supporting evidence. This means that existing business

processes and systems need to be adapted or new systems and

processes implemented to ensure that fees can be collected as well as

ensuring that any relevant fee information is connected with the case.

162. HM Courts & Tribunals Service will explore how to do this in a manner

that is cost effective and minimises additional business costs (which

would be passed on to users and taxpayers). Given the increased use of

the internet, the options we intend to explore include the development of

on-line and electronic payment systems to complement the existing

on-line system of submitting claims.

However, in developing these new

processes HM Courts & Tribunals Service wants to ensure that access to

justice is not restricted for those service users that do not have access to

the internet.

Question 31 – What ways of paying a fee are necessary e.g. credit / debit

cards, bank transfers, direct debit, account facilities? When providing

your answer please consider that each payment method used will have

an additional cost that will be borne by users and the taxpayer.

163. Currently, users can submit claims either on-line or directly to any local

employment tribunal office in person, via post or fax. Payment of fees

directly to local offices may not be cost effective because of the additional

accounting processes and systems that would be required as well as the

necessary security arrangements needed for the collection and banking

of monies. It is therefore proposed that centralising the collection and

accounting of fees is an appropriate option to consider.

164. Centralisation of fee collection may require users to make fee payments,

and apply for fee remission through a centralised office. However, in

order to continue to have cases dealt with locally, users may

subsequently be required to correspond, liaise and provide additional

information to their local employment tribunal office. We would be

interested in views as to how to make this process easy to operate.

In England and Wales the office to which the claim is allocated is determined by the

claimant’s place of employment. The postcode of the place of employment is used

to identify the office to which the claim will be directed. Where the place of

employment is in Scotland all claims are routed to Glasgow.

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165. We also wish to consider whether, alongside the centralisation of

payments it would make sense to provide for any claims that are not

submitted on-line to also be centralised in their initial stages (e.g. issue

and service of the claim form ET1). Local offices would still administer all

local work and hold hearings.

166. The detail of any changes has yet to be explored but your initial views

are sought on what issues should be taken into account.

Question 32 – What aspects should be taken into account when

considering centralisation of some stages of claim processing and fee

collection?

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Annex A – List of fee levels to which individual

complaints are allocated under Options 1 and 2

This reflects the existing HMCTS track allocation. Where no allocation

currently exists the jurisdiction type has been allocated to Level 1.

Where the award sought is £30,000 or more, the issue fee payable would be

£1,750 under Option 2.

Option 1 Option 2

Descriptor

Basis of claim

and ET

jurisdiction

Track

Issue

fee

Hearing

fee

Issue

fee

Suffer a detriment and/or dismissal resulting

from a failure to allow an employee to be

accompanied or to accompany a fellow

employee at a disciplinary/grievance hearing

EReIA 1999

s.10–12

Level 2 £200 £1000 £500

Application for a declaration that the

inclusion of discriminatory terms/rules within

certain agreements or rules causes the

aforesaid to be invalid

E A 2010 s.145

and 146(1)

Level 1 £150 £250 £200

Application by an employee, their

representative or trade union for a protective

award as a result of an employer’s failure to

consult over a redundancy situation

TULR(C)A 1992

s.188–189

Level 2 £200 £1000 £500

Breach of Contract Breach of contract

and s.3 ETA 1996

& SI 1994/1623

and (in Scotland)

SI 1994/1624

Level 1 £150 £250 £200

Failure of the employer to consult with an

employee representative or trade union

about a proposed contracting out of a

pension scheme

Reg 4 of

OPS(CO)R 1996

Level 1 £150 £250 £200

Application or complaint by the EHRC in

respect of discriminatory advertisements or

instructions or pressure to discriminate

(including preliminary action before a claim

to the county court)

