Employment-related compensation analysis.
The firm provides independent analysis of compensation amounts in employment-related claims — unfair dismissal, discrimination, salary and pension loss in tribunals and settlement negotiations. As the first FCA-regulated actuarial firm authorised to provide this service, the firm is positioned where advice on compensation amounts is itself a regulated activity, performable only by an authorised firm. The firm is engaged by employees considering a settlement offer, by employment lawyers preparing for litigation, and by employers and mediators seeking an actuarially-defensible figure on the table.
Independent analysis under FCA-regulated permissions.
Compensation analysis in employment-related claims — unfair dismissal, discrimination, whistleblowing, settlement quantum — covering pension loss, future earnings differentials, and benefit equivalence calculations. The work is performed by senior actuaries at Congruent under TAS 100 (General Actuarial Standards) compliance, certified institutionally by the firm — the professional standards are those of the Technical Actuarial Standards (FRC) and the Institute and Faculty of Actuaries (APS), assured through the Congruent Quality Framework, with Congruent Actuarial Limited authorised and regulated by the FCA (FRN 831289). Senior partners lead each analysis and accept commercial accountability; the firm carries the professional warranty. Where the matter is tribunal-facing or Court-facing, the appropriate Expert at Congruent acts under APS X3 (The Actuary as an Expert in Legal Proceedings) and signs the report personally; in pre-tribunal commercial contexts, the institutional warranty applies.
This Service is itself a regulated claims-management activity under FSMA (CMCOB rulebook) — performable only by an FCA-authorised firm. Most actuarial firms cannot legally perform this work; the firm holds the necessary CMC authorisation (FRN 831289) and is the first FCA-authorised actuarial firm able to do so. Every engagement — whether the client is the consumer themselves, an employment lawyer, an employer, or a mediator — runs through the firm’s four-document FCA-mandated pack: Invitation Letter setting out the Statement of Work, Summary Information Document, General Terms and Conditions, and Complaints Handling Procedure. The structure is regulatory-mandated, not stylistic.
The analysis operationalises the firm’s Fair Value Framework through Congruent Calculations™, with the calculation chain captured as an audit-traceable CMC™ artefact suitable for employment tribunal, ACAS-mediated, or Court contexts as the matter requires.
Employee, employment lawyer, and employer/mediator-instructed work.
Employee-instructed
The person who has received a compensation offer engages the firm directly to check it. This is the firm’s most direct consumer-facing route. The Service produces an actuarially-defensible figure the employee can rely on when responding to the offer or considering whether to proceed to tribunal. Aligned with the FCA’s Consumer Duty — expert input that’s otherwise unavailable to most consumers facing a substantial settlement decision.
Employment lawyer-instructed
Employment lawyers acting for either side commission the firm to produce independent compensation analysis — for use in tribunal evidence, for negotiation leverage, or for litigation strategy. The firm’s analysis sits alongside the lawyer’s case strategy as the actuarially-defensible figure the lawyer can put on the table.
Employer / mediator-instructed
Employers seeking an independent figure to anchor a settlement offer, or mediators seeking a neutral position both parties can work from, engage the firm directly. Independent analysis of pension loss, salary loss, future earnings impact and the actuarial substance of any contested element of the claim. The firm’s structural independence from any party to the matter is the substantive proposition.
What the analysis does.
The substantive work of the Employment-Related Compensation Analysis Service — independent actuarial review of compensation amounts in employment disputes. Senior-led, audit-ready, FCA-regulated.
Employment tribunals, settlements, and the FCA-regulated framework.
Independent compensation analysis for employment matters arising under the Employment Rights Act 1996, the Equality Act 2010, and equivalent statutory frameworks. The firm’s analysis sits alongside the legal assessment of the claim — the lawyer addresses liability and quantum strategy; the firm addresses the actuarial substance of the figure. Calibrated to the procedural context, whether tribunal proceedings, settlement negotiation, or judicial mediation.
Four substantive claim types.
Unfair dismissal — loss of earnings, future earnings impact, mitigation analysis. Discrimination (including disability) — longer-horizon loss modelling where return to work is impaired. Pension loss — defined-benefit and defined-contribution entitlements lost or impaired by the dismissal, valued on the firm’s standard fair-value methodology. Settlement validation — review of a specific compensation offer against the actuarially-defensible range.
An independent figure with a CMC™ artefact.
