Updates on employment statutory rates and compensation limits
18th March, 2024
National Minimum Wage
Who does the rate apply to? |
Current hourly rate |
Increase from previous rate |
|
| Workers aged 21 and over | £12.21 | £0.77 | |
| Workers aged 18-20 inclusive | £10 |
£1.40
|
|
| Workers aged 16 & 17
|
£7.55 | £1.15 | |
| Apprentices aged under 19, or aged 19 and over but in the first 12 months of their apprenticeship | £7.55 |
£1.15
|
Parents
Maternity pay |
||
Period |
Amount of pay |
Comparison with last year’s rate |
| First 6 weeks | 90% of the employee’s normal weekly earnings | |
| Subsequent 33 weeks | £187.18 each week or 90% of the employee’s normal weekly earnings, whichever is lower. | £187.18 represents a £3.15 increase from last year’s rate. |
Maternity AllowanceMaternity allowance is payable to those who are employed or who have recently stopped working (different rates apply to the self employed). |
||
| Up to 39 weeks | £187.18 each week or 90% of the employee’s normal weekly earnings, whichever is lower. | £187.18 represents a £3.15 increase from last year’s rate. |
Paternity pay |
||
| Up to 2 weeks | £187.18 each week or 90% of the employee’s normal weekly earnings, whichever is lower. | £187.18 represents a £3.15 increase from last year’s rate. |
Statutory adoption pay |
||
| First 6 weeks | 90% of the employee’s normal weekly earnings | |
| Subsequent 33 weeks | £187.18 each week or 90% of the employee’s normal weekly earnings, whichever is lower. | £187.18 represents a £3.15 increase from last year’s rate. |
Shared parental pay |
||
| Up to 39 weeks
Less any weeks spent by the child’s mother or adopter in receipt of Statutory Maternity Pay, Maternity Allowance or Statutory Adoption Pay |
£187.18 each week or 90% of the employee’s normal weekly earnings, whichever is lower. | £187.18 represents a £3.15 increase from last year’s rate. |
Neonatal Care Pay |
||
| Up to 12 weeks | £187.18 each week | |
Parental bereavement pay |
||
| Maximum of 2 weeks
This can be taken in periods of one week or two consecutive weeks, or two separate weeks. |
£187.18 each week or 90% of the employee’s normal weekly earnings, whichever is lower. | £187.18 represents a £3.15 increase from last year’s rate. |
Sickness
| Up to 28 weeks
This can be a series of up to three separate periods of incapacity spanning up to 3 years |
£118.75 each week | Increase of £2 from last year’s rate. |
Changes to employment tribunal awards: April 2023 – April 2024
Week’s pay |
||
Award |
Minimum |
Maximum |
| The maximum amount of a ‘week’s pay’
Used to calculate statutory redundancy pay and various other payments (e.g. the basic award for unfair dismissal) |
No minimum | £719 |
Unfair dismissal |
||
| Unfair dismissal basic award |
No minimum
|
£21,570 |
Unfair dismissal basic award where the principal reason for dismissal is:
|
£8,763 | £ 21,570 |
| Unfair dismissal compensatory award | No minimum | £118,223 (the upper limit remains the lower of a year’s salary or the maximum statutory limit) |
| Unfair dismissal compensatory award where dismissal is connected with health and safety or public interest disclosure
|
No minimum | No maximum |
Redundancy |
||
| Statutory redundancy payment
|
No minimum | £21,570 |
Injury to feelings: Vento Bands |
||
There are three potential ‘bands’ for awards to be given where there has been injury to an employee’s feelings:
|
No Minimum | Lower band: £1,200- £12,100
Middle band: £12,100-£36,400
Top band: £36,400-£60,700 |