Statutory Benefits Payments
The Department for Work and Pensions (DWP) has published its proposed increases to several statutory benefit payments. The following rates will apply from 10 April 2023:
- The weekly rate of statutory sick pay (SSP) will be £109.40 (up from £99.35).
- The weekly rate of statutory maternity pay (SMP) and maternity allowance will be £172.48 (up from £156.66).
- The weekly rate of statutory paternity pay (SPP) will be £172.48 (up from £156.66).
- The weekly rate of statutory shared parental pay (ShPP) will be £172.48 (up from £156.66).
- The weekly rate of statutory adoption pay (SAP) will be £172.48 (up from £156.66).
- The weekly rate of statutory parental bereavement pay (SPBP) will be £172.48 (up from £156.66).
On 5 December 2022, the government published its response to the flexible working laws consultation. These proposed changes will be brought into force by the Employment Relations (Flexible Working) Bill.
The key points to note are:
- Flexible working will become a day one right, employees will no longer have to have been employed for 26 weeks to make a request;
- Employees will be able to make two requests in any one 12-month period;
- Employers must respond to the flexible working request within two months; and
- It will remain a right to request, not a right to have flexible working.
Watch this space for further updates.
Date of Dismissal
An employment tribunal has held that a law firm employee brought his claim for unfair dismissal four days late and so was out of time.
The employee was verbally dismissed with immediate effect on 16 December 2021 at a disciplinary outcome meeting. This was followed up in writing, on 22 December, with a dismissal letter which stated that his “employment has been terminated with immediate effect”. His employment contract stated that all notice periods must be in writing.
The Tribunal held that the dismissal meeting on 16 December was the starting point for the three-month limitation period for bringing a claim rather than the date the employee received written confirmation. The employee was aware that the meeting was an outcome meeting, and it was made clear to him that his employment was being terminated with immediate effect.
This case went in the employer’s favour, but nonetheless is a good reminder to be cautious when dealing with limitation dates, and to also ensure that there is no uncertainty regarding the date of dismissal. All follow up written communication should be clear and unambiguous.
This is only intended to be a summary and not specific legal advice. If you would like further information or advice, please do contact a member of our team.