{"id":1238,"date":"2020-04-08T10:47:39","date_gmt":"2020-04-08T10:47:39","guid":{"rendered":"http:\/\/www.jaywebbconsultancy.co.uk\/blog\/?p=1238"},"modified":"2020-04-08T10:54:19","modified_gmt":"2020-04-08T10:54:19","slug":"increase-to-compensatory-award","status":"publish","type":"post","link":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/increase-to-compensatory-award\/","title":{"rendered":"Increased limits"},"content":{"rendered":"<p>The maximum award for unfair dismissal has increased from \u00a386,444 to \u00a388,519.<\/p>\n<p>The maximum amount of a week&#8217;s pay used to calculate statutory redundancy payments and various other awards has increased from \u00a3525 to \u00a3538.<\/p>\n<p>The statutory day rate for a Guarantee Payment used during a period of lay-off or short-time working has increased from \u00a329 to \u00a330 per day.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The maximum award for unfair dismissal has increased from \u00a386,444 to \u00a388,519. The maximum amount of a week&#8217;s pay used to calculate statutory redundancy payments and various other awards has increased from \u00a3525 to \u00a3538. The statutory day rate for a Guarantee Payment used during a period of lay-off or short-time working has increased from [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[32,11,4,1],"tags":[148,149,150],"class_list":["post-1238","post","type-post","status-publish","format-standard","hentry","category-hr-advice-for-employers","category-performance-management","category-staff","category-uncategorized","tag-compensation","tag-compensatory-award","tag-unfair-dismissal"],"_links":{"self":[{"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1238","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/comments?post=1238"}],"version-history":[{"count":3,"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1238\/revisions"}],"predecessor-version":[{"id":1241,"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1238\/revisions\/1241"}],"wp:attachment":[{"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/media?parent=1238"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/categories?post=1238"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.jaywebbconsultancy.co.uk\/blog\/wp-json\/wp\/v2\/tags?post=1238"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}