Employment Facts and Stats
Statutory employment law qualifying periods & rates
These are the legally required, qualifying employment periods an employee needs to have the right to take their claim against you to a tribunal or qualify for redundancy pay.
It also gives the time limit for an employee to take any claim to a tribunal after their employment has been terminated. And finally, the statutory compensation limits for each.
|Compensation limits||Qualifying period||Time limits to bring a claim|
|Unfair dismissal||The lower of £76,574 & annual salary (see above)||2 years, 1 year if employed prior to 6 April 2012||3 months from the Effective Date of Termination (EDT)|
|Breach of contract (wrongful dismissal)||Tribunal: £25,000 High/County Court: No limit||None||3 months from the EDT and 6 years from breach|
|Redundancy pay||£13,920 (30 weeks pay)||2 years||6 months from EDT|
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I hope you have found this employment data useful. With so many changes in the world of Employment Law and statutory payments to remember, I will continue to try and provide you with any updates I feel may be useful to you.
Redundancies or the ending of any contract of employment, for whatever reason, can be complex to manage, so needless to say, if I can be of any help please do not hesitate to contact me. We offer a 30 no obligation free phone consultation to discuss your business needs and how HR Support for Business can help you.
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Perhaps our latest Employers Newsletter or the full Employment Facts and Stats update this article was extracted from. Combined these two documents will inform you of key employment law changes and the up to date statutory rates that will effect your business. And of course, they are free of charge.
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Carole Thomson Chartered FCIPD, Tech IOSH
Senior HR Consultant and Trainer
HR Support for Business
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