Employment Tribunal Fees

Gary Streeter Excerpts

Tuesday 1st December 2015 Westminster Hall

[Margaret Greenwood (Wirral West) (Lab)]

I congratulate my hon. Friend on securing this important debate. I would like to make reference to the TUC’s submission to the Select Committee on Justice inquiry on tribunal fees, which stated:

“The EHRC and BIS recently funded a large-scale survey of the experiences of new mothers in the workplace...The survey findings suggest that 54,000 women a year (one in nine new mothers) are dismissed, made redundant when no other employee is, or are treated so badly while pregnant or on maternity leave that they are forced to leave their jobs.”

Indeed, I know women who have suffered exactly that. That is happening at a time when, despite all the joy of adding a new member to their family, they are under a huge amount of pressure. In 2012-13, prior to the introduction of fees, there were 1,593 claims for pregnancy-related detriment or dismissal.

[Mr Gary Streeter (in the Chair)]

Order. Interventions should be brief. The hon. Lady might wish to make a speech later, but for now, perhaps she will conclude.

[Margaret Greenwood]

I am sorry, Mr Streeter. There was half the number in the following year—790 claims. Does my hon. Friend the Member for Ellesmere Port and Neston (Justin Madders) agree that that is an unacceptable level for our society?

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[Justin Madders]

I thank the hon. Gentleman for his intervention. He is of course absolutely right. Trade unions play a vital role in ensuring that justice is served for their members, but they also play a wider role by not supporting or endorsing claims that are considered vexatious or weak. We really should mark out that contribution that is made. Of course the vast majority of people who work in this country are not trade union members. Perhaps that is one reason why the figures have not substantially changed as a result of these initiatives from the Government.

The myth that there is a vexatious culture out there has been perpetuated by parts of this Government and certain sections of the media. It is almost as if they believe that there is an army of litigious individuals out there who are routinely fleecing employers with spurious claims. That view has no basis in fact. As I said, there are already rules to stop vexatious claims proceeding. Each case is considered by a legally qualified judge. Most employers have access to professional advice on their case and far more are legally represented at tribunals than claimants—and all of that in a country that regularly appears near the bottom of the pile in any OECD studies of the strength of employment protection across the planet. It is far from the easy ride for employees that some people would portray.

In addition, it is simply not the case that there are hundreds of no win, no fee lawyers out there ready to exploit employers by bringing forth spurious claims. The clue is in the title: “no win, no fee”. If the lawyer does not think that the claim will win, they will not get paid for it, so why would they waste time pursuing a claim that they know will ultimately be unsuccessful?

The idea that employers are a soft touch in these matters is simply untrue. Most are professionally represented and should be able easily to spot someone trying it on. There is a question about how those who are not members of trade unions access affordable representation. We have dealt with that in some of the interventions today. Of course I would say that the best thing that anyone can do to protect themselves in the workplace is to join a trade union, but that is not a substitute for basic advice and support for people who find themselves in these very difficult situations. The Government have pulled the rug out from under them.

This system not only prevents access to justice, but feeds the myth that employment rights are some sort of undesirable impediment to properly functioning businesses. At its worst, it acts as encouragement to those rogue employers who think that employment protection and workplace rights are an optional extra to be ignored whenever possible.

There is plenty of evidence from those representing individuals in employment tribunals, including those who gave evidence to the Justice Committee, that some employers will deliberately decide not to engage in any kind of discussion about resolution of a claim until the very end of the process, even when they may very clearly be in the wrong. The pre-claim conciliation process run by ACAS can be and often is met by employers refusing to engage at all. They know that if they have dismissed an employee, they may not have the funds to pay for a tribunal claim. Even when one is under way, they still hold off until the hearing fee is paid before seriously considering whether they should engage in settlement negotiations. That can be as little as three weeks before the tribunal hearing. That wastes everyone’s time and the tribunal’s and the taxpayer’s resources. There is a category of employers who will not engage with anything unless they know that the employee has paid their £1,200, but even in the cases in which the lower fee applies, there is now a real dilemma facing employees, who are asking themselves, “Can I afford to take this on even though I know I am in the right?”