E A 2010 s.13–14,

19, 26–27 and 120

Level 1 £150 £250 £200

Suffered a detriment, discrimination,

including indirect discrimination, harassment

or victimisation or discrimination based on

association or perception on grounds of age

E A 2010 s.13–14,

19, 26–27 and 120

Level 3 £250 £1250 £600

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Option 1 Option 2

Descriptor

Basis of claim

and ET

jurisdiction

Track

Issue

fee

Hearing

fee

Issue

fee

Suffered a detriment, discrimination

including indirect discrimination, and

discrimination based on association or

perception, harassment or victimisation

and/or dismissal on grounds of disability or

failure of employer to make reasonable

adjustments

E A 2010 s.13–15,

19 – 21, 26–27,

120 and

Schedule 8

Level 3 £250 £1250 £600

Suffered a detriment and/or dismissal

resulting from requiring time off for other

(non-work but not Health and Safety) duties,

study, training or seeking work

ERA 1996 s.46–

48, 102–103, 105,

108 and 111

Level 2 £200 £1000 £500

Suffered a detriment, discrimination

including indirect discrimination,

discrimination based on association or

perception, harassment or victimisation on

grounds of religion or belief

E A 2010 s.13–14,

19, 26–27 and 120

Level 3 £250 £1250 £600

Suffered a detriment, discrimination

including indirect discrimination,

discrimination based on association or

perception, harassment or victimisation on

grounds of sexual orientation

E A 2010 s.13–14,

19, 26–27 and 120

Level 3 £250 £1250 £600

Application by the Secretary of State for

Business, Innovation & Skills to prohibit a

person from running an Employment Agency

Employment

Agencies Act 1973

s3A and 3C

Level 1 £150 £250 £200

Failure to provide equal pay for equal value

work

E A 2010 s.64,

120, 127 and 128

Level 3 £250 £1250 £600

Failure of the employer to consult with an

employee rep. or trade union about a

proposed transfer

TUPE 2006 Reg

13–15

Level 2 £200 £1000 £500

Suffer a detriment and/or dismissal for

claiming under the flexible working

regulations or be subject to a breach of

procedure

ERA 1996 s.47E,

80F–80G 94 and

104C

FWR 2002

Level 2 £200 £1000 £500

Application by an employee that an

employer has failed to pay a protected

award as ordered by a tribunal

TULR(C)A 1992

s.190 and 192

Level 1 £150 £250 £200

Failure to pay remuneration whilst

suspended from work for health and safety

reasons whilst pregnant or on mat. leave

ERA 1996 s.67–

68D and 70

Level 1 £150 £250 £200

Failure to provide a written statement of

terms and conditions and any subsequent

changes to those terms

ERA 1996 s.1, 4, 8

and 11

Level 1 £150 £250 £200

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Option 1 Option 2

Descriptor

Basis of claim

and ET

jurisdiction

Track

Issue

fee

Hearing

fee

Issue

fee

Suffered less favourable treatment and/or

dismissal as a fixed term employee, than a

full time employee or, on becoming

permanent, failed to receive a written

statement of confirmation from employer

FTE 2002 Regs 3,

6 to 9

Level 2 £200 £1000 £500

Failure to allow time off for trade union

activities or duties, for ante-natal care or for

public duties

TULR(C)A 1992

s.168–170;

ERA 1996 s.50, 55

and 56

Level 1 £150 £250 £200

Failure to provide a

guarantee payment

ERA 1996

s.28–34

Level 1 £150 £250 £200

Failure to pay remuneration whilst

suspended for medical reasons

ERA 1996 s.64

and 70

Level 1 £150 £250 £200

Failure to allow time off to seek work during

a redundancy situation

ERA 1996 s.52 Level 1 £150 £250 £200

Failure of an employer to comply with an

award by a tribunal following a finding that

the employer had previously failed to consult

about a proposed transfer of an undertaking

TULR(C)A 1992

s.188, 188A, 190

and 192

Level 1 £150 £250 £200

Failure to allow or to pay for time off for care

of dependants, union learning

representatives duties, pension scheme

trustee duties, employee representatives

duties, young person studying/training and

European Works Council duties

ERA 1996 s 57A to

63C TICER 1999

Reg 25, 26, 27

Level 2 £200 £1000 £500

Failure to provide a written pay statement or

an adequate pay statement

ERA 1996 s.8, 9

and 11

Level 2 £200 £1000 £500

Failure to provide a written statement of

reasons for dismissal or the contents of the

statement are disputed

ERA 1996 s.92

and 93

Level 2 £200 £1000 £500

Appeal against an enforcement,

improvement or prohibition notice imposed

by the HSE or Environmental Health

Inspector, or by the Environment Agency

REACH Regs

2008, reg 21 or

HSWA 1974

s.24(2) or COMAH

1999 s.18

Level 1 £150 £250 £200

Failure to pay for or allow time off to carry

out Safety Rep duties or undertake training

Health & Safety at

Work etc Act 1974

s.48 and 80

SRSC 1977 Reg.

