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Enter your salary, how long you worked there and what you are claiming for an indicative ballpark range of what an employment claim could be worth. It is a starting point, not a prediction - the real figure depends on your evidence, how quickly you find new work, and what a tribunal decides.
Covers England and Wales. This tool gives legal information, not legal advice.
Before tax.
Complete years with this employer.
Compensation is built up from separate "heads of loss". For a dismissal claim the two main parts are the basic award (a fixed statutory formula based on your age, length of service and weekly pay - the same calculation as statutory redundancy pay) and the compensatory award for your actual financial loss, mainly lost earnings past and future. The compensatory award is usually the larger part, and it turns on how long you are out of work - which is why a calculator can only give a range.
Discrimination and harassment claims can add an award for injury to feelings, set using the Vento bands. Our employment tribunal compensation guide and the schedule of loss guide explain how the parts fit together.
The biggest part of most awards is future lost earnings, and that depends on how long it takes you to find a comparable job. You are expected to take reasonable steps to limit your losses (this is called mitigation), and any new earnings are taken into account. Awards can also be reduced - for example if a tribunal thinks you might have been dismissed anyway, or for your own conduct - or increased where an employer ignored the ACAS Code. A tribunal weighs all of this on the facts. For the precise, evidenced breakdown, you need a schedule of loss - which is what Ari helps you build.
If you only want the exact statutory basic award figure (the formula part, to the penny), use the unfair dismissal basic award calculator. This page estimates your whole claim as a ballpark range instead.
It depends on what you are claiming and your circumstances. For dismissal claims, compensation usually has two parts: a basic award (a fixed statutory formula based on age, service and weekly pay) and a compensatory award (mainly your lost earnings, past and future). Discrimination claims can also include an award for injury to feelings. This tool gives an indicative range from your salary, service and claim type - it is a ballpark, not a prediction.
The basic award uses a fixed formula - a number of weeks' pay based on your age and complete years of service, with a week's pay capped at £751 (from 6 April 2026). The compensatory award reflects your actual financial loss, mainly lost earnings, and is capped at the lower of around £123,543 or 52 weeks' pay. The compensatory award is usually the larger part and depends heavily on how long you are out of work.
Injury to feelings awards apply to discrimination and harassment claims, not ordinary unfair dismissal. They are set using the Vento bands: roughly £1,300 to £12,600 (lower), £12,600 to £37,700 (middle) and £37,700 to £62,900 (upper) for claims presented from 6 April 2026. Where a case falls depends on the severity and duration of the treatment.
No. This is an indicative ballpark range, not a guarantee or a prediction. Actual outcomes vary significantly and can be higher, lower, or nil - they depend on your evidence, how quickly you find new work (you are expected to take reasonable steps to limit your losses), settlement, and what the tribunal decides. It also assumes you are eligible to bring the claim, which is a separate question.
The basic award is generally tax-free, like a statutory redundancy payment. For a compensatory award, the first £30,000 is usually tax-free and amounts above that can be taxable. The figures here are before tax. This is general information, not tax advice.
This calculator applies published statutory rules in code - it is not AI generated. It is built on:
We review these figures and rules regularly, but employment law changes - statutory rates uprate every April and reforms come into force on their own timetable - so what you see here may not yet reflect the very latest change. Always confirm the current position on the official source above (legislation.gov.uk, gov.uk or acas.org.uk) before relying on a figure or date. This is legal information, not legal advice.
Ari builds your evidenced schedule of loss - the precise compensation breakdown a tribunal expects - from your actual case, and a human checks it.
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