Employment Tribunal Compensation: How Awards Are Calculated

Headlines about six-figure tribunal payouts give a misleading picture. Employment tribunal compensation in England and Wales is calculated under specific statutory rules - mainly sections 118 to 126 of the Employment Rights Act 1996 for unfair dismissal - and for most claims the realistic range is set by your actual financial losses, not by what the worst cases attract.

This guide explains how unfair dismissal compensation and the other main types of award are calculated, what caps apply, what can increase or reduce an award, and how tax affects what you actually receive.

The two parts of unfair dismissal compensation

A successful unfair dismissal claim usually produces two separate sums.

What is the basic award?

The basic award is a fixed formula, calculated exactly like statutory redundancy pay: it depends on your age, your length of service (capped at 20 years) and your weekly pay. As of 6 April 2026 a week's pay is capped at £751 (SI 2026/310), so the theoretical maximum basic award is £22,530 (20 years x 1.5 weeks x £751). The redundancy pay guide walks through the same age-banded formula with a worked example.

What is the compensatory award, and what is the maximum?

The compensatory award covers your actual financial losses flowing from the dismissal: lost earnings from the dismissal date until you found (or should reasonably find) new work, lost benefits such as pension contributions and private health cover, loss of statutory rights, and reasonable job-search expenses.

For ordinary unfair dismissal the compensatory award is capped at the lower of £123,543 or 52 weeks' gross pay, as of 6 April 2026. Where employment ends on or after 1 January 2027, neither limit applies to ordinary unfair dismissal (Employment Rights Act 2025, commencement regulations made). Where employment ends before then, for most workers the 52-weeks-of-pay limb is the one that bites: if you earned £30,000 gross a year, your compensatory award cannot exceed £30,000 however long you are out of work. See GOV.UK for the official rights overview.

A worked example

Take someone aged 45, earning £900 gross a week, dismissed after 8 complete years' service, who finds an equivalent job 5 months later.

• Basic award: counting back from dismissal, 4 years at age 41+ (4 x 1.5 = 6 weeks) and 4 years in the 22-40 band (4 x 1 = 4 weeks) = 10 weeks. Week's pay is capped at £751, so the basic award is 10 x £751 = £7,510.
• Compensatory award: roughly 5 months of net lost earnings plus lost pension contributions, less anything earned in the meantime - subject to the lower of £123,543 or 52 weeks' gross pay (£46,800 in this example).

For a quick, indicative ballpark of the total from your salary and length of service, try the employment claim value estimator - it gives a range, not a prediction. For how published awards and outcomes look in the data, see the employment tribunal award data explorer.

When the tribunal asks you to set these figures out formally, you do it in a schedule of loss - the line-by-line document that totals your claim. The total is real money, but it is anchored to actual loss - not a windfall. Someone who walks into a new job the following week may have a strong claim on liability and still recover very little, because the law compensates loss rather than punishing the employer.

When compensation is uncapped

Two important categories have no cap on the compensatory element:

• Discrimination claims under the Equality Act 2010
• Whistleblowing (protected disclosure) dismissals and detriments

This is why the largest published awards are almost always discrimination or whistleblowing cases, typically involving long periods of lost career earnings.

Discrimination awards can also include injury to feelings - compensation for the hurt and distress caused, separate from financial loss. Tribunals value injury to feelings using the Vento bands, three brackets set out in Presidential Guidance and updated each year. For claims presented on or after 6 April 2026:

Most exceptional cases can exceed the upper band. Where a case falls depends on severity and duration, not on a fixed tariff for each protected characteristic.

Aggravated damages and, rarely, damages for personal injury can be added in the most serious cases.

What can increase an award

The ACAS uplift. If your employer unreasonably failed to follow the ACAS Code of Practice on disciplinary and grievance procedures - for example, dismissing you with no hearing and no appeal - the tribunal can increase the award by up to 25%. The same mechanism works in reverse: if you unreasonably failed to follow the Code (for instance, by never raising a grievance), your award can be reduced by up to 25%.

Failure to provide written particulars. A tribunal can add 2 to 4 weeks' pay where the employer never provided a written statement of employment particulars.

Automatic unfair dismissal minimums. Some dismissals - for example, health and safety or whistleblowing dismissals - carry a higher minimum basic award.

What can reduce an award

Tribunals routinely reduce compensation, and these deductions are where many claimants are caught out:

1. Failure to mitigate. You are expected to look for comparable work. A tribunal can cut the compensatory award if you made no reasonable effort to find a new job.
2. Polkey reductions. If a fair procedure would probably have led to the same dismissal anyway, the award is reduced by that probability - sometimes to almost nothing.
3. Contributory fault. If your own conduct contributed to the dismissal, both the basic and compensatory awards can be reduced, in serious cases by 100%.
4. Payments already made. Any redundancy or ex-gratia payment from the employer is offset against the award.

Other common money claims

Not every claim follows the unfair dismissal structure:

• Unpaid wages and unlawful deductions - the award is simply the money owed. See the unpaid wages guide.
• Wrongful dismissal (notice pay) - damages equal to what you would have earned during your notice period.
• Redundancy pay - the statutory formula, as a fixed entitlement.
• Holiday pay - the accrued, untaken leave you were not paid for.

Tax on tribunal awards

Termination-related compensation - including the basic award and most of the compensatory award - is generally tax-free up to £30,000. Anything that replaces earnings, such as notice pay or an award of unpaid wages, is taxable as income in the normal way. For larger awards, tribunals "gross up" the sum above £30,000 so that you receive the intended amount after tax.

Keep the numbers realistic

Two reality checks are worth holding onto. First, median awards are modest - the tribunal statistics guide shows how far typical outcomes sit below the headline maximums. Second, most claims never reach a hearing: they settle through ACAS or a settlement agreement, usually at a discount to the full claim value in exchange for certainty and speed.

Understanding what a tribunal could realistically award is the foundation for every decision that follows - whether to claim, what to accept, and when to walk away. And none of it matters if you miss the tribunal deadline (6 months less 1 day for events from 1 October 2026, 3 months less 1 day before), so check your dates first - and when you are ready to file, the ET1 claim form guide walks through setting out your claim and the compensation you are seeking.

This article is legal information, not legal advice. Award limits and the Vento band figures change regularly - always check the current figures on GOV.UK and in the Presidential Guidance before relying on them.