One
of the most
most
important questions in any employment law related situation is “what is
this claim worth?” or “what is the likely cost us?”. Whilst it
is not always easy to work out the actual cost in detail it is useful
to know the starting point - particularly where the tribunal award limits changes annually.
The
relevant date for looking at the amount of an award in relation to a
case is the date of the
event giving rise to the award – eg: in an unfair dismissal case it will
be the effective date of termination of employment.
It will be noted that for the
first time since the annual level of awards has been determined by the
movement in the Retail Price Index a number of the tribunal award limits
have been reduced from February 2010; others, including the limit of a
week's pay for redundancy payments and other statutory purposes, remain
at their current level.
The figures which are in effect
from 1 February 2005 onwards are set out below.
(For information about making a claim,
tribunal forms and tribunal offices
click here.)
Maximum amount of a week’s pay
for purposes of calculating redundancy payments and other cases where there is a
statutory “cap" on the amount of a "week’s pay" -
Maximum redundancy payment or unfair
dismissal basic award in
“normal” unfair dismissal case
£8,400
1
February 2005
£8,700
1 February 2006
£9,300
1 February 2007
£9,900
1 February 2008
£10,500
1 February 2009
£11,400
1 October 2009
£11,400
1 February 2010
£12,000
1 February 2011
Limit on Compensatory award for unfair dismissal
£56,800
1
February 2005
£58,400
1 February 2006
£60,600
1 February 2007
£63,000
1 February 2008
£66,200
1 February 2009
£65,300
1 February 2010
£68,400
1 February 2011
Award for "unlawful inducement"
relating to trade union membership or activities, or
collective bargaining.
£2,500
1
February 2005
£2,600
1 February 2006
£2,700
1 February 2007
£2,900
1 February 2008
£3,100
1 February 2009
£3,100
1 February 2010
£3,300
1 February 2011
Minimum basic
award where employee is unfairly dismissed/selected for
redundancy on grounds of trade union membership /activities
£3,800
1
February 2005
£4,000
1 February 2006
£4,200
1 February 2007
£4,400
1 February 2008
£4,700
1 February 2009
£4,700
1 February 2010
£5,000
1 February 2011
Minimum compensation to be awarded by EAT for individual
excluded or expelled from union in
contravention of s 174 TULR(C)A - ie unlawfully expelled
or excluded.
£6,100
1
February 2005
£6,300
1 February 2006
£6,600
1 February 2007
£6,900
1 February 2008
£7,300
1 February 2009
£7,200
1 February 2010
£7,600
1 February 2011
Maximum amount of statutory guarantee payment
payable in respect of any day of lay off
£18.40 pd
1
February 2005
£18.90 pd
1 February 2006
£19.60 pd
1 February 2007
£20.40 pd
1 February 2008
£21.50 pd
1 February 2009
£21.20 pd
1 February 2010
£22.20 pd
1 February 2011
Minimum UD basic award where dismissal is unfair for:
- being a health
and safety rep or member of a health and safety committee or
carrying out designated H&S duties;
- being a representative or candidate under the working time
Regulations
- being trustee of an occupational pension scheme; or
-
being or standing for election as an employee rep
This information is brought to you by Park Chambers, 3, Park Drive,
Weybridge Surrey. We can help with employment tribunal cases for those
in a wide range of areas including: Middlesex, Berkshire, Buckinghamshire,
Surrey, Sussex, Kent
and south east London as well as many places in in Surrey and Middlesex
including: Addlestone, Byfleet, Camberley, Chertsey, Crawley, Croydon, Ealing, Egham, Esher, Feltham,
Teddington, Greenford, Hounslow, Guildford, Kingston-on-Thames, Leatherhead, Maidenhead, Molesey, Putney,
Richmond, Sheen, Slough, Staines, Sunbury, Surbiton, Walton, Wandsworth, West Byfleet,
the Hamptons, Weybridge and Woking. We also deal with employment cases from the City of London
and elsewhere in the London Region.
If you started out by looking for an employment solicitor you might think about trying Park Chambers
where you can instruct an employment barrister under the direct public
access provisions which is often cheaper than using a solicitor. We can
see your case through from giving initial advice to representing you at
the employment tribunal or EAT hearing.
