- You will learn the clear steps to qualify, train, and get appointed as an arbitrator.
- Practical actions cover education, hands-on experience, certification, and panel membership.
- You will get concrete examples for gaining case experience and building a practice.
- The guide shows how to present yourself to institutions, counsel, and clients to win appointments.
If you want to know how to become a arbitrator, this guide walks you through every practical step from learning the role to getting appointed to cases. You will get actionable instructions, examples, and common pitfalls so you can plan a realistic path and start taking measurable steps within months.
Step-by-Step Guide
Understand the role of an arbitrator
An arbitrator decides disputes outside court, applies the parties agreed rules, and issues a binding award. Knowing what the job requires helps you match your skills and expectations before you invest time and money.
Read sample arbitration awards and rules from major institutions to see how decisions are written and the scope of powers arbitrators hold.
Start by reading model rules from institutions such as the ICC, AAA, or a local arbitration center, and compare civil and common law practices where relevant. Attend a hearing as an observer if possible, and note time management, questioning styles, and how evidence is handled.
Watching hearings gives you practical insight and helps you decide which dispute types you prefer to handle.
- Read two recent published awards in your preferred field to see how factual findings and legal reasoning are structured.
- Attend one arbitration hearing in person or online to observe procedure and tone.
- Talk with one practicing arbitrator for 20 minutes about their day-to-day work.
Gain the education and credentials, how to become a arbitrator
Most arbitrators come from legal or specialized professional backgrounds, such as construction, finance, or engineering, because expertise in the subject matter adds credibility. Formal legal training helps, but technical experts can also serve as arbitrators in their field.
If you have a law degree, focus on courses in dispute resolution, evidence, and contract law; if you have a technical background, document projects and disputes you handled as evidence of expertise.
Take short courses in arbitration rules and practice from reputable providers, and complete a basic arbitration training program that includes mock hearings. Keep a record of your training certificates, written awards if you draft any, and testimonials from participants in training hearings.
This documentation forms the basis of your CV when you apply to panels or approach counsel for appointments.
Avoid assuming that general experience alone is enough, instead map your credentials to common arbitrator selection criteria such as subject-matter knowledge, procedural skills, and independence. If you lack legal training, consider partnerships with lawyers on panels or aim for cases that emphasize technical rather than legal complexity.
- Enroll in a basic arbitration training course that includes a mock hearing and drafting exercise.
- If you are not a lawyer, compile a portfolio of technical reports, expert witness roles, and dispute-related experience.
- Keep scanned copies of certificates and a one-page credential summary for panel applications.
Build practical dispute resolution experience
Practical experience is what moves you from theory to appointments, and that experience can come from mediation, acting as an expert witness, or assisting an arbitrator. Each role teaches different skills, such as case management, evidence handling, and drafting reasons.
Volunteer to assist established arbitrators or join a law office as a clerk to watch case preparation and hearing flow.
Start with small roles: be a co-arbitrator or assistant on low-stakes matters, offer to act as a mediator in community disputes, or accept expert witness assignments that put you in front of counsel. Track duties you perform, time spent, and outcomes so you can show measurable experience.
Keep a short log with case type, role, dates, and a 2-sentence description of your contribution for your CV.
Expect that early experience rarely pays large fees, but treat these assignments as investments in reputation and learning. Avoid overcommitting to matters outside your competence, instead focus on a few case types where you can demonstrate clear contributions and learning.
- Offer to assist an experienced arbitrator on a small procedural matter to learn case management.
- Accept unpaid or low-paid roles initially to build a record of hearings and awards.
- Keep a one-page case log you can share with institutions when applying to panels.
Get formal arbitration training and consider certification, how to become a arbitrator
Formal training teaches the mechanics of hearings, award drafting, and conflict checks, while certification can increase credibility with institutions and counsel. Choose programs recognized in your jurisdiction or by major institutions you want to work with.
Complete courses that include drafting an award and participating in a mock hearing, since those exercises create demonstrable outputs you can show to selectors.
Look at certificate programs from arbitration institutions, bar associations, or universities, and prefer those with practical components and assessed work. After training, produce one or two written sample awards or reasoned decisions and ask a mentor to review them.
Use those samples when applying to panels or when pitching counsel for appointments.
Do not rely solely on online short courses without assessment, instead choose programs with evaluated practical tasks. Keep copies of evaluations and feedback to show progressive competence.
- Choose a training that includes an assessed mock hearing and an award-writing task.
- Ask a mentor to critique your written award and revise it before adding it to your portfolio.
- Select certification programs recognized by the arbitration institutions you plan to approach.
Join panels, directories, and build a referral network
Panel membership and directory listings make it easy for counsel and institutions to find you and assess your suitability for appointments. Start by joining local arbitration center panels, specialized directories, and professional association lists for your niche.
