Table of individual employment rights qualifying periods, time limits* and amounts* with effect from 6 April N/A 3 months (s 66(2)) N/A

Transcription

1 Page 1 TABLE OF INDIVIDUALEMPLOYMENT RIGHTS QUALIFYING PERIODS ETC Table of individual employment rights qualifying periods, time limits* and amounts* with effect from 6 April 2017 Source Right Qualifying period of continuous employment TULR(C)A 1992 s 64 s 67 s 68 s 86 s 87(5) s 137 s 145A Right of union member to be unjustifiably disciplined Right of union member to compensation if declared to be unjustifiably disciplined Right of union member to suffer deduction of unauthorised or excessive subscriptions Right of union member to suffer deduction of contribution to political fund Right of union member if employer has failed to comply with an order made in respect of a section 86 claim Refusal of employment on grounds related to trade union membership Right to be offered inducements Time limit 3 months (s 66(2)) 6 months (but before 4 weeks) (s 67(3)) 3 months (s 68A(1)) Amount Max 95,211 (being 30 x statutory week's pay plus max compensatory award for unfair, unless 52 x a week's pay of the employee is less; see s 94 ERA 1996 below) (s 67(8)) Min. 9,118 (if, on date of application, union has revoked the disciplinary decision or has failed to take all steps reasonably necessary to do so) (s 67(8A)) Amount deducted (s 68A(2)) 3 months (s 87(2)) Amount deducted (s 87(4)(a)) 6 months (but before 4 weeks) (s 87(6)) 3 months (s 139(1)) 2 weeks' actual pay (s 87(7)) Max: the lower of 80,541 and 52 x a week's pay of the employee (as per max compensatory award for unfair, see ERA 1996 s 94 below) (s 140(4)) 3 months (s 145C) 3,907 (s 145E(3))

2 Page 2 s 145B s 146 ss 152, 153 s 168 s 168A s 169 s 170 s 174 s 176(2) s 188 s 188A s 190 relating to union membership or activities Right to be offered inducements relating to collective bargaining Protection from detriment ( of employee) relating to union membership or activities Dismissal for union reasons Time off for union duties Time off for union learning reps for union duties and union learning reps Time off for union activities Right to be excluded or expelled from union Right to compensation if excluded or expelled from union Redundancy right to be consulted Redundancy right to election of employee reps Redundancy right to pay during protected period 3 months (s 145C) 3,907 (s 145E(3)) 3 months (s 147(1)) (s 149(2)) 1996 s 111 Minimum basic award 5,970 (s 156(1)) 3 months (s 171) (s 172(2)) 3 months (s 171) (s 172(2)) 3 months (s 171) (s 172(2)) and any amount due (s 172(3)) 3 months (s 171) (s 172(2)) 6 months (s 175) 6 months (but before 4 weeks) (s 176(3)) 3 months (s 189(5)) 3 months (s 189(5)) 3 months (s 192(2)) SSCBA 1992 s 151 Statutory Sick Pay s 164 Statutory Maternity Pay 164(2)) Max 95,211 (being 30 x statutory week's pay plus max compensatory award for unfair, unless 52 x a week's pay of the employee is less; see s 94 ERA 1996 below) (s 176(6)) Min. 9,118 (if, on date of application, admitted or re-admitted to the union) (s 176(6A)) Max 90 days actual pay (s 189(2)) Max 90 days actual pay (s 189(2)) Amount due under s 190 (s 192(3)) per week (s 157(1)) per week (or 90% of normal weekly

