One of the main issues for Claimants and Employers in any dispute is compensation.
Unless a dismissal takes place on the ground of gross misconduct, notice pay is generally always payable on the termination of employment together with any other outstanding contractual amounts for example holiday pay.
A claim of unfair dismissal enables an employee to claim different types of compensation. These are:
Basic award – this is calculated in the same way as a statutory redundancy payment and is based on age, length of service, a gross weeks pay (subject to the current cap). Click here for more details.
Compensatory award – normally limited to the lower of 12 months’ gross pay and the current statutory cap. The compensatory award cap for unfair dismissal is due to be removed from 1 January 2027.
Loss of statutory rights – normally around £300-£600.
Discrimination claims are unlimited when it comes to compensation and also carry an injury to feelings award. The amount of any injury to feelings award depends on the circumstances and seriousness of the case; it is not a fixed sum.
It is very important to get a realistic estimate of exposure or assessment of damages in discrimination cases and specialist advice at an early stage is essential.
If you require help assessing your exposure to a claim or claim value, contact us and our employment law solicitors can assist with a calculation.
For other Employment Law Advice in Leeds, London, Harrogate, York and Sheffield relating to unfair dismissals, redundancies and settlement agreements.
