If you have been discriminated against at work because of a disability, one of the first questions you are likely to have is what you might be able to recover. The honest answer is that it depends on your circumstances, but disability discrimination compensation can be significant, and can be more than people expect.
At Paul Doran Law, we specialise in employment law, and we only act for employees. Our team has more than 30 years’ combined experience helping people across the United Kingdom challenge unfair treatment at work, and we have recovered substantial compensation for clients against employers of every size.
How is disability discrimination compensation worked out?
Compensation in a disability discrimination claim is designed to put you, as far as money can, back in the position you would have been in had the discrimination not happened. It usually has two main elements, namely your financial losses and an award for the upset and distress the treatment has caused you. The size of an award depends on the effect the treatment has had on you, which will often reflect how serious it was and how long it went on.
What financial losses can you claim?
Financial losses cover the money you have lost, and expect to lose, because of the disability discrimination you have endured. This can include lost earnings up to the date of your claim and into the future, along with lost bonuses, commission, pension contributions, and other benefits, such as private healthcare or a company car. It can also include expenses caused by the discrimination. Where you have lost your job, future loss can be one of the largest parts of a claim, particularly if your condition makes it harder to find comparable work.
What is injury to feelings?
In addition to your financial losses, you may be entitled to compensation for the hurt, distress, and loss of dignity the discrimination has caused. This is known as injury to feelings. Tribunals assess these awards using three brackets, often called the Vento bands. For claims presented on or after 6 April 2026, those bands are:
- A lower band of £1,300 to £12,600, for less serious cases such as a one-off incident.
- A middle band of £12,600 to £37,700, for serious cases that do not merit the highest band.
- An upper band of £37,700 to £62,900, for the most serious cases, such as a lengthy campaign of discrimination, with the most exceptional cases capable of exceeding that ceiling.
The bands are a guide rather than a rigid formula, and the appropriate figure for you will depend on the facts. The figures are reviewed each year.
Is there a limit on what you can recover?
No. Compensation for discrimination is not capped. There is no statutory ceiling on a disability discrimination award, which is one of the reasons these claims can be worth considerably more than people assume, especially where the financial losses are high or the effect on you has been severe.
What else can be included?
In some cases, further sums may be added to the disability discrimination compensation award. Where an employer has behaved in a high-handed, malicious, or insulting way, a tribunal in England and Wales can make an award of aggravated damages; in Scotland, conduct of that kind is taken into account in the injury to feelings award instead. If the discrimination has caused a recognised psychiatric injury, compensation for that may also be recoverable. Where an employer has unreasonably failed to follow the Acas Code of Practice on disciplinary and grievance procedures, for example by mishandling your grievance, your award can be increased by up to 25%. Interest is also added to the award.
Can a tribunal order anything other than money?
Yes. As well as awarding disability discrimination compensation, a tribunal can make a formal declaration that your rights were breached, and it can recommend steps the employer should take to reduce the effect of the discrimination. Where you remain employed, this can help improve how you are treated going forward.
How long do you have to make a disability discrimination claim?
Time limits for bringing a claim are short, and missing one can mean losing your claim altogether, however strong it is.
For discrimination that took place before 1 October 2026, you generally have three months (less one day) from the act you are complaining about. For discrimination that takes place on or after 1 October 2026, the time limit increases to six months (less one day). Where the treatment was continuing, or you are complaining about a series of acts, time usually runs from the last of them, and the date of that last act decides which time limit applies.
Before you can bring a tribunal claim, you must contact Acas to start early conciliation. That must be done within the time limit, and the clock is paused while conciliation takes place.
A tribunal can accept a late discrimination claim if it considers it just and equitable to do so, but it does not have to, and it is rarely safe to rely on this. You should seek advice as soon as you suspect something is wrong, while there is still time to consider all of your options.
Does this apply across the UK?
This page describes the position in England, Wales, and Scotland. Northern Ireland has its own disability discrimination legislation, tribunal system and time limits, and the changes taking effect on 1 October 2026 do not apply there. Wherever you are based, we can explain what applies to you.
How can we help you recover the disability discrimination compensation you deserve?
If you have been discriminated against because of a disability, we can help you understand what your claim may be worth, hold your employer to account, and recover the compensation you deserve.
We offer a free initial enquiry call in which we will find out some details about your case and discuss your options before you decide whether to proceed. Wherever you are in the United Kingdom, our team will guide you through each stage.
To speak to us in confidence, call 0808 168 7288 or get in touch here.