4, 11; HSCE 1996

Reg. 7, Sch. 1

Level 1 £150 £250 £200

Suffer a detriment, dismissal or redundancy

for health and safety reasons

ERA 1996 s.44,

48, 94, 100, 105

and 111

Level 2 £200 £1000 £500

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Option 1 Option 2

Descriptor

Basis of claim

and ET

jurisdiction

Track

Issue

fee

Hearing

fee

Issue

fee

Application for interim relief ERA 1996 s.128 or

TULR(C)A 1992

s161–167

Level 2 £200 £1000 £500

Failure by the SOS to make an insolvency

payment in lieu of wages and/or redundancy

ERA 1996

s182 and 188

Level 1 £150 £250 £200

Appeal against the levy assessment of an

Industrial Training Board

Relevant Industrial

Training Levy

Order – either

Construction or

Engineering

Construction Board

Level 1 £150 £250 £200

Suffer a detriment and/or dismissal on

grounds of pregnancy, child birth or

maternity

ERA 1996 s.47C,

48, 94, 99 and 111

MPL 1999 Regs

19–20

PAL Regs 2002

regs 28–29

Level 2 £200 £1000 £500

Appeal against an enforcement or penalty

notice issued by HMRC

NMWA 1998

s.19C

Level 1 £150 £250 £200

Suffer a detriment and/or dismissal related

to failure to pay the minimum wage or allow

access to records

ERA 1996

s.94, 104A, 105,

and 111

NMWA 1998 s.10,

11 and 23

Level 2 £200 £1000 £500

Appeal against an unlawful act on a notice

issued by the EHRC

EA 2006 s.21 Level 1 £150 £250 £200

Failure of the employer to comply with a

certificate of exemption or to deduct funds

from employees pay in order to contribute to

a trade union political fund

TULR(C)A 1992

s.86 and 87

Level 2 £200 £1000 £500

Failure of the employer to prevent

unauthorised or excessive deductions in the

form of union subscriptions

TULR(C)A 1992

s.68 and 68A

Level 1 £150 £250 £200

Failure of the Secretary of State to pay

unpaid contributions to a pensions scheme

following an application for payment to be

made

Pensions Schemes

Act 1993 s.124

and 126

Level 1 £150 £250 £200

Suffered a detriment and/or dismissal due to

exercising rights under the Public Interest

Disclosure Act

ERA 1996

s.47B, 48, 94,

103A, 105, and

111

Level 3 £250 £1250 £600

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Option 1 Option 2

Descriptor

Basis of claim

and ET

jurisdiction

Track

Issue

fee

Hearing

fee

Issue

fee

Suffer a detriment and/or dismissal due to

requesting or taking paternity or adoption

leave or time off to assist a dependant

ERA 1996 s.47C,

48, 57A and 80

MPL 1999 Regs 19

PAL Regs 2002

Reg. 28

Level 2 £200 £1000 £500

Suffer less favourable treatment and/or

dismissal as a result of being a part time

employee by comparison to a full time

employee

PTW 2000

Regs. 5, 7, 8

ERA 1996 s.105

Level 2 £200 £1000 £500

Failure to pay a redundancy payment ERA 1996

s.135, 163 and 177

Level 1 £150 £250 £200

Failure of the SOS to pay a redundancy

payment following an application to the NI

fund

ERA 1996

s.166 and 170

Level 1 £150 £250 £200

Suffered a detriment, discrimination

including indirect discrimination,

discrimination based on association or

perception, harassment or victimisation on

grounds of race or ethnic origin

E A 2010

s.13–14, 19,

26–27 and 120

Level 3 £250 £1250 £600

Suffer a detriment and/or dismissal for

refusing to work on a Sunday

ERA 1996

s.45, 48, 94 101,

105 and 111

Level 2 £200 £1000 £500

Suffered a detriment, discrimination

including indirect discrimination,

discrimination based on association or

perception, harassment or victimisation on

grounds of sex, marriage and civil

partnership or gender reassignment

E A 2010 s.13–14,

16, 18, 19, 26–27

and 120

Level 3 £250 £1250 £600

Suffered less favourable treatment and/or

dismissal as a temp. employee than a full

time employee

FTE Regs 2002 Level 2 £200 £1000 £500

Suffer discrimination in obtaining

employment due to membership or non-

membership of a trade union; or refused

employment or suffered a detriment for

reasons related to a blacklist.

TULR(C)A 1992

s.137 and 139

ERA 1999 s.104F

ERA 1999

(Blacklist) Regs

2010 (SI 2010/493)

Level 2 £200 £1000 £500

Suffer a detriment and/or dismissal relating

to being, not being or proposing to become a

trade union member

TULR(C)A 1992

s.145A–145C,

146–147 and 152–

160

ERA 1996 Part X

Level 2 £200 £1000 £500

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Option 1 Option 2

Descriptor

Basis of claim

and ET

jurisdiction

Track

Issue

fee

Hearing

fee

Issue

fee

(a) Failure of the employer to consult or

report about training in relation to a

bargaining unit

(b) Suffered a detriment on grounds related

to recognition of a trade union for

collective bargaining

TULR(C)A 1992

s.70A–70C and

Schedule A1 paras

156–157

Level 2 £200 £1000 £500

Suffer discrimination in obtaining the

services of an employment agency due to

membership or non-membership of a trade

union

TULR(C)A 1992

s.138 and 139

Level 2 £200 £1000 £500

Suffered a detriment and/or dismissal due to

exercising rights under the Tax Credits Act

ERA 1996 s.47D,

48, 104B, 105,

108–109 and 111

Level 2 £200 £1000 £500

Unfair dismissal after exercising or claiming

a statutory right

ERA 1996 s.104,

105, 108–109 and

111

Level 2 £200 £1000 £500

Unfair dismissal on grounds of capability,

conduct or some other general reason

including the result of a transfer of an

undertaking

ERA 1996 s.98

and 111

Level 2 £200 £1000 £500

Unfair dismissal in connection to a lock out,

strike or other industrial action

TULR(C)A 1992

s.237–239

ERA 1996 s.94

Level 2 £200 £1000 £500

Failure of employer to pay or unauthorised

deductions have been made

ERA 1996 s.13

and 23

Level 1 £150 £250 £200

Appeal by a person who has been served

with an improvement or prohibition notice

under the Working Time Regulations 1998

WTR 1998

Schedule 3, para 6

Level 1 £150 £250 £200

Failure to limit weekly or night working time,

or to ensure rest breaks

WTR 1998 Regs 4,

6, 10, 12–17 and 30

ERA 1996 Ss 45A,

48, 101A, 105,

108–109 and 111

Level 2 £200 £1000 £500

Complaint by a worker that employer has

failed to allow them to take or to pay them

for statutory annual leave entitlement

WTR 1998

Regs 13, 14 or 16

and 30

Level 1 £150 £250 £200

Appeal by a person who has been served

with an improvement notice under the Road

Transport (Working Time) Regulations 2005.

RT(WT) Regs

2005 Schedule 2,

para 6

Level 1 £150 £250 £200

(a) Suffer a detriment and/or dismissal related

to a request for time to train or study.

(b) Failure of an employer to follow the

correct procedures or reject a request

based on incorrect facts.

ERA 1996 s.47A,

47F, 63A to 63I

Level 2 £200 £1000 £500

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Originating Legislation – Abbreviation and Full Title

AWR 2010 Agency Workers Regulations 2010

CEC 1975 Colleges of Education (Compensation) Regulations 1975

COMAH 1999 Control of Major Accident Hazards Regulations 1999

DCOA 1994 Deregulation and Contracting Out Act 1994

DRC 1999 Disability Rights Commission Act 1999

EA 2006 Equality Act 2006

EA 2010 Equality Act 2010

ERA 1996 Employment Rights Act 1996

ERelA1999 Employment Relations Act 1999

ETA 1996 Employment (Industrial) Tribunals Act 1996

FTE 2002 Fixed Term Employees (Prevention of Less Favourable

Treatment) Regulations 2002

FWR 2002 Flexible Working (Procedural Requirements) Regulations 2002

and Flexible Working (Eligibility, Complaints and Remedy)

