Employment Tribunal Remedy Bundle

A remedy hearing happens after liability has been decided — the tribunal has already found in the claimant's favour, and the only question left is how much. That shift changes everything about what the bundle needs to contain. Witness statements about what happened at work matter far less than payslips, pension statements, job search evidence, and a clearly argued schedule of loss.

The schedule of loss is the centrepiece: a document setting out every head of compensation the claimant is pursuing, from basic award and loss of earnings through to injury to feelings, pension loss, and future financial loss. For unfair dismissal claims, the compensatory award is currently capped at £118,223 or 52 weeks' gross pay, whichever is lower. Discrimination and whistleblowing claims are uncapped and can include injury to feelings awards assessed using the Vento bands — updated to £1,300–£62,900 as of April 2026, depending on severity.

Because mitigation goes to the heart of most remedy disputes, evidence of job search activity, any new employment, and the steps taken to reduce loss needs to be as clear and well-documented as the loss itself.