Preparing a schedule of loss for an unfair dismissal claim 2025

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The document is a template for a Schedule of Loss intended for use in employment tribunal cases related to whistleblowing claims. It provides guidance on how to calculate various types of compensation, including basic and compensatory awards, loss of earnings, benefits, and injury to feelings. The template emphasizes the importance of accuracy and truthfulness in the information provided and includes sections for detailing past and future losses, as well as any state benefits received.
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The formula is: 0.5 weeks pay for each full year of service where the employee was under 22 years of age. 1 weeks pay for each full year of service where the employee was between 22 and 41 years of age. 1.5 weeks pay for each full year of service where the employee was 41 or older.
If a worker thinks that the dismissal was unfair, in other words that the employer didnt follow fair procedures or there is not a good reason for the dismissal, then the worker can try to challenge the dismissal. You (as the paralegal) should report this to a union if there is one.
From 1 July 2024, the high-income threshold in unfair dismissal cases increased to $175,000 per annum. The high-income threshold was $167,500 in the previous financial year. As a result of the increase, the compensation cap is $ 87,500 for a dismissal that occurred on or after 1 July 2024.
This is a document where you set out the loss you have suffered as a result of the unfair dismissal and / or detrimental treatment, and how much compensation you are claiming. The Tribunal might send you a template to do this.
Basic Award | Unfair Dismissal For each year of service below the age of 22, you will receive half a weeks pay for each year. For each year of service not below the age of 22, the weekly pay is multiplied by 1. For each year of service not below the age of 41, the weekly pay is multiplied by 1.5.

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A Schedule of Loss is a document compiling the financial losses suffered by the Claimant as a result of an injury/illness suffered. The schedule typically includes loss of earnings, treatment costs, care and assistance and travelling expenses. The schedule can comprise of past losses and future losses.
The Basic Award is calculated by taking the employees age, years of service and average weekly pay to arrive at a figure. However, the weekly pay figure is limited to a maximum of 700 per week, (this applies from 6th April 2024) and the maximum years that will be considered is 20.
The worker can get up to 12 months wages as compensation for an unfair dismissal (procedural or substantive unfairness). Compensation for an unfair labour practice claim is limited to 12 months remuneration. If it was an automatically unfair dismissal the worker could get up to 24 months wages as compensation.

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