Rates Table

The statutory rates and compensation limits

Current Rate

New Rate

Effective From

National Living Wage (NLW) – Workers aged 25 and over.

£7.50

£7.83

1/04/18

NMW - Standard (adult) rate (workers ages 21 years and over)

£7.05

 £7.38

 1/04/18

NMW - Development rate (workers aged between 18-20)

£5.60

£5.90

1/04/18

NMW - Young workers right (workers aged under 18 but above the compulsory school age who are not apprentices)

£4.05

£4.20

1/04/18

NMW - Apprentices (under 19 years old or those aged 19 and over but in the first year of their apprenticeship)

£3.50

£3.70

1/04/18

Guarantee Pay

£27.00

£28.00

6/04/17

The limit on the amount of a week’s pay for the purposes of calculating, among other things, statutory redundancy payments and the basic award for unfair dismissal

£489.00

£508.00

6/04/17

The maximum compensatory award for unfair dismissal

£80,541

£83,682

6/04/17

The minimum basic award in cases where the dismissal was unfair by virtue of health and safety, employee representative, trade union, or occupational pension trustee reasons

£5,970

£6,203

6/04/17

Statutory Maternity, Paternity, Additional Paternity, Adoption Pay and Maternity Allowance

£140.98

£145.18

1/04/17

Statutory Shared Parental Pay

£140.98

£145.18

1/04/17

Statutory Sick Pay

£89.35

£92.05

1/04/17

LATEST LEGAL UPDATES:

  • Understanding Your Legal Rights When an Employee Leaves

    Tags: Notice, Garden Leave, Payment, Company Property, Training Costs, Restrictive Covenants, Exit, Resignation, Employer, Employee, Employment Law, UKEmpLaw

    When an employee leaves, the focus is often on their entitlements. But what are your rights as an employer and what practical steps can you take to ensure a smooth exit? 

    Giving Notice 

    When it comes to employees giving notice, there are several key areas to note. Employers do not have to ‘accept’ a resignation – it is a unilateral act. Equally, they do not have to accept a retraction of notice, unless it was given in the heat of the moment, or the employee was unwell.

    Employees must give at least a weeks’ notice once they have been employed for more than a month. However, longer notice is usually set out in the employment contract.

    If the employee starts work for someone else in their notice period, it is possible to obtain an injunction to prevent … more

    

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