Employment Law Current Rates and Limits 2021-22
The latest rates of certain statutory payments and upper and lower limits on employment tribunal awards
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Statutory Payments for Time Off Work
|
Category |
Rate as of April 2021 |
|
Maternity, adoption, paternity and shared parental pay |
£151.97 |
|
Statutory sick pay |
£96.35 |
|
Statutory redundancy pay |
£16,320 |
National Minimum Wage
|
Category |
Hourly Rate |
|
Apprentices |
£4.30 |
|
Age 16 – 17 |
£4.62 |
|
Age 18 – 20 |
£6.56 |
|
Age 21 – 22 |
£8.36 |
|
National Living Wage (age 23+) |
£8.91 |
From 1 April 2021 the National Living Wage was extended to 23 and 24 year olds.
Employment Tribunal Compensation Limits
|
Category |
Rate |
|
Week’s pay for the purposes of calculating statutory redundancy |
£544 |
|
Statutory redundancy payment: up to 30 weeks’ pay |
£16,320 |
|
Unfair dismissal basic award: up to 30 weeks’ pay |
£16,320 |
|
Unfair dismissal compensatory award |
£89,493 |
|
Automatically unfair dismissal basic award |
£6,634 |
|
Failure to reinstate or re-engage: 26 – 52 weeks’ pay |
£14,144 – £28,288 |
|
Breach of right to be accompanied: up to 2 weeks’ pay |
£1,088 |
|
Breach of flexible working regulations: up to 8 weeks’ pay |
£4,352 |
|
Failure to give written particulars of employment: 2 or 4 weeks’ pay |
£1,088 – £2,176 |
|
Breach of contract claim in Employment Tribunal |
£25,000 |
|
Failure to inform or consult: collective redundancy |
90 days’ pay |
|
Failure to inform or consult: TUPE transfer |
13 weeks’ pay |
Gender Pay Gap Reporting
Section 78 of the Equality Act 2010 gives the government power to make regulations requiring private and voluntary sector employers to publish information relating to their gender pay gap.
The Gender Pay Gap Regulations came into force on 6 April 2017. They apply to large private and voluntary sector employees, defined as those with 250 or more employees on the 5 April of each year.
Due to the continuing impact of the Coronavirus (COVID‑19) pandemic, employers have an additional six months until 5 October 2021 to report their gender pay gap information.
Affected employers must publish:
- Overall gender pay gap figures for relevant employees, calculated using both the mean and median average hourly pay.
- The proportion of men and women in each of four pay bands, based on the employer’s overall pay range.
- Information on the employer’s gender bonus gap.
- The proportion of male and female employees who received a bonus in the same 12 month period.
- A written statement signed by an appropriate senior individual confirming that the published gender pay gap information is accurate.
Vento Guidelines
In the leading case of Vento the Chief Constable of West Yorkshire Police (No. 2) [2003] IRLR 102, the Court of Appeal set clear guidelines for the amount of compensation to be given for injured feelings and set out three bands as potential awards.
In respect of claims presented on or after 6 April 2021, the Vento bands are as follows:
| Lower Band | Rate |
| “Appropriate for less serious cases, such as where the act of discrimination is an isolated or one off occurrence” | £900 – £9,100 |
| Middle Band | |
| For serious cases which do not merit an award in the highest band | £9,100 – £27,400 |
| Top Band | |
| For the most serious cases, such as where there has been a lengthy campaign of harassment | £27,400 – £45,600 |
Awards can exceed this only in the most exceptional cases
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