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 2018
To see the actual Guide, which can be posted to you, please click here Pocket Employment Guide (PDF, 365KB)
The maximum amounts which might be payable for dismissals from 6th April 2018
|Statutory Redundancy Payment||£15,240|
ACAS Code of Practice (From 6th April 2009)
|Unreasonable failure to comply by Employer||0 – 25 % increase|
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 2018:
Workers over 21 — 24 £7.38
Workers aged 18 — 20 £5.90
Workers aged 16 — 17 £4.20
National Living Wage — From 6th April 2018
For all workers aged 25 and above £7.83 per hour.
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 £145.18 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 £145.18 (whichever is lowest).
Additional Paternity Leave from 6th April 2018
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.
From 8th March 2013, generally in the first five years parents can take up to 18 weeks unpaid leave.
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 £116.00 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 2018
Current Rate – £92.05
Duration – Maximum of 28 weeks in any 3 years
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:
New Year’s Day
Spring Bank Holiday
Late Summer Bank Holiday
Income Tax Reliefs
Personal Allowance – £11,850
Income limit for Personal Allowance – £100,000
Married Couple’s Allowance
Income limit for Married Couple’s Allowance – £28,900
Marriage Allowance – £1,190
Blind Person’s Allowance – £2,390
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