keep The Employment Rights (Revision of Limits) Order 2009
This Order updates monetary limits and compensation caps in the Trade Union and Labour Relations (Consolidation) Act 1992 and Employment Rights Act 1996. It substitutes new sums in the Schedule for old ones, with effect from 1st February 2010, and defines 'appropriate date' for various employment-related claims (unfair dismissal, guarantee payments, union-related complaints, National Minimum Wage detriments, etc.) to determine which rate applies.
This is a mechanical inflation-adjustment instrument that merely updates statutory compensation limits to preserve their real value. Without such periodic updates, statutory caps on unfair dismissal awards, guarantee payments, and union-related compensation would erode in real terms over time, leaving workers with inadequate protection against inflation. While the underlying policy of statutory compensation caps involves government intervention in private contracts, the deletion of this specific instrument would not eliminate those caps—it would simply freeze them at outdated levels, harming the very workers the limits are intended to protect. As a purely administrative updating mechanism that maintains existing statutory thresholds rather than creating new restrictions, its elimination would make Britons worse off without advancing any free-market objective.