Frequently Asked Questions
Find answers to common questions about wrongful termination, unfair dismissal, and how our compensation calculator works.
Wrongful termination occurs when an employee is fired in violation of their employment contract, statutory rights, or public policy. This includes discrimination, retaliation, or breach of contract.
Compensation is typically split into a Basic Award (based on age, weekly pay, and length of service) and a Compensatory Award (based on actual financial loss, like lost wages and benefits).
Yes, in many jurisdictions there are statutory caps. For example, in the UK, the compensatory award is often capped at a specific amount or 52 weeks' gross salary, whichever is lower. Discrimination cases often have no cap.
While not strictly required, it is highly recommended. Employment law is complex, and a lawyer can help ensure you meet strict deadlines and maximize your potential compensation.
Time limits are strict. In many places, you must start the claim process (like ACAS Early Conciliation in the UK) within 3 months less one day from the date your employment ended.
The Basic Award is a statutory calculation designed to compensate you for the loss of job security. It's calculated using a formula based on your age, weekly pay (subject to a statutory cap), and years of continuous service.
The Compensatory Award covers financial losses directly resulting from the dismissal. This includes lost wages, lost pension contributions, lost benefits, and expenses incurred while seeking new employment.
If you find a new job quickly, your Compensatory Award will likely be reduced, as you have 'mitigated your loss'. You are expected to make reasonable efforts to find new employment.
In standard unfair dismissal cases, you generally cannot claim for emotional distress. However, if your dismissal involved discrimination or whistleblowing, you may be able to claim an 'injury to feelings' award.
No. This calculator provides an estimate based on general principles. Actual tribunal awards depend on the specific facts of your case, jurisdictional laws, statutory caps, and your efforts to mitigate losses.