Prepare a concise panel CV that highlights relevant cases, training, and impartiality, and tailor it for each directory or panel application.
Network with counsel, in-house counsel, and experienced arbitrators through conferences, local chapter meetings, and online forums to generate referrals. Offer to speak at one event or write a short article on a specific arbitration topic to gain visibility.
Keep follow-up notes and send a polite introduction email to contacts you meet, summarizing your experience and the types of disputes you will accept.
Avoid generic panel CVs, instead customize your pitch for the types of disputes the panel handles, and be honest about your availability and fee expectations. Do not ignore smaller regional centers, since they often provide the first appointments that build your track record.
- Create a one-page panel CV focused on relevant cases, training, and languages you use in hearings.
- Attend one industry conference per year and introduce yourself to at least five potential referrers.
- List yourself on at least two reputable directories relevant to your dispute type.
Market your services and manage early appointments, how to become a arbitrator
Marketing helps counsel remember you when they need an arbitrator for a dispute, and managing early appointments builds your reputation for future work. Use a simple professional website or LinkedIn profile that highlights your panel CV, sample awards, and a clear statement of case types and languages you accept.
Prepare a short fee schedule and clear terms on availability so counsel can quickly decide whether to propose you to parties.
When you receive early appointments, prepare thoroughly: set a hearing timetable, prepare pre-hearing orders templates, and draft well-structured interim and final awards on schedule. Request feedback from counsel after the award to learn what you did well and where you can improve.
Keep records of time spent and standardize your procedures to make early cases efficient and to demonstrate reliability to those who might recommend you.
Do not underprice yourself drastically just to win the first appointments, instead be transparent about fees and consider limited discounts for first-time appointing counsel. Avoid taking on more matters than you can manage, since missed deadlines will harm your reputation more than slower early growth.
- Publish one short article or LinkedIn post on a specific arbitration procedural issue to showcase expertise.
- Prepare standard pre-hearing orders and a hearing checklist to run hearings professionally from the start.
- Ask for brief client feedback after each case and keep it archived for future panel applications.
Common Mistakes to Avoid
Pro Tips from Experts
Keep a concise one-page panel CV and a two-paragraph professional bio you can paste into applications or emails.
Create a simple case log spreadsheet tracking role, dates, case type, and a one-line outcome to show progressive experience.
Build relationships with a small group of counsel by offering short technical briefings on niche topics rather than broad marketing.
Becoming an arbitrator is a stepwise process of learning the role, building documented experience, completing practical training, and presenting yourself clearly to panels and counsel. Start with one concrete action this week, such as enrolling in a training or contacting an experienced arbitrator to assist, and use small, consistent steps to build a reliable practice.
Step-by-Step Guide: Becoming an Arbitrator
1.
- •What to do: Read job descriptions, arbitration rules (e.g., AAA, ICC), and profiles of practicing arbitrators in your target field (commercial, construction, employment, international).
- •How to do it: Subscribe to 2–3 arbitration newsletters, download model arbitration clauses, and attend 1 introductory webinar.
- •Pitfalls: Skipping specialty research can leave you underqualified for specific panels.
- •Success indicator: You can explain three differences between commercial and employment arbitration.
2.
- •What to do: Acquire a law degree or equivalent and build 3–5 years of practice experience in dispute resolution, or a subject-matter background (e.g., engineering for construction disputes).
- •How to do it: If not a lawyer, take certified courses in arbitration and dispute resolution from recognized providers.
- •Pitfalls: Relying solely on webinars; choose accredited programs.
- •Success indicator: You hold at least one recognized certification or 3+ years relevant experience.
3.
- •What to do: Complete intensive arbitration training (e.g., AAA/ICDR panels, Chartered Institute of Arbitrators — CIArb courses).
- •How to do it: Enroll in a foundation course then an advanced course; practice mock arbitrations.
- •Pitfalls: Not practicing procedural rulings; seek mock hearings.
- •Success indicator: You’ve chaired or observed 3 mock hearings and received feedback.
4.
- •What to do: Serve as counsel, tribunal secretary, or co-arbitrator; volunteer for mediations to build track record.
- •How to do it: Join a law firm practice group, in-house counsel team, or freelance as a tribunal secretary.
- •Pitfalls: Waiting only for three-party appointments; proactively accept support roles.
- •Success indicator: You participated in 5+ arbitration matters in any capacity.
5.
- •What to do: Publish articles, speak at conferences, and teach workshops in your specialty.
- •How to do it: Submit two articles to trade journals and present at one regional event.
- •Pitfalls: Overbroad branding—focus on a clear niche.
- •Success indicator: You’ve been invited to speak or your article was accepted.
