Employment Tribunal Settlement Calculator

Estimate what your claim might settle for at ACAS conciliation — and what a tribunal might award if it goes all the way.

How much does a typical employment tribunal case settle for at ACAS?

ACAS settlements typically land at 40-70% of the expected tribunal award. The discount reflects the uncertainty of litigation, the time and stress of a hearing, and the value of certainty. Strong cases with clear procedural breaches settle closer to 70%; weaker or more complex cases closer to 40%.

How is the basic award calculated in unfair dismissal?

The basic award is calculated like statutory redundancy pay: years of service (up to 20), multiplied by a factor based on age (0.5 for under 22, 1 for 22-40, 1.5 for 41+), multiplied by weekly pay (capped at £751 for 2026/27). Maximum basic award is £22,530.

What is the compensatory award cap for unfair dismissal?

Currently the lower of 52 weeks’ pay or £123,543 (2026/27 figure). From 1 January 2027, the cap is removed entirely for dismissals on or after that date under the Employment Rights Act 2025.

Can my employer offer less than the tribunal would award?

Yes. Settlement at ACAS is voluntary and there is no floor. Your employer may offer considerably less than a tribunal would award. You can reject any offer and proceed to a hearing. The settlement figure reflects what you both agree on, not what a tribunal would order.

Employment Tribunal Settlement Calculator

This is an estimate only

— not legal advice. Settlement figures vary enormously based on the strength of your case, your employer's appetite for risk, and the skill of negotiation. Always take independent legal advice before accepting any settlement.

How ACAS conciliation works

When you file an ET1, ACAS contacts both sides automatically and offers conciliation. A COT3 conciliator facilitates negotiations but does not take sides and cannot tell either party what to do. Everything said in conciliation is confidential and cannot be used at the hearing.

If you reach agreement, it is recorded on a COT3 form. Signing it ends the tribunal claim entirely. There is no going back, so make sure the figure and any non-financial terms are exactly what you want before signing.

Most settlements happen in the window between the employer filing their response and the first case management hearing, roughly three to six months after you filed. That is when both sides have seen the full case on paper and can properly assess their position.

Whether to accept a settlement offer

When an offer arrives, two questions matter most. Does it reflect the realistic value of your claim? Use the calculator to benchmark it. And how much does the uncertainty of a hearing concern you? A strong paper case with clear evidence still carries risk: witnesses underperform, documents get challenged, and hearings can run over.

A settlement at 55% of expected tribunal value is usually preferable to a contested hearing for the full amount. If the offer is below 35% of what you would expect at tribunal, it is almost certainly an opening bid, not a serious proposal. Above 60% is a range worth considering seriously for most cases.

Settlement offers can include non-financial terms that are often as valuable as the money itself. A reference agreement — committing the employer to provide a factual or agreed reference — matters enormously if the dismissal was contentious. You can also negotiate how the departure is characterised on your record, a contribution to your legal costs, payment of any outstanding notice pay, and confidentiality terms on both sides. Never sign a COT3 settlement agreement until all financial and non-financial terms are exactly as agreed — a COT3 is final and ends your tribunal claim entirely.

Constructive dismissal

Capped at £751 for the basic award

Actual weeks since dismissal with no pay

Best guess of further job search time

Employer failed to follow the ACAS Code of Practice

No investigation, no disciplinary meeting, no right of appeal. Adds up to 25% uplift (estimated at 15%).

Estimated settlement range at ACAS

Potential tribunal total

The settlement range represents what claimants typically accept at ACAS — roughly 35–75% of the expected tribunal award. The discount reflects the risk and delay of a hearing. If your employer offers below

, that is likely a poor offer. Above

is reasonable for most cases. Anything above

Want to know the real value of your specific case?

Start My Claim analyses your actual facts — length of service, salary, losses, evidence quality — and gives you a personalised case assessment.

Settlement Calculator — FAQ

How much do employment tribunal cases typically settle for at ACAS?

Settlements at ACAS conciliation typically represent 40-70% of what the claimant would expect to recover at a full tribunal hearing. The discount reflects the uncertainty of litigation, the delay of waiting for a hearing date, and the cost and stress of proceedings. Cases with very strong facts and clear procedural breaches tend to settle at the higher end.

What is the basic award in unfair dismissal?

The basic award is calculated exactly like statutory redundancy pay — based on your age, years of service (up to 20 years), and weekly pay (capped at £751 for 2026/27). The multiplier is 0.5 weeks per year for service under age 22, 1 week per year for service aged 22-40, and 1.5 weeks per year for service aged 41 and over. Maximum basic award is £22,530.

What is the compensatory award cap?

Currently the lower of one year's pay or £123,543 (2026/27, Employment Rights (Increase of Limits) Order 2026). Note: the Employment Rights Act 2025 removes the cap entirely for dismissals on or after 1 January 2027. If you were dismissed on or after that date, uncapped compensation may be available.

Should I accept a settlement or go to a tribunal hearing?

Settlement gives you certainty — the amount and the timing are fixed the moment you sign. A tribunal hearing is uncertain: you might win more, or you might lose entirely. The decision depends on the strength of your evidence, your tolerance for risk, the time and stress of a hearing, and whether you want to move on. Most employment lawyers would say a reasonable settlement is usually preferable to a contested hearing.

Does the ACAS Code of Practice affect my settlement value?

Yes. If your employer failed to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures — no investigation, no disciplinary hearing, no right of appeal — a tribunal can uplift your compensation by up to 25%. This significantly increases both the tribunal award and the settlement value of your claim.

Employment Rights Act 1996