Discrimination Compensation Calculator

Our discrimination compensation calculator is a free online tool that helps you estimate potential compensation for UK workplace discrimination claims. It’s designed to be user-friendly and give an approximate payout range for your case by considering key factors like your financial losses and injury to feelings (emotional distress). In other words, it serves as an employment discrimination payout calculator – helping you gauge what an employment tribunal might award if you win a discrimination claim. By understanding the possible UK workplace discrimination compensation you could receive, you can make informed decisions about whether to negotiate a settlement or pursue a tribunal claim. (Of course, every case is unique, so the calculator provides an estimate, not a guarantee – for personalized advice, you should consult a solicitor.)

Types of Discrimination Claims Covered (Equality Act 2010)

Under the Equality Act 2010, employees are protected from discrimination based on certain protected characteristics. Our calculator covers all types of workplace discrimination claims, including:

• Age Discrimination: Unfair treatment because you are considered too old or too young for a role or opportunity.
• Sex Discrimination: Bias or less favourable treatment because of your gender (being male or female).
• Pregnancy and Maternity Discrimination: Being penalised or treated unfavourably due to pregnancy, childbirth, or taking maternity leave.
• Disability Discrimination: Inadequate accommodation or negative treatment because of a disability (including failure to make reasonable adjustments).
• Race Discrimination: Unfair treatment based on race, skin colour, ethnicity, or national origin.
• Religion or Belief Discrimination: Being treated unfairly due to your religious faith or philosophical beliefs (or lack thereof).
• Sexual Orientation Discrimination: Harassment or bias because you are gay, lesbian, bisexual, or heterosexual.
• Gender Reassignment Discrimination: Unfair treatment because you are transitioning, have transitioned, or are perceived as transgender.
• Marriage or Civil Partnership Discrimination: Being treated differently at work for being married or in a civil partnership.

These are all protected under the Equality Act, and any of these discrimination claims could potentially lead to compensation if proven. The calculator is relevant for all the above claim types and will factor in the appropriate guidelines (like the Vento bands for injury to feelings) regardless of the discrimination category.

How Compensation is Calculated in a Discrimination Claim

Compensation in UK employment discrimination cases is intended to compensate you for both the financial losses and the emotional distress caused by the unlawful treatment. Unlike unfair dismissal claims (which have a statutory cap), there is no fixed upper limit on discrimination compensation– the awards can be significant, especially in severe cases. Here are the main heads of loss that can make up a discrimination compensation award:

• Financial Losses: This covers any money you’ve lost because of the discrimination. For example, if you were dismissed or had to resign, it can include lost earnings (salary, bonuses) from the time you lost your job up to the present and potentially future lost earnings if you remain out of work. It also includes lost benefits (such as pension contributions, company car, health insurance) and any other expenses you incurred due to the discrimination (for instance, job search costs or medical treatment costs). You should keep evidence of these losses (payslips, P45/P60, receipts) to support your claim.
• Injury to Feelings: This is compensation for the hurt, humiliation, or distress you suffered due to the discrimination. It is independent of any financial loss – even if you haven’t lost money, you can still receive an award for the emotional impact. To ensure consistency, tribunals use the Vento bands as guidelines for injury to feelings awards. (These bands come from the case Vento v. Chief Constable of West Yorkshire Police and are updated annually for inflation.) The Vento bands are divided into three levels: lower, middle, and upper, depending on the severity of the discrimination’s impact on you. As of 2024, the Vento bands for injury to feelings are roughly:
• Lower band: £1,200 to £11,700 for less serious cases (e.g. an isolated or one-off incident)
• Middle band: £11,700 to £35,200 for moderate cases that don’t merit the highest band
• Upper band: £35,200 to £58,700 for the most serious cases (such as lengthy campaigns of harassment or discrimination), with exceptional cases capable of exceeding £58,700.
  These figures serve as a guide – a tribunal will decide the appropriate band and exact amount based on factors like how severe or prolonged the discrimination was, its effect on your mental well-being or career, and any medical evidence of psychiatric injury. For example, a single inappropriate remark might fall into the lower band, whereas years of systematic harassment or a severe hate-based incident could fall into the upper band.
• Personal Injury Damages: If the discrimination caused or worsened a clinical medical condition – for instance, you became depressed, developed anxiety, or suffered a physical illness as a result of the stress – you can claim compensation similar to a personal injury claim. This would cover pain, suffering, and any medical treatment costs related to the harm. You would typically need medical evidence (like a doctor’s diagnosis or therapist’s report) to support this part of the claim.
• Aggravated Damages: In some cases, if the employer’s conduct was particularly malicious, insulting or high-handed, the tribunal can award additional aggravated damages. This is relatively rare and is meant to compensate you if the employer’s behavior or motives aggravated the harm (for example, if they acted in an excessively vindictive way or tried to victimise you for complaining). Aggravated damages are discretionary and only come into play for especially egregious conduct.
• Other Losses: If relevant, compensation can also include other specific losses such as loss of statutory rights (a small sum sometimes awarded if you lost your job), injury to feelings for harassment or victimisation claims (also using Vento bands), and any interest that has accrued on your losses (tribunals usually add interest to awards for the period since the loss occurred).