Regulations 2002

HSCE 1996 Health and Safety Consultation with Employee Regulations

1996

HSWA 1974 Health and Safety at Work Act 1974

MPL 1999 Maternity and Parental Leave Regulations 1999

MPL 2002 Maternity and Parental Leave (Amendment) Regulations 2002

NESE 1994 Notification of Existing Substances (Enforcement) Regulations

1994

NMWA 1998 National Minimum Wage Act 1998

PAL 2002 Paternity and Adoption Leave Regulations 2002

PIDA 1998 Public Interest Disclosure Act 1998

PTW 2000 Part Time Worker (Prevention of Less Favourable Treatment)

Regulations 2000

SRSC 1977 Safety Representatives and Safety Committees Regulations

1977

SSPA 1975 Social Security Pensions Act 1975

STA 1994 Sunday Trading Act 1994

TCA 2002 Tax Credits Act 2002

TICER 1999 Transnational Information and Consultation of Employees

Regulations 1999

TUPE 1981 Transfer of Undertakings (Protection of Employment)

Regulations 1981

TURER 1993 Trade Union Reform and Employment Rights Act 1993

WTR 1998 Working Time Regulations 1998

RT (WT) R

2005

Road Transport (Working Time) Regulations 2005

Art = (Article) Par = (Part) Reg = (Regulation) Sch = (Schedule) Sec = (Section)

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Annex B – The legislative framework for the remission

system

Civil Proceedings Fees Order 2008

s.5 – Schedule 2 applies for the purpose of ascertaining whether a party is

entitled to a remission or part remission of a fee prescribed by this Order.

SCHEDULE 2

EMISSIONS AND PART REMISSIONS

1. Interpretation

(1) In this Schedule—

“child” means a child or young person in respect of whom a party is

entitled to receive child benefit in accordance with section 141, and

regulations made under section 142, of the Social Security Contributions

and Benefits Act 1992;

“child care costs” has the meaning given in the Criminal Defence Service

(Financial Eligibility) Regulations 2006;

“couple” has the meaning given in section 3(5A) of the Tax Credits Act

2002;

“disposable monthly income” has the meaning given in paragraph 5;

“excluded benefits” means—

(a) any of the following benefits payable under the Social Security

Contributions and Benefits Act 1992—

(i) attendance allowance paid under section 64;

(ii) severe disablement allowance;

(iii) carer’s allowance;

(iv) disability living allowance;

(v) constant attendance allowance paid under section 104 or

paragraph 4 or 7(2) of Schedule 8 as an increase to a

disablement pension;

(vi) council tax benefit;

(vii) any payment made out of the social fund;

(viii) housing benefit;

(b) any direct payment made under the Community Care, Services for

Carers and Children’s Services (Direct Payments) (England)

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Regulations 2003 or the Community Care, Services for Carers and

Children’s Services (Direct Payments) (Wales) Regulations 2004;

Act 1995;

(d) any exceptionally severe disablement allowance paid under the

Personal Injuries (Civilians) Scheme 1983;

(e) any pension paid under the Naval, Military and Air Forces etc

(Disablement and Death) Service Pension Order 2006;

(f) any payment made from the Independent Living Funds; and

(g) any financial support paid under an agreement for the care of a foster

child;

“the Funding Code” means the code approved under section 9 of the

Access to Justice Act 1999;

“gross annual income” means total annual income, for the 12 months

preceding the application for remission or part remission, from all sources

other than receipt of any of the excluded benefits;

“gross monthly income” means total monthly income, for the month in

which the application for remission or part remission is made, from all

sources other than receipt of any of the excluded benefits;

“the Independent Living Funds” has the meaning given in the Criminal

Defence Service (Financial Eligibility) Regulations 2006;

“partner” means a person with whom the party lives as a couple and

includes a person with whom the party is not currently living but from

whom the party is not living separate and apart;

“party” means [the individual] who would, but for this Schedule, be liable

to pay the fee required under this Order;

“restraint order” means—

(h) an order under section 42(1A) of the [Senior Courts Act 1981]; or

(i) a civil restraint order under rule 3.11 of the Civil Procedure Rules

1998 or a practice direction made under that rule.

(2) Paragraphs 2, 3 and 4—

(a) do not apply to a party who is in receipt of funding provided by the

LSC for the purposes of the proceedings for which a certificate has

been issued under the Funding Code; and

(b) are subject to the provisions of paragraphs 10 (vexatious litigants) and

11 (exception).

2. Full remission of fees – qualifying benefits

(1) No fee is payable under this Order if, at the time when a fee would

otherwise be payable, the party is in receipt of a qualifying benefit.

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(2) The following are qualifying benefits for the purposes of sub-paragraph

(1)—

(a) income support under the Social Security Contributions and Benefits

Act 1992;

(b) working tax credit, provided that no child tax credit is being paid to the

party;

and

(d) guarantee credit under the State Pension Credit Act 2002[; and

(e) income-related employment and support allowance under the Welfare

Reform Act 2007].

3. Full remission of fees – gross annual income

(1) No fee is payable under this Order if, at the time when the fee would

otherwise be payable, the party has the number of children specified in

column 1 of the following table and—

(a) if the party is single, the gross annual income of the party does not

exceed the amount set out in the appropriate row of column 2; or

(b) if the party is one of a couple, the gross annual income of the couple

does not exceed the amount set out in the appropriate row of column 3.

Column 1 Column 2 Column 3

Number of children of

party paying fee

Single Couple

no children [£13,000] [£18,000]

1 child [15,930] [£20,930]

2 children [£18,860] [£23,860]

3 children [£21,790] [£26,790]

4 children [£24,720] [£29,720]

(2) If the party paying the fee has more than 4 children then the relevant

amount of gross annual income is the amount specified in the table for 4

children plus the sum of [£2,930] for each additional child.

