Employment Tribunal compensation limits will increase on 1 February 2013. The maximum compensatory award for unfair dismissal will rise from £72,300 to £74,200 and the maximum amount of a week’s pay, used to calculate statutory redundancy pay (among other things), will rise from £430 to £450.
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On 1 December 2012, new legislation came into force, which merges the Criminal Records Bureau and Independent Safeguarding Authority to form the Disclosure and Barring Service.  Following this change: A standard CRB check has become a standard DBS check. An enhanced CRB check has become an enhanced DBS check. An enhanced CRB check with Barred List check has become an enhanced check for regulated activity.
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To qualify for certain statutory rights (such as unfair dismissal) it is necessary for an employee to have acquired a minimum period of continuous employment.  The general rule is that an employee’s continuous employment will be broken by any week which does not count towards continuity. In this case the Employment Appeal Tribunal decided that an employee’s service under two contracts of employment with the same employer was continuous, even though the employee did not start work under the second contract until more than a week after the end of the first contract. It was decided that the second contract
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