Applications to employment tribunals have nearly trebled in the last decade and are now running at well over 100,000 a year. Tribunals are a major burden for employers who face the costs of speculative tribunal applications and who inadvertently breach the law due to the continually changing and complex legal framework.
Both employees and employers bear considerable direct and indirect costs both from tribunal applications and from trying to prevent applications. These costs bear disproportionately on small employers and act as a "stealth tax" discouraging employment. These are, of course, in addition to costs of running the service itself.
There does not seem to be any relationship between tribunal claims and apparent good employment practice. Large firms and public sector employers are more likely to have explicit equal opportunities policies but are more likely to face discriminat