4. Full and part remission of fees – disposable monthly income

(1) No fee is payable under this Order if, at the time when the fee would

otherwise be payable, the disposable monthly income of the party is £50

or less.

(2) The maximum amount of fee payable is—

(a) if the disposable monthly income of the party is more than £50 but

does not exceed £210, an amount equal to one-quarter of every £10

of the party’s disposable monthly income up to a maximum of £50;

and

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(b) if the disposable monthly income is more than £210, an amount equal

to £50 plus one-half of every £10 over £200 of the party’s disposable

monthly income.

(3) Where the fee that would otherwise be payable under this Order is

greater than the maximum fee which a party is required to pay as

calculated in sub-paragraph (2), the fee will be remitted to the amount

payable under that sub-paragraph.

5. Disposable monthly income

(1) A party’s disposable monthly income is the gross monthly income of the

party for the month in which the fee becomes payable (“the period”) less

the deductions referred to in sub-paragraphs (2) and (3).

(2) There are to be deducted from the gross monthly income—

(a) income tax paid or payable in respect of the period;

(b) any contributions estimated to have been paid under Part 1 of the

Social Security Contributions and Benefits Act 1992 in respect of the

period;

(i) monthly rent or monthly payment in respect of a mortgage debt or

hereditable security, payable in respect of the only or main

dwelling of the party, less any housing benefit paid under the

Social Security Contributions and Benefits Act 1992; or

(ii) the monthly cost of the living accommodation of the party;

(d) any child care costs paid or payable in respect of the period;

(e) if the party is making bona fide payments for the maintenance of a

child who is not a member of the household of the party, the amount

of such payments paid or payable in respect of the period; and

(f) any amount paid or payable by the party, in respect of the period, in

pursuance of a court order.

(3) There will be deducted from the gross monthly income an amount

representing the cost of living expenses in respect of the period being—

(a) [£315]; plus

(b) [£244] for each child of the party; plus

6. Resources of partners

(1) For the purpose of determining whether a party is entitled to the remission

or part remission of a fee in accordance with this Schedule, the income of

a partner, if any, is to be included as income of the party.

(2) The receipt by a partner of a qualifying benefit does not entitle a party to

remission of a fee.

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7. Application for remission or part remission of fees

(1) An application for remission or part remission of a fee must be made to

the court officer at the time when the fee would otherwise be payable.

(2) Where a claim for full remission of fees is made, the party must provide

documentary evidence of, as the case may be—

(a) entitlement to a qualifying benefit; or

(b) gross annual income and, if applicable, the children included for the

purposes of paragraph 3.

(3) Where a claim for full or part remission of fees under paragraph 4 is

made, the party must provide documentary evidence of—

(a) such of the party’s gross monthly income as is derived from—

(i) employment;

(ii) rental or other income received from persons living with the party

by reason of their residence in the party’s home;

(iii) a pension; or

(iv) a state benefit, not being an excluded benefit; and

(b) any expenditure being deducted from the gross monthly income in

accordance with paragraph 5(2).

8. Remission in exceptional circumstances

Where it appears to the Lord Chancellor that the payment of any fee

prescribed by this Order would, owing to the exceptional circumstances of the

particular case, involve undue financial hardship, the Lord Chancellor may

reduce or remit the fee in that case.

9. Refunds

(1) Subject to sub-paragraph (3), where a party has not provided the

documentary evidence required by paragraph 7 and a fee has been paid

at a time when, under paragraphs 2, 3 or 4, it was not payable, the fee

will be refunded if documentary evidence relating to the time when the fee

became payable is provided at a later date.

(2) Subject to sub-paragraph (3), where a fee has been paid at a time where

the Lord Chancellor, if all the circumstances had been known, would have

reduced or remitted the fee under paragraph 8, the fee or the amount by

which the fee would have been reduced, as the case may be, will be

refunded.

(3) No refund will be made under this paragraph unless the party who paid

the fee applies within 6 months of paying the fee.

(4) The Lord Chancellor may extend the period of 6 months mentioned in

sub-paragraph (3) if the Lord Chancellor considers that there is a good

reason for an application being made after the end of the period of 6

months.

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Annex C – Remission 3 – Table of Contributions

This table shows how much of the fee a person will have to pay (contribution)

if their monthly disposable income is calculated to be £50 or more. If monthly

disposable income is calculated to be less than £50, they do not have to pay a

court fee.

Disposable

Monthly Income

Contribution Disposable

Monthly Income

Contribution Disposable

Monthly Income

Contribution

£ £ £ £ £ £

50–59* 12.50 340–349 120.00 630–639 265.00

60–69 15.00 350–359 125.00 640–649 270.00

70–79 17.50 360–369 130.00 650–659 275.00

80–89 20.00 370–379 135.00 660–669 280.00

90–99 22.50 380–389 140.00 670–679 285.00

100–109 25.00 390–399 145.00 680–689 290.00

110–119 27.50 400–409 150.00 690–699 295.00

120–129 30.00 410–419 155.00 700–709 300.00

130–139 32.50 420–429 160.00 710–719 305.00

140–149 35.00 430–439 165.00 720–729 310.00

150–159 37.50 440–449 170.00 730–739 315.00

160–169 40.00 450–459 175.00 740–749 320.00

170–179 42.50 460–469 180.00 750–759 325.00

180–189 45.00 470–479 185.00 760–769 330.00

190–199 47.50 480–489 190.00 770–779 335.00

200–209 50.00 490–499 195.00 780–789 340.00

210–219 55.00 500–509 200.00 790–799 345.00

220–229 60.00 510–519 205.00 800–809 350.00

230–239 65.00 520–529 210.00 810–819 355.00

240–249 70.00 530–539 215.00 820–829 360.00

250–259 75.00 540–549 220.00 830–839 365.00

260–269 80.00 550–559 225.00 840–849 370.00

270–279 85.00 560–569 230.00 850–859 375.00

280–289 90.00 570–579 235.00 860–869 380.00

290–299 95.00 580–589 240.00 870–879 385.00

300–309 100.00 590–599 245.00 880–889 390.00

310–319 105.00 600–609 250.00 890–899 395.00

320–329 110.00 610–619 255.00 900–909 400.00

330–339 115.00 620–629 260.00 910–919** 405.00

*each range ends with .99p. ** Details of contributions payable where the

monthly disposable income exceeds £920 may be found in Annex 5 of the

Impact Assessment.

