This week new limits applying to certain awards of employment
tribunals, and other amounts payable under employment legislation,
have been increased.
The increases apply where the event giving rise to the
entitlement to compensation or other payments occurred on or after
6 April 2017. Limits previously in force are preserved in relation
to cases where the relevant event was before 6 April 2017.
Key new relevant limits are as follows:
Minimum basic award in cases where a dismissal is unfair by
virtue of health and safety, employee representative, trade union,
or occupational pension trustee reasons: Old limit –
£5,853; New limit – £5,970
Limit on amount of guarantee payment payable to an employee in
respect of any day: Old limit – £26.00; New limit
Limit on amount of compensatory award for unfair dismissal: Old
limit – £78,962; New limit – £80,541
Maximum amount of "a week's pay" for the purpose
of calculating a redundancy payment or for various awards including
the basic or additional award of compensation for unfair dismissal:
Old limit – £479; New limit – £489
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The seminar will take place on 31 March 2017. It aims to provide German companies with an overview of the latest developments in relation to insurance coverage, banking transactions and legal aspects of doing business with Iran.
The employment landscape is one that is constantly shifting. Employers who fail to keep up with the changes do so at their peril.
We are pleased to invite you to this seminar, designed to help in-house counsel and HR practitioners get to grips with key recent and forthcoming developments in employment, pensions and immigration law and practice and what they mean for your workforce.
In SSE Generation Limited v Hochtief Solutions AG and another decided on 21st December 2016, the Court of Session in Scotland considered a contractor's potential design liability under the NEC Form of Contract.
Case law concerning the Agency Worker Regulations remains limited. We recently advised a recruitment business involved in a dispute with a "temp" and a hirer regarding who was liable for an alleged breach of AWR Regulation 5.
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