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  "figure_id": "employment.tribunal.tupe_inform_consult_award",
  "name": "Tribunal award: TUPE failure to inform and consult (weeks' pay)",
  "unit": "weeks_pay",
  "value_type": "count",
  "source_type": "si",
  "jurisdiction": "GB",
  "scope_note": "A CEILING: \"such sum not exceeding thirteen weeks' pay ... as the tribunal considers just and equitable\". Unlike the capped-weeks awards of the Employment Rights Act family, this one is on the employee's ACTUAL week's pay — regulation 16(4) applies Chapter II of Part XIV of the Employment Rights Act 1996 but does not apply the section 227 limit on a week's pay — so there is no cash companion to publish beside it and none is derived. The protective award for failure to consult on collective redundancies (`employment.tribunal.protective_award`, up to 180 days' pay) is a different remedy under different legislation.",
  "current": {
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        "citation": "https://www.legislation.gov.uk/uksi/2006/246/made (SI 2006/246 reg 16(3) as made: \"'Appropriate compensation' in regulation 15 means such sum not exceeding thirteen weeks' pay for the employee in question as the tribunal considers just and equitable having regard to the seriousness of the failure of the employer to comply with his duty\"; in force 6 April 2006, reg 1(2))",
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  "value_numeric": 13,
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        "citation": "https://www.legislation.gov.uk/uksi/2006/246/made (SI 2006/246 reg 16(3) as made: \"'Appropriate compensation' in regulation 15 means such sum not exceeding thirteen weeks' pay for the employee in question as the tribunal considers just and equitable having regard to the seriousness of the failure of the employer to comply with his duty\"; in force 6 April 2006, reg 1(2))",
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