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EmploymentUnited Kingdom
Employment Tribunal Schedule of Loss Template
Quantify your UK Employment Tribunal claim with a structured Schedule of Loss. Applies the current 2026/27 statutory limits — £751 weekly pay cap, £22,530 maximum basic award, £123,543 maximum compensatory award. Includes Polkey reduction, ACAS Code uplift, Vento bands (Ninth Addendum 2026), Worker Protection Act 2023 25% uplift, contractual notice and holiday back-pay under Sash Window Workshop v King.
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SCHEDULE OF LOSS
Employment Tribunal Case 2304817/2026 · Prepared: 2026-05-22 · Hearing: 2026-11-04
Priya Anjali Sharma v Brightline Financial Services Ltd
Case No. 2304817/2026
This Schedule of Loss is served by the Claimant in support of remedy in the above proceedings. All figures are stated as at 2026-05-22. The Claimant reserves the right to update the Schedule prior to the remedy hearing to reflect (a) further past loss; (b) revised future-loss period; (c) any settlement offers; and (d) interest accruing.
1.
EMPLOYMENT BASICS
1.1 Claimant: Priya Anjali Sharma
1.2 Date of birth: 1985-07-12
1.3 Employment dates: 2022-03-14 to 2026-04-10
1.4 Gross weekly pay: £1,346.00; net weekly pay: £986.00; net monthly pay: £4,275.00
1.5 Contractual notice: 12 weeks
1.2 Date of birth: 1985-07-12
1.3 Employment dates: 2022-03-14 to 2026-04-10
1.4 Gross weekly pay: £1,346.00; net weekly pay: £986.00; net monthly pay: £4,275.00
1.5 Contractual notice: 12 weeks
BASIC AWARD (ERA 1996 s.119)
| Component | Calculation | Amount (GBP) |
|---|---|---|
| Statutory formula — service × age multiplier × capped weekly pay | 4 years × 1 × £751.00 | £3,004.00 |
| Basic award (sub-total) | £3,004.00 |
2.
BASIC AWARD NOTES
2.1 The basic award is calculated under ERA 1996 s.119. Service is capped at 20 years. Weekly pay for the award is capped at the statutory limit (currently £751.00 from 6 April 2026 — Employment Rights (Increase of Limits) Order 2026). Maximum basic award: £22,530.00.
COMPENSATORY AWARD — PAST LOSS (ERA 1996 s.123)
| Past loss item | Period | Amount (GBP) |
|---|---|---|
| Past earnings lost (gross) | 7 months | £29,925.00 |
| Less interim earnings (mitigation) | -£4,500.00 | |
| Past pension loss | £2,400.00 | |
| Past other benefits lost | £950.00 | |
| Loss of statutory rights | Statutory | £500.00 |
| Past loss sub-total | £29,275.00 |
COMPENSATORY AWARD — FUTURE LOSS (ERA 1996 s.123)
| Future loss item | Period / basis | Amount (GBP) |
|---|---|---|
| Future earnings lost (net) | 9 months | £38,475.00 |
| Future pension loss | Simple ("Worth") approach — employer pension contribution multiplied by past + future loss period | £3,088.00 |
| Job-search expenses (CV, travel, agency) | £450.00 | |
| Future loss sub-total | £42,013.00 |
3.
PENSION LOSS METHOD
3.1 The Claimant's pension loss has been calculated using the following methodology: Simple ("Worth") approach — employer pension contribution multiplied by past + future loss period.
3.2 Notes:
Employer pension contribution: 8% of salary (£5,499.84 / year, £105.77 / week). Past pension loss: 7 months at £105.77 × 4.33 weeks = £3,208 (used £2,400 net of CETV uplift). Future pension loss: 9 months × £105.77 × 4.33 = £4,121 (used £3,088 net).
3.3 Pension loss is calculated separately from earnings loss to avoid double counting and reflects the Claimant's lost employer pension contributions and (where relevant) defined-benefit accrual.
3.2 Notes:
Employer pension contribution: 8% of salary (£5,499.84 / year, £105.77 / week). Past pension loss: 7 months at £105.77 × 4.33 weeks = £3,208 (used £2,400 net of CETV uplift). Future pension loss: 9 months × £105.77 × 4.33 = £4,121 (used £3,088 net).
3.3 Pension loss is calculated separately from earnings loss to avoid double counting and reflects the Claimant's lost employer pension contributions and (where relevant) defined-benefit accrual.
4.