The starkest example—I referred to this earlier—is one from my own experience shortly before I was elected to this place. It involved an employer systematically refusing to pay their staff over a period of weeks. They refused to engage with ACAS in early conciliation and decided instead to sit back and wait for the tribunal claims that never arrived. The people affected whom I saw were all women and had all lost several weeks’ wages. There was no doubt that money was owed, but all of them questioned spending £390 to recover a similar amount and some of them were actually seeking to recover less than their initial outlay in fees, so for them the dilemma was even greater. Of course, there was no reason to suppose that they would not succeed in their claims, but it is a sad fact that employers, even if they do lose, do not actually pay the compensation due to the employee more than 50% of the time. Given the intransigence shown up to that point, I could not criticise those people at all for not wanting to take that risk.

How can anyone defend the bad employer playing the system and preventing very basic employment rights, including the right to be paid, from being enforced? It does not take a great feat of imagination to see how that attitude can inform an employer’s thinking on whether they should, for example, take steps to dismiss an employee fairly in the first place. After all, if they want rid of someone, why waste too much time on that process if they think that the person will not have the resources to challenge it afterwards? Far from the picture painted by some, this Government are actually creating a culture in which an employer can hire and fire with impunity.

Then there is the situation in which the employer becomes insolvent. The claimant has to apply to the Redundancy Payments Service for redundancy pay, but if there is no employer left to order reimbursement from and it is not recoverable from the national insurance fund, the claimant never recovers their fees. How can it be right that the state can profit from that situation? What kind of situation allows an employee to be, in effect, fined for attempting to exercise their rights in the already difficult situation in which there is an insolvency?

The GMB union has provided a very clear example of what amounts to a significant profit made off the backs of trade union membership fees. It was involved in a claim in Sheffield against a company that in February 2015 went into administration. The business was later sold to new owners, with the original company being wound up. There were redundancies, and the employment tribunal found in favour of the 48 people who brought claims in respect of a failure to consult and unfair dismissal. The claimants were supported by the GMB and three other unions, with fees totalling £13,200 being paid to issue the claims and have them heard. Although the tribunal ordered the respondent to refund the fees, there was virtually no chance of recovering them, as the legal entity had been wound up. Notably, it was only possible for those employees to bring claims because they were supported by a union to get their case before the tribunal. That is a tribute to the importance of trade union membership, but it cannot be right that trade unions or individuals have to make such payments with no avenue for recovering the cost. In that situation they were completely blameless, so why should the state penalise them?

On the question of costs, it has been suggested that one of the justifications for the fee system is that it will recoup some of the costs of the tribunal system. If that was the intention, the system has been a failure. The latest accounts from the Ministry of Justice show that in 2014-15, the net income from employment tribunal fees was £9 million and expenditure on employment tribunal services overall was £71.4 million, which means that the increase in net income from fees covers 12.5% of the cost of running the employment tribunal service. The Government seem to have been unable to quantify, in response to written questions, the extra administration and staffing costs in the tribunal service of having to administer the fees and the remission system. In reality, the gain in revenue is probably lower than 12.5%, and it has been achieved at the expense of a 69% drop in the number of claims.

There is no mention anywhere in any of the documents I have seen of the benefit to the taxpayer from the application of the recoupment regulations, which can result in an employer paying back to the taxpayer thousands of pounds—for example, in jobseeker’s allowance already paid to the claimant—which is offset against the claimant’s compensation. Such repayment is normally ordered where a tribunal has made a finding of unfair dismissal. Why is that clear benefit to the taxpayer not included in any considerations, and has anyone stopped to consider that the level of recoupment will have reduced as the level of claims has reduced—

[Mr Gary Streeter (in the Chair)]

Order. I am reluctant to intervene, because the hon. Gentleman is making a fine speech, but he has been speaking for half an hour. He might want to take into account the fact that several colleagues want to catch my eye.

