Changes to Employment Law 2013

legal updates

As is the case each year, there are some legislative changes that Employers must be aware of for 2013.

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.

As is the case each year, there are some legislative changes that Employers must be aware of for 2013.

1.    Tribunal Fees will be enforceable from the Summer

Claims will be broken down into levels and dependent on the level of claim, different fees will apply;

Level 1: Mainly covering small monitory claims such as deduction from wages, holiday pay, notice pay, no section 1 statement etc. This will attract an issue fee of £160 and a hearing fee of £230.

Level 2: Covers most other larger scale claims, such as discrimination, and dismissal claims. This will attract a £250 issue fee and a £950 hearing fee.Like the civil court system fees will also be introduced to implement or request certain actions, for example:

  • Review Default Judgment
  • Application to dismiss following settlement
  • Mediation by the judiciary
  • Counter-claim
  • Application for review

Again this will attract different fees dependent on the level of the claim issued.

2.    Increase to Statutory Payments

The following Statutory payments will increase from 06 April 2013:

PaymentCurrent RateRate fromApril 2013
Sick Pay£85.85£86.70
Maternity, Paternity and Adoption Pay£135.45£136.78
Maternity Allowance£135.45£136.78

3.    Increase in unpaid parental leave

Unpaid Parental Leave, for parents of children under the age of 5 (under 18 if a disabled child) will increase from 13 to 18 weeks. This will come into force on 08 March 2013.

Octane FinanceFuel Your Finance

Octane Finance is the broker of choice for new and used car dealers nationwide. With our uncompromising service levels and our genuine and professional approach, you and your customers can trust us to deliver.

4.    Tribunal Award Increases

Compensation LimitCurrent FigureNew Figure from 
1 February 2013
Maximum limit on a week’s pay for Redundancy payments, and Unfair Dismissal Payments.£430£450
Maximum compensatory award for unfair dismissal£72,300£74,200
Maximum basic award for certain unfair dismissals (dismissals for reasons of trade union membership or activities, health and safety duties, pension scheme trustee duties or acting as an employee representative)£23.50 per day£24.20 per day

5.    Redundancy Consultation Periods

Large scale redundancies which concern more than 100 employees will only require half the number of day’s consultation. Employers will now only need to give 45 Days consultation on any Redundancies after 06 April 2013.

Other changes are proposed for this year but as yet are not confirmed. We will keep you informed when further plans are confirmed.

Dennis ChapmanIn remembrance of Dennis Chapman 1951 -2015Read 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…

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.

April 2023 Pay Rate Increases

The new financial year is upon us, with new rates abound.

Get in touch

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

01480 455500

Vinpenta House
High Causeway

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.