COMPENSATORY AWARD ADJUSTMENTS AND STATUTORY CAP
4.1 Compensatory award sub-total (past + future): £71,288.00.
4.3 ACAS Code uplift (20% under s.207A TULRCA 1992): +£14,257.60. Sub-total after ACAS uplift: £85,545.60.
4.5 Statutory cap applied: lower of 52 × gross weekly pay (£69,992.00) and £123,543.00 (Employment Rights (Increase of Limits) Order 2026). Capped compensatory award: £69,992.00.
4.6 Order of operations follows Bristow v The City of York Council [2007] UKEAT: Polkey first; then ACAS uplift; then contributory fault; then statutory cap last.
4.3 ACAS Code uplift (20% under s.207A TULRCA 1992): +£14,257.60. Sub-total after ACAS uplift: £85,545.60.
4.5 Statutory cap applied: lower of 52 × gross weekly pay (£69,992.00) and £123,543.00 (Employment Rights (Increase of Limits) Order 2026). Capped compensatory award: £69,992.00.
4.6 Order of operations follows Bristow v The City of York Council [2007] UKEAT: Polkey first; then ACAS uplift; then contributory fault; then statutory cap last.
DISCRIMINATION COMPENSATION and UPLIFTS (UNCAPPED)
| Award element | Basis | Amount (GBP) |
|---|---|---|
| Injury to feelings — Vento middle band (Vento v CC West Yorkshire Police [2003]) | Ninth Addendum 6 April 2026 | £25,000.00 |
| Aggravated damages (Respondent's high-handed / oppressive conduct) | £4,000.00 | |
| Interest on Equality Act compensation | Employment Tribunals (Interest on Awards) Regs 1996 | £1,850.00 |
| Discrimination compensation sub-total | £30,850.00 |
OTHER SUMS OWED (NOTICE / HOLIDAY / BONUS)
| Contractual element | Basis | Amount (GBP) |
|---|---|---|
| Contractual notice owed (wrongful dismissal) | Net pay × notice period | £17,496.00 |
| Unpaid holiday pay back-pay | WTR 1998 + Sash Window Workshop v King (No. 2) [2022] | £1,450.00 |
| Unpaid bonus / commission | Contractual entitlement | £7,000.00 |
| Other sums sub-total | £25,946.00 |
5.
MITIGATION OF LOSS
5.1 The Claimant has taken reasonable steps to mitigate her loss under ERA 1996 s.123(4):
1. Registered with Reed, Hays, Robert Half and three boutique compliance recruiters within 7 days of dismissal.
2. Made 73 applications to comparable compliance roles between 10 April and 22 May 2026 (records available).
3. Attended 8 interviews; received one offer (Wellington Financial) at lower salary, accepted on 15 May with start date 1 June 2026 — this generates the £4,500 interim earnings figure.
4. Continuing to apply for senior compliance roles to return to prior earnings level; mitigation period estimate 9 months reflects realistic time to a £75,000+ role in current market.
5.2 Job-search records and rejection correspondence will be made available for inspection. The mitigation period factored into the future-loss figures reflects realistic time to comparable employment in the relevant labour market (Devine v Designer Flowers [1993] IRLR 517).
1. Registered with Reed, Hays, Robert Half and three boutique compliance recruiters within 7 days of dismissal.
2. Made 73 applications to comparable compliance roles between 10 April and 22 May 2026 (records available).
3. Attended 8 interviews; received one offer (Wellington Financial) at lower salary, accepted on 15 May with start date 1 June 2026 — this generates the £4,500 interim earnings figure.
4. Continuing to apply for senior compliance roles to return to prior earnings level; mitigation period estimate 9 months reflects realistic time to a £75,000+ role in current market.
5.2 Job-search records and rejection correspondence will be made available for inspection. The mitigation period factored into the future-loss figures reflects realistic time to comparable employment in the relevant labour market (Devine v Designer Flowers [1993] IRLR 517).
GRAND TOTAL — SCHEDULE OF LOSS
| Total category | Amount (GBP) |
|---|---|
| Basic award (after Polkey) | £3,004.00 |
| Compensatory award (after adjustments + cap) | £69,992.00 |
| Injury to feelings | £25,000.00 |
| Aggravated damages | £4,000.00 |
| Interest | £1,850.00 |
| Contractual notice owed | £17,496.00 |
| Unpaid holiday pay back-pay | £1,450.00 |
| Unpaid bonus / commission | £7,000.00 |
| GRAND TOTAL CLAIMED | £129,792.00 |
6.
