Increase in awards

Each April the Government increases the rates for statutory payments for employees.  The rates for 2023/2024 are:

Living/national minimum wage

Employers paying living/national minimum wage rates need to ensure they implement the new rates for the first pay reference period beginning on or after 1 April 2023.

Increase in National Living Wage (takes effect on 1 April 2022)

• The NLW for workers (available to those aged 23 and over) increases from £9.50 to £10.42 per hour.

Increase in National Minimum Wage (takes effect on 1 April 2022)

• The NMW for 21-22 year olds increases from £9.18 to £10.18 per hour.
• The NMW for 18-20 year olds increases from £6.83 to £7.49 per hour.
• The NMW for under 18s increases from £4.81 to £5.28 per hour.

The NMW for apprentices under 19 years old, or over 19 years old and in the first year of their apprenticeship increases from £4.81 to £5.28 per hour.

Other statutory payments

Employers paying statutory family-related pay or sick pay must ensure employees absent on these types of leave are paid the enhanced rates from the dates set out below. It may also be necessary to update policies reflecting the increased payments.

• The weekly rate of statutory maternity, paternity, adoption, shared parental and parental bereavement pay increases from £156.66 to £172.48 from 2 April 2023.
• The weekly rate of statutory sick pay increases from £99.35 to £109.40 from 6 April 2023.
• The limit on a week’s pay used for calculating statutory redundancy pay (and the unfair dismissal basic award) increases from £571.00 to £643.00 from 6 April 2023.

Updated Presidential Guidance on Vento bands

Employment tribunal awards for injury to feelings and psychiatric injury have changed as follows:

• Lower Band Award: £1,100.00 to £11,200.00 for less serious cases.
• Middle Band Award: £11,200.00 to £33,700.00.
• Upper Band Award: £33,700.00 to £56,200.00 for the most serious cases.
• Exceptional Band Award: £56,200.00 and above.

The updated figures will apply to claims presented on or after the 6 April 2023.

Gender pay gap reporting

Private and voluntary sector employers with more than 250 employees should have published their gender pay gap report by 4 April 2023. For most public sector employers the deadline was 30 March 2023.

It is the business’ responsibility to ensure the report is published in a prominent place on their website and on the gov.uk website.

When publishing their data businesses may wish to provide a supportive narrative explaining it. Many businesses that have a clear gender pay gap find it useful either to explain the reason for this, or to set out steps as to what the business is going to do to reduce their gender pay gap.

It is unlawful to fail to report your gender pay gap data by the revenant deadline for your organisation.

If you have missed the deadline this year or you need advice about whether your business is required to produce a gender pay gap report, or assistance producing the report then please contact a member of our employment team here.