When calculating your compensation, the tribunal will consider all these applicable heads of loss to arrive at a total figure. The goal is to make up for what you suffered financially and emotionally. Injury to feelings is almost always a factor in discrimination awards, even if you had no monetary loss. Remember, the Vento bands are guidelines – your actual award could be at the lower end, middle, or upper part of a band depending on the details of your case. If your case involves blatant or prolonged discrimination, you can expect to be toward the higher end of the scale for injury to feelings; if it was a more minor or one-time incident, the award would be lower.

Finally, it’s worth noting again that discrimination compensation is uncapped. This means if you suffered very serious discrimination with large financial losses (for example, you lost a high-paying job and couldn’t find another for a long time) or severe emotional trauma, the compensation could be substantial. In some past cases, awards have reached six or even seven figures in total value. Our calculator will help estimate these components, but consulting a lawyer can give you a more precise valuation based on your circumstances.

Who Can Use the Calculator and When

This tool is designed for any employee or worker who believes they have experienced workplace discrimination – at any level and in any industry. Whether you’re a junior employee, a manager, or an executive, if you feel you’ve been treated unfairly due to a protected characteristic, the calculator can be helpful. You can use the discrimination compensation calculator at various stages of your situation, for example:

• While Still Employed (Considering Resignation): If you’re still in your job but enduring discrimination, you might be considering filing a grievance or even resigning because of the treatment (sometimes called a constructive dismissal if the situation forces you out). The calculator can estimate what compensation a tribunal might award for the discrimination you’ve faced, helping you decide whether it’s worth pursuing a formal claim or negotiating an exit. It’s useful to know the potential “injury to feelings” payout (using the Vento bands) and any financial losses you might claim if you do resign.
• After a Dismissal or Redundancy: If you believe you were fired or made redundant due to discrimination, the tool can estimate your claim’s value. For instance, if you suspect you were unfairly selected for redundancy because of your age, or dismissed after disclosing a pregnancy or disability, you can input your lost earnings to see a potential compensation figure. This can guide you in deciding whether to bring an Employment Tribunal claim.
• During a Grievance Process: Maybe you have lodged an internal grievance complaint about discrimination (for example, sexual harassment or racial discrimination by a colleague or manager). While you await the outcome – or if you’re unhappy with the outcome – you can use the calculator to understand what a tribunal might award you if you take legal action. Knowing the potential compensation can empower you in discussions with HR or during any settlement talks.
• Before Starting a Tribunal Claim: If you’re at the stage of considering a formal legal claim, it’s crucial to know the possible value of your case. The calculator can be a reality check on what your claim might be worth at tribunal. This is helpful when deciding whether to proceed to ACAS Early Conciliation (a required step before a tribunal) or how much to request in a settlement. It will factor in your vento bands compensation 2024 estimates for injury to feelings and your financial losses to give a ballpark figure.
• Negotiating a Settlement Agreement: Many discrimination cases end in a settlement agreement with the employer before reaching a tribunal. If your employer has offered you a settlement (or you plan to ask for one), use the calculator to compare the offer with what you might get at tribunal. This can inform your negotiation strategy – if the offer is much lower than the likely tribunal award, you may push for more. (Keep in mind tribunal awards also come with risks and legal costs, so a guaranteed settlement, even if slightly lower, can sometimes be worthwhile – but you’ll be better placed to decide with an estimate in hand.).
• After Filing a Tribunal Claim (ongoing case): Even if you’ve already filed a claim and are preparing for the hearing, the calculator is useful. It can help you and your solicitor refine your “Schedule of Loss” (the document detailing how much you’re claiming). As new information comes (for example, if your unemployment lasts longer, increasing your lost wages, or if medical evidence shows a greater impact on your health), you can update the inputs and see how it changes the potential award.

