Facts & Figures

Qualifying Period Compensation Limits Time Limit to Bring Claim
Unfair dismissal (Effective Date of Termination (EDT) from 6 April 2016 to 5 April 2017) 2 years Max: £78,962 3 months from Effective Date of Termination(EDT)
Unfair dismissal (EDT from 6 April 2015 to 5 April 2016) 2 years Max: £78,335 3 months from EDT
Unfair dismissal (EDT from 6 April 2014 to 5 April 2015) 2 years Max: £76,574 3 months from Effective Date EDT
Redundancy (EDT 6 April 2015 to 5 April 2016) 2 years Max: £14,250 6 months from EDT
Redundancy (EDT 6 April 2014 to 5 April 2015) 2 Years Max: £13,920 6 months from EDT
Redundancy (EDT 6 April 2014 – 5 April 2015) 2 Years Max: £13,920 6 months from EDT
Breach of Contract None Tribunal: £25,000 (this is an aggregate upper limit so, if several claims are made relating to the same contract, the total amount recoverable from the employer remains capped at £25,000) Tribunal: 3 months from EDT
County Court/High Court: No Limit County Court/High Court 6 years from breach

 

Minimum Statutory Notice Given By An Employer – section 86(1) Employment Rights Act 1996

Period of Continuous Employment Statutory Minimum Notice
Less than 2 years (but at least 1 month) 1 week
Between 2-3 years 2 weeks
Between 3-4 years 3 weeks
Between 4-5 years 4 weeks
Between 5-6 years 5 weeks
Between 6-7 years 6 weeks
Between 7-8 years 7 weeks
Between 8-9 years 8 weeks
Between 9-10 years 9 weeks
Between 10-11 years 10 weeks
Between 11-12 years 11 weeks
12 years or more 12 weeks

 

Minimum Statutory Notice Given By An Employee – section 86(2) Employment Rights Act 1996

Period of Continuous Employment Statutory Minimum Notice
At least one month At least one week

 

Calculating Redundancy Pay
One-and-a-half weeks pay Each year of employment in which the employee is aged 41 and above
One weeks pay Each year of employment in which the employee is aged 22 to 40
Half a weeks pay Each year of employment in which the employee is aged 21 years and under

 

 

Statutory maximum values for calculating redundancy pay
Maximum number of years Last 20 worked
Maximum weekly pay (EDT from 6 April 2016 to 5 April 2017) £479
Maximum weekly pay (EDT from 6 April 2015 to 5 April 2016) £475
Maximum weekly pay (EDT from 6 April 2014 to 5 April 2015) £464

 

 

Statutory Payments for Time off work Qualifying Period Rate Notice
Maternity Pay Continuously employed for at least 26 weeks by the end of the 15th week before expected week of childbirth; and average earnings at or above £112 p/w For the first 6 weeks at 90% of average gross weekly earnings with no upper limit. For the remaining 33 weeks at the lower of either the standard rate of £139.58 or at 90% of average gross weekly earnings. All employees have right to 26 weeks ordinary maternity leave followed immediately by 26 weeks additional maternity leave. SMP is paid for 39 weeks
Adoption Pay ( max) Continuously employed for at least 26 weeks by the end of the week notified of match for adoption; and average earnings at or above £112 p/w 39 weeks of statutory adoption pay at £139.58 or 90% of average weekly earnings if lower “Adopter” or, in surrogacy cases, “Parent A” entitled to 26 weeks ordinary adoption leave followed immediately by 26 weeks additional adoption leave.
Paternity Pay (max) Continuously employed for at least 26 weeks by the end of the 15th week before expected week of childbirth, or in adoption cases by the end of the week the adopter is notified of match for adoption; and average earnings at or above £112 p/w Ordinary Paternity pay of 1 or 2 consecutive weeks at £139.58 or 90% of average weekly earnings if lower.

Ordinary paternity leave to be completed within 56 days of birth or adoptive placement.

Ordinary paternity leave to be completed within 56 days of birth or adoptive placement.

Additional paternity leave to be completed between 20 weeks and 12 months after birth or adoptive placement

Parental Leave Continuously employed for at least 1 year. Not member of the police service or armed forces or crew member engaged in share fishing Has or expects to have parental, adoptive (including surrogacy), legal (eg guardian) responsibility for a child. 18 weeks unpaid leave in respect of each child under the age of 18

Male/female employees with parental responsibility for a child qualify

Right available to each parent in respect of each child.

 

Shared Parental Leave Available in respect of children whose expected week of childbirth begins on or after 5 April 2015.

A mother must be already entitled to maternity or adoption leave (or) statutory maternity (or) adoption pay (or) maternity allowance and must share the main responsibility for caring for the child with the child’s father or her partner.

Must have been continuously employed for at least 26 weeks at the end of the 15th week before the week in which the child is due (or week in which an adopter was notified of having been matched with a child or adoption) and is still employed in the first week that Leave is to be taken.

The other parent must have worked for 26 weeks in the 66 weeks leading up to the due date and have earned above £30 a week in 13 of the 66 weeks.

Average earnings at or above £112 for the 8 weeks’ prior to the 15th week before the EWC.

Employed mothers continue to be entitled to 52 weeks of Maternity Leave and 39 weeks of statutoiry maternity pay or maternity allowance.

Paid Paternity Leave of two weeks will continue to be available to fathers and a mother’s or adopter’s partners. Additional paternity leave and pay will not be available in respect of babies whose expected week of childbirth is on or after 5 April 2015, or for children who are placed for adoption on or after that date.

 

“Adopter” or, in surrogacy cases, “Parent A” entitled to 26 weeks ordinary adoption leave followed immediately by 26 weeks additional adoption leave.

SPL can be taken at any time within the period which begins on the date the child is born or date of the placement and ends 52 weeks after that date.

An employee must “book” the leave they wish to take, giving their employer at least 8 weeks’ notice.

Leave must be taken in complete weeks during a continuous period, which an employer cannot refuse or in a discontinuous period, which the employer can refuse.

Sick pay Employees are eligible for statutory sick pay from the fourth day of a period £88.45 p/w  Max. period 28 weeks
Paid annual leave  

None

 

5.6 weeks per year including bank holidays

 

 

National Minimum Wage Hourly Rate
Apprentices (if under 19 or in first year of apprenticeship –otherwise refer to age bands). £2.73
Aged 16-17 £3.79
Aged 18-20 £5.13
Aged 21+ £6.50