Claimant’s schedule of loss—unfair dismissal
Published by a LexisNexis Employment expert
Last updated on 27/02/2020

The following Employment precedent provides comprehensive and up to date legal information covering:

  • Claimant’s schedule of loss—unfair dismissal

Claimant’s schedule of loss—unfair dismissal

In the employment tribunals

Case no: [Insert case number]

Between:

[insert name of claimant]

Claimant

and

[insert name of respondent]

Respondent

Claimant's schedule of loss

1. Details

Net weekly basic pay:£[insert amount]
Contractual notice period:[insert number] [weeks OR month[s]]
Statutory notice period:[insert number] week[s]
Claimant's date of birth:[insert date]
Period of service:[insert date] to [insert date]
Complete years of continuous service:[insert number] year[s]
Age at effective date of termination (EDT):[insert number] years
Gross weekly pay:£[insert amount]
Statutory cap of a week’s pay at the EDT:£[insert amount]

2. Basic award

[insert relevant multiplier] X £[insert amount of week’s pay (subject to statutory maximum)]:Basic award: £[insert amount]
Less
Amount received as statutory redundancy pay:£[insert amount]
Total basic award:£[insert amount]

3. Compensatory award

Loss to date of tribunal hearing
3.1 Loss of basic salary to date of tribunal ([insert number of weeks from effective date of termination] x £[insert net weekly basic pay]):£[insert amount]
3.2 Loss of statutory rights:£[insert amount, eg 300]
3.3 Loss of bonus and/or commission to date of tribunal [insert details]:£[insert amount]
3.4 Loss of pension benefit to date of tribunal [specify details]:£[insert amount]
3.5 Loss of [insert details of other benefits] to date of tribunal:£[insert amount]
3.6 Expenses incurred to date of tribunal: [specify details ]£[insert
Related documents:
Key definition:
Unfair Dismissal definition
What does Unfair Dismissal mean?

Employees with two years’ service have the right not to be unfairly dismissed. Dismissal of such employees will only be fair if the reason was capability, conduct, redundancy, breach of statute or ‘some other substantial reason’, and the employer acted reasonably in treating that reason as sufficient to dismiss.

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