Employment Rights (Increase of limits) Order 2022
New limits for compensation, weekly pay for redundancy and other rates. In force from 6 April 2022.
The new limits and caps to apply in Employment Tribunal remedies have been released and are set out below.
They come into force on 6 April 2022.
The new edition of the Employment Tribunal Remedies Handbook 2022-23 will be updated to include these new figures, along with recent caselaw. Details to follow.
Relevant statutory provision
Subject of provision
New limit / rate from 6 April 2022
Section 145E(3) of the 1992 Act
Amount of award for unlawful inducement relating to trade union membership or activities, or for unlawful inducement relating to collective bargaining.
Section 156(1) of the 1992 Act
Minimum amount of basic award of compensation where dismissal is unfair by virtue of sections 152(1) or 153 of the 1992 Act.
Section 176(6A) of the 1992 Act
Minimum amount of compensation where individual excluded or expelled from union in contravention of section 174 of the 1992 Act and not admitted or re-admitted by date of tribunal application.
Section 31(1) of the 1996 Act
Limit on amount of guarantee payment payable to an employee in respect of any day.
Section 120(1) of the 1996 Act
Minimum amount of basic award of compensation where dismissal is unfair by virtue of sections 100(1)(a) and (b), 101A(d), 102(1) or 103 of the 1996 Act.
Section 124(1ZA)(a) of the 1996 Act
Limit on amount of compensatory award for unfair dismissal.
Paragraphs (a) and (b) of section 186(1) of the 1996 Act
Limit on amount in respect of any one week payable to an employee in respect of a debt to which Part 12 of the 1996 Act applies and which is referable to a period of time.
Section 227(1) of the 1996 Act
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.
Published: 28/02/2022 10:12