Vento Bands 2025: What’s Changed?
The Employment Tribunals in England, Wales, and Scotland review the compensation levels set out under the Vento Bands framework each year.
These bands guide the amount that can be awarded for injury to feelings in claims involving discrimination, harassment, or whistleblowing.
As of 6 April 2025, the updated Vento Band compensation brackets are:
Lower: £ 1,200 – £12,100 (least serious cases)
Middle: £12,100 – £36,400 (cases that do not fall in the upper band)
Upper: £36,400 – £60,700 (most serious cases)
In exceptional cases, awards may exceed the upper band limit of £60,700.
These revised figures aim to ensure consistency and fairness in tribunal outcomes, while also reflecting inflation and recent legal precedents.
For employers, staying aware of these changes is essential to understanding potential exposure and responding appropriately to workplace issues.
How Are Injury to Feelings Awards Decided?
When deciding on compensation for injury to feelings, Employment Tribunals assess the emotional and psychological impact of the unlawful treatment on the employee.
Several key factors are considered:
- The severity and duration of the discrimination, harassment, or mistreatment
- The effect on the individual, including emotional distress, anxiety, or loss of confidence
- Any pre-existing or resulting medical conditions
- Whether the treatment was a one-off incident or part of a pattern of behaviour
Based on these considerations, the Tribunal then places the claim into the appropriate Vento Band—lower, middle or upper.
The financial impact can be significant because compensation for injury to feelings is awarded in addition to any other damages (such as loss of earnings or statutory payments).
For this reason, employers should take all reasonable steps to prevent issues escalating to this stage.
Protecting Your Business From Vento Band Claims
For SMEs, claims involving injury to feelings can come unexpectedly and result in substantial awards—especially when added to other forms of compensation. The best protection is prevention.
Here are some key steps employers can take:
- Implement clear policies on discrimination, bullying, harassment, and whistleblowing
- Regularly review and update those policies to reflect current legislation and best practice
- Provide staff training to reinforce appropriate workplace behaviours and promote a zero-tolerance culture
- Encourage early reporting of concerns and ensure managers are equipped to handle complaints appropriately
- Keep clear records of internal procedures and actions taken in response to any issues raised
By fostering a respectful, inclusive workplace and showing a genuine commitment to employee wellbeing, employers can significantly reduce the likelihood of behaviour that could lead to a tribunal—and the risk of falling within the Vento Bands.
Need Guidance on Vento Bands or Injury to Feelings Claims?
Understanding the implications of the 2025 Vento Bands is essential for any employer looking to stay compliant and avoid costly legal disputes.
If you’re unsure how these updates affect your business or want support reviewing your current HR policies, HR Smart is here to help.
We provide practical, expert HR advice tailored to SMEs across West Sussex, helping businesses confidently navigate employment law.
If you need help or advice in this matter, please email jon@hrsmartuk.com or call 01903 754107.
You can also read more about our HR services and how our dedicated team in West Sussex could help your SME.
This article was first published on 4 September 2024 and updated on 13 June 2025
