This calculator is based on how settlement agreements are negotiated in the real world, not on how they are described in treatises. Employers generally do not select figures at random. They weigh risk, cost, and fairness against the value of resolving the matter efficiently.

First, the calculator compares that percentage with your minimum contractual entitlement. This typically includes notice pay, accrued but untaken holiday, and any contractual bonuses. If redundancy applies, it is also included. That’s the norm you should see in most situations.

The calculator then incorporates an estimated settlement range. That is broadly in line with standard uplifts, as employers seek to avoid tribunal claims, reputational damage, or long legal wrangles. An unfair dismissal risk, discrimination considerations, or a poor internal process can extend that range.

But first, this is not a statutory formula. There is no such thing as an official settlement value calculator. The result is driven by risk, the evidence, employment history and how both parties negotiate. The guide you’re seeing is just a guideline. It's meant to inform, not to assure.

Inputs You’ll Be Asked For and Why They Matter

The calculator requires specific details that directly influence negotiation leverage. These inputs provide an objective sense-check of your position.

Claim amount (£)

This reflects your current assessment of your case value. Many employees are uncertain of their case value, which is perfectly normal. The calculator uses this as a reference point to test whether expectations align with average outcomes.

Annual salary (£)

Notice pay is directly tied to salary. An increase in salary often correlates with an increase in the employer’s financial exposure, especially if it is anticipated that securing a similar position will take considerable time.

Notice period (months)

Notice pay is sometimes included in packages, paid in lieu (PILON), or part of the payoff. A longer notice period generally results in a higher contractual valuation.

Age

Age is factored in, along with future earnings and how long one can be expected to secure commensurate employment. It doesn't automatically add value, but it can support loss-of-earnings arguments in some cases.

Length of service (years)

Extended tenure provides the right to bring a claim for unfair dismissal (after two years of service) and represents greater employer risk. It also implies a more significant relationship, which may impact negotiations.

Employer size

Larger employers are often more risk-averse regarding Employment Tribunals, legal costs, and public profile. They might be more inclined to settle to avoid administrative burden. Smaller employers may have fewer resources, which might influence their financial flexibility.

Employment status

Arguments that you would continue to suffer a loss of earnings are less persuasive if you have already found another job. Leverage and negotiation timing may look different if you are still employed.

Other factors (checkboxes)

These indicate legal risks that frequently influence settlement discussions:

• Grievances: A lingering grievance may signal broader institutional issues.
• Discrimination: The risks and potential damages for discrimination or disability concerns can be unlimited.
• Whistleblowing: This has strong statutory protection.
• Disciplinary/PIP: Leverage may decrease if you are currently subject to a Performance Improvement Plan or disciplinary action.
• Tribunal Pressure: The threat of a claim adds pressure and expense to the employer.

These are factors that affect leverage in negotiations, not results that are ensured. The calculator is indicative of trends, not a guarantee.