Free tools

Nine tools. Which one do you need?

Five of these work on the process and four work on the exit. Which you need depends on where you are. If you have just been told about an investigation or a hearing, start with the request email and the timeline. If the hearing is coming, prepare your answer. If a decision has been made, analyse the grounds of appeal. If the question has become leaving, settling or claiming, start in the second group. All nine are free, none asks for an email address, and every one of them runs entirely in your browser, so nothing you enter is sent to us.

While the process is running

As soon as you are notified

Written Requests Builder

One dated email with every request you are entitled to make before the meeting: evidence, companion, postponement, time to prepare, adjustments and records. It works out the postponement date the law requires your employer to accept.

Build the email From day one, and all the way through

Evidence Timeline Builder

A dated chronology built one event at a time, with your employer's process mapped alongside it. It measures the gaps between process dates against the ACAS Code, and you can save it to your own device and come back to it.

Build the timeline While the process is running

Position Review

Thirty-two questions on how your employer has handled the process, each tied to a numbered paragraph of the ACAS Code 2015. Fifteen minutes, and it gives you the points to raise and the deadlines to diarise.

Review the process Before the hearing

Allegation Response Builder

Answer each allegation one at a time: your position, what the evidence does and does not show, the gross misconduct category test, consistency and mitigation. It produces a written response in your own words and the questions to prepare for.

Prepare my response After a decision

Appeal Analyser

For when a decision has already been made. It works out which grounds of appeal are open to you, how well evidenced each one is, the order to put them in, and the structure to write the appeal into.

Analyse the grounds

Once it is about the exit

A tribunal award and a settlement are two different figures, reached in two different ways, and most people asking about compensation are really asking about one or the other without realising it. A tribunal award is what a judge could give you if your claim succeeded: a formula applied to your salary, age and length of service, then reduced for the realities a contested hearing brings, such as the chance you would have been dismissed anyway and the statutory cap that currently applies. A settlement is a different question entirely: what your employer might pay to avoid that hearing, a commercial decision shaped by their size, their appetite for risk, and how strong your case looks on paper. Start with the tribunal figure if nothing has been offered yet. Start with the settlement tools if an offer is already on the table, or you expect one soon. And if a claim is in view, check the deadline first, because it does not wait for any of the rest.

Schedule of Loss calculator

The tribunal figure, worked out statute by statute, with every reduction shown.

Work out the tribunal figure

Settlement calculator

A realistic negotiating range, anchored to the tribunal figure.

Work out a settlement range When an exit is on the table

Settlement Position Planner

The terms behind the figure, ranked into must have, would like and can trade; your walk-away point; what a protected conversation does and does not protect; and the conditions a settlement agreement must meet to bind.

Plan the position Before you claim

Tribunal Claim Readiness Check

Which time limit applies, adjusted for ACAS Early Conciliation; whether you have the qualifying service ordinary unfair dismissal needs either side of 1 January 2027; the claims in view; and the documents in hand.

Check readiness

In detail

What each tool does, and what it does not

Every tool below sets out who it is for, what you need in front of you before you start, and what it will not tell you. That last part matters most. None of these predicts an outcome, assesses your prospects, or substitutes for advice on your own facts, and a tool that told you otherwise would be selling you something rather than helping you.

Written Requests Builder

Who it is for: Anyone invited to an investigation meeting, a disciplinary hearing or an appeal.
What it does: Assembles one request email from the requests you choose, each tied to its source, checks its tone, and calculates the latest alternative hearing date the law requires your employer to accept if your companion is unavailable. It can also write a subject access request as a separate email.
What you need: The letter you received, the meeting date, and your companion's name if you have one. About ten minutes.
What it does not do: It does not send anything. You copy the email into your own account. It does not assess your case or predict how your employer will respond.
Primary sources: ACAS Code of Practice on disciplinary and grievance procedures 2015, paragraphs 2, 5 to 12, 14, 15 and 24 to 28; Employment Relations Act 1999, sections 10 and 13(6); Equality Act 2010, section 20; UK GDPR Articles 12 and 15.

Build the email

Evidence Timeline Builder

Who it is for: Anyone under investigation, facing a hearing, appealing, or dismissed.
What it does: Builds a master chronology of your events and your employer's process, measures the intervals between process dates against the ACAS Code, and produces an evidence register, the points you should expect to be asked about, and the records to request.
What you need: Your letters, emails and messages about the matter, and your diary or phone if you have them. Twenty minutes for a first pass.
What it does not do: It does not weigh your evidence or predict an outcome. You classify each event yourself; the tool organises what you tell it.
Primary sources: ACAS Code of Practice on disciplinary and grievance procedures 2015, paragraphs 4 to 29; Employment Relations Act 1999, section 10; Employment Rights Act 1996, section 207B.

Build the timeline

Position Review

Who it is for: Anyone whose disciplinary, grievance or appeal process is running now, or has just concluded.
What it does: Works through thirty-two questions about how your employer has handled the process, each tied to a numbered paragraph of the ACAS Code of Practice 2015, and produces a report setting out the points you can raise and the deadlines to diarise.
What you need: The letters you have been sent, and around fifteen minutes. Where you do not know an answer, say so: not knowing is itself a finding, and the review records it as something to ask for rather than guessing at it.
What it does not do: It does not assess your prospects, predict an outcome, or tell you how your case will end. Every question measures your employer's process against the Code, never your case. It is general information and it is not advice on your own facts.
Primary sources: ACAS Code of Practice on disciplinary and grievance procedures, in force 11 March 2015. The revised Code published in draft on 30 July 2026 is not in force and is not used.