3 Page 3 s 171ZA(1) s 171ZB(1) s 171ZEA s 171ZEB s 171ZL s 171U s 171V ET E of J (E&W) Order 1994, SI 1994/1623 art 3 ERA 1996 Statutory Paternity Pay birth Statutory Paternity Pay adoption Additional Statutory Paternity Pay birth Additional Statutory Paternity Pay adoption Statutory Adoption Pay Statutory Shared Parental Pay birth Statutory Shared Parental Pay adoption Breach of contract arising or outstanding on termination 171ZA(2)) 171ZB(2)) 171ZEA(2) and reg 4 ASPP (General) Regs 2010) 171ZEB(2) and reg 12 ASPP (General) Regs 2010) 171ZL(2)) 171ZU(2) and reg 30 SSPP Regs 2014) 171V(2) and reg 31 SSPP Regs 2014) earnings if lower) (s 166(1) and reg 6 SMP (Gen) Regs 1986) per week (or 90% of normal weekly earnings if lower) (s 171ZE and reg 2(a) SPP and SAP (Weekly Rates) Regs 2002) per week (or 90% of normal weekly earnings if lower) (s 171ZE and reg 2(a) SPP and SAP (Weekly Rates) Regs 2002) per week (or 90% of normal weekly earnings if lower) (s 171ZEA and reg 2 ASPP (Weekly Rates) Regs 2010) per week (or 90% of normal weekly earnings if lower) (s 171ZEB and reg 2 ASPP (Weekly Rates) Regs 2010) per week (or 90% of normal weekly earnings if lower) (s 171ZN and reg 3(a) SPP and SAP (Weekly Rates) Regs 2002) per week (or 90% of normal weekly earnings if lower) (s 171ZY and reg 40 SSPP Regs 2014) per week (or 90% of normal weekly earnings if lower) (s 171ZY and reg 40 SSPP Regs 2014) 3 months (art 7) Max 25,000 (art 10)

4 Page 4 s 1(1) s 4(1) s 8(1) s 13(1) s 15(1) s 18(1) s 21(1) Written statement of particulars Written statement of change in particulars Itemised pay statement Right to suffer unauthorised deductions normal Right to have to make payments to employer normal Right to suffer unauthorised deductions retail Right to have to make payments to 1 month (s 198) During employment or within 3 months of it ceasing (s 11(4)) 1 month (s 198) During employment or within 3 months of it ceasing (s 11(4)) During employment or within 3 months of it ceasing (s 11(4)) 2 to 4 statutory weeks' pay ( 978 to 1,956) but only made if brought with other claim listed in EmA 2002 Sch 5 (EmA 2002 s 38) 2 to 4 statutory weeks' pay ( 978 to 1,956) but only made if brought with other claim listed in EmA 2002 Sch 5 (EmA 2002 s 38) Max Amount of any unified deductions (s 12(4)) 3 months (s 23(2)) Amount deducted (s 24(a)) 3 months (s 23(2)) Amount paid (s 24(c)) 3 months (s 23(2)) Amount deducted in excess of limit (s 24(c)) 3 months (s 23(2)) Amount paid in excess of limit (s 24(d)) employer retail s 28(1) Guarantee payment 1 month (s 29) 3 months (s 34(2)) Max per day (s 31(1)) and max 5 days in any 3 months (s 31(2)) s 43M s 44 s 45 s 45A s 46 Jury Service detriment Health and safety detriment Sunday working for shop and betting workers detriment Working time detriment Occupational pension scheme trustees detriment 3 months (s 48(3)) 3 months (s 48(3)) 3 months (s 48(3)) 3 months (s 48(3)) unless detriment is termination of the contract of a 'worker' when the relevant unfair cap applies (s 49(5)A and see s 94(1) below re: s 101A) 3 months (s 48(3)) s 47 Employee represent- 3 months (s 48(3))

5 Page 5 s 47A s 47B s 47C s 47D s 47E s 47F s 50(1) s 52(1) atives detriment Time off work for study or training detriment Protected disclosures detriment Leave for family or domestic reasons detriment Tax Credits detriment Flexible working detriment Study and training detriment Time off for public duties Time off on redundancy to look for work or arrange training 3 months (s 48(3)) 3 months (s 48(3)) unless detriment is termination of the contract of a 'worker' when the relevant unfair cap applies (s 49(6) and see s 94(1) below re: s 103A) (although entitlement to some types of leave requires a period of continuous employment see ss 71 80C below) 3 months (s 48(3)) 3 months (s 48(3)) unless detriment is termination of the contract of a 'worker' when the relevant unfair cap applies (s 49(7) and see s 94(1) below re: s 104B) (although entitlement to request flexible working requires 26 weeks continuous employment, see s 80F below) (although entitlement to request time off for study and training requires 26 weeks continuous employment, see s 63D below) 3 months (s 48(3)) 3 months (s 48(3)) 3 months (s 51(2)) (s 51(4)) 2 years (s 52(2)) 3 months (s 54(2)) Amount due under s53 subject to max of 40% of an actual week's pay in respect of the ice period (s 54(3))

