Why use this calculator
If you have been unfairly dismissed from your job, understanding your potential compensation is essential for deciding whether to pursue a tribunal claim and for evaluating settlement offers. This calculator estimates both the basic award (based on statutory formula) and the compensatory award (for actual financial losses), giving you a realistic picture of what you might receive. It also helps employers understand their potential liability.
How to use it
Enter your weekly salary before tax, years of continuous service with the employer, your age at the time of dismissal, whether you have found new employment, and the number of weeks since your termination. The calculator applies statutory caps and age-based multipliers to estimate your total potential award.
The formula
Basic Award = Capped Weekly Pay x Years of Service (max 20) x Age Multiplier. Age multipliers: Under 22 = 0.5 weeks per year; 22-40 = 1 week per year; 41+ = 1.5 weeks per year. Compensatory Award = Actual loss capped at the statutory maximum (~$105,707). Weekly pay is capped at $643 for the basic award calculation.
Worked examples
Employee aged 40, earning $1,200/week with 5 years of service, not yet found new work, 8 weeks since termination
Basic award of $3,215 plus compensatory award of up to $40,800 for estimated total of $44,015
Employee aged 55, earning $900/week with 15 years of service, found new job after 4 weeks
Basic award of $14,468 (with 1.5x multiplier) plus compensatory award of $3,600
When people use it
- Employees evaluating whether to pursue an unfair dismissal claim
- Solicitors advising clients on likely compensation ranges
- Employers assessing potential liability before employment tribunal hearings
- Mediators facilitating settlement discussions between parties
Tips
- You must have at least 2 years of continuous service to bring an ordinary unfair dismissal claim (some exceptions apply for automatically unfair dismissals)
- Failure to mitigate your loss by seeking new employment can reduce your compensatory award
- The basic award uses a capped weekly salary figure that is updated annually
- Consider ACAS early conciliation before filing a claim, as it is a mandatory first step and may resolve the matter faster
Questions people ask
- What is the difference between the basic and compensatory award?
- The basic award is a statutory calculation based on age, length of service, and weekly pay (similar to redundancy pay). The compensatory award compensates for actual financial loss suffered as a result of the dismissal, including lost earnings, loss of statutory rights, and expenses incurred.
- Can the compensatory award exceed the statutory cap?
- In most cases, no. However, exceptions exist for whistleblowing dismissals and certain health and safety dismissals where the cap does not apply. Discrimination claims also have no statutory cap on compensation.
- How long do I have to bring an unfair dismissal claim?
- You must contact ACAS for early conciliation within 3 months less one day from the date of dismissal. After early conciliation, you typically have a further period to submit your claim to the employment tribunal.