This Practice Note examines the calculation of the compensatory award for unfair dismissal. It considers the section 123 of the Employment Rights Act 1996 (ERA 1996) definition (compensation that is just and equitable in all the circumstances), Whelan guidelines, past loss, future loss, loss of earnings, pension loss, post-dismissal increases, benefits, loss of statutory rights, loss of long notice period, treatment of sums received (eg from new employment, jobseekers allowance, housing benefit and amounts under pension and permanent health insurance (PHI) schemes) and the duty to mitigate. It considers possible reductions, increases and deductions to the award, including a Polkey reduction (chance of a fair dismissal in any event), deduction for sums received, a reduction for contributory fault, a reduction for a whistleblowing disclosure not being made in good faith, a reduction for accelerated receipt, increases or reductions of up to 25% for an unreasonable failure to follow the Acas Code of Practice, an increase for a failure to give a written statement of terms and an increase for the effect of taxation (ie grossing up