The Compensation Calculator is an online tool designed to help you estimate the potential compensation that may get if you are successful in your employment tribunal claim against your employer. It considers various factors such as your salary, length of service, and the circumstances surrounding the termination of your employment. 

To use the calculator, input your details into the relevant fields, including your latest salary, length of service, and any additional benefits or bonuses that you are contractually entitled to. Once you’ve entered all the necessary information, the calculator will provide an estimated figure.

You will need to provide information such as:

• Your gross annual salary
• The length of your employment
• Details regarding any redundancy or dismissal (including constructive dismissal)

“Injury to feelings” refers to compensation awarded to an employee who has suffered discrimination, harassment, unfair treatment in the workplace or suffered any detriment that is related to one of the following reasons:

• Discrimination
• Whistleblowing
• Family related leave
• Trying to enforce your statutory rights

This compensation is meant to address the emotional distress caused by the employer’s actions. It is important that you understand that Injury to Feelings is not available in all cases. For example, there is no injury to feelings in an unfair dismissal claim unless the dismissal was related to one of the above reasons.  The Employment Tribunal usually determines the amount based on the severity of the emotional harm by using a Vento Band.

“Gardening leave” occurs when an employee is asked to stay away from work during their notice period, while still being paid. This is often used to prevent the employee from accessing sensitive information or from joining a competitor immediately. During gardening leave, the employee remains on the payroll but is not required to work. The termination date of employment is then the date not when the employee stopped working for the employer, but when the garden leave ends.

“Paid in lieu of notice” (PILON) refers to a payment made to an employee instead of requiring them to work through their notice period. This allows the employee to leave the company immediately, but they are compensated for the notice period they would have otherwise worked. 

No, the estimate provided by the calculator is for information purposes only. It is an approximation based on the information you provide and is not legally binding.  There are many variables that may be applicable to your circumstances. For example, you may have been entitled to a bonus and have lost the bonus as a result of discrimination. This would not be included in your calculations however in litigation, you may still be compensated for it. It is therefore important that you use this calculator with caution and seek legal advice for a more precise estimate of the compensation that you may be entitled to.

The calculator is designed to provide a general estimate for most usual types of employment claims, including redundancy, dismissal, discrimination and whistleblowing detriment. However, each case is unique, and the final compensation amount would vary depending on specific circumstances. For example, if after you have left your employment you were not paid your holiday pay, then that would be a separate claim for which you may be entitled to compensation. 

Statutory redundancy pay is the minimum amount an employer must pay an employee who is made redundant, provided the employee has worked for the employer for at least two years. The amount is calculated based on the employee’s age, length of service, and weekly pay (up to a capped limit).

If you require more detailed advice or if your situation is complex, it is recommended that you contact a legal professional for tailored legal advice. Ricci & Partners offers free initial consultation services so feel free to contact us so that we can discuss your circumstances in more detail. 

The tool is designed to provide an estimate without retaining personal data so the information you enter into the calculator is kept confidential and is not stored by Ricci & Partners.

Once you have completed your calculations, you will have an option to submit the form to us asking for one of our employment lawyers to get back to you to discuss your circumstances and the calculator results in more detail. If you do so, your data will be processed in accordance with our privacy notice. 

Absolutely. The calculator can provide you with a rough idea of what you might be entitled to if your matter does not settle before full blown litigation, which can useful during negotiations. When determining the level of settlement, it is important that you know what compensation you may be entitled to if you win your claim at the employment tribunal. It is of course important to take other factors, such as time, stress, the strength of your claim and legal costs into account. It is important to remember that the calculator cannot be suited for all the circumstances and that its results should not be taken as legal advice on the value or the merits of your claim. You should therefore always seek legal advice from a specialist before you make decisions on what settlement is suitable and what compensation you are likely to get if you are successful in your litigation.

The calculator provides a gross estimate and will not take into account specific tax implications. It’s important to seek financial or legal advice regarding any tax obligations related to your settlement.

When you enter your salary into the calculator, you should use a gross figure.

The calculator is intended to provide you with a general and rough idea of what you could be entitled to. It should not be construed as an accurate representation as it is impossible for the calculator to consider many of the factors that are fact based, and that would normally be considered by the Tribunal if you are successful in your claim. While it aims to give a realistic estimate, the final compensation figure will vary based on the strength of your claim, the evidence that you have to support your claim, general circumstances of your case, whether there was any contributory fault, details of any specific contract terms, and many other factors.