Review the process

Allegation Response Builder

Who it is for: Anyone preparing for an investigation meeting or a disciplinary hearing, including where gross misconduct is alleged.
What it does: Takes each allegation separately through your position, the evidence, the category it has been given, consistency with how others were treated, and mitigation, then produces a written response, the questions to put to the panel, the questions to expect, and the procedural points the Code supports.
What you need: The invitation letter, the evidence you have been sent, and the disciplinary policy. Allow forty minutes.
What it does not do: It does not judge the strength of your case or predict an outcome. Its completeness measure counts what you have filled in, and nothing more.
Primary sources: ACAS Code of Practice on disciplinary and grievance procedures 2015, paragraphs 4, 5, 7, 9 to 12, 18, 23 and 24; Employment Relations Act 1999, section 10(2B) and (2C).

Prepare my response

Appeal Analyser

Who it is for: Anyone who has received a disciplinary, grievance or dismissal outcome and is deciding what to put in an appeal.
What it does: Works out which grounds of appeal are open to you on what you describe, how well evidenced each one currently is, the order to put them in, and the structure to write the appeal into.
What you need: The outcome letter, the original allegation letter, and your employer's appeal deadline. Twenty minutes.
What it does not do: It does not tell you whether your appeal will succeed and it does not assess your prospects. It identifies procedural and evidential points you may wish to raise, and the judgement about which to run remains yours.
Primary sources: ACAS Code of Practice on disciplinary and grievance procedures, in force 11 March 2015, paragraphs 26 to 29 on the right of appeal.

Analyse the grounds

Schedule of Loss calculator

Who it is for: Anyone who has been dismissed and wants to understand what a tribunal could award if the claim succeeded.
What it does: Works out the basic award and the compensatory award, then applies the statutory reductions in the order the legislation requires, showing each one so you can see where the figure moves.
What you need: Your gross and net pay, age, length of service, pension contribution rate, and anything you have earned since leaving.
What it does not do: It is not a Schedule of Loss you could serve, which is a formal document built from payslips, your P45, pension statements and a job search log rather than from estimates. It does not predict an award, and it is not a settlement figure, which is a different question answered by a different tool.
Primary sources: Employment Rights Act 1996, sections 118 to 124. Employment Rights Act 2025 on the removal of the compensatory cap from 1 January 2027.

Work out the tribunal figure

Settlement calculator

Who it is for: Anyone weighing an offer, or expecting one, and wanting a reasoned range rather than a round number.
What it does: Builds a negotiating range anchored to the tribunal figure, adjusted for the factors that actually move a settlement: where you are in the process, whether you have already left, the size of the employer, and any discrimination or whistleblowing element.
What you need: The same pay and service details as the Schedule of Loss tool, plus where you currently stand in the process.
What it does not do: It does not predict what you will be offered or what you will accept. No one can tell you that in advance, and any service implying otherwise is not being straight with you. It gives you a reasoned position to negotiate from, not a figure to expect.
Primary sources: Employment Rights Act 1996 on the underlying award. Employment Tribunals (Early Conciliation: Exemptions and Rules of Procedure) (Amendment) Regulations 2025, SI 2025/1153, on the twelve-week conciliation window.

Work out a settlement range

Settlement Position Planner

Who it is for: Anyone who has been offered a settlement, expects one, or is thinking of proposing one.
What it does: Builds a private one-page position from the range the Settlement calculator gives you: the terms ranked by priority, your walk-away point and alternatives, a check on what protects the conversation, and a checklist of the statutory conditions for a valid agreement.
What you need: Any offer in writing, its deadline, and a range from the Settlement calculator if you have one. About twenty minutes.
What it does not do: It does not calculate a figure, predict an offer, or work out tax. The independent adviser who signs off the agreement advises on its terms and effect.
Primary sources: Employment Rights Act 1996, sections 43J, 111A and 203; Equality Act 2010, section 147; Acas Code of Practice on settlement agreements 2013, paragraphs 11 to 13, 18 and 19.

Plan the position

Tribunal Claim Readiness Check

Who it is for: Anyone dismissed, or treated in a way they may claim for, who is weighing an employment tribunal claim.
What it does: Works out which time limit applies, adjusts the indicative last day for Early Conciliation, checks qualifying service for unfair dismissal, and returns six readiness checks with the next steps in date order.
What you need: Your start date, the date employment ended or the act happened, and any ACAS dates. About ten minutes.
What it does not do: It does not assess whether a claim would succeed. The date it gives is the earliest possible last day, not a confirmed deadline.
Primary sources: Employment Rights Act 1996, sections 108, 111, 123(4) and 207B; Employment Rights Act 2025, section 152 and Schedule 12, in force 1 October 2026 under SI 2026/954; SI 2026/559 on the six-month qualifying period from 1 January 2027; Employment Tribunals Act 1996, section 18A.

Check readiness

Privacy, stated plainly. All nine tools run entirely inside your browser. Nothing you enter is transmitted to us, stored on a server, or seen by anyone unless you choose to share it yourself. There is no registration and no email address is required. The four shorter tools keep nothing: closing the page clears them. The five longer ones, which are built over days rather than minutes, let you save a file to your own device and load it back later; nothing is written to the browser and nothing is uploaded. Every ACAS reference is to the Code of Practice on disciplinary and grievance procedures dated 11 March 2015, which is the version in force. The revised Code published in draft on 30 July 2026 is not in force and is not used by any tool here.

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