6.
- •What to do: Apply to arbitration institution panels (AAA, ICDR, LCIA, ICC, CIArb) and update public directories (LinkedIn, Chambers).
- •How to do it: Meet minimum experience criteria, submit CV and references, and pay any fees.
- •Pitfalls: Missing application deadlines or incomplete references.
- •Success indicator: Acceptance to at least one panel or listing on a major directory.
7.
- •What to do: Build referral sources among lawyers, in-house counsel, and institutions.
- •How to do it: Attend 8–12 networking events annually, follow up with tailored emails, and maintain a CRM for contacts.
- •Pitfalls: Generic networking messages; personalize follow-ups.
- •Success indicator: You receive first enquiry or appointment within 12 months of active networking.
8.
- •What to do: Master drafting procedural orders, evidence rulings, and time-management plans.
- •How to do it: Use templates, study landmark procedural decisions, and practice setting tight timetables (e.g., 6–12 month schedules).
- •Pitfalls: Overlong timetables causing client dissatisfaction.
- •Success indicator: Parties comply with a timetable you set in 75% of cases.
9.
- •What to do: Decide whether to be independent or join an arbitration firm; set fees and terms.
- •How to do it: Benchmark fees in your region (e.g., $300–$800/hour for mid-career arbitrators) and prepare engagement letters.
- •Pitfalls: Underpricing or no cancellation policy.
- •Success indicator: First paid appointment or steady stream of inquiries.
10.
- •What to do: Complete annual CPD (20–40 hours typical), refresh conflict-of-interest checks, and update awards practice.
- •How to do it: Log hours, attend ethics updates, and archive rulings securely.
- •Pitfalls: Failing to record CPD or neglecting cybersecurity.
- •Success indicator: Up-to-date CPD record and no conflicts in appointments.
Actionable takeaway: Create a 12-month plan with monthly milestones (training, 3 mock hearings, 5 networking events) and track progress in a simple spreadsheet.
Expert Tips and Pro Techniques
1. Target a niche first.
Specializing (e. g.
, construction defects or fintech disputes) helps you get appointed faster; aim to be known for one area for the first 3–5 years.
2. Use a tribunal secretary role as a fast track.
Serving as a tribunal secretary for 6–12 months exposes you to case management and institutional rules without needing full appointment.
3. Create three take-away templates.
Draft standard procedural orders, evidence protocols, and a 12-month timetable to reuse; this saves 4–8 hours per case.
4. Keep an issues matrix.
Track key factual and legal issues in a one-page spreadsheet to keep hearings focused and reduce hearing time by up to 30%.
5. Practice short oral rulings.
Deliver clear 5–10 minute extemporaneous rulings during mock hearings; they improve decision-writing speed and party satisfaction.
6. Track appointment sources.
Note whether appointments come from counsel, institutions, or referrals; aim for a 50/30/20 mix (counsel/institutions/referrals) to diversify pipeline.
7. Set transparent fee bands.
Publish clear hourly and daily rates and cancellation terms; this reduces fee disputes and speeds engagement by an average of 2 weeks.
8. Learn basic e-discovery tools.
Familiarity with Relativity or Everlaw helps you understand document productions and challenge spoliation claims efficiently.
9. Use timed hearing agendas.
Allocate minutes to each witness and topic in advance; this keeps hearings within scheduled days and cuts adjournment requests.
10. Build a short, strong CV.
One-page summary at top, followed by 2–3 short case descriptions with outcomes and years—this gets read by busy counsel.
Actionable takeaway: Implement three tips this quarter—join a tribunal secretary roster, create the issues matrix, and publish fee bands.
Common Challenges and How to Overcome Them
1.
- •Why: New arbitrators lack track record and institutional preference often favors experienced names.
- •How to recognize: Few or no interview invites after applications.
- •Solution: Gain practical roles (tribunal secretary, co-arbitrator), publish two articles, and seek mentor endorsements.
- •Preventive measure: Start building a visible niche early.
2.
- •Why: Small networks increase overlap with parties or counsel.
- •How to recognize: Regular disclosures leading to disqualification.
- •Solution: Keep a conflict register and recuse proactively; document reasons for past appointments to show independence.
- •Preventive measure: Screen potential cases using a standard 10-question checklist.
3.
- •Why: Arbitrators who don’t control timetables create delays and cost overruns.
- •How to recognize: Repeated adjournment requests or missed deadlines.
- •Solution: Implement clear procedural orders within 14 days of appointment and enforce penalties for non-compliance.
- •Preventive measure: Use a standard 6–12 month timetable template.
4.
- •Why: Inexperience with concise award drafting.
- •How to recognize: Awards take months longer than peers.
