Free tools

Four tools. Which one do you need?

Two of these work on the process, and two work on the money. Which pair you need depends on where you are. If the process is still running, or has just finished and you are weighing what to do about it, start with the first two. If a decision has been made and the question has become what it is worth, start with the calculators. All four 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 or stored anywhere.

While the process is running

Position Review

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

Review the process

Appeal Analyser

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

Analyse the grounds

Once it is about the figure

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 tool if an offer is already on the table, or you expect one soon.

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 above.

Work out a settlement range

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.

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

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

Privacy, stated plainly. All four 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 the report yourself. There is no registration and no email address is required. That also means nothing is saved: closing the page clears it. 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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