Whistleblowing Compensation Calculator

A protected disclosure (whistleblowing) is when a worker reports wrongdoing in the public interest, such as: criminal offences, failure to comply with legal obligations, miscarriages of justice, health and safety dangers, environmental damage, or deliberate concealment of any of these. The disclosure must be made in good faith and to an appropriate person or body.

No. Unlike ordinary unfair dismissal (capped at £115,115 for 2025/26), compensation for whistleblowing-related dismissal is uncapped. Awards can include: basic award, compensatory award (unlimited), injury to feelings (Vento bands), aggravated damages, pension loss, and future loss of earnings. The largest UK whistleblowing awards have exceeded £1 million.

You must contact ACAS for early conciliation within 3 months less one day of the act of detriment or dismissal. ACAS conciliation can extend this by up to 6 weeks. If the detriment is ongoing, time runs from the last act. The tribunal can extend time if it was 'not reasonably practicable' to claim in time, but this is a high bar.

Yes. Whistleblowers can apply for interim relief within 7 days of dismissal. If successful, the tribunal orders the employer to continue paying your salary and benefits until the full hearing. This is a powerful remedy but requires acting very quickly. You must show that you are 'likely to succeed' at the full hearing.

Any detriment (not just dismissal) because of a protected disclosure is unlawful. This includes: demotion, pay cuts, denial of promotion, disciplinary action, harassment, and negative references. Each act of detriment is a separate claim. The burden of proof shifts to the employer to show the treatment was not because of the disclosure.