Statutory Employment Payments Rates 2023 – 2024

IN THIS SECTION

Statutory employment rates are changing from April 2023.

Employers should take action to ensure compliance, including reviewing and updating policies and documents, and adjusting statutory employment payments in line with the new applicable rates.

 

Statutory family-related pay rates 2023-2024

Family-related statutory weekly pay rates from 2 April 2023 are as follows:

 

Statutory payment  Weekly rate 2023-2024 
Statutory Maternity Pay
  • First 6 weeks of maternity leave: 90% of the employee’s average weekly earnings.
  • Remaining period of maternity leave: £172.48 or 90% of the employee’s average weekly earnings, whichever is lower.
Statutory Paternity Pay £172.48 or 90% of the employee’s average weekly earnings, whichever is lower.
Statutory Shared Parental Pay £172.48 or 90% of the employee’s average weekly earnings, whichever is lower.
Statutory Parental Bereavement Pay £172.48 or 90% of the employee’s average weekly earnings, whichever is lower
Statutory Adoption Pay
  • First 6 weeks of adoption leave: 90% of the employee’s average weekly earnings.
  • Remaining period of leave: £172.48 or 90% of the employee’s average weekly earnings, whichever is lower.

 

Statutory redundancy pay calculations

The statutory redundancy pay limit is a maximum of £643 per week for redundancy dismissals on or after 6 April 2023.

Employers that dismiss employees for redundancy must pay those with two years’ service an amount based on the employee’s weekly pay, length of service and age, subject to the maximum amount.

 

National minimum wage rates 2023-2024

From 1 April 2023, the national living wage for workers aged 23 and over is £10.42 per hour.

Other national minimum wage rates also increase from 1 April 2023, with hourly rates rising to £10.18 per hour for workers aged 21 and 22, to £7.49 for workers aged 18 to 20 and to £5.28 for workers aged 16 and 17. Apprentices’ minimum wage rises to £5.28 per hour.

 

Category of worker

NMW hourly rate from 1 April 2023

Aged 23 and above (national living wage rate) £10.42
Aged 21 to 22 inclusive £10.18
Aged 18 to 20 inclusive £7.49
Aged under 18 (but above compulsory school leaving age) £5.28
Apprentices aged under 19 £5.28
Apprentices aged 19 and over, but in the first year of their apprenticeship £5.28

 

Statutory sick pay rate 2023-2024

The weekly rate of statutory sick pay is £109.40 per week from 6 April 2023.

 

Need assistance?

If you have a question about these changes in employment law and statutory payment rates, DavidsonMorris’ experienced employment lawyers can help. Working closely with our specialist human resource colleagues, we offer a holistic advisory and support service for employers encompassing both the legal and people risks of workforce management. Speak to our experts today for advice.

 

Last updated: 30 March 2023

Author

Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

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