April 2022 updates – a quick reference guide to the change in rates
We have put together a guide to the current rates and compensation limits.
Please click here to view or print the pdf guide, or see below. If you require advice on how these are applied or you need advice any other employment law or HR topic, please do get in touch.
Statutory payments for different types of leave
| Maternity, paternity and adoption | From 3 April 2022 |
| Statutory maternity, paternity and adoption pay | £156.66 per week or 90% of employee’s average weekly earnings, whichever is lower. |
| Sickness | From 6 April 2022 |
| Statutory Sick Pay | £99.35 each week (previously £96.35) |
National Minimum Wage (NMW) and National Living Wage
| National Minimum Wage | From 1 April 2022 |
| Age 21 – 22 | £9.18 per hour |
| Age 18 – 20 | £6.83 per hour |
| Under 18 | £4.81 per hour |
| Apprentices | £4.81 per hour |
| National Living Wage | From 1 April 2022 |
| Age 23 and upwards | £9.50 per hour |
Employment Tribunal Awards
| Compensation Limits in the Employment Tribunal | From 6 April 2022 |
| Limit on a weeks pay | £571 |
| Basic award in unfair dismissal – capped at 30 weeks pay | £17,130 max |
| Compensatory award in unfair dismissal | The lower of £93,878 or 52 weeks gross pay |
| Statutory Redundancy Pay – capped at 30 weeks pay | £17,130 max |
| Breach of right to be accompanied – capped at 2 weeks pay | £1,142 |
| Breach of flexible working regulations – capped at 8 weeks pay | £4,568 |
| Failure to give contract of employment – 2 or 4 weeks pay | £1,142 max or £2,284 max |
| Breach of contract claim in the tribunal | £25,000 |
| Failure to inform or consult – collective redundancy (actual gross pay) | 90 days pay |
| Failure to inform or consult – TUPE transfer (actual gross pay) | 13 weeks pay |
Current Vento guidelines for Injury to Feelings Awards – as at 6 April 2022
| Lower band | £990 – £9,900 |
| Middle band | £9,900 – £29,600 |
| Upper band | £29,600 to £49,300 |
The caps on compensation and on a week’s pay are not applied in certain limited circumstances, for example whistleblowing claims and failures to consult under TUPE and in collective redundancy matters. There is no cap on compensation for claims for discrimination (see guidelines above for Injury to Feelings Award).