Employment Law Tribunal Maximum Awards Live as of 6 April 2022

Each year the Employment Law Tribunal awards and limits are updated, and the rates are updated annually. These are now live as of 6 April 2022.

We understand how to manage your people and importantly the processes you need to follow to ensure you remain legally compliant, we take a look and keep you up to date with the changes. The new rates are applicable to England Wales and Scotland.

The new rates are as follows:

 

Employment Tribunal Awards and Limits

Statutory Right	Rates in 2021	Rates from 6 April 2022
Failure to provide Statement of Main Terms	2 or 4 wks pay (capped at max. 1 wks pay per wk)	Remains the same as 2021
Breach of Contract	An amount equal to loss but a max of £25,000	Remains the same as 2021
Unfair Dismissal (Basic Award)	£16,320	£17,130
Unfair Dismissal (Compensatory Award)	Max ££89,493 or 52 wks’ pay (whichever is the lower) No cap for whistleblowing or H&S	Max £93,878 or 52 wks’ pay (whichever is the lower) No cap for whistleblowing or H&S
Unfair Dismissal (Additional Award)	Max £14,144 – £28,288	Max £14,846 – £29,692
Weekly Pay for Redundancy Purposes	Max £544.00	Max £571.00
Discrimination	Unlimited – No Cap	Unlimited – No Cap
Statutory Redundancy Payment	£16,320	£17,130
Statutory Guarantee Pay (per day) Lay-Offs	£30 (payable in lay off situations for max 1 working wk per 3 months)	£31 (payable in lay off situations for max 1 working wk per 3 months)

 

*These awards and limits do not include the costs incurred as an Employer preparing and representing at tribunal.

 

 

How can we help you?

At HR and You Ltd we offer you advice, support, and guidance and can do this in many ways, you can speak to us at any time by contacting us on 0333 006949 or email us at [email protected]

We offer a wide range of Retained HR Support packages, these offer you the freedom and peace of mind that your HR and Employment law needs are taken care of, whether you have in-house HR or not we have you cover 365/24 7 days of the week.

 

 

 

 

Disclaimer

This article contains a general overview of information only. It does not constitute, and should not be relied upon, as legal advice. You should consult a suitably qualified lawyer on any specific legal problem or matter.

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