Constructive Dismissal Compensation Calculator
Estimate constructive dismissal compensation using real published UK employment tribunal awards.
Important Context
These figures represent awarded compensation only. Many cases settle out of court for undisclosed sums. Success rate includes cases won at hearing; many withdrawn cases are also settled without a public award.
How compensation is measured in constructive dismissal claims
This constructive dismissal compensation calculator uses published employment tribunal judgments to give context on real awards. It is built for people trying to understand the range of outcomes, not to promise a result in any individual case. The figures combine the tribunal's visible compensation data with the claim type recorded for the judgment, so the page reflects documented decisions rather than private settlement figures or broad anecdotal estimates.
For constructive dismissal, the claimant first has to show that the employer's conduct justified resignation. If that succeeds, compensation is usually assessed in a similar way to unfair dismissal: a basic award where available, plus financial loss caused by the dismissal. The practical value of the claim often turns on evidence about earnings, job search, notice, mitigation and whether the employment would have continued.
Some dismissal awards are affected by statutory caps and reductions. The calculator data should therefore be read alongside the legal rules that apply to the date of dismissal, the claimant's weekly pay and the type of dismissal claim. The figures below are total published awards, so they may include more than one head of compensation.
The numbers on this page are not a prediction of any individual claim. They summarise published decisions where compensation appears in the judgment, so they are useful for context but not a complete view of every claim issued, negotiated or settled. Many employment tribunal cases settle privately, and those settlement values usually do not appear in the public judgment record.
Use the median, highest award and top published cases as a starting point for research. The median is usually more useful than the average because very large awards can pull the average upward. The top cases show what has happened in documented disputes, but they should not be treated as normal outcomes. Legal advice is still needed before relying on any number for settlement, litigation risk or pleading a schedule of loss.
Top 10 Highest-Value Judgments
Finablr Ltd and others
2022
The 1st Respondent was ordered to pay £248,307.72 for unlawful deductions and £6,258.48 in holiday entitlement, as well as £25,000 for breach of contract.
View JudgmentMr R Mackinnon and Chiropractic First Group Limited (in liquidation)
2024
The claimant was successful in claims for unfair dismissal, breach of contract, unlawful deduction of wages, and holiday pay. The total compensation includes a basic award, compensatory award, breach of contract/notice pay, and other.
View JudgmentKingdom of Sweets Ltd and Pick N Mix London Ltd
2024
The claimants were employed by the second respondent. The claims against the first respondent are dismissed. The claims for unlawful deduction from wages, breach of contract, and constructive unfair dismissal against the second respondent are successful.
View JudgmentAW Design & Development Ltd
2024
The claimant's claims for constructive unfair dismissal and unauthorized deductions from wages were successful. The tribunal ordered the respondent to pay the claimant £77,584 in total compensation.
View JudgmentWm Morrison Supermarkets Ltd
2022
The claimant was unfavourably treated due to exercising her right to maternity leave, subjected to indirect sex discrimination, and constructively dismissed, with the dismissal found to be unfair and discriminatory.
View JudgmentLorne Fisheries Ltd
2025
The claimant was unfairly constructively dismissed, and the respondent was ordered to pay £55,210.95. The respondent also breached contract by not paying pension contributions into the claimant’s schemes, for which compensation of £536.09 was awarded.
View JudgmentHermes Parcelnet Limited T/a Evri
2024
Ms S Allert successfully claimed pregnancy discrimination and harassment against Hermes Parcelnet Limited t/a Evri, resulting in a compensation of £46,960.12 including £17,000 for injury to feelings.
View JudgmentTango Networks UK Ltd and P Hesketh
2022
The claimant's claims of constructive unfair dismissal and wrongful dismissal against the first respondent succeed. The first respondent is ordered to pay the claimant a total of £46,171.52 in damages.
View JudgmentWWAC Automotive Ltd T/a WAC Automotive Engineers
2024
The claimant succeeded in all claims including unlawful deduction of wages, failure to provide itemised pay statements, payment in lieu of accrued untaken holiday, damages for wrongful dismissal, and constructive unfair dismissal. The total compensation awarded is £42,714.
View JudgmentSzekelyhidi v Golders Green College and School of English Ltd
2023
The claimant's claims for unfair constructive dismissal, unlawful deductions from wages and holiday pay are well founded and succeed. The respondent is ordered to pay the claimant compensation in the sum of £39,208.47 (gross).
View JudgmentFrequently asked questions
What is the average payout for constructive dismissal?
In the published awarded cases in this dataset, the average constructive dismissal payout is £15,174 and the median award is £6,836. This is based on 124 cases with visible compensation.
What is the highest constructive dismissal award?
The highest published constructive dismissal award in this dataset is £248,308. Large awards are unusual and can be driven by long periods of financial loss, injury to feelings or other case-specific factors.
What percentage of constructive dismissal claims succeed?
In the matching published judgments, claimants succeeded in 29.5% of cases. That is based on 1,290 documented outcomes, not every claim issued or settled.