How Much Could Claims Against us Be Worth
Employment Tribunal Awards (from 6 April 2026)
| Maximum unfair dismissal compensatory award (or 52 weeks gross’ salary if lower) |
£123,543 (cap removed 01.01.27) |
| Maximum unfair dismissal basic award | £22,530 |
| Statutory limit on a week’s pay (previously £719) | £751 |
| Maximum statutory redundancy pay | £22,530 |
| Minimum basic award: certain auto unfair dismissals – trade union membership or activities; health and safety duties; pension scheme trustee duties; acting as employee representative, etc. | £9,157 |
| Additional award for failing to reinstate/ re-engage (26-52 weeks) | £19,526 – £39,052 |
| Refusal of right to be accompanied (max) | £1,502 |
| Flexible working requests (max) | £6,008 |
| Failure to collectively consult redundancy | Up to 180 days’ gross pay |
| Failure to inform/consult TUPE transfers | Up to 13 weeks’ gross pay |
| Failure to provide written particulars (2-4 weeks) | £1,502 – £3,004 |
| Discrimination – injury to feelings (dependent on seriousness and unless exceptional) for claims presented after 6 April 2026 | Band 1: £1,300 –12,600 Band 2: £12,600 – 37,700 Band 3: £37,700 – 62,900 Exceptional: £62,900 + |
| Maximum contractual claims in the Employment Tribunal | £25,000 |
Statutory Pay Rates (from 5 April 2026)
| Statutory maternity/adoption pay | Per Week |
|---|---|
| First 6 weeks | 90% of average earnings |
| Next 33 weeks (or 90% if lower) | £194.32 |
| Shared parental leave pay (39 weeks) (or 90% if lower) | £194.32 |
| Neo-natal care pay (12 weeks) | £194.32 |
| Statutory paternity pay (2 weeks) (or 90% if lower) | £194.32 |
| Parental bereavement pay (2 weeks) | £194.32 |
| Statutory sick pay | £123.25 |
| Guarantee pay (per day) (Max 5 days or £205 in any 3 months) | £41.00 |
Employee Insolvency Payment Claims from Secretary of State (max) (from 6 April 2026)
| Arrears of pay (8 weeks) | £6,008 |
| Statutory notice pay (12 weeks) | £9,012 |
| Holiday pay (6 weeks) | £4,506 |
| Statutory redundancy pay or basic award (30 weeks) | £22,530 |
National Minimum Wage Rates (1st April)
| April 2025 | April 2026 | |
|---|---|---|
| National living wage age 21+ | £12.21 ph | £12.71 ph |
| Age 18-20 | £10.00 ph | £10.85 ph |
| Age 16-17 | £7.55 ph | £8.00 ph |
| Apprentice (under 19 or in first year) | £7.55 ph | £8.00 ph |
| Accommodation offset limit (per day) | £10.66 | £11.10 |
Common Questions Answered
Why do I need a lawyer to review my settlement agreement?
UK law requires independent legal advice to be taken before a settlement agreement can become legally binding. Without it, the agreement is unenforceable. An experienced employment lawyer will ensure you understand every clause and that your interests are fully protected.
How much does it cost to get a settlement agreement reviewed?
Your employer will usually pay for you to get independent legal advice on the terms and effect of your agreement. This is standard practice and is typically written into the agreement itself as a contribution towards your legal costs.
Can my settlement agreement be improved?
Often, yes. David regularly negotiates for increases in value, better exit terms and stronger protections for his settlement agreement clients. Even where an employer presents a figure as “final”, there is frequently room to negotiate.
How long does the process take?
With David, many clients get to sign-off in a matter of days if all they need is advice and sign-off. On urgent agreements David provides a same-day service, so a tight deadline is never a barrier to getting the right advice.