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Annex D – Examples of the application of the

HM Courts & Tribunals Service remission system

There are currently three levels of remissions available under the HMCTS

remissions scheme:

Remission 1 – Full remission based on receipt of certain benefits.

Remission 2 – Full remission based on gross annual income.

Remission 3 – Full or part remission based on monthly disposable

income.

We have provided below a number of examples of how that remission scheme

would work if applied in Employment Tribunals.

Examples of the application of the HMCTS remissions scheme under

Option 1

Name:

Dhanesh

Status:

Unemployed single parent with 2 children.

Circumstances:

He lives in a Housing Association property and is in

receipt of Income based Job Seekers Allowance.

Dhanesh left his most recent employment and is

claiming Constructive Dismissal.

Employment

Tribunal claim:

Level 2 claim

Issue Fee:

£200

Hearing Fee:

£1000

Remissions:

Dhanesh would be entitled to a full remission

(Remission 1) on both fees due to claiming a prescribed

benefit.

Name:

Mark

Status:

Employed, single and disabled.

Circumstances:

Mark works part time (earning £7000 per annum) and is

in receipt of Disability Living Allowance. He recently

submitted a claim to the Employment Tribunal against

his employer for Disability Discrimination as the

employer had not made reasonable adjustments to

accommodate Mark within the work place. Mark is

currently off work with stress.

Employment

Tribunal claim:

Level 3 claim

Issue Fee:

£250

Hearing Fee:

£1250

Remissions:

Mark would be entitled to a full remission (Remission 2)

on both fees due to earning less than £13000 per

annum

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Name:

Tim

Status:

Employed, married with 3 children.

Circumstances:

Tim was made redundant from his job as an engineer

and has since secured a clerical job at a lower salary of

£20000. He has three young children and a wife that

works part time in a clerical role earning £6000. He is

making a claim to the Employment Tribunal for his

redundancy pay which the company have not paid.

Employment

Tribunal claim:

Level 1 claim

Issue Fee:

£150

Hearing Fee:

£250

Remissions:

Tim would be entitled to a full remission (Remission 2)

on both fees due to the household earning less than

£26790 per annum.

Name:

Ajay

Status:

Employed, living with partner with 1 child

Circumstances:

Ajay is claiming Unfair Dismissal against a previous

employer and has now secured a job as a Library

Assistant. His partner is a school teacher. Their joint

income is £37000 per annum, however their disposable

income (after paying their mortgage and their living

expenses) per month is around £200.

Employment

Tribunal claim:

Level 2 claim

Issue Fee:

£200

Hearing Fee:

£1000

Remissions:

Ajay would be entitled to a part remission (Remission 3)

on both fees due to the level of the household

disposable monthly income. His contribution would be

£50 to each fee.

Name:

Multiple claimants

Status:

All with varying personal circumstances.

Circumstances:

250 Local Authority cleaners have submitted an Equal

Value claim to the Employment Tribunal through their

Trade Union Official. The claims have been received

and registered together and form a “Multiple” Claim.

Employment

Tribunal claim:

Multiple Level 3 claim.

Issue Fee:

£1500

Hearing Fee:

£7500

Remissions:

Where the details of the claimants were submitted in the

one claim form and no claimants in the multiple were

entitled to a remission, the full fee would be payable.

Where a sub-group of claimants in a multiple is entitled

to a remission, then the remaining claimants in the

group would be required to pay the total relevant fee.

Benefits of

entering a

Multiple claim:

As this claim has been entered as a Multiple the fee per

person equates to £6 for the Issue Fee and £30 for the

Hearing Fee. Had each of the claimants submitted their

claims separately they would potentially have had to

pay an Issue Fee of £250 and a Hearing Fee of £1250 if

they were not entitled to any remission.

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Examples of the application of the HMCTS remissions scheme under

Option 2

Name:

Vihaan

Status:

Unemployed, married with 3 children, wife does not

work.

Circumstances:

Vihaan is claiming unfair dismissal. Since losing his job

he has started to claim Housing Benefit and Jobseekers

Allowance.

Employment

Tribunal claim:

Level 2 claim

Issue Fee:

£500

Remissions:

Vihaan would be entitled to a full remission

(Remission 1) due to claiming a prescribed benefit.

Name:

Feliks

Status:

Unemployed, married, wife earns £40000 pa.

Circumstances:

Feliks is claiming unfair dismissal. He was employed at

an Executive level in a Media company and is claiming

£94000.

Employment

Tribunal claim:

Level 4 fee payable

Issue Fee:

£1750

Remissions:

Feliks would not be entitled to a Remission due to his

wife earning more than £18000 per annum

Name:

Brendan

Status:

Unemployed, married, wife earns £28000 pa.

Circumstances:

Brendan is claiming disability discrimination and unfair

dismissal and is seeking as award of £50000. He is

claiming Income-based Jobseekers allowance.

Employment

Tribunal claim:

Level 4 fee payable

Issue Fee:

£1750

Remissions:

Brendan would be entitled to a full remission (Remission

1) due to claiming a prescribed benefit.

