Schedule of Loss for Employment Tribunal Claims
What to include in a schedule of loss for an Employment Tribunal claim, including wages, mitigation, basic award, Vento evidence, and compensation limits.
What a schedule of loss is for
A schedule of loss explains the compensation you ask the Employment Tribunal to award. It is not only a grand total. A useful schedule shows each head of loss, the calculation method, dates covered, evidence, and any assumptions that need checking.
GOV.UK guidance explains that tribunal awards depend on personal circumstances, including age, earnings, loss, and in discrimination cases injury to feelings. That is why a clear schedule of loss should separate the legal categories instead of hiding everything in one figure.
Core sections to include
- Past loss of earnings from dismissal or underpayment to the schedule date.
- Future loss of earnings, with assumptions about job search and replacement income.
- Lost benefits, pension contributions, bonus, commission, or allowances.
- Basic award for unfair dismissal where applicable.
- Notice pay, holiday pay, arrears, or other contractual sums where claimed.
- Injury to feelings for discrimination, with Vento evidence separated from wage loss.
- Mitigation evidence: applications, interviews, offers, new earnings, and reasons work has not been found.
Unfair dismissal compensation notes
Unfair dismissal compensation can include a basic award and a compensatory award. The 2026 increase of limits order lists the current statutory figures, including the weekly-pay cap and the compensatory award cap. In practice, the compensatory award is also limited by actual loss evidence and the separate 52 weeks' gross pay cap.
The schedule should show the calculation and then identify any points that may reduce or affect the award, such as new earnings, mitigation, contributory conduct, or arguments that dismissal would have happened later anyway.
Discrimination compensation notes
Discrimination awards are not capped in the same way, but they still require evidence. Injury-to-feelings claims should identify the impact, duration, seriousness, medical or counselling evidence if available, and which Vento range may be relevant for discussion.
Do not turn the Vento bands into a guarantee. They are a guideline for assessment, not an automatic price list.
Documents to collect
- Payslips, P60, P45, contract, pension documents, and benefits evidence.
- Job-search tracker, application confirmations, rejection emails, and interview notes.
- New job contract or payslips if you have found work.
- Medical, counselling, or impact notes for discrimination injury-to-feelings evidence.
- Benefits information, because some tribunal awards can trigger benefit recoupment issues.
How TribunalKit supports this draft
TribunalKit can turn intake answers into a draft schedule of loss with separate heads of compensation, source notes, and review flags. You still need to verify the figures, decide what to claim, and consider advice where the calculation is disputed or high value.
Related service: TribunalKit Employment Tribunal Toolkit.
FAQ
What is a schedule of loss?+
A schedule of loss is a structured calculation of the compensation or other financial remedy you say should be awarded if your claim succeeds.
Is compensation guaranteed if I win?+
No. Tribunal compensation depends on the claim type, evidence, mitigation, statutory limits, and the tribunal's findings.
Are unfair dismissal awards capped?+
For the current 2026 limits, the unfair dismissal compensatory award cap is listed in the Employment Rights (Increase of Limits) Order 2026, subject to the separate 52 weeks' pay cap.
Are discrimination awards capped?+
GOV.UK guidance states there is no compensation limit in discrimination cases, but each head of loss still needs evidence and tribunal assessment.