6 Page 6 s 53(1), (4) s 55(1) s 56(1) s 57A s 57ZA s 57ZB s 58(1) s 59(1) s 61(1) s 62(1) s 63A s 63B s 63D s 64(1) s 67 s 68 s 68B s 68C on redundancy to look for work or arrange training Time off for ante-natal care for ante-natal care Time off for dependants Time off for ante-natal care (agency workers) for ante-natal care (agency workers) Time off for pension scheme trustees for pension scheme trustees Time off for employee representatives for employee representatives Time off for young person for study or training for young person for study or training Time off for study or training Payment for suspension on medical grounds Offer of alternative work when suspended on maternity grounds Payment when suspended on maternity grounds Offer of alternative work when suspended on maternity grounds (agency worker) Payment when suspended on maternity (although this right to time off requires 2 years continuous employment) 3 months (s 54(2)) Amount due under s53 subject to max of 40% of an actual week's pay in respect of the ice period (s 54(3)) 3 months (s 57(2)) Amount twice that due under s 56 (s 57(4)) 3 months (s 57(2)) Amount due under s 56 (s 57(5)) 3 months (s 57B(2)) (s 57B(4)) 12 weeks (s 3 months (s Amount twice that due 57ZD(1)) 57ZC(3)) under s 57ZB (s 57ZC(5)) 12 weeks (s 57ZD(1)) 3 months (s 57ZC(3)) Amount due under s 57ZB (s 57ZC(7)) 3 months (s 60(2)) (s 60(4)) 3 months (s 60(2)) Amount due under s 59 (s 60(5)) 3 months (s 63(2)) Amount equal to that due under s 62 (s 63(4)) 3 months (s 63(2)) Amount due under s 62 (s 63(5)) 3 months (s 63C(2)) 3 months (s 63C(2)) 63D(6)(a) and SI 2010/800 reg 2) 1 month (s 65(1)) Amount equal to that due under s 63B (s 63C(4)) Amount due under s 63B (s 63C(5)) 3 months (s 63I(5)) Up to 8 statutory weeks' pay ( 3,912) (SI 2010/156, reg 6) 3 months (s 70(2)) Amount due under s 64 (s 70(3)) 3 months (s 70(5)) (s 70(7)) 3 months (s 70(2)) Amount due under s 68 (s 70(3)) 12 weeks (s 68D(1)) 12 weeks (s 68D(1)) 3 months (s 70A(5)) 3 months (s 70A(2)) (s 70A(7)) Amount due under s 68C (s 70A(3))

7 Page 7 s 71 s 73 s 75A s 75B grounds (agency worker) Ordinary maternity leave Additional maternity leave Ordinary adoption leave Additional adoption leave (or 26 weeks for those whose EWC began before 1 April 2007, reg 5 Maternity and Parental Leave etc Regs 1999) 26 weeks (reg 15 Paternity and Adoption Leave Regs 2002) 26 weeks (reg 20 Paternity and Adoption Leave Regs 2002) s 76 Parental leave 1 year (reg 13 Maternity and Parental Leave etc Regs 1999) s 77 s 80A s 80AA s 80B s 80BB s 80C During and after parental leave Ordinary paternity leave birth Additional paternity leave birth Paternity leave adoption Additional paternity leave adoption During and after paternity leave (but the right to take parental leave requires 1 year's service, see s weeks (reg 4 Paternity and Adoption Leave Regs 2002) 26 weeks (reg 4 Additional Paternity Leave Regs 2010) 26 weeks (reg 8 Paternity and Adoption Leave Regs 2002) 26 weeks (reg 14 Additional Paternity Leave Regs 2010) (but the right to take paternity leave requires 26 weeks' service, see ss 80A and 80B 1996 s 47C 1996 s 47C 1996 s 47C 1996 s 47C 3 months (s 80(2)) (or see detriment 1996 s 47C 1996 s 47C 1996 s 47C 1996 s 47C 1996 s 47C 1996 s 47C 1996 s 47C (s 80(4)) (or see detriment 1996 s 47C

