Updated injury to feeling banding in employment discrimination cases

legal updates

An employee does not need to have accumulated two years of continuous service to bring a discrimination claim.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

The Employment Tribunal President issued presidential guidance updating the band amounts for injury to feelings awards in discrimination cases.

From 5 September 2017 the bands will stand as follows: a lower band of £800 to £8,400; a middle band of £8,400 to £25,200; and an upper band of £25,200 to £42,000, with the most exceptional cases capable of exceeding £42,000 with no set upper limit. The lower band applies in less serious cases and covers minor instances of discrimination and small one-off episodes. The middle band applies in serious cases that do not merit award in the higher band. The higher band covers most serious cases.

It is worth noting that the injury to feelings head of damages is specific to discrimination cases. A discrimination claim may include compensation for other type of damages:  loss of past and future earnings, loss of opportunity, injury to health, exemplary damages, which can all be subject to the ACAS uplift. An employee does not need to have accumulated two years of continuous service to bring a discrimination claim and, of course, the Employment Tribunal fees have recently been quashed by the Supreme Court.

Profit BoxDevelop your people like your business depends on it

What most people don’t know is that talent development doesn’t have to be complicated, high risk or expensive. Once they integrate key development stages, the results can be remarkable. Empower your team. Lead your industry. We’re your strategic learning partner, driving performance by moving skills forward.

Kiril MoskovchukTrainee SolicitorRead More by this author

Related Legal Updates

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

The criteria for whether a philosophical belief is likely to have protection…

ACAS instructed Corby to remove the posts criticising the Black Lives Matter movement, as some employees had found them offensive.

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Parents and Carers: New Protections at Work

Parents and carers will benefit from the following new employment protections that received royal assent in May 2023.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.