In summary, anyone dealing with workplace discrimination – whether you’re contemplating action or are already in the middle of a case – can benefit from this tool. It’s meant to give you a clearer picture of your claim’s potential value. Knowing that information can be empowering when you’re facing the stress of discrimination; it helps you approach your next steps (be it negotiating with your employer or proceeding to tribunal) with more confidence and realistic expectations.

Get Expert Legal Advice and Support

While the calculator is a great starting point, remember that it provides a general estimate. Every discrimination case is unique, and the outcome can depend on subtle details. If you want a thorough, personalized assessment of your case – or if you’re unsure how to interpret the calculator’s results – it’s wise to consult an employment law solicitor. We understand that going through discrimination at work is stressful and emotionally taxing. Our team of experienced, empathetic employment lawyers is here to support you and fight for your rights.

Next steps:

• Book a Consultation: We offer an initial consultation to discuss your situation in detail. We’ll listen to your story, help you understand the strength of your case, and outline the potential compensation you could claim (using our expertise alongside tools like this calculator).
• Get Help with the Legal Process: If you decide to take action, we can assist with every step – from drafting a strong grievance or ACAS Early Conciliation submission, to filing the tribunal claim, preparing your evidence, and representing you at hearings. Discrimination cases can be complex, but you don’t have to face it alone.
• Settlement Negotiation Support: If you’re looking to negotiate a settlement agreement with your employer, our solicitors can help you strategise and negotiate for a fair compensation package. Often, just having legal representation can encourage an employer to offer a more reasonable settlement, knowing that you’re serious about your rights.
• Empathetic Guidance: Beyond the legalities, we know this is about your well-being and dignity at work. We’ll handle your case with sensitivity and confidentiality. Our goal is not only to maximise your compensation but also to help you achieve a sense of justice and closure.

Contact us today to schedule a call or meeting with one of our specialist discrimination lawyers. We’ll give you clear advice on your options and help you move forward. Even if you’re not certain you want to pursue a claim, a conversation with a legal expert can clarify your next steps. Remember, strict time limits apply to discrimination claims (usually 3 months minus a day from the last incident), so it’s better to seek advice sooner rather than later. We’re here to help you make the best decision for your situation and to stand up against workplace discrimination.

Frequently Asked Questions (FAQs)

What are the Vento bands?