8 Page 8 s 80F s 86 s 92(1) s 94(1) s 94(1) as interpreted by the relevant sections of ERA 1996 (unless otherwise stated) Flexible Working right to request Minimum ice period Written statement of reasons for Unfair Dismissal normal case Unfair Dismissal if principal reason relates to: jury service (s 98B); leave for family reasons (s 99); Sunday working (s 101); working time (s 101A(1)(a), (b) and (c)); assertion of statutory right (s 104); national minimum wage (s 104A); tax credits (s 104B); flexible working (s 104C); study and training (s 104E); selection for redundancy for an automatically unfair reason (s 105); trade union recognition or bargaining (Sch A1 para 161, TULR(C)A 1992); industrial action (TULR(C)A 1992 s 238A); works body member, rep, candidate or participant (reg 30 ICE Regs, reg 28 TICE, reg 31 ECS Regs 2006, regs 46 and 47 CC-BM Regs 2007); pension con- 26 weeks (reg 3 Flexible Working (Eligibility etc) Regs 2002) 3 months (s 80H(5)) 1 month (s 86) 6 years under contract 1 year (s 92(3)) 3 months (with an unfair complaint) (s 93(3)) 2 years or 1 year where the period of continuous employment began before 6 April 2012 (s 108(1)) 3 months (s 111(2)) 3 months (s 111(2)) 8 statutory weeks' pay ( 3,912) (s 80I and reg 7 Flexible Working (Eligibility etc) Regs 2002) Amount due under ss weeks actual pay (s 93(2)) Basic Award based on a statutory week's pay of 489 to max 14,670 (ss 119 and 227) Compensatory Award max: the lower of 80,541 and 52 x a week's pay of the employee (ss 123 and 124(1)) Additional award on failure to reinstate 26 to 52 statutory weeks' pay ( 12,714 to 25,428) (s 117(3)) Basic Award based on a statutory week's pay of 489 to max 14,670 (ss 119 and 227) Compensatory Award max: the lower of 80,541 and 52 x a week's pay of the employee (ss 123 and 124(1)) Additional award on failure to reinstate 26 to 52 statutory weeks' pay ( 12,714 to 25,428) (s 117(3))

9 Page 9 s 94(1) as interpreted by the relevant sections of ERA 1996 (unless otherwise stated) s 94(1) as interpreted by the relevant sections of ERA 1996 (unless otherwise stated) s 94(1) as interpreted by the relevant sections of ERA 1996 (unless otherwise stated) s 94(1) as interpreted by the relevant sections of ERA 1996 (unless other- sultation rep (Sch, para 5, Occupational and Personal Pension Schemes (Consultation and Miscellaneous Amendment) Regs 2006); part-time rights (reg 7 PTW Regs); fixed-term rights (reg 6 FTE Regs); right to be accompanied (ERA 1999 s 12); reg 29 EPL-LC Regs 2009 Unfair Dismissal if principal reason relates to: working time rep (s 101A(d)); pension trustee (s 102); employee rep (s 103); trade union membership or activities (TULR(C)A 1992 ss ) Unfair Dismissal if principal reason relates to: health and safety (s 100(1)(ba), (c), (d), (e)); whistle-blowing (s 103A) Unfair Dismissal if principal reason relates to: health and safety activities or rep (s 100(1)(a) and (b)) Unfair Dismissal if principal reason relates to: trade union blacklists (s 104F) 3 months (s 111(2)) 3 months (s 111(2)) 3 months (s 111(2)) 3 months (s 111(2)) Basic Award based on a statutory week's pay of 489 to max 14,670 (ss 119 and 227) but min. is 5,970 (s 120) Compensatory Award max: the lower of 80,541 and 52 x a week's pay of the employee (ss 123 and 124(1)) Additional award on failure to reinstate 26 to 52 statutory weeks' pay ( 12,714 to 25,428) (s 117(3)) Basic Award based on a statutory week's pay of 489 to max 14,670 (s 119 and 227) Compensatory Award Unlimited (ss 123 and 124(1A)) Additional award on failure to reinstate 26 to 52 statutory weeks' pay ( 12,714 to 25,428) (s 117(3)) Basic Award based on a statutory week's pay of 489 to max 14,670 (s 119 and 227) but min. is 5,970 (s 120) Compensatory Award Unlimited (ss 123 and 124(1A)) Additional award on failure to reinstate 26 to 52 statutory weeks' pay ( 12,714 to 25,428) (s 117(3)) Basic Award based on a statutory week's pay of 489 to max 14,970 (s 119 and 227) but min is 5,853 (s 120(1C) Compensatory Award max: the

