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Unfair Dismissal Calculator USA 2025

Unfair Dismissal Calculator USA

Based on Title VII, Civil Rights Act 1991 & Federal Employment Law (42 U.S.C. § 1981a)

Free Calculator
Annual Salary at Termination
$
Under 42 U.S.C. § 1981a(b)(3), combined compensatory & punitive damages are capped per employer size. Back pay and front pay are uncapped.
Back pay covers lost wages & benefits from termination date to settlement/judgment. Courts reduce by any interim earnings (mitigation duty — Ford Motor Co. v. EEOC).
Interim Earnings (Mitigation, $)
$
Wages earned from new or part-time employment during the back pay period. Courts subtract this to prevent double recovery.
Front pay compensates for future earnings when reinstatement is not feasible (Pollard v. E.I. du Pont, 532 U.S. 843). Uncapped under Title VII.
Title VII & ADA discrimination/retaliation claims are subject to federal damage caps. Section 1981, breach of contract, and public policy claims may not be capped.
$
Compensates for psychological harm, anxiety, depression, and suffering caused by wrongful termination. Subject to statutory cap combined with punitive damages.
Est. Settlement $0
Annual Salary : $60,000
Monthly Wage : $5,000
Gross Back Pay : $0
Interim Earnings (Offset) : −$0
Net Back Pay : $0
Front Pay : $0
Emotional Distress : $0
Punitive Damages : $0
Cap Applied (§ 1981a) : —
Total Estimated Compensation : $0
Est. Attorney Fees (deducted) : $0
Net Take-Home (after fees) : —
Back Pay as % of Total : 0.00%
⚠ Important: This calculator provides estimates only based on typical federal guidelines. Every case is fact-specific. Consult a licensed employment attorney for advice tailored to your situation. Contact our employment law experts →

Compensation estimates based on Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991 (42 U.S.C. § 1981a), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA).
Back pay and front pay are uncapped equitable remedies under § 2000e-5(g) and Pollard v. E.I. du Pont de Nemours & Co., 532 U.S. 843 (2001). Combined punitive and compensatory damages under Title VII are capped at $50,000–$300,000 depending on employer size (42 U.S.C. § 1981a(b)(3)).
Wrongful dismissal claims must be filed with the EEOC within 180–300 days of the alleged discriminatory act (depending on your state) before a federal lawsuit may be filed. Employees have a duty to mitigate damages by seeking comparable employment (Ford Motor Co. v. EEOC, 458 U.S. 219, 1982).
Prevailing plaintiffs may recover statutory attorney fees from the employer under 42 U.S.C. § 2000e-5(k). Results do not constitute legal advice.
Need expert analysis of your case? Contact a Certified Employment Law Specialist at Aeenx for formal legal compliance guidance.
This calculator is for informational purposes only. Always consult a qualified employment attorney for advice specific to your case and jurisdiction.

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