Name:

Khushi

Status:

Employed, married with 4 children

Circumstances:

Khushi is claiming race and sex discrimination and

unfair dismissal. The amount she is claiming for is

£80000. She has started a part time job earning £5000

pa and her partner earns £35000 pa. Their joint monthly

disposable income is £600 per month.

Employment

Tribunal claim:

Level 4 claim as the award sought exceeds £30000

Issue Fee:

£1750

Remissions:

Khushi would be entitled to a part remission (Remission

3) on the basis of the household's monthly disposable

income. Her contribution to the issue fee would be

£250.

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Name:

Julia

Status:

Unemployed, married with 2 children.

Circumstances:

Julia was employed as a PA for 20 years at the same

company until she was made redundant. Her children

are still at school and her husband owns his own

business earning £67000 per annum. She is making a

claim to the Employment Tribunal for wages and holiday

pay that she has not been paid.

Employment

Tribunal claim:

Level 1 claim

Issue Fee:

£200

Remissions:

Julia is not entitled to a remission as she does not

qualify under any of the 3 remission criteria.

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Questionnaire

We would welcome responses to the following questions set out in this

consultation paper

Question 1 – Are these the correct success criteria for developing the

fee structure? If not, please explain why.

Question 2 – Do you agree that all types of claims should attract fees? If

not, please explain why.

Question 3 – Do you believe that two charging points proposed under

Option 1 are appropriate? If not, please explain why.

Question 4 – Do you agree that the claims are allocated correctly to the

three Levels (see Annex A)? If not, please identify which claims should

be allocated differently

and explain

your reasons.

Question 5 – Do you think that charging three levels of fees payable at

two stages proposed under Option 1 is a reasonable approach? If not,

please explain why.

Question 6 – Do you agree that it is right that the unsuccessful party

should bear the fees paid by the successful party? If not, please explain

why.

Question 7 – Do you agree that it is the claimant who should pay the

issue fee and, (under Option 1), the hearing fee in order to be able to

initiate each stage of the proceedings? If not, please explain why.

Question 8 – Do you agree that these applications should have separate

fees? If not please explain why.

Question 9 – Do you agree that mediation by the judiciary should attract

a separate fee that is paid by the respondent? If not, please explain why.

Question 10 – Do you agree that the HM Courts & Tribunals Service

remission system should be adopted for employment tribunal fees

across Great Britain? If not, please explain why.

Question 11 – Are there any changes to the HM Courts & Tribunals

Service remission system that you believe would deliver a fairer

outcome in employment tribunals?

Question 12 – Do you agree with the fee proposals for multiple claims

under Option 1? If not, please explain why.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

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Question 13 – Do you agree that the HM Courts & Tribunals Service

remission system should be adopted for multiple claims? If not, please

explain why.

Question 14 – Do you agree with our approach to refunding fees? If not,

please explain why.

Question 15 – Do you agree with the Option 1 fee proposals? If not,

please explain why.

Question 16 – Do you prefer the wider aims of the Option 2 fee

structure? Please give reasons for your answer.

Question 17 – Do you think one fee charged at issue is the appropriate

approach? Please give reasons for your answer and provide evidence

where available.

Question 18 – Do you think it is appropriate that a threshold should be

put in place and that claims above this threshold attract a significantly

higher fee? Please give reasons for your answer.

Question 19 – Do you think it is appropriate that the tribunal should be

prevented from awarding an award of £30,000 or more if the claimant

does not pay the appropriate fee? Please give your reasons and provide

any supporting evidence.

Question 20 – Fewer than 7% of ET awards are for more than £30,000. Do

you think £30,000 is an appropriate level at which to set the threshold?

Question 21 – Do you agree that Option 2 would be an effective means of

providing business with more certainty and in helping manage the

realistic expectations of claimants?

Question 22 – Do you agree with our view that it is generally higher

income earners who receive awards over £30,000? Please provide any

evidence you have for your views.

Question 23 – Do you agree that we should aim to recover through fees a

greater contribution to the costs of providing the service from those who

choose to make a high value claim (and can afford to pay the fee)? Do

you have any views on impacts you think this would have on claimants

or respondents? Please provide any supporting evidence for your

statement.

Question 24 – Do you agree with the Option 2 fee proposals? If not,

please explain why.

Question 25 – Do you agree with our proposals for multiple claims under

Option 2? Please give reasons for your answer

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Question 26 – Do you agree with our proposals for remissions under

Option 2? Please give reasons for your answer

Question 27 – Do you agree with our approach to refunding fees under

Option 2? If not, please explain why.

Question 28 – What sort of wider information and guidance do you think

is needed to help claimants assess the value of their claim and what

issues do you think may need to be overcome?

Question 29 – Is there an alternative fee charging system which you

would prefer? If so, please explain how this would work.

Question 30 – Do you agree with the simplified fee structure and our fee

proposals for the Employment Appeal Tribunal? If not, please explain

why and provide any supporting evidence.

Question 31 – What ways of paying a fee are necessary e.g. credit / debit

cards, bank transfers, direct debit, account facilities? When providing

your answer please consider that each payment method used will have

an additional cost that will be borne by users and the taxpayer.

Question 32 – What aspects should be taken into account when

considering centralisation of some stages of claim processing and fee

collection?

We would welcome responses to the following questions set out the

accompanying Equality Impact Assessment.

Q1 – What do you consider to be the equality impacts of the introduction

of fees both under Option 1 and Option 2 (when supported by a

remission system) on claimants within the protected groups?

Q2 – Could you provide any evidence or sources of information that will

help us to understand and assess those impacts?

Q3 – What do you consider to be the potentially positive or adverse

equality impacts on employers under Options 1 and 2?

Q4 – Do you have any evidence or sources of information that will help

us to understand and assess those impacts?