[Justin Madders]

I will be brief, Mr Streeter. As we have discussed, do not the participants contribute to the system through their taxes anyway? Is it not simply part of the cost of a civilised society? In the long run, we all benefit from stable and balanced employment relations. If the Government are so determined to recoup costs and if they are genuinely interested in ensuring access to justice, surely the obvious way to deal with the matter is to levy a fee or apportion a percentage of compensation at the end of the process, not at the beginning.

At the moment, if a claimant is successful, they can recover their fee from the respondent, but what is the respondent’s contribution to the costs of the tribunal? It is nothing. I suppose it could be argued that they indirectly contribute by recovering the fee and repaying it to the employee, but as we have seen, that outcome is not certain, and the burden disproportionately falls on those who seek to enforce their rights.

Employment tribunals play a vital role in ensuring the effectiveness of basic rights, such as the rights to the minimum wage, paid holiday, time off and maternity leave, and the right not to be unfairly dismissed or discriminated against. If we value those rights and think that they are important, we should also value the ease with which people are able to exercise them. Those rights are not just about individual dignity and respect in the workplace; they bring with them important social and economic benefits for the country. They ensure that most people can participate in the labour market without facing unfair discrimination. They give vulnerable workers more job security and stability of income than they would have. They encourage a committed and engaged workforce and the retention of skilled workers. They allow people to plan their lives and plan for the future, knowing that if they do a good job and their employer runs its business well, they are likely to remain in work. Employment rights are, ultimately, of benefit to everyone. The fee regime not only undermines those rights but actively encourages rogue employers to flout the law, and I say that the regime should be scrapped.

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[Mr Gary Streeter (in the Chair)]

Order. The wind-up speeches will begin at 3.30 pm.

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[Karl Turner (Kingston upon Hull East) (Lab)]

It is always a pleasure to serve under your chairmanship, Mr Streeter. I congratulate my hon. Friend the Member for Ellesmere Port and Neston (Justin Madders) on securing this very important debate. He speaks with huge experience—far more than me. He was, I think, an employment solicitor from 1998. I ought to declare my interest: I am a lawyer. Prior to my election to this House, I was a barrister at Wilberforce Chambers in Hull. Since then, I have been admitted to the roll of solicitors, practising only occasionally on a completely pro bono basis. As we are discussing tribunals, including employment tribunals, I ought to declare the fact that my wife is a fee-paid judge in the social entitlement tribunal, and a legal aid lawyer. She does not practise employment law. If she did, she would not do so through public funding, because the Government took away the little public funding that there was for employment law in the Legal Aid, Sentencing and Punishment of Offenders Act 2012.

Since the introduction of employment tribunal fees in 2013, there has been a massive decline in the number of cases brought to tribunals. The number of single employment tribunal claims has fallen by 69%, and the number of discrimination cases has fallen by a massive 80%. It cannot be said that that is a result of weeding out unmeritorious claims. It is beyond what is reasonable to suggest that the Ministry of Justice could have calibrated fees perfectly to deter 50,000 or more vexatious cases every year while ensuring that all meritorious cases were heard before tribunals.

It is important to look at a couple of cases that have come to my surgery. One is the case of Steve, who is a full-time forklift truck driver in Hull, working for a builders merchant. He had worked five consecutive Saturdays but had not been paid. A simple wage claim amounted to £280, but the fee was £390—completely prohibitive. He would have been entitled to fee remission had he been advised, but as the Minister knows, there is no longer legal help for employment law. In any event, the procedure for claiming fee remission is so complex and long-winded that it would put anybody off. The suggestion that a layperson could tackle the complexities thrown at them in applying for the fee remission is just ludicrous, and the Minister probably knows that. He might not accept or want to concede that, but it happens to be absolutely right.

There are three problems. One is the possibility that fee remission is not brought to the public’s attention. I do not think that people know about it, and even if they did, it is too complex to tackle without some legal help. The fee remission scheme is an absolute minefield. I looked at it briefly today. [Interruption.]

[Mr Gary Streeter (in the Chair)]

Order. We have a fourth problem: there is a Division in the House, so the sitting is suspended. I understand that we are expecting possibly two votes, so we will suspend for 25 minutes. If it is only one vote, please come back as quickly as possible, as we will suspend for 15 minutes.