RESERVATIONS AND UPDATES
The Claimant reserves the right to update this Schedule of Loss prior to the remedy hearing to reflect: (a) further past loss accruing to the date of hearing; (b) revised future-loss period based on continuing mitigation efforts; (c) Tribunal directions on quantum methodology; (d) any settlement offers received and the costs consequences of refusal under r.76 ET Rules 2013; (e) interest continuing to accrue at the Judgments Act rate (currently 8%) under the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996.
CLAIMANT
2026-05-22
Date
Priya Anjali Sharma
Date: ____________________
REPRESENTATIVE
2026-05-22
For and on behalf of the Claimant
Annabelle Marie Foster — Foster and Thwaites Employment Law
Date: ____________________
Available as a print-ready PDF or an editable Microsoft Word (.docx) file.
What Is a Schedule of Loss?
A Schedule of Loss is the document that quantifies a UK Employment Tribunal claim. It sets out the basic award, compensatory award (past + future loss + pension + loss of statutory rights), discrimination compensation (injury to feelings under the Vento bands, aggravated damages, uplifts), interest, and contractual sums (notice, holiday, bonus). It is typically directed to be served at a case management hearing or in advance of a remedy hearing.
In British tribunal practice, the Schedule of Loss is one of the most-mis-drafted documents. Many claimants understate their losses (omitting pension loss, loss of statutory rights, or future loss), while others overstate by failing to apply the statutory cap correctly. A defective Schedule of Loss harms quantum at the remedy hearing because the Tribunal generally finds on the figures presented — overlooked elements are usually lost.
In the United Kingdom, the Employment Rights (Increase of Limits) Order 2026 (in force 6 April 2026) raised the statutory cap on a week's pay to £751, the maximum basic award to £22,530 (20 × 1.5 × £751), and the maximum compensatory award to £123,543. Our template applies these limits automatically, calculates the basic award from the age band and service years, and applies the Bristow v York order of operations: Polkey → ACAS uplift → contributory fault → statutory cap.
What's Covered in This Template
Our UK Schedule of Loss template applies the current 2026/27 statutory limits and calculates each award head systematically.
Basic Award (ERA 1996 s.119)
Computed from age band (under 22 / 22-40 / 41+) × service years (capped at 20) × weekly pay (capped at £751). Maximum: £22,530.
Polkey Reduction
Configurable Polkey reduction percentage applied to the basic award where dismissal was procedurally unfair but substantively inevitable (Polkey v AE Dayton Services [1987] UKHL 8).
Compensatory Award — Past Loss
Past earnings lost (gross) less interim earnings (mitigation), pension loss, other benefits, plus the standard £500 loss of statutory rights.
Compensatory Award — Future Loss
Future earnings loss based on a realistic mitigation period (Devine v Designer Flowers), future pension loss, and job-search expenses.
Pension Loss Methodology
Three methodology options: simple "Worth" approach, Ogden Tables 8th edition multipliers, or full actuarial valuation by an independent actuary.
Statutory Cap Mechanics
Auto-applied cap: lower of (52 × gross weekly pay) and £123,543 (post-6 April 2026). The cap is applied last in the Bristow v York order of operations.
Vento Injury to Feelings
Ninth Addendum 2026 bands — lower £1,300-£12,600; middle £12,600-£37,700; upper £37,700-£62,900; exceptional > £62,900. Apportioned non-taxable under ITEPA 2003 s.406.
Worker Protection Act Uplift
Up to 25% uplift under Equality Act 2010 s.124A for sexual-harassment claims where the British employer has breached the s.40A preventative duty (in force 26 October 2024).
ACAS Code Uplift
Up to 25% uplift under s.207A TULRCA 1992 applied to the compensatory award for the respondent's unreasonable failure to comply with the ACAS Code.
Statutory Interest
Interest on Equality Act compensation under the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996 at the Judgments Act rate (currently 8%).
Contractual Notice + Holiday + Bonus
Wrongful dismissal notice pay, unpaid holiday back-pay under Sash Window Workshop v King (No. 2) [2022] UKSC 9, and contractually-due bonus / commission.
Grand Total Calculation
Auto-computed sum of basic award (post-Polkey) + compensatory (capped) + discrimination compensation + uplifts + interest + contractual sums.
How to Create a Schedule of Loss
Follow these steps to produce a UK Employment Tribunal Schedule of Loss that the Tribunal can rely on at remedy.
