(1)An industrial tribunal shall make an award of compensation, to be paid by the employer to the employee, if—
(a)an order under section 113 is made and the complainant is reinstated or re-engaged, but
(b)the terms of the order are not fully complied with.
(2)Subject to section 124, the amount of the compensation shall be such as the tribunal thinks fit having regard to the loss sustained by the complainant in consequence of the failure to comply fully with the terms of the order.
(3)Subject to subsections (1) and (2), if an order under section 113 is made but the complainant is not reinstated or re-engaged in accordance with the order, the tribunal shall make—
(a)an award of compensation for unfair dismissal (calculated in accordance with sections 118 to 127), and
(b)except where this paragraph does not apply, an additional award of compensation of the appropriate amount,
to be paid by the employer to the employee.
(4)Subsection (3)(b) does not apply where—
(a)the employer satisfies the tribunal that it was not practicable to comply with the order, or
(b)the reason (or, if more than one, the principal reason)—
(i)in a redundancy case, for selecting the employee for dismissal, or
(ii)otherwise, for the dismissal,
is one of those specified in section 100(1)(a) and (b), 102(1) or 103.
(5)In subsection (3)(b) “the appropriate amount” means—
(a)where the dismissal is of a description referred to in subsection (6), not less than twenty-six nor more than fifty-two weeks' pay, and
(b)in any other case, not less than thirteen nor more than twenty-six weeks' pay.
(6)The descriptions of dismissal in respect of which an employer may incur a higher additional award in accordance with subsection (5)(a) are—
(a)a dismissal which is an act of discrimination within the meaning of the [1975 c. 65.] Sex Discrimination Act 1975 which is unlawful by virtue of that Act, and
(b)a dismissal which is an act of discrimination within the meaning of the [1976 c. 74.] Race Relations Act 1976 which is unlawful by virtue of that Act.
(7)Where in any case an employer has engaged a permanent replacement for a dismissed employee, the tribunal shall not take that fact into account in determining for the purposes of subsection (4)(a) whether it was practicable to comply with the order for reinstatement or re-engagement unless the employer shows that it was not practicable for him to arrange for the dismissed employee’s work to be done without engaging a permanent replacement.
(8)Where in any case an industrial tribunal finds that the complainant has unreasonably prevented an order under section 113 from being complied with, in making an award of compensation for unfair dismissal (in accordance with sections 118 to 127) it shall take that conduct into account as a failure on the part of the complainant to mitigate his loss.