New compensation limits
Labour & European Law Review Weekly Issue 301 10 January 2013
A number of new compensation limits come into force on 1 February 2013. These apply when the relevant event takes place on or after that date. So, for someone unfairly dismissed the new rates only apply to dismissals with an effective date of termination on or after 1 February 2013.
|Limits on guarantee payment (per day)||£23.50||£24.20|
|Limit on a week's pay for calculating e.g. redundancy payment, basic or additional award of compensation for unfair dismissal||£430||£450|
|Fixed award for unlawful inducement relating to trade union membership or activities or collective bargaining||£3,500||£3,600|
|Minimum basic award for unfair dismissal or selection for redundancy on grounds of trade union, health and safety, occupational pension scheme trustee, employee representative, working time||£5,300||£5,500|
|Maximum redundancy payment and basic award for unfair dismissal (30 weeks’ pay)||£12,900||£13,500|
|Maximum compensatory award for unfair dismissal||£72,300*||£74,200*|
|Minimum amount of compensation where individual excluded or expelled from union and not admitted or re-admitted by date of tribunal application.||£8,100||£8,400|
* There is no limit when the employee is dismissed unfairly or selected for redundancy for reasons connected with health and safety matters (such as performing their duties as a health and safety rep or bringing concerns about health and safety issues to their employer’s attention), or public interest disclosure (whistleblowing). Nor is there a limit to compensation for dismissals in breach of discrimination law.