Unfair Dismissal
Understand statutory basic awards, compensatory awards and the factors that can affect a tribunal outcome.
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Explore UK employment compensation calculators for unfair dismissal, redundancy pay, protective awards, unpaid wages, holiday pay and more. Understand how statutory payments and employment-related financial losses may be calculated, including important eligibility rules, limits and tribunal considerations.
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Statutory payment calculations,
tribunal awards and financial loss
worksheets follow different
rules and limitations.
Employment Rights & Payments
Common Employment Compensation Topics
Employment disputes and payments can arise in different circumstances. Each type of calculation has its own eligibility requirements and applicable rules.
Redundancy Pay
Explore how qualifying statutory redundancy pay depends on age, service, weekly pay and limits.
Collective Redundancy
Learn about protective awards where relevant collective consultation obligations are breached.
Unpaid Wages
Calculate outstanding salary, hourly wages and other relevant underpayment amounts.
Holiday Pay
Explore outstanding holiday pay using the applicable employment and leave rules.
Notice Pay
Understand contractual or statutory notice pay and related payment considerations.
Understanding Calculations
How Is Employment Compensation Calculated?
Some employment payments follow statutory formulas, while others depend on financial losses, legal findings and the circumstances of a dispute.
Statutory Payments & Awards
Certain payments are calculated using legal formulas or specified limits. The relevant dates, age, earnings and length of employment may affect the amount.
- Statutory redundancy pay
- Unfair dismissal basic award
- Relevant notice entitlements
- Applicable statutory payment limits
- Qualifying service requirements
Financial Loss & Other Remedies
Other claims may involve an assessment of losses or specific statutory remedies. The tribunal considers the law and evidence rather than using one universal compensation formula.
- Lost earnings and benefits
- Outstanding wages or holiday pay
- Qualifying expenses
- Relevant financial adjustments
- Claim-specific awards and limits
Important:
Unfair dismissal, redundancy,
unpaid wages, discrimination
and protective awards are
different legal claims.
Their calculated amounts
must not be automatically
added together or treated
as guaranteed compensation.
Employment Calculation Rules
Unfair Dismissal and Redundancy Compensation Explained
The calculation of an unfair dismissal award can involve a basic award and a compensatory award. These are assessed under different statutory rules.
Unfair Dismissal Basic Award
The basic award generally uses relevant age bands, qualifying years of continuous employment and a statutory weekly pay cap. Eligibility, deductions and exceptions must also be considered.
Unfair Dismissal Compensatory Award
A compensatory award considers eligible losses attributable to dismissal, subject to legal limits and adjustments where applicable. Actual amounts require an individual assessment rather than a simple fixed formula.
Statutory Redundancy Pay
Statutory redundancy pay is normally calculated using age, weekly pay and qualifying continuous service. The calculation is subject to limits, and eligibility requirements apply.
Our dedicated redundancy calculator will take account of the relevant employment dates and statutory rules instead of applying a single unchanging weekly cap.
Unfair Dismissal Calculator (In Development)
Calculation Factors
Factors Affecting Employment Compensation
Employment payments and awards may be affected by several individual and legal factors.
01
Length of Service
Continuous employment may affect entitlement and statutory calculations.
02
Age
Age bands can be relevant to certain statutory payment formulas.
03
Weekly Earnings
Relevant earnings can affect award calculations, subject to statutory limits.
04
Employment Dates
Start, termination and dispute dates may determine which rules apply.
05
Financial Losses
Supported losses and mitigation may affect relevant compensation.
06
Legal Claim Type
Different employment rights have distinct tests, remedies and caps.
How It Works
How to Use Our Employment Calculators
Select the appropriate calculator, enter the required employment details and review the result.
Select Your Calculator
Choose unfair dismissal, redundancy, notice pay, wages or another employment calculation.
Enter Relevant Information
Provide required dates, salary details, years of service or financial figures, as applicable.
Review the Breakdown
Examine the calculation method, legal assumptions, limitations and any qualifying conditions.
Tribunal Claims & Deadlines
Employment Tribunal Time Limits and Early Conciliation
Employment tribunal claims have strict deadlines. The applicable time limit depends on the type of claim and when the relevant event occurred.
Changes From 1 October 2026
For most employment tribunal claims arising from events on or after 1 October 2026, the ordinary time limit is six months minus one day.
For many events occurring before that date, the previous three months minus one day rule applies. Some claim types have different rules and exceptions.
Acas Early Conciliation
Before most employment tribunal claims, a prospective claimant must notify Acas. Early conciliation can affect the time limit, but the notification must normally be made within the applicable deadline.
Why Exact Dates Matter
The claim type, event date, relevant jurisdiction and early conciliation dates may all affect the final deadline. A payment calculator cannot determine an individual tribunal limitation date.
Explore Related Categories
Related Compensation Calculator Categories
Explore other UK compensation topics where employment and financial circumstances may be relevant.
Frequently Asked Questions
Employment Compensation Calculator FAQs
Common questions about employment compensation, statutory payments and calculation methods.
How is unfair dismissal compensation calculated?
A qualifying unfair dismissal award may include a basic award and compensatory award. The basic award follows statutory rules, while the compensatory award considers eligible losses and applicable legal adjustments.
How much statutory redundancy pay could I receive?
Statutory redundancy pay generally depends on age, qualifying years of employment and weekly earnings, subject to applicable statutory caps and eligibility rules.
Is employment compensation the same as redundancy pay?
No. Statutory redundancy pay is a specific employment entitlement. Other compensation claims can involve different legal tests and remedies.
Can I calculate unpaid wages online?
An unpaid wages calculator can help total the difference between amounts due and amounts paid. Whether a sum is legally recoverable depends on the facts and applicable rules.
What is a protective award?
A protective award can arise where an employer fails to comply with applicable collective consultation obligations. Eligibility and the period covered depend on the legal requirements and findings.
Can notice pay be included in employment compensation?
Notice pay may be relevant to certain contractual or statutory claims. It must be assessed separately from other remedies to avoid double counting.
What is the time limit for making an employment tribunal claim?
For most claims relating to events on or after 1 October 2026, the ordinary time limit is six months minus one day. Earlier events and some claim types follow different rules. Check Acas guidance for the specific claim.
Do employment compensation rules apply across the UK?
Employment law and tribunal procedures can differ by jurisdiction. Most information on this page concerns Great Britain. Northern Ireland has a distinct employment law system for many matters.
Can an employment compensation calculator guarantee an award?
No. A calculator may provide a statutory calculation or financial worksheet, but cannot determine all eligibility, legal findings or the final tribunal award.
Official UK Employment Compensation Resources
Explore official information about redundancy payments, employment tribunal time limits, statutory rules and dispute resolution.