Call us now 01473 688100

April 2016 Legislation Changes Round Up

Posted on 2nd April 2016
New legislation

A new 'living wage' is introduced as part of the national minimum wage, we have the usual rate changes and some important changes to Employment Tribunal procedure.

On this page

Meet the author

Julie Temple Julie
Temple
Partner Telephone: 01473 694407

National Living Wage

The National Living Wage, a new national minimum wage rate for workers aged 25 and over, was introduced on 1 April 2016. The rate is a minimum of £7.20 per hour.

Statutory maternity pay etc rates

These remain unchanged at the weekly rate of £139.58 with effect from 6 April 2016.  

Sick pay, weekly pay and compensation award for unfair dismissal 

Sick pay will remain at £88.45 per week.

The cap on a week's pay for the purposes of calculating, for example, statutory redundancy payments (and the basic award for unfair dismissal) increases to £479 from £475.

The compensatory award for unfair dismissal will be capped at the lesser of 12 months' gross pay or £78,962.

These changes also take effect from 6 April 2016.

Changes in Employment Tribunal procedure

There are two procedural changes in the Employment Tribunal from 6 April 2016.

  • Penalties can be imposed by the Employment Tribunal where tribunal awards or sums payable under a settlement are not paid.  The employer will first be issued with a warning notice and given time to pay.  A minimum of 28 days must be allowed, as the employer has the right to appeal the warning notice.  If payment is not made and the sum is considered payable a penalty notice can be issued.  The penalty will be 50% of the unpaid sum subject to a minimum of £100 and maximum of £5,000.  If paid within 14 days the penalty is reduced by 50%.
  • The parties to Employment Tribunal proceedings will only be allowed to apply to postpone a hearing a maximum of two times each, unless exceptional circumstances apply.  Also, postponements within seven days of a hearing will only be granted in exceptional circumstances. An Employment Tribunal can also postpone where settlement is likely or where a postponement is needed due to an act or omission of the Employment Tribunal or a party.

Clear, concise and accurate information for employers and HR professionals

Visit the hrlegal archive

Find out how we can help you

Click here to contact us or phone us 01473 688100

Keep your legal costs down with

Professional telephone and email advice and guidance for solving your everyday employment law and HR issues

No waffle, well written employment law updates and HR news articles, including case reports, helping employers and people managers keep up to date with what's important

Our outstanding employment tribunal litigation service for employers designed to secure the best possible outcome for a value for money cost

Related articles