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Dismissal compensation tool

Unfair Dismissal Compensation Estimator

What this tool does

It gives a first-pass unfair-dismissal award framework by combining a basic-award check with a capped lost-earnings estimate. Use it to understand the rough shape of a claim, not to predict a tribunal result exactly.

The result is only a guide. Tribunals can reduce awards for mitigation, contributory conduct or the chance the dismissal would still have happened. They can also adjust some awards where the Acas Code was not followed.

Important:

This page does not decide whether a dismissal was legally unfair. It helps you sense-check the likely size and structure of a compensation claim if unfair dismissal is already the right route.

Before relying on the estimate
  • Check whether the issue is really unfair dismissal, automatic unfair dismissal, discrimination, whistleblowing, redundancy, settlement, or final pay.
  • Keep dismissal letters, payslips, grievance or appeal documents, and evidence of job-search efforts.
  • Do not miss the tribunal time limit while you are trying to perfect the figures.
  • Use Acas early conciliation quickly if you may need a claim.
Reviewed against official guidance

Last reviewed: 29 March 2026. Checked against Acas, GOV.UK, the Employment Rights Act framework, and the 2026 increase-of-limits order.

What this estimate assumes

  • The basic-award framework uses age bands, capped service and a capped week's pay.
  • The compensatory framework uses lost earnings and a cap based on the lower of the statutory limit and 52 weeks' gross pay.
  • It does not include reductions for mitigation, contributory fault or the chance the dismissal would still have happened.
  • It does not prove that an ordinary unfair-dismissal claim qualifies.

When to use a different page

Basic award

Think of this as the redundancy-style core amount

The basic award uses an age-and-service formula with a capped week's pay. It is often familiar because it is built on the same broad structure as statutory redundancy calculations.

Compensatory award

This is usually where the bigger number sits

The compensatory side is about financial loss caused by the dismissal, often centred on lost earnings. The cap matters, and actual loss still needs evidence.

What changes outcomes

The number can move sharply in either direction

Awards can go down because someone found work quickly, failed to mitigate loss, or contributed to the dismissal. In some cases they can also be adjusted because of failures around the Acas Code.

Official sources used

Official sources and review

Acas: Unfair dismissal

Used for qualification guidance, automatic-unfair context and the standard tribunal time-limit warning.

Open official source

Acas: Early conciliation and tribunal time limits

Used for the "3 months minus 1 day" warning and early-conciliation route.

Open official source

Legislation.gov.uk: Employment Rights Act 1996, section 124

Used for the unfair-dismissal compensatory-award framework and cap structure.

Open official source

Legislation.gov.uk: The Employment Rights (Increase of Limits) Order 2026

Used for the updated unfair-dismissal compensation cap and capped week's pay from 6 April 2026.

Open official source