Q5 – Do you have any evidence that you believe shows that the level of

fees proposed in either option will have a disproportionate impact on

people in any of the protected groups described in the introduction that

you think should be considered in the development of the Equality

Impact Assessment?

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Q6 – In what ways do you consider that the higher rate of fees proposed

in Option 2 for those wishing to take forward complaints where there is

no limit to their potential award (the Level 4 fee) if successful, will be

deterred from accessing justice?

Q7 – Are there other options for remission you think we should consider

that may mitigate any potential equality impacts on people with

protected characteristics while allowing us to keep the levels of fees

charged under either option to the level we propose?

Q8 – Do you consider our assumption that the potentially adverse effects

of the introduction of fees together with the remission system will

mitigate any possible adverse equality impacts on the groups covered

by the analysis in our equality impact assessment to be correct? If not,

please explain your reasons.

Q9 – Further to Q8 could you provide any information to help us in

understanding and assessing the impacts?

Q10 – Could you provide evidence of any potential equality impacts of

the fee payment process described in Annex B of the Equality Impact

Assessment you think we should consider?

Q11 – Further to Q10 do you have any suggestions on how those

potential equality impacts could be mitigated?

Q12 – Where, in addition to any of the questions that have been asked,

you feel that we have potentially missed an opportunity to promote

equality of opportunity and have a proposal on how we may be able to

address this, please let us know so that we may consider it as part of our

consultation process.

Thank you for participating in this consultation exercise.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

About you

Please use this section to tell us about yourself

Full name

Job title or capacity in which

you are responding to this

consultation exercise (e.g.

member of the public etc.)

Date

Company name/organisation

(if applicable):

Address

Postcode

If you would like us to

acknowledge receipt of your

response, please tick this box

(please tick box)

Address to which the

acknowledgement should be

sent, if different from above

If you are a representative of a group, please tell us the name of the group

and give a summary of the people or organisations that you represent.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Contact details/How to respond

Please send your response by 6 March 2012 to:

Ministry of Justice

HQ Civil Family & Tribunals Directorate –

Employment Tribunals Fees Consultation

Level 1 (post point 1.40)

102 Petty France

London SW1H 9AJ

Tel: 0141 354 8409

Email: [email protected]

Extra copies

Further paper copies of

this cons

ultation can be obtained from this address

and it is also available on-line at http://www.justice.gov.uk/index.htm.

Alternative format versions of this publication

can be requested from

0141 354 8409.

Publication of response

A paper summarising the responses to this consultation will be published

within three months of the closing date of the consultation. The response

paper will be available on-line at http://www.justice.gov.uk/index.htm.

Representative groups

Representative groups are asked to

give a summary of the people and

organisations they represent when they respond.

Confidentiality

Information provided in response to this consultation, including personal

information, may be published or disclosed in accordance with the access to

information regimes (these are primarily the Freedom of Information Act 2000

(FOIA), the Data Protection Act 1998 (DPA) and the Environmental

Information Regulations 2004).

If you want the information that you provide to be treated as confidential,

please be aware that, under the FOIA, there is a statutory Code of Practice

with which public authorities must comply and which deals, amongst other

things, with obligations of confidence. In view of this it would be helpful if you

could explain to us why you regard the information you have provided as

confidential. If we receive a request for disclosure of the information we will

take full account of your explanation, but we cannot give an assurance that

confidentiality can be maintained in all circumstances. An automatic

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

confidentiality disclaimer generated by your IT system will not, of itself, be

regarded as binding on the Ministry.

The Ministry will process your personal data in accordance with the DPA and

in the majority of circumstances, this will mean that your personal data will not

be disclosed to third parties.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

The consultation criteria

The seven consultation criteria are as follows:

1. When to consult – Formal consultations should take place at a stage

where there is scope to influence the policy outcome.

2. Duration of consultation exercises – Consultations should normally last

for at least 12 weeks with consideration given to longer timescales where

feasible and sensible.

3. Clarity of scope and impact – Consultation documents should be clear

about the consultation process, what is being proposed, the scope to

influence and the expected costs and benefits of the proposals.

4. Accessibility of consultation exercises – Consultation exercises

should be designed to be accessible to, and clearly targeted at, those

people the exercise is intended to reach.

5. The burden of consultation – Keeping the burden of consultation to a

minimum is essential if consultations are to be effective and if consultees’

buy-in to the process is to be obtained.

6. Responsiveness of consultation exercises – Consultation responses

should be analysed carefully and clear feedback should be provided to

participants following the consultation.

7. Capacity to consult – Officials running consultations should seek

guidance in how to run an effective consultation exercise and share what

they have learned from the experience.

These criteria must be reproduced within all consultation documents.

Charging Fees in Employment Tribunals and the Employment Appeal Tribunal

Consultation Paper

Consultation Co-ordinator contact details

If you have any complaints or comments about the consultation process

rather than about the topic covered by this paper, you should contact Ministry

of Justice Consultation Co-ordinator, at [email protected].

Alternatively, you may wi

sh to write to the address below:

Ministry of Justice Consultation Co-ordinator

Better Regulation Unit

Corporate and Access to Justice Analytical Services

Floor, Pillar 7:02

102 Petty France

London

SW1H 9AH

If your complaints or comments refer to the topic covered by this paper rather

than the consultation process, please direct them to the contact given under

the How to respond section of this paper at page 77.

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You may re-use this information (not including logos) free of charge in any format

or medium, under the terms of the Open Government Licence. To view this licence,

visit http://www.nationalarchives.gov.uk/doc/open-government-licence/ or email:

[email protected]

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permission from the copyright holders concerned.

Alternative format versions of this report are available on request from

0141 354 8409.