From 6th April 2017, the financial limits for awards made in employment tribunals and statuary payments will rise to record highs.
At the start of the new financial year, The Employment Rights (Increase of Limits) Order 2017 (SI 2017/715) will introduce new thresholds for awards made in tribunals and other amounts payable under employment legislation.
The maximum an individual who brings a case of unfair dismissal to court can expect to be awarded will increase from £78,962 to £80,541 and the maximum week’s pay used to calculate statuary redundancy payments and various other awards will rise from £479 to £489.
The minimum basic award stipulated for certain cases of unfair dismissal, for example those involving dismissal for trade union activities, health and safety duties or acting as a workforce or employee representative, will also increase from £5,853 to £5,970.
‘This comes as little surprise as there was a perceived need to revisit the process from the point of view of the employee,’ explains Sue Ball, Head of Employment at Verisona Law.
‘The last time The Employment Tribunal made major headlines was in 2013 when fees were introduced for those who wanted to bring a case to tribunal. Now, if people are found to have just cause, they are able to feel they have recouped some, if not all, of their initial investment with an increased financial settlement.’
These new limits will apply to all cases where the effective date of termination falls on or after 6th April 2017.
‘Any employers who relaxed with the feeling that recent legislation was in their favour needs to sit back up and pay attention,’ warns Sue. ‘An Employment Tribunal is not a place any employer should wish to be.’
Here are the types of cases we handle:-
- Contracts of Employment
- Employer Staff Handbooks
- Redundancy Process
- Breach of Contract
- Breach of Restrictive Covenants
- Tribunal Claims
- Settlement Agreements
- Consultancy Agreements
Sports and Football Law
- Contracts of Employment
- Service Agreements
- Contractual Issues
- Executive Departures
"Over the years, I have developed a great trust in my working relationship with Mike Dyer, Head of Commercial Law at Verisona. One of the things I value most is that he is always at the end of a phone. On the rare occasions he is unavailable, his secretary is always well informed and very helpful. Through Mike, I have met many other members of Verisona and, just like in the recruitment industry, they understand the importance of being treated like an individual. They make me feel valued and important to both them and their business. At Verisona, you always deal with real people who you know and are in a position to help. Most importantly, Verisona delivers. We recently had an urgent situation regarding the restrictive covenants of new members of staff. Employment specialist Susan Ball came in on a day off to listen to us, dissect and analyse the situation, and translate what we wanted to achieve into the best possible legal language and solution. This is just one example of the calm, efficient professionalism I have come to value from Verisona over the years. Verisona has a refreshing approach to the law. They are there when we need them, always easy to talk to, go out of their way to make sure that we understand what they are doing for us and why, and always get the best results".
Legally enforcing the tribunal award
To enforce the Tribunal award we applied to the Defendant’s local County Court for it to be registered and for permission to enforce the award.
The Court granted the application and on the Register of Judgments, Orders and Fines. As a result the Tribunal award would appear as a County Court Judgment which would likely affect the Defendant’s credit rating.
Time limits for enforcing Tribunal awards
It is worth noting that there is no time restriction for registering or enforcing a Tribunal award. You can enforce one even if it is several years old. In addition, it is usually possible to claim interest on the amount until you receive payment.
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