In line with the Statutory Rates increase, effective from 6 April 2023. Here is a handy run down of the new rates.
|Compensation Limits||Maximum 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 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 Wage||Rate|
|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 email@example.com