I would welcome the views and feedback from other members who have been involved in attendance management processes which may have resulted in grievance,disciplinary, employment tribunal proceedings. 

Since 2016 I have been involved in research into cases (predominantly public sector organisations) that have ended up in Employment Tribunals.

All cases which have been studied in detail to date have indicated that the absence of specialist practitioners to advise on matters relating to all areas of equality and inclusion in these generalist models is resulting in Employment Tribunals to resolve issues

The original workplace issues in every case could and should have been resolvable by the correct application of internal policies and procedures.

There is a reluctance to mediate at any point in the internal and external proceedings including ACAS or judicial mediation through the ET process.

This results in long, protracted, adversary and expensive ET proceedings which are equally stressful for the claimant and respondent and rarely deliver ‘justice’.

Should ADR be mandatory before a case is allowed to proceed to a full hearing? 

I will anonymise any comments in any papers that I produce.

Thank you in advance for any responses