Each engagement produces an actuarial analysis report with full disclosure of the assumption set, the calculation chain, and the firm’s reasoning. Every analysis carries an Employment-Related Claim CMC™ artefact with a unique calculation control ID — reproducible, audit-ready, and citable in tribunal or settlement contexts. Where the matter goes to oral evidence, the senior expert who produced the analysis attends.
The named senior pensions expert is the analyst.
The senior pensions expert handling the engagement produces the analysis directly, engages with the instructing party’s legal team, and gives oral evidence where required. The Service is delivered with the same senior-led discipline as the firm’s broader expert practice; no outsourcing of judgement at any stage.
Common questions about tribunal pension loss and employment compensation.
Buyers come to the firm with several recurring questions about employment compensation calculations — particularly the pension loss element, which is the most actuarially complex part of any tribunal award. The methodology is consistent across claim types: unfair dismissal, discrimination (race, sex, age, disability), whistleblowing, and contractual employment claims. What changes is the scope and the evidential standard required.
Pension loss in tribunal claims.
Pension loss is the actuarial element of a tribunal compensation award: the value of the employer’s pension contribution stream that the claimant would have received but for the dismissal or discrimination. For defined-benefit schemes, the loss is calculated against the accrual the claimant would have continued to build — a methodology that the Vento bands and the standard tribunal compensation tables do not reach. For defined-contribution schemes, the loss is the projected employer-contribution stream, valued on appropriate assumptions.
Salary loss, benefits loss, and the wider compensation picture.
The firm’s analysis covers salary loss (gross-to-net with the tribunal’s grossing-up convention), benefits loss (health insurance, car, equity scheme participation), and any specific contractual entitlements that flow from the employment contract. Each element is calculated independently and presented with its own working so the tribunal — or the mediator, or the opposing party — can interrogate any single component without rebuilding the whole calculation.
Unfair dismissal, discrimination, and the FCA-regulated frame.
The firm is FCA-authorised and operates within the regulated frame for actuarial assessment of employment compensation claims. That regulatory frame matters because tribunal compensation calculations sit at the boundary between actuarial work and claims-management work; the firm’s authorisation under FRN 831289 covers the engagement perimeter. The same methodology applies whether the claim is for unfair dismissal, protected-characteristic discrimination, or whistleblowing detriment.
Employees, employment lawyers, employers, and mediators.
Employees considering a settlement
The person who has received a compensation offer and wants an independent, FCA-regulated check before responding. The Service is engaged directly — the firm’s authorisation is what makes the work available to consumers in this position.
Employment lawyers
Solicitors and barristers acting on either side of an employment matter — for tribunal evidence, settlement negotiation, mediation preparation, or litigation strategy. The firm’s analysis sits alongside the legal case as the actuarially-defensible figure.
Employers, HR teams, and mediators
Employers preparing settlement offers want a defensible figure on the table; mediators want a neutral position both parties can work from. The firm’s structural independence from any party to the matter is the substantive proposition.
The Employment-Related Compensation Analysis Service runs on the Congruent Calculations™ platform — the same audit-ready calculation engine that supports the firm’s other regulated work. For matters that proceed to tribunal or court hearing with the firm’s analyst as named expert, see Expert witness. The firm’s FCA authorisation as a Claims Management Company (Firm Reference Number 831289) is independently verifiable on the FCA Register.
Standard quote.
The Employment-Related Compensation Analysis Service is priced on a fixed-fee basis with a defined delivery window. Standard cases are quoted at the published fee; complex variants are scoped on instruction.
Standard fee
£1,500 * plus VAT
Standard timetable 14 working days from receipt of case file and acceptance of Invitation Letter.
Includes independent actuarial analysis of the offered compensation figure, methodology disclosure, defensible range with reasoning, and Employment-Related Compensation CMC™ artefact.
Non-standard cases
Complex variants — multiple defined-benefit schemes, contested loss horizons, tribunal-grade expert evidence preparation, or matters with significant procedural complexity — are scoped on instruction.
Tribunal attendance and oral evidence are quoted separately when required.
*Standard fee applies to single-employer, single-scheme matters within the standard timetable. The firm responds within one working day to first contact with whether the case fits the standard quote or needs bespoke scoping.
Discuss a case.
Brief context, scope and timing — the firm responds within one working day with whether it can take the instruction and what it would need to scope it.