10 Page 10 wise stated) lower of 80,541 and 52 x a week's pay of the employee (ss 123 and 124(1)) Additional award on failure to reinstate 26 to 52 statutory weeks' pay ( 12,714 to 25,428) (s 117(3)) s 135(1) Redundancy payment 2 years (s 155) 6 months (s 164) Based on a statutory week's pay of 489 (ss s 166 s 182 HSC Regs 1996 SI 1996/1513 reg 7 reg 7 Redundancy payment insolvent employer and claim against Secretary of State Insolvency of employer claim against Secretary of State for employer's debts Time off for employee safety candidates and reps for employee safety candidates and reps 162 and 227) 2 years (s 155) None specified Based on a statutory week's pay of 489 (ss 168 and 227) 3 months (s 188(2)) 3 months (sch 2 para 3) 3 months (sch 2 para 3) WTR 1998 SI 1998/1833 reg 10 Daily rest Up to 8 statutory weeks' pay ( 3,912) Any minimum ice pay (statutory). Up to 6 weeks holiday pay (statutory). Any unfair basic award. Any fee/premium already paid by apprentice or articled clerk (ss 184 and 186) (sch 2 para 4) Amount due under reg 7 (sch 2 para 5) (reg 30(4)) reg 11 Weekly rest (reg 30(4)) reg 12 Rest breaks (reg 30(4)) reg 13 Annual leave (reg 30(4)) reg 14 Pay in lieu of annual leave on termination Amount due under reg 14 (reg 30(5)) reg 16 Payment for annual leave Amount due under reg 16 (reg 30(5)) reg 24 Compensatory rest (reg 30(4)) reg 24A Adequate rest for mobile workers (reg 30(4)) reg 25 Compensatory rest

11 Page 11 reg 27 reg 27A NMWA 1998 s 1(1) s 1(1) for young workers in the armed forces Compensatory rest for young workers in the event of a force majeure Compensatory rest for young workers at night National Minimum Living Wage National Minimum Wage (reg 30(4)) unauthorised deduction or within 6 years under contract) unauthorised deduction or within 6 years under contract) (reg 30(4)) (reg 30(4)) 7.50 per hour, 25 yrs+ (NMW Regs 2015 reg 4 as amended, from 1 April 2017) yrs = 7.05 per hour, yrs = 5.60 per hour, yrs = 4.05 per hour, apprentices under 19 or over 19 and in first year of apprenticeship = 3.50 per hour (NMW Regs 2015 reg 4A as amended, from 1 April 2017) s 10 Access to records 3 months (s 11(3)) 80 x hourly amount of the national minimum wage (s 11(2)) s 23 ERA 1999 s 10 s 12 TICE 1999 SI 1999/3323 reg 25 reg 26 PTW Regs 2000 SI National Minimum Wage detriment Right to be accompanied to a grievance or disciplinary meeting Right to be accompanied detriment Time off for works body member, candidate or rep for works body member, candidate or rep 3 months (s 24(2)) unless detriment is termination of the contract of a 'worker' when the unfair cap applies (see ERA 1996 s 94 (s 24) 3 months (s 11(2)) 2 statutory weeks' pay ( 978) (s 11(3)) 3 months (s 12(2)) (s 12(2)) 27(2)) 27(2)) Amount equal to that due under reg 26 (reg 27(4)) Amount due under reg 26 (reg 27(5))

12 Page /1551 reg 5 reg 7(2) FTE Regs 2002 SI 2002/2034 reg 3 reg 6(2) reg 9 FW(PR) Regs 2002 SI 2002/3207 reg 14(2) reg 14(4) ICE Regs 2004 SI 2004/3426 reg 27 reg 28 TUPE 2006 SI 2006/246 reg 13 reg 14 OPPS Regs 2006 SI 2006/349 Part-time worker discrimination Part-time working detriment Fixed-term employee discrimination Fixed-term employees detriment Right to receive written statement that now permanent Right to be accompanied to a flexible working meeting Right to postponement of a flexible working meeting Time off for employee rep for employee rep TUPE right to be informed and/or consulted TUPE right to election of employee reps (although entitlement to request flexible working requires 26 weeks continuous employment, see ERA 1996 s 80F (although entitlement to request flexible working requires 26 weeks continuous employment, see ERA 1996 s 80F 8(2)) (reg 8(9)) 8(2)) (reg 8(9)) 7(2)) (reg 7(8)) 7(2)) (reg 7(8)) During employment (reg 9(6)) 15(2)) 15(2)) 29(2)) 29(2)) 15(12)) 15(12)) Max 2 statutory weeks' pay ( 978) (reg 15(3)) Max 2 statutory weeks' pay ( 978) (reg 15(3)) Amount equal to that due under reg 28 (reg 29(4)) Amount due under reg 28 (reg 29(5)) Max 13 weeks' actual pay (reg 16(3)) Max 13 weeks' actual pay (reg 16(3))

