Calculate your potential return on investment
Moderate (Recommended): Assumes typical implementation success with industry-standard adoption rates. Admin time reduced by 80%, sick days reduced by 30%, turnover reduced by 30%, and risk incidents reduced by 40%.
Use the checkboxes to include/exclude specific categories from the total calculation
This calculator provides estimated savings based on industry averages and typical organizational patterns. Actual results will vary based on your specific circumstances.
This calculator uses research-backed assumptions from UK employment data (2023-2025). All figures reflect current market conditions and have been validated against multiple authoritative sources including CIPD, ONS, Acas, and industry research.
Default: £1,200 (USD $1,680, EUR €1,400)
Recent UK research puts the average internal cost of a formal grievance around £950 in management time (2018/19). Allowing for HR involvement and inflation, a figure of £1,000–£1,200 per grievance is realistic today. Total UK employer spend on formal grievances is estimated at £356 million annually.
Default: 0.2 claims per 100 employees per year
An Acas study (2025) found under 0.5% of workplace conflicts result in an employment tribunal claim – roughly 0.2 claims per 100 employees per year, which aligns with about one case every five years for a mid-sized employer. In 2023/24 there were ~97,000 employment tribunal claims across the UK, of which a few thousand involve disability discrimination.
Default: £25,000 (USD $35,000, EUR €29,000)
In 2023/24, the median compensation for disability discrimination cases was about £17,218, while the average was £44,483. Employers also incur legal costs averaging £8,500 to defend a tribunal claim. When combining legal fees, management time, and potential settlement or award, £25,000 is a reasonable conservative estimate.
Sources: MFMac - Tribunal Award Stats, Peninsula UK - Tribunal Costs
Default: 7.8 days
UK absence levels have risen significantly. According to the ONS, the average was 5.7 days in 2022. CIPD's 2023 survey found 7.8 sick days per employee, and by 2025 this climbed to 9.4 days