Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 17 MAY 2021

Changes To The Vento Bands

RadcliffesLeBrasseur
Explore more from RadcliffesLeBrasseur

Where a claim is made for discrimination or a detriment under the whistleblowing legislation, part of the compensation that can be awarded are awards for "injury to feelings".

United KingdomEmployment and HR
Sejal Raja
Sejal Raja

Where a claim is made for discrimination or a detriment under the whistleblowing legislation, part of the compensation that can be awarded are awards for "injury to feelings".  This is an award of damages that is compensation for hurt, humiliation, distress and upset caused by the treatment.

The Court of Appeal in the case of Vento v Chief Constable of West Yorkshire Police (No 2) [2003] set clear guidelines for the amount of compensation to be given for injured feelings and set out three bands of potential awards. These are known as the Vento bands.

For claims presented on or after 6 April 2021, the Vento bands are:

  • A lower band of £900 to £9,100 (less serious cases, such as where the act of discrimination is an isolated or one-off occurrence)

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

UK Right To Work Checks: What Changes On 1 October 2026

The UK's right-to-work regime is undergoing a fundamental transformation that will extend compliance obligations far beyond traditional employment relationships. From 1 October 2026, businesses engaging contractors, agency workers, platform-based workers, and complex supply chains will face new liability risks that travel up entire contracting chains. Understanding these changes and implementing the required contractual terms, substitution controls, and identity verification systems is now critical for orga
United KingdomEmployment and HR
Mishcon de Reya LLP
Mishcon de Reya LLP
Article

Employment Case Law Update | Autumn 2026 – Unfair Dismissal, Equal Pay And Discrimination

Recent UK employment law decisions have reshaped how employers must approach part-time worker protection, philosophical belief discrimination, freedom of speech in academic settings, and equal pay claims. These landmark cases establish new precedents for workplace policies, disciplinary procedures, and compensation structures that could significantly impact organizational practices.
United KingdomEmployment and HR
Shakespeare Martineau LLP
Shakespeare Martineau LLP
Article

Prevention Of Illegal Working — Key Changes Taking Effect 1 October 2026

The UK's illegal working regime has undergone its most significant expansion since inception, extending right to work obligations beyond traditional employment to encompass workers, individual subcontractors, and platform-based arrangements. A new "extended liability" framework now exposes businesses throughout supply chains to civil penalties of up to £60,000 per illegal worker, even where they lack direct contractual relationships.
United KingdomEmployment and HR
Mayer Brown
Mayer Brown
Article

Acas Publishes Fully Revised Draft Code Of Practice On Disciplinary And Grievance Procedures

On 30 July 2026, Acas published a fully revised draft Code of Practice on Disciplinary and Grievance Procedures, marking the first comprehensive update since 2015. The proposed changes introduce significant new requirements around informal resolution, reasonable adjustments for disabled workers, and updated guidance on suspension, mediation, and the right to be accompanied at workplace meetings.
United KingdomEmployment and HR
Winckworth Sherwood LLP
Winckworth Sherwood LLP