Employment arbitration agreements have become increasingly common in recent years as employers seek to avoid costly and time-consuming litigation. However, there are both pros and cons to implementing such agreements in the workplace.


1. Confidentiality: One of the main benefits of an employment arbitration agreement is that it keeps workplace disputes confidential. Unlike a court proceeding, an arbitration hearing is private, which can help to protect an employer`s reputation.

2. Cost-effective: Arbitration can be less expensive than litigation because there is no need for court fees or extensive discovery.

3. Speedy resolution: Arbitration is often quicker than litigation because there are no juries, no lengthy appeals process, and no requirement for filing motions or briefs.

4. Expertise: Employers can choose arbitrators who have experience in the particular area of law at issue, providing for a more informed and nuanced decision.


1. Limited appeal options: Unlike court trials, there are typically only limited appeal options in arbitration, which means that an unfavorable decision can be difficult to challenge.

2. Reduced rights: When an employee agrees to arbitration, they are often required to waive their right to a jury trial, discovery, and other procedural protections that might be available in court. This can lead to an unequal bargaining position between employers and employees.

3. Lack of transparency: Because arbitration hearings are private, there is no public record of the proceedings. This can limit the ability of other employees to learn from the outcome of disputes.

4. Inconsistency: Because there is no precedent in arbitration, decisions can be inconsistent from one arbitrator to another. This can make it difficult for employers to predict the outcome of disputes.

Overall, employment arbitration agreements can be an effective way to resolve disputes between employers and employees. However, there are also potential downsides to consider, including reduced rights and limited transparency. Employers should carefully weigh the pros and cons before implementing such agreements in their workplace.