Employment Statutory Rates – April 2023

In line with the Statutory Rates increase, effective from 6 April 2023.  Here is a handy run down of the new rates.

Compensation LimitsMaximum Award
A weeks’ pay (statutory maximum)£643.00
Breach of the right to be accompanied at Discipline and Grievance Meetings£1,286 (2 weeks’ pay)
Breach of Flexible Working Provision£5,144 (8 weeks’ pay)
Unfair Dismissal                                

Maximum Potential Award: £124,997
Basic Award: £19,290.00 

Maximum Compensation Award: £105,707
(Or 52 weeks’ pay, whichever is lower)
Statutory Redundancy Payment£19,290.00 (30 weeks’ pay)
Failure to provide Written Statement of Employment£1,286 – £2,572 (2-4 weeks)

Statutory PaymentsRate
Statutory Maternity Pay£172.48 per week
Statutory Paternity Pay£172.48 per week
Statutory Adoption Pay£172.48 per week
Statutory Shared Parental Leave Pay£172.48 per week
Statutory Parental Bereavement Pay£172.48 per week
Statutory Sick Pay£109.40 per week
National Minimum Wage & National Living WageRate
National Living Wage – Aged 23 and above:£10.42 per hour
21–22 Year-Old Rate:£10.18 per hour
18-20 Year Old Rate:£7.49 per hour
Under 18 Year Old:£5.28 per hour
Apprentice Rate – Under 19 Year Old:
£5.28 per hour
Apprentice Rate – Over 19 Year Old & in First Year of Apprenticeship:£5.28 per hour

Other Employment Updates in 2023

Flexible Working – Process update

On 5th of December 2022, the Government announced that Employees will have the right to request flexible working from day one of their employment. Previously, employees had to wait 26 weeks before they requested flexible working. Employers can no longer outright reject flexible working requests. Instead, they must consult with the employee who made the request, to discuss alternative arrangements.

Bank Holidays – The Kings Coronation

As we celebrate the King’s Coronation on Saturday 6th May 2023, it has been confirmed there will be an additional Bank holiday on Monday 8th of May 2023.

Whether or not employees are entitled to take this off will depend on the wording of their employment contracts. Employers will need to check the wording and communicate with employees as to whether or not they will be expected to work on the additional bank holiday.

If you have any queries regarding the Employment Law updates in 2023 or if you would just like more information on Involve HR and how we can support your business, please do not hesitate to contact us at info@involvehr.co.uk

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