UK Compensation Unfair Dismissal Calculator
Estimate a potential unfair dismissal award by combining a basic award and a compensatory award. This tool is educational and not legal advice.
Important: Tribunal outcomes depend on evidence, mitigation, procedure, and legal findings. Time limits are strict (usually 3 months less one day from termination, subject to ACAS Early Conciliation rules).
How this compensation unfair dismissal calculator works
This calculator gives you a practical estimate of compensation in an unfair dismissal claim in the UK. It is split into two familiar parts:
- Basic award: based on age, years of service, and a capped week’s pay.
- Compensatory award: based on actual loss, then limited by statutory caps and deductions.
The aim is not to predict a final tribunal judgment, but to help you understand the likely range and the factors that push the number up or down.
Basic award explained
The basic award is broadly similar to a statutory redundancy-style formula. Only a maximum of 20 years of service is usually counted.
Age-weighted weeks calculation
- 1.5 weeks pay for each year of service aged 41 and over
- 1 week pay for each year of service aged 22 to 40
- 0.5 week pay for each year of service under 22
The calculator applies this year by year, looking backwards from your age at dismissal. Your weekly pay for this part is capped at the lower of your actual weekly pay and the statutory cap you enter.
Compensatory award explained
The compensatory award is intended to reflect actual financial loss caused by unfair dismissal—often including lost earnings, pension loss, and other direct losses, subject to evidence.
Main cap rule
The compensatory award is typically capped at the lower of:
- 52 weeks’ gross pay (approximated here by your annual salary), and
- the statutory compensatory cap for the relevant period.
This calculator takes your claimed actual loss and then applies whichever cap is lower.
Deductions and adjustments that matter
Contributory conduct and Polkey deductions
Even if dismissal is unfair, compensation may be reduced where the employee’s conduct contributed to dismissal, or where dismissal would likely have happened fairly anyway after a proper process (often called a Polkey reduction).
ACAS Code uplift/reduction
In some cases, a tribunal can increase or decrease awards by up to 25% for unreasonable failure to follow the ACAS Code. The calculator includes a field from -25% to +25%.
Example interpretation
If your result shows £24,000, that is not a guaranteed payout. It is an estimate before litigation risk, settlement strategy, evidence disputes, and any arguments over mitigation (for example, whether you took reasonable steps to find new work).
- Higher proved loss + lower deductions = higher estimate
- Lower proved loss + higher deductions = lower estimate
- Strong documentary evidence improves reliability of any estimate
Documents that improve estimate accuracy
- Contract of employment and pay records
- P45/P60, payslips, benefits statements
- Dismissal letters, meeting notes, appeal outcome
- Job search evidence after dismissal (mitigation)
- Medical evidence where health impacted earnings
Final notes and legal disclaimer
A compensation unfair dismissal calculator is a planning tool, not legal advice. Tribunal outcomes are fact-sensitive and can vary significantly from initial estimates. If your claim is high-value, complex, or time-sensitive, speak to an employment solicitor or qualified adviser as soon as possible.