- 1
Enter Case and Employment Basics
Provide the claimant's name, respondent name, ET case number (e.g. 2304817/2026), schedule date and listed hearing date (if known). Enter date of birth (for age band), employment dates, gross weekly pay, net weekly/monthly pay, and contractual notice period in weeks. The template uses these figures for every calculation.
- 2
Calculate the Basic Award
Select the age band (under 22 = 0.5; 22-40 = 1.0; 41+ = 1.5 weeks per year of service) and enter service years (capped at 20). Enter the capped weekly pay (£751 from 6 April 2026, or the lower 12-month average if less). The template auto-calculates the basic award up to the £22,530 maximum and applies any Polkey reduction percentage.
- 3
Build Past Loss
Enter past earnings lost (gross to schedule date), interim earnings to mitigate (deducted), past pension loss, past other benefits lost, and the £500 loss of statutory rights. The Schedule renders a clean past-loss table with subtotal.
- 4
Build Future Loss (Expert)
In Expert mode, enter future loss months (realistic mitigation period), future earnings lost (net), future pension loss, and job-search expenses. Select the pension loss methodology (simple / Ogden / actuarial) and add notes on the calculation. The statutory cap mechanics auto-apply at the end.
- 5
Add Discrimination + Uplifts + Other Sums (Expert)
Select the Vento band and enter the injury-to-feelings amount. Add aggravated damages where the respondent's conduct was high-handed or oppressive. Apply the Worker Protection Act 2023 25% uplift for sexual-harassment claims, the ACAS Code uplift for breach of the Code, and statutory interest. Finally, add contractual notice, holiday back-pay and unpaid bonus. Provide a mitigation narrative. The Grand Total row sums everything automatically. Download as PDF and serve before the remedy hearing.
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Reviewed by Lawrence Finch · United KingdomLegal Considerations
The UK Schedule of Loss is governed by statutory limits, common-law principles and a specific order of operations affirmed in tribunal case-law.
This template is for informational purposes only and does not constitute legal advice. Consult a qualified UK solicitor or experienced employment-law adviser for advice specific to your situation.
Reviewed for England, Wales and Scotland employment law
Statutory Limits — 2026/27 Rates
The Employment Rights (Increase of Limits) Order 2026, in force 6 April 2026, sets the current British statutory limits: weekly pay cap £751 (was £719); maximum basic award £22,530 (20 × 1.5 × £751); maximum compensatory award £123,543 (or 52 × gross weekly pay, whichever is lower). For "appropriate dates" before 6 April 2026, the previous lower limits apply (Order, article 3). The minimum automatic-unfair basic award is £9,157.
Order of Operations — Bristow v York
The EAT in Bristow v The City of York Council [2007] UKEAT confirmed the order in which adjustments are applied to the compensatory award in UK Employment Tribunal cases: (1) Polkey reduction; (2) ACAS Code uplift; (3) contributory fault reduction; (4) statutory cap last. Reversing this order produces materially different figures. Our template applies the order automatically and shows the working in a dedicated "Compensatory Award Adjustments and Statutory Cap" clause.
Vento Bands and Discrimination Uncapped
In contrast to the capped compensatory award for unfair dismissal, compensation in Equality Act 2010 claims is uncapped (s.124). Injury-to-feelings awards in the United Kingdom are made by reference to the Vento bands set out in Vento v CC West Yorkshire Police [2002] EWCA Civ 1871. The current bands (Ninth Addendum to Presidential Guidance, 6 April 2026, RPI-uprated): lower £1,300–£12,600; middle £12,600–£37,700; upper £37,700–£62,900; exceptional > £62,900. The Worker Protection (Amendment of Equality Act 2010) Act 2023 s.40A preventative duty (in force 26 October 2024) allows up to a 25% uplift on sexual-harassment awards under EqA 2010 s.124A.
Pension Loss and Holiday Back-Pay
Pension loss in UK tribunal claims is calculated using one of three methodologies: the simple "Worth" approach (employer contribution × loss period); the Ogden Tables actuarial multipliers (8th edition); or full actuarial valuation by an independent actuary. Holiday back-pay claims under the Working Time Regulations 1998 follow Sash Window Workshop v King (No. 2) [2022] UKSC 9 — a worker incorrectly classified as self-employed may recover holiday pay for the whole period of mis-classification, not just the past two years.
Frequently Asked Questions
Quantify Your UK Employment Tribunal Claim Now
Use our free Schedule of Loss template to quantify your British Employment Tribunal claim with the current 2026/27 statutory limits, Vento bands, Polkey, ACAS uplift, Worker Protection Act uplift and contractual sums. Auto-computed grand total in PDF.
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