But it is also part of the overall HR strategy of many companies and interacts with other HR policies. Most of the large companies that introduce mandatory arbitration have also put in place internal dispute resolution procedures to resolve organizational disputes before reaching arbitration. It could also be argued that the additional time to trial could result in higher damages in the litigation. In the event of discrimination in the workplace, an employee who successfully proves the discrimination has the right to claim damages for the economic loss suffered, including a retroceding payment and an advance payment. This would include losses resulting from a resulting period of unemployment, taking into account the obligation to mitigate the losses by seeking and accepting alternative employment. The crucial point is that the compensation is linked to the period of unemployment caused by the discriminatory decision in employment and not to the period of entitlement to legal proceedings. . . .