The Presidents of the Employment Tribunals for England and Wales have published updated Vento bands for awards for injury to feelings and psychiatric injury.
With effect from April 2026, the bands have been updated to reflect inflation, using the Retail Prices Index (RPI). The updated bands apply to Employment Tribunal claims presented on or after 6 April 2026.
What are Vento bands?
Vento bands are used by Employment Tribunals when assessing compensation for injury to feelings as distinct from psychiatric injury in discrimination and whistleblowing claims. Their purpose is to compensate claimants for the hurt, distress, humiliation and, in some cases, degradation suffered as a result of unlawful treatment.
The bands take their name from the landmark Court of Appeal decision in Vento v Chief Constable of West Yorkshire Police [2002], in which Ms Vento brought claims of sex discrimination after suffering bullying and sexual harassment by senior colleagues during her employment with West Yorkshire Police, before being unfairly dismissed.
As part of its judgment, the Court of Appeal introduced a three-tiered approach for assessing damages in discrimination cases to promote consistency and fairness in Tribunal awards.
It is for the Employment Tribunal to determine which Vento band is appropriate in the circumstances, and where within that band the award should fall. The bands are considered separately from any additional claims of financial loss, including any loss of earnings.
What are the updated Vento bands?
For claims presented on or after 6 April 2026, the revised Vento bands are as follows:
A lower band of £1,300 to £12,600 (previously up to £12,100) which is applicable to less serious cases, including isolated or one‑off incidents of discriminatory treatment with a limited impact on the claimant’s health and wellbeing.
A middle band of £12,600 to £37,700 (previously up to £36,400) which is used for cases that do not merit an award in the upper band (see below). This typically includes repeated or significant discriminatory acts causing a substantial adverse impact on the claimant.
An upper band of £37,700 to £62,900 (previously up to £60,700) which is reserved for the most serious cases, such as sustained or long‑standing discriminatory behaviour resulting in severe or potentially long‑lasting harm.
In the most exceptional cases, the upper band of £62,900 can be exceeded.
The continued upward adjustment of Vento bands highlights the increasing financial exposure associated with discrimination and whistleblowing claims. Employers should ensure that policies, training and internal procedures remain robust, and that concerns are addressed promptly and appropriately to minimise the risk of costly Tribunal awards.
How Moore Barlow can help
If you would like advice on managing discrimination risks or responding to Employment Tribunal claims, please contact our Business Employment solicitors.
