The do’s and dont’s of dealing with resignations
What should you do when someone resigns??, a quandary that perhaps you have faced, are facing, or will do in
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Each year the Employment Law Tribunal awards and limits are updated, and rates are updated annually. These will be live in April 2023.
Whilst as an Employer you may feel that facing an Employment Tribunal may never apply to you, as always, we advise that you have the most modern and relevant HR and Employment Law practices in your workplace; you can adopt best practices by becoming proactive as an Employer, creating a positive culture, embracing new ways of working, treating your Employees with respect, having the most modern policies and procedures that reflect your business and above all comply with current legislation.
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:
Each year the Employment Law Tribunal awards and limits are updated, and rates are updated annually. These will be live in April 2023.
Whilst as an Employer you may feel that facing an Employment Tribunal may never apply to you, as always, we advise that you have the most modern and relevant HR and Employment Law practices in your workplace; you can adopt best practices by becoming proactive as an Employer, creating a positive culture, embracing new ways of working, treating your Employees with respect, having the most modern policies and procedures that reflect your business and above all comply with current legislation.
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:
| Statutory Right | Rates from 6 April 2022 | Rates from 6 April 2023 |
| Failure to provide Statement of Main Terms | 2 or 4 wks pay £1,142 to £2,284 | up to 4 weeks £1,286 to £2,572 |
| Failure to reinstate or re-engage: 26 to 52 weeks’ pay | £14,846 to £29,692 | £16,718 to £33,436 |
| Unfair Dismissal
(Basic Award) |
£17,130 | £19,290 |
| Unfair Dismissal
(Compensatory Award) |
£93,878 or 52 weeks’ pay (whichever is the lower)
No cap for whistleblowing or H&S |
£105,707 or 52 weeks’ pay (whichever is the lower)
No cap for whistleblowing or H&S |
| Weekly Pay for Redundancy Purposes | Max £571.00 per week | Max £643.00 per week |
| Discrimination | Unlimited – No Cap | Unlimited – No Cap |
| Statutory Redundancy Payment | £17,130 | £19,290 |
| Statutory Guarantee Pay (per day)
Lay-Offs |
£31 (payable in layoff situations for max 1 working wk per 3 months) | £35 (payable in layoff situations for max 1 working wk per 3 months) |
| Breach of flexible working regulations: up to 8 weeks’ pay | £4,568 | £5,144 |
| Breach of right to be accompanied: up to 2 weeks’ pay | £1,142 | £1,286 |
*These awards and limits do not include the costs incurred as an Employer preparing and representing at tribunal.
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 covered 365 days 24/7.
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.
HR and You Ltd, owns the copyright in this document. You must not use this document in any way that infringes the intellectual property rights in it. You may download and print this document which you may then use, for your own internal non-profit making purposes. However, under no circumstances are you permitted to use, copy, or reproduce this document with a view to profit or gain.
In addition, you must not sell or distribute this document to third parties who are not members of your organisation, whether for monetary payment or otherwise.
This document is intended to serve as general guidance only and does not constitute legal advice. The application and impact of laws can vary widely based on the specific facts involved. This document should not be used as a substitute for consultation with professional legal or other competent advisers. Before making any decision or taking any action, you should consult a HR and You Ltd Consultant or a member of our legal team.
In no circumstances will HR and You Ltd, or any company within HR and You Ltd be liable for any decision made or action taken in reliance on the information contained within this document or for any consequential, special or similar damages, even if advised of the possibility of such damages.
What should you do when someone resigns??, a quandary that perhaps you have faced, are facing, or will do in
Changes were made on 6 April 2024 to flexible working. Under the Act (Employment Relations (Flexible Working) Act 2023), all
What should you do when someone resigns??, a quandary that perhaps you have faced, are facing, or will do in
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