13 Page 13 Sch para 2 Sch para 3 Sch para 7 European Cooperative Society Regs 2006 SI 2006/2059 reg 28 reg 29 reg 33 Companies (Cross-Border Mergers) Regs 2007 SI 2007/2974 reg 43 reg 44 reg 49 reg 50 EPL-LC Regs 2009 SI 2009/2401 reg 26 Time off for employee rep for employee rep Employee rep detriment Time off for works body member, rep, candidate or participant for works body member, rep, candidate or participant Works body member, rep, candidate or participant detriment Time off for special negotiating body member, director of transferee company or candidate for special negotiating body member, director of transferee company or candidate Employee detriment Special negotiating body member, director of transferee company or candidate detriment Time off for special negotiating body 3 months (Sch para 4(2)) 3 months (Sch para 4(2)) 3 months (Sch para 8(2)) 34(2)) 45(2)) 45(2)) 51(2)) 51(2)) 28(2)) Amount equal to that due under Sch para 3 (Sch para 4(4)) Amount due under Sch para 3 (Sch para 4(5)) (Sch para 8(2)) Amount equal to that due under reg 29 (reg 30(4)) Amount due under reg 29 (reg 30(5)) (reg 34(3)) Amount equal to that due under reg 44 (reg 45(4)) Amount due under reg 44 (reg 45(5)) (reg 51(2)) (reg 51(2)) Amount equal to that due under reg 27 (reg 28(4))

14 Page 14 reg 27 reg 31 member, candidate or rep for special negotiating body member, candidate or rep Special negotiating body member, candidate or rep detriment 28(2)) 32(2)) Equality Act 2010 s 13 Direct discrimination 3 months (or 6 service) (s 123) s 15 s 16 s 18 s 19 s 21 Discrimination arising from disability Gender reassignment discrimination: cases of absence from work Pregnancy and maternity discrimination: work cases Indirect discrimination Duty to make reasonable adjustments 3 months (or 6 service) (s 123) 3 months (or 6 service) (s 123) 3 months (or 6 service) (s 123) 3 months (or 6 service) (s 123) 3 months (or 6 service) (s 123) s 26 Harassment 3 months (or 6 service) (s 123) s 27 Victimisation 3 months (or 6 service) (s 123) s 66 Sex equality clause 6 months (or 9 service) (s 129) s 73 AWR 2010 SI Maternity equality clause 6 months (or 9 service) (s 129) Amount due under reg 27 (reg 28(5)) (reg 32(3)) (s 124(6)) (s 124(6)) (s 124(6)) (s 124(6)) (s 124(6)) (s 124(6)) (s 124(6)) (s 124(6)) Arrears of up to six years actual pay (s 132) Arrears of up to six years actual pay (s 132)

15 Page /93 reg 5 reg 10(1)(a) reg 10(1)(b) (d) reg 12 reg 13 reg 17(2) EST (PR) Regs 2010 SI 2010/155 reg 16 ERA 1999 (Blacklist) Regs 2010 SI 2010/493 reg 5 reg 6 reg 9 Agency worker same basic working and employment conditions Agency worker breach of permanent contract providing pay between assignments Agency worker breach of duty Agency worker access to collective facilities and amenities Agency worker information on vacancies Agency worker detriment Study and training right to be accompanied to a meeting Refusal of employment Refusal of employment agency services Detriment 12 weeks (reg 7) 18(4) (although entitlement to request time off for study and training requires 26 weeks continuous employment, see ERA 1996 s 63D 18(4) 18(4) 18(4) 18(4) 18(4) 17(2)) (reg 18(8)) but subject to min 2 weeks' pay (reg 18(12) (13)) (reg 18(8) but subject to min 2 weeks' pay (reg 18(12) (13)) (reg 18(8) but subject to min 2 weeks' pay (reg 18(12) (13)) (reg 18(8)) (reg 18(8)) (reg 18(8) but subject to min 2 weeks' pay if related to regs 5 or 10 (reg 18(12) (13)) Up to 2 statutory weeks' pay ( 978) (SI 2010/155, reg 17) 7(1)) Min 5,000 and max. 65,300 (reg 8) 7(1)) Min 5,000 and max. 65,300 (reg 8) Min 5,000 and, if detriment is termination of 10(1)) worker's contract, max. 65,300 (reg 11))

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