Estimate your basic award and compensatory award for unfair dismissal — and see the difference the compensation cap's removal makes from 1 January 2027.
Estimated total compensation
| Element | Amount |
|---|---|
| Basic award | £0 |
| Compensatory award | £0 |
The basic award uses the same formula as statutory redundancy pay: a multiplier based on your age during each year of service, applied to your weekly pay (capped at £751 as of 6 April 2026), up to a maximum of 20 years' service.
| Age during that year of service | Weeks' pay per year |
|---|---|
| Under 22 | 0.5 week's pay |
| 22 to 40 | 1 week's pay |
| 41 and over | 1.5 week's pay |
The compensatory award reflects your actual financial loss — typically lost earnings until you find (or reasonably should find) comparable work. This calculator approximates that as weekly pay × weeks out of work; a tribunal assesses your specific losses and can reduce the award if you didn't look for new work reasonably promptly. Before 1 January 2027, it's capped at the lower of £123,543 or 52 weeks' gross pay. From 1 January 2027, both limits are removed.
For dismissals before 1 January 2027, the compensatory award is capped at the lower of £123,543 or 52 weeks' gross pay, on top of a separate basic award. From 1 January 2027, the cap is removed entirely.
Yes, from 1 January 2027, alongside the qualifying period for unfair dismissal protection dropping from 2 years to 6 months.
Tribunal time limits are strict — usually 3 months less a day from your dismissal date. Tell us briefly what happened and we'll point you toward the right kind of employment solicitor.
Get pointed to a solicitor →Not sure if it's redundancy or unfair dismissal? Our sister site LawCheck.co.uk explains the difference, and has a free redundancy pay calculator.