Employment Law

Employment Disputes - Dismissal

The compensation limit for unfair dismissal is now £60,600. There is no upper limit if the claim includes certain types of discrimination such as sex discrimination, disability discrimination or race discrimination. The limit is reviewed in November of each year and enforceable in February each year.  The limit of £60,600 applies to dismissals from February 2007.

Employees might also be entitled to an additional award where a reinstatement or re-engagement order is not complied with. This is calculated as between 26 and 52 times a week's pay. A week's pay for these purposes is presently £310. The statutory maximum weekly pay is reviewed annually in February.

For both employers and employees, the time to take advice is when the potential problem first arises. Our aim is to get a just result by fair means and with minimum acrimony. We can guide employers through the steps necessary to try and ensure that the reason given for dismissal, whether for conduct, quality of work or redundancy, is fair, and that the appropriate steps are taken. We can advise employees who face dismissal, or who feel that they are victims of discrimination, on what they should do to protect their positions.

We can sometimes act as mediators to head off a dispute or to arrive at settlement terms acceptable to both sides. See our sections on Compromise Agreements and on Mediation for an idea of how we can help resolve employment disputes without formal hearings.

New instructions are flowing in frequently for compromise agreements on employment matters. Some are straightforward, but others need careful analysis of the true contractual position.
 

For more information please contact one of the lawyers in the employment team at Ambrose Appelbe, Felix Appelbe or Andrew Penfold on 020 7242 7000 or use the Contact Request Form.

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This web site contains general information only and does not constitute legal advice. You should take suitable advice as to your specific circumstances. Ambrose Appelbe accepts no responsibility and disclaims all liability in relation to such information.