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Use of ADR in Employment Litigation


Data Law Limited

Summary

Price
£84 inc VAT
Or £28.00/mo. for 3 months...
Study method
Online, self-paced
Duration
1 hour
Qualification
No formal qualification
Additional info
  • Tutor is available to students

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Overview

Learning Outcomes

  • On completion of this course you will:
  • • Have considered how ADR has developed into the practise we now recognise
  • • Be familiar with judicial mediation and the impact this has had on employment litigation
  • • Be aware of the benefits which ADR and alternative ADR offers
  • • Appreciate the cost implications which ADR can have on employment litigation
  • • Feel more confident when undertaking ADR in employment litigation matters

What is the target audience?

  • Employment law practitioners who engage in litigation

Description

Delivered by experienced lecturer and barrister Alastair Hodge of 5 Essex Court, this 30-minute session will examine the use of Alternative Dispute Resolution (ADR) in employment litigation matters.

Alastair will begin the session by providing viewers with an overview of the history of ADR and will progress to consider the role of ACAS in early conciliation, the final stage in proceedings before the matter goes to an employment tribunal.

This course will offer a practical discussion of the impact which the judicial mediation process has had on employment litigation cases, following its introduction by way of a pilot scheme. The alternatives to ADR such as round table meetings and arbitration will also be explored, with consideration given to their benefits, costs, etc.

Finally, Alastair will impart invaluable guidance regarding the cost implications if litigation is not nipped in the bud:
• Alastair will share his own experience when acting for employer clients and how it is sensible to work backwards when determining a settlement pot and consider the worst-case scenario in terms of legal fees and the likely compensation which will be paid out.
• When acting for a claimant employee, Alastair will offer advice on how to anticipate what the employer’s settlement pot will potentially be and the impact this will have on proceedings.

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