A Guide for both Employers and Employees

on National and Standard Rates for Employees, Employees’ Entitlements and Compensation Rights of Employees.

Information correct as at 6th April 2017

To see the actual Guide, which can be posted to you, please click here   PEG APRIL 2017

Compensation Limits

The maximum amounts which might be payable for dismissals from 6th April 2017


Statutory Redundancy Payment £14,670pa

Unfair Dismissal

Basic Award £14,670
Compensatory Award £80,541
Additional Award £12,454– £24,908 (i.e. 26 to 52 weeks’ pay)


Race No Limit
Sex No Limit
Disability No Limit

Dismissal (i)

Union / Employee Representative or Pension Trustee reasons

Basic Award £14,670 (minimum £5,970)
Compensatory Award £80,541

Dismissal (ii)

Health & Safety Representative

Basic Award £14,370 (Minimum £5,853)
Compensatory Award No Limit

Dismissal (iii)

For making a Protected Disclosure

Basic Award £14,670
Compensatory Award No Limit

ACAS Code of Practice (From 6th April 2009)

Unreasonable failure to comply by Employer 0 – 25 % increase


Failure to consult with staff prior to a business transfer 13 weeks’ pay
Failure to consult with employees regarding ‘large scale’ redundancies 90 days’ pay

Breach of Contract Claim in a Tribunal

Maximum Award £25,000


National Minimum Wage

The following information relates to the standard rates of National Minimum Wage for Employees in the standard age ranges (per hour) from 6th April 2017:

Workers over 21 — 24     £7.05

Workers aged 18 — 20     £5.60

Workers aged 16 — 17     £4.05

Apprentices                       £3.50


National Living Wage — From 6th April 2016

For all workers aged 25 and above   £7.20 per hour.

Parental Entitlements

There are a variety of parental entitlements, some of which are subject to sufficient continuous service, and/or notice, by the Employee.


26 weeks’ ordinary maternity leave and 26 weeks’ additional maternity leave (total 52 weeks). Pay: 90% of average weekly earnings for first 6 weeks and then £140.98 a week or 90% of average weekly earnings (whichever is the lowest) for further 33 weeks (39 weeks in total). Note: If the Employee is not entitled to Statutory Maternity Pay, then she may be entitled to Maternity Allowance. An application will need to be made by the Employee to the Job Centre.


One or two weeks’ leave. Pay: 90% of average weekly earnings or £140.98 (whichever is lowest).

Additional Paternity Leave from 6th April 2017

26 Weeks’ additional paternity leave (minimum 2 weeks, maximum 26 weeks). Note: Father is only entitled if mother has returned to work before using full 52 week entitlement. It works by enabling the transfer of outstanding maternity leave to the mother’s spouse or partner. It must be taken at least 20 weeks after birth and must end before child’s first birthday.

Parental Leave

From 8th March 2013, generally in the first five years parents can take up to 18 weeks unpaid leave.

Shared parental leave and pay provisions in force from 1 December 2014

Many of the regulations made under the Children and Families Act 2014 that implement the new shared parental leave and pay scheme came into force on 1 December 2014.

However, they only apply where the expected week of childbirth begins on or after 5 April 2015, or where the child is placed for adoption on or after 5 April 2015.

The right to shared parental leave (SPL) and statutory shared parental pay (ShPP) enables eligible employees who are parents (whether by birth or adoption), to take paid and/or unpaid leave within the first year of their child’s life or the first year after their child’s placement for adoption, provided that the eligible mother or adopter has volunteered to end their maternity leave and/or pay or adoption leave and/or pay early (or has already returned to work early). Instead, they can then opt into the SPL regime, enabling the balance of their untaken leave and pay to be shared between them and the other eligible parent or adopter or their partner – up to a maximum of 50 weeks of SPL and 37 weeks of ShPP.

SPL is entirely optional and parents or adopters are not obliged to take it. The default position is that the mother or adopter will continue to be entitled to 52 weeks of maternity leave or adoption leave (and 39 weeks of statutory maternity pay, maternity allowance or statutory adoption pay, if eligible). SPL will also be available to intended parents through surrogacy arrangements where they qualify for adoption leave and/or pay.


Sickness Payments

Statutory Sick Pay

The following information relates to the standard rate that an Employee may receive in the form of Statutory Sick Payments (SSP). In order to be eligible for SSP, Employees must have been sick for at least 4 days in a row (including weekends and Bank Holidays) and earn, before Tax and National Insurance contributions are deducted, an average of £112.00 per week. Employees must also work for their Employer under a Contract of Service. SSP is not paid for the first three days of work missed through sickness. In addition, an Employer may provide additional, contractual, sick pay to the Employee if so provided in the Terms of Employment.

From 6 April 2017

Current Rate £89.35 a week
Duration Maximum of 28 weeks in any 3 years


Flexible Working

Any employee can require flexible working arrangements. Please contact us should you require advice in this area.


Annual Leave Entitlement

The following information relates to Employees’ minimum leave entitlements under the Working Time Regulations 1998. Amounts are pro-rated for those who work less than a 5-day week.

From 1 April 2009 — 5.6 weeks leave (28 days). This includes an increase by the Government to include a statutory right to paid leave for Bank and Public holidays.

The following are not entitled to the increase in annual leave entitlement: people working in sea fishing, merchant shipping, mobile workers on inland waterways, workers in Northern Ireland and the self-employed.

There are currently 8 permanent Bank and Public Holidays in Great Britain:

  1. New Year’s Day
  2. Good Friday
  3. Easter Monday
  4. May Day
  5. Spring Bank Holiday
  6. Late Summer Bank Holiday
  7. Christmas Day
  8. Boxing Day

Income Tax Rates 2017/18

Band Rate
0 – £5000 10%*
0 – £33,500 20%**
£33,501 – £150,000 40%***
Over £150,000 45%****

* Only applicable to dividends and savings income. The 10% rate is not available if taxable non-savings income exceeds £5000 ** Except dividends (7.5%). *** Except dividends (32.5%). **** Except dividends (38.1%). Any other income is taxed first, then savings income and lastly dividends.


Income Tax Reliefs 2015/16

Personal allowance
Under 65yrs £11,500
65yrs to 74yrs* £11,500
75yrs and over* £11,500
(Reduce personal allowance by £1 for every £2 of adjusted net income over £100,000).
Married couple’s allowance (relief at 10%)* £8,445
(Either partner 75 or over and born before 6 April 1935)
Minimum amount £3,260
*Age allowance income limit £28,000
(Reduce personal allowance by £1 for every £2 of adjusted net income over £27,700).
Blind person’s allowance £2,320

National Insurance 2015/16

Class 1 (employed) contracted in rates
Employer Earnings per week %
Up to £157 Nil
Over £157 13.8%
Employee Earnings per week %
Up to £157 Nil*
£157.01 – £827 12%
Over £827 2%
*No NICs are actually payable but notional Class 1 NIC is deemed to have been paid; this protects contributory benefit entitlement.

Tax and tax credit rates and thresholds for 2017-2018

Please click  here for the Government website detailing all rates for 2017/2018.

To arrange an appointment, please call us,  01689 822554 or Freephone 0800 358 2757 .

Rates are for guidance only and are liable to change regularly. Individual advice should always be taken. Please feel free to contact us for an update or for specialist advice tailored to your needs.

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