A: The Vento bands are guideline ranges for injury to feelings compensation in discrimination cases. There are three bands – lower, middle, and upper – meant to reflect how serious the discrimination’s impact was on you. The lower Vento band is for less severe cases (for example, a one-time incident or a few inappropriate comments), the middle band is for moderate cases, and the upper band is for the most severe cases (for example, a prolonged campaign of harassment or extremely humiliating treatment). Each band corresponds to a range of monetary values. As of 2024, the Vento bands are: roughly £1,200 to £11,700 for the lower band, £11,700 to £35,200 for the middle band, and £35,200 to £58,700 for the upper band. In exceptional cases, awards can exceed the upper band. These bands are updated annually (usually in line with inflation), so they can increase over time. When a tribunal decides an injury to feelings award, they will consider which band best fits the case and then decide an exact amount within that band. For example, if your case is relatively mild, they might award something in the lower band (closer to the £1,200 end if very minor, or towards £11,000 if a bit more impactful). If your case is very serious, they’ll be looking at the upper band or even beyond. The Vento bands help ensure consistency and fairness in awards across different cases.

What evidence is needed to claim discrimination?

A: To succeed in a discrimination claim, you will need evidence that supports your allegations. This can include documents, communications, and witness testimony. For example, useful evidence might be: emails, texts, or messages that show discriminatory language or decisions, meeting notes or HR correspondence (like complaints you made, or responses from management), and witness statements from coworkers who saw what happened. It’s also often important to show a pattern of behavior – for instance, records of multiple incidents (dates and descriptions of each event) can strengthen your case. If you believe someone else was treated more favorably than you (a comparator), evidence about their treatment versus yours can help demonstrate the difference. In practice, you should save any evidence of discriminatory acts: keep a journal of incidents (with times, dates, what was said or done), save relevant emails or screenshots, and gather any company policies that are relevant (for example, if it’s an indirect discrimination case about a policy, get the text of that policy). Medical evidence can be useful too if the discrimination affected your health – for instance, a note from your GP about stress or any counseling records if you seek therapy. The more concrete evidence you have, the stronger your claim. However, don’t be discouraged if you don’t have “smoking gun” proof (like an email explicitly saying something racist/sexist); tribunals understand that direct evidence is rare. They will look at all the facts and can infer discrimination if your evidence makes it likely and the employer can’t provide a credible non-discriminatory explanation. It often comes down to building a credible story from all available evidence.

Can I claim injury to feelings without financial loss?

A: Yes, absolutely. Injury to feelings is a stand-alone category of compensation in discrimination cases, and you can claim it even if you haven’t lost any money. The law recognizes that being discriminated against causes real emotional harm – hurt, anxiety, loss of confidence, humiliation – which deserves compensation on its own. You do not need to have been fired or lost income to get an injury to feelings award. For example, suppose you were harassed at work with derogatory comments but you’re still in the job and didn’t have any pay cut or expenses – you can still claim for the distress you suffered. Tribunals treat injury to feelings separately from financial losses. In fact, many discrimination claims (like harassment cases) result in injury to feelings awards only, if there was no tangible financial loss. The Vento bands discussed above will be used to decide how much you get for injury to feelings, based on how serious the harassment or discrimination was. So, even with no financial loss, you could potentially receive anywhere from a few hundred pounds (for a very minor one-off incident) up to tens of thousands of pounds (for extremely serious or prolonged discrimination) in injury to feelings compensation. Always remember to detail the emotional and mental impact the discrimination had on you (for example, stress, depression, anxiety, etc.) because that will guide the tribunal in choosing the proper Vento band. If you do also have financial losses, injury to feelings is in addition to those – but it can be awarded on its own as well.

How long do I have to bring a discrimination claim?

