Basic award (ERA 1996 ss.119–122). One and a half weeks' pay for each complete year of service in which the employee was 41 or over, one week for each year aged 22–40, and half a week for each year under 22, reckoning backwards from the termination date and counting at most 20 years. The age band for each year is taken from the age reached during that year (s.119(2)); where an employee crossed a band boundary mid-year, the whole year takes the higher band — an employer-side check should also run the boundary year at the lower band to see the range. The week's pay used is capped (see below) and is the statutory week's pay under ss.220–229. The maximum basic award for an EDT on or after 6 April 2026 is 30 weeks × £751 = £22,530. The award is reduced for contributory conduct; for certain protected dismissals a minimum basic award of £9,157 applies (s.120).

Compensatory award (ss.123–124A). Compensation for the financial loss caused by the dismissal — lost earnings past and future, pension loss, loss of statutory rights — assessed on a just and equitable basis and capped at the lower of the statutory maximum and 52 weeks' gross pay. For an EDT on or after 6 April 2026 the maximum is £123,543; the 52-week limb is based on actual gross pay and is not reduced by the week's pay cap. The Employment Rights Act 2025 removes the statutory cap for dismissals on or after 1 January 2027 (subject to commencement). The cap does not apply at all where the dismissal is automatically unfair for whistleblowing or health and safety reasons.

Adjustments. A Polkey reduction reflects the percentage chance that the employee would have been dismissed fairly in any event. Contributory conduct is assessed under s.122(2) and s.123(6) and can reduce both awards. The ACAS Code of Practice on disciplinary and grievance procedures (TULRCA 1992 s.207A) allows up to 25% uplift for an unreasonable failure to follow it, and up to 25% reduction where the employee unreasonably failed to do so; in practice the uplift applies to the compensatory award.

Discrimination (Equality Act 2010). Awards are uncapped and separate from unfair dismissal. Injury to feelings is assessed using the Vento bands — for claims presented on or after 6 April 2026, the Ninth Addendum gives lower band £1,300–£12,600, middle band £12,600–£37,700, upper band £37,700–£62,900, and above £62,900 in exceptional cases. Personal injury and aggravated damages sit on top; interest may be added.

Not modelled. Pension loss (actuarial evidence), personal injury, interest, benefit recoupment, grossing-up, other contractual claims (notice pay, holiday pay, commission), and any ACAS settlement. Interim relief, reinstatement and re-engagement orders, and the separate protective award for collective consultation failures are outside this calculator. Tax is not applied: damages for lost earnings are taxable, injury to feelings awards generally are not.

Limits in this calculator. From 6 April 2026: week's pay £751, maximum basic award £22,530, maximum compensatory award £123,543, minimum basic award £9,157, maximum award for failures on tips £5,366. 6 April 2025 – 5 April 2026: £719 / £21,570 / £118,223 / £8,763. 6 April 2024 – 5 April 2025: £700 / £21,000 / £115,115 / £8,533. The limit that applies is the one in force on the EDT. — Estimate only, not legal advice. Checked 4 October 2026 against the Employment Rights (Increase of Limits) Order 2026 and the Presidential Guidance.