- •Solution: Use an award template, draft an outline within 7 days, and set a 30–60 day deadline for final award.
- •Preventive measure: Practice writing short reasons in mock proceedings.
5.
- •Why: New arbitrators underprice or accept delayed payments.
- •How to recognize: Late payments or frequent renegotiations.
- •Solution: Require a retainer (e.g., 25–40%), publish clear fee terms, and use escrow with institutions when possible.
- •Preventive measure: Benchmark local rates and avoid deeply discounted initial cases.
6.
- •Why: Rules and e-discovery tools evolve quickly.
- •How to recognize: Confusion in evidentiary disputes or remote hearings.
- •Solution: Attend 20–40 hours CPD yearly and run regular tech rehearsals with counsel.
- •Preventive measure: Subscribe to one institution update feed and one tech provider newsletter.
Actionable takeaway: Pick the top two challenges you face and implement the paired preventive measure within 30 days.
Real-World Examples of Successful Paths to Becoming an Arbitrator
Example 1 — Mid-career Commercial Lawyer to Panel Arbitrator (UK)
- •Situation: A commercial litigator with 8 years’ experience wanted to join the commercial arbitration panel.
- •Approach: She completed CIArb modules over 9 months, served as tribunal secretary for 10 arbitration matters, and published three articles on contractual interpretation.
- •Challenges: Initial panel applications were declined due to limited tribunal experience; she overcame this by listing tribunal secretary roles and two co-arbitrator appointments.
- •Results: Within 18 months she was listed on a major institutional panel and received 6 appointments in two years. Income from arbitration rose by 40% and she now splits time 50/50 between advocacy and sitting.
Example 2 — Engineer to Construction Arbitrator (Australia)
- •Situation: A senior engineer (15 years in infrastructure) sought to transition to construction disputes.
- •Approach: He completed a 6-month construction arbitration certificate, joined a professional society, and volunteered as an expert witness coordinator in 5 disputes.
- •Challenges: Skepticism about non-lawyer arbitrators; he addressed it by co-authoring a practical guide and accepting tribunal secretary roles to build credibility.
- •Results: Over 2 years, he accepted 12 appointments as single arbitrator or co-arbitrator. His hourly rates grew from AUD 150 to AUD 450, and parties praised his technical clarity, reducing hearing time by 25% on average.
Example 3 — In-house Counsel to International Arbitrator (US/EU)
- •Situation: An in-house counsel specialized in cross-border licensing disputes wanted to sit in international commercial arbitration.
- •Approach: He joined ICDR’s roster, completed a 3-month international arbitration course, and built a presence at 4 international conferences.
- •Challenges: Limited public profile; he solved this by contributing case notes to two international journals and networking with arbitration counsel.
- •Results: Within 3 years he received 4 international appointments, including two as co-arbitrator. His international caseload generated 30% higher fees than domestic matters.
Actionable takeaway: Map a 24-month plan modeled on one of these examples—combine training, supporting roles, and visible publications to accelerate appointments.
Essential Tools and Resources
1.
- •What: Accredited training and membership, with foundation and advanced modules.
- •When to use: Early-stage training and credentialing.
- •Cost/limits: Courses from free events to paid modules (~$500–$2,500).
2.
- •What: Institutional rules, panel listings, and training webinars.
- •When to use: Learn procedural rules and apply to institution rosters.
- •Cost/limits: Many resources free; panel applications may carry fees.
3.
- •What: Reusable Word templates for procedural timetables, evidence lists, and awards.
- •When to use: Immediately after appointment to save time.
- •Cost/limits: Create your own or buy packs ($20–$150).
4.
- •What: Track matters, deadlines, and billing.
- •When to use: For organizing caseload and CPD logs.
- •Cost/limits: Subscription $39–$125/month.
5.
- •What: Document review and production tools used in complex arbitrations.
- •When to use: For large document sets (>10,000 docs) or when disputes feature spoliation claims.
- •Cost/limits: Enterprise pricing; free trials available.
6.
- •What: Public profile building and access to commentary and case law.
- •When to use: Publish articles, announce appointments, and follow cases.
- •Cost/limits: LinkedIn free; Kluwer subscription ~$300/year.
7.
- •What: Platforms optimized for hearings with breakout rooms and evidence sharing.
- •When to use: For virtual or hybrid hearings.
- •Cost/limits: Zoom/Teams free tiers; paid plans $15–$30/month; specialized platforms charge more.
8.
- •What: Lists of mentors and panel application guidance.
- •When to use: When seeking feedback on CV and applications.
- •Cost/limits: Often free with membership ($50–$300/year).
Actionable takeaway: Start by obtaining one formal training (CIArb or equivalent), build three procedural templates, and subscribe to one case-management and one publication resource within 90 days.