A: In employment cases, the time limit is quite short – generally 3 months minus one day from the date of the discriminatory act. This means if, for example, something happened on 1st January, you typically have until 31st March to start your claim. “Starting a claim” usually means initiating the ACAS Early Conciliation process (which is a required first step) or submitting your claim to the Employment Tribunal. It’s crucial to note that you must go through ACAS Early Conciliation before you can lodge a tribunal claim, but contacting ACAS “stops the clock” on that 3-month time limit while conciliation is ongoing. (Once conciliation ends, if no settlement is reached, you’ll be given a certificate and a new short deadline to actually file the claim – usually this adds about one extra month, depending on how long conciliation took.) If the discrimination was a series of incidents or an ongoing situation (a “continuing act”), the time limit may be counted from the last incident in the series. For example, if you experienced repeated harassment over several months, and the last incident was in March, the 3-month clock would likely start from that March date. It’s always safest to act quickly – don’t wait until the last minute. In some exceptional cases, a tribunal can allow late claims (if it was not reasonably practicable to file in time), but this is hard to get, so assume the 3-month deadline is firm. Key takeaway: mark the date of the discriminatory event (or last event) and count minus one day three months ahead – that’s your deadline to start legal action. If you’re unsure, consult a solicitor as soon as possible to avoid missing the cutoff.

What is the average discrimination payout?

A: It’s hard to pin down an “average” discrimination payout because amounts vary widely depending on the case. Every case is different – the compensation depends on factors like how much money you lost (which can range from nothing to many years of lost salary) and how severe the discrimination was (which affects the injury to feelings award). That said, we can look at some statistics from recent years to get a sense. For example, in the 2023–2024 period, the median award for successful discrimination claims was around £10,000–£17,000 for many types of discrimination. The median is the middle value – meaning half of claimants got less than that, half got more. However, the average (mean) awards were higher – for instance, the average sex discrimination award was about £53,000 in 2023/24. The reason the mean is higher is that a few very high payouts in serious cases pull the average up. In that year, the highest sex discrimination award was an exceptional case nearing £1 million, which raised the average. Similarly, disability discrimination cases had an average around £44k, and one small category like age discrimination had an average over £100k due to a handful of big cases. So, “average” can be misleading – most people do not get six-figure sums, but it’s possible in strong cases with big losses. A more useful number might be the median (around £10k–£20k as noted), which suggests that many “typical” cases with some lost earnings and a moderate injury to feelings might end up in that ballpark. There is also no cap on discrimination awards, so outliers can be very high. Additionally, many cases settle privately (often for amounts that aren’t published), sometimes for more than what tribunals might award. Bottom line: the payout could be a few thousand pounds for a relatively mild case or tens of thousands (or more) for a serious one. Our calculator tries to give you an estimate based on your inputs. If you want to know what your case might be worth, consider the specifics: your lost income, how bad the treatment was (Vento band), etc. – that will drive the value more than a broad average.

What if my employer denies discrimination?

A: It’s very common for employers to deny any wrongdoing. Don’t be discouraged – a denial doesn’t mean you don’t have a case. If your employer denies discrimination, you can still absolutely pursue your claim. Ultimately, it will be up to an employment tribunal (or a judge) to look at all the evidence from both sides and decide impartially. The tribunal won’t just take the employer’s word for it; they will weigh what you present (your evidence of discriminatory treatment) against the employer’s explanations. In many cases, an employer might give a non-discriminatory reason for what happened (for example, they might claim your redundancy was due to restructuring, not your age). Part of your task will be to challenge those explanations and show that discrimination was the real reason (or that the given reason is untrue or insufficient). If you can establish initial facts that suggest discrimination – even indirectly – the burden of proof can shift to the employer to prove there was no discrimination. In practice, this means if your evidence makes a convincing case, the employer has to convince the tribunal that something else (legitimate) explains their actions. It’s a good idea to gather as much evidence as possible (see the earlier question on evidence) to support your story. Also, consider getting legal advice: a solicitor can help strengthen your case and navigate the process when the employer is disputing it. Legal processes exist to sort out these disputes fairly, and the tribunal will consider documentation, witness testimony, and credibility of both you and the employer. Many discrimination findings have been made by tribunals even when employers denied everything – the evidence ended up telling the true story. So, if you know what you experienced is wrong, don’t give up just because the employer doesn’t admit it. Proceed with your claim, and let the tribunal examine the facts.