Vento Bands: Injury to Feelings Compensation

What are Vento bands?

Vento bands guide injury-to-feelings compensation in discrimination, harassment and victimisation cases, and certain unlawful-detriment claims. They compensate for the hurt, humiliation and distress caused by the unlawful treatment.

They take their name from the case of Vento v Chief Constable of West Yorkshire Police [2002], in which the Court of Appeal established three broad bands for assessing injury to feelings. The impact on the claimant and the supporting evidence matter; the type or number of incidents does not automatically determine the band.

The bands are updated annually based on the Retail Prices Index (RPI) and are published by the Presidents of the Employment Tribunals.

Which date determines your Vento bands?

The date the claim is presented to the Tribunal selects the annual Vento guidance. It is not the date of the discriminatory act, dismissal, ACAS notification or hearing.

For example, an employee dismissed on 1 April 2026 who presents their claim on 6 April 2026 uses the 2026/27 Vento guidance. The dismissal date can still select a different year's statutory limits for an ordinary unfair-dismissal award.

If you have not presented your claim, the current bands are a starting point for illustration. Check the guidance again when filing, particularly around the annual April update.

How the Tribunal decides which band applies

1. 01

   Severity of the conduct

   Was the discrimination a one-off remark, a pattern of behaviour, or a systemic failure? Describe the conduct, but explain its actual effect on you. A one-off incident is not automatically a lower-band case, and repeated incidents are not automatically an upper-band case.

2. 02

   Impact on the claimant

   The Tribunal considers the emotional, psychological, and physical impact. Medical evidence of anxiety, depression, or PTSD can support a higher award.

3. 03

   Duration of the behaviour

   The duration and frequency provide context for the distress caused. Explain how long the effects lasted and how they affected your work, confidence, sleep or everyday life.

4. 04

   The employer's response

   Explain whether the response prolonged or worsened the distress. Injury-to-feelings compensation addresses the harm caused rather than punishing an employer simply for behaving badly.

5. 05

   Vulnerability of the claimant

   Personal circumstances such as the claimant's age, health, or other protected characteristics may be considered when assessing the impact.

Practical Vento band examples

These fictional scenarios illustrate the evidence and impact to consider. They are not predictions of an award, and no particular incident automatically belongs in a band.

1. 01

   Lower-band illustration: limited but genuine distress

   An employee experiences a discriminatory comment at a meeting and feels humiliated for several days, with limited continuing effects. Their dated account, messages sent at the time and a colleague's evidence explain the harm. A lower-band assessment may be considered if the proven injury is less serious.

2. 02

   Middle-band illustration: a substantial continuing impact

   Discriminatory comments and exclusion leave an employee anxious about work for several months, affecting sleep and confidence. A chronology, messages, witness accounts and any relevant health records help show the impact. A middle-band assessment may be considered if the injury is substantial but does not justify the upper band.

3. 03

   Upper-band illustration: the most serious injury to feelings

   A prolonged campaign of discriminatory harassment causes severe and lasting distress that disrupts an employee's daily life. Detailed evidence of the treatment and its effects is important to an upper-band assessment. Any separate psychiatric-injury claim needs its own assessment and must avoid compensating the same harm twice.

Previous Vento bands: claims presented 6 April 2025 to 5 April 2026

These earlier figures apply to claims presented before the 2026 change. For claims presented before 6 April 2025, check the annual guidance for that earlier claim date.

• Lower band: £1,200 to £12,100 for less serious cases
• Middle band: £12,100 to £36,400 for cases that do not merit an upper-band award
• Upper band: £36,400 to £60,700 for the most serious cases
• Exceptional cases: awards above £60,700 may be made in the most extreme circumstances

Key points to know

• Injury to feelings awards are separate from financial losses. They compensate for hurt, humiliation, and distress.
• Discrimination awards are not subject to the ordinary unfair dismissal compensatory cap that applies to dismissal claims.
• Multiple acts of discrimination can be considered together when deciding the appropriate band
• Interest is payable on injury to feelings awards from the date of the discriminatory act to the date of judgment
• An ACAS uplift of up to 25% may apply where the relevant claim and Code requirements are met; it is not automatic
• Aggravated damages may also be awarded in addition to Vento band compensation in exceptional cases

Frequently asked questions