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  • Hub You - New UK Laws on Staff Dispute Resolution and Disciplinary Procedures

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    iod, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manag
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    October 2004 saw the introduction of the Employment Act 2002, which has brought a new approach to staff dispute resolution.

    It has long been acknowledged that disputes in the workplace are disruptive, stressful, and costly – both for employers and employees. Once time and legal expenses are taken into account, the average cost of an employment tribunal for a UK employer is ?2,000. In addition, it is said that 50% of employees who take a case to a tribunal end up in lower paid or lower status jobs after the hearing, and almost a quarter find themselves unemployed.

    In a recent twelve month period, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manag

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    edged that disputes in the workplace are disruptive, stressful, and costly – both for employers and employees. Once time and legal expenses are taken into account, the average cost of an employment tribunal for a UK employer is ?2,000. In addition, it is said that 50% of employees who take a case to a tribunal end up in lower paid or lower status jobs after the hearing, and almost a quarter find themselves unemployed.

    In a recent twelve month period, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manag

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    n into account, the average cost of an employment tribunal for a UK employer is ?2,000. In addition, it is said that 50% of employees who take a case to a tribunal end up in lower paid or lower status jobs after the hearing, and almost a quarter find themselves unemployed.

    In a recent twelve month period, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manag

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    tribunal end up in lower paid or lower status jobs after the hearing, and almost a quarter find themselves unemployed.

    In a recent twelve month period, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manag

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    iod, the UK employment tribunal service received over 94,000 claims. But research showed that in more than 33% of cases, the employee and his or her manager had not had any prior discussion about the problem.

    The new legislation in the Employment Act aims to address these problems by:

    • encouraging both employers and employees to discuss disputes
    • promoting alternative ways to resolve disputes
    • enabling the employment tribunal system to work more effectively.

    Since October 2004, all employers and employees have been required to follow a new three-step process when dealing with most dismissals, disciplinary actions or grievances. If they don’t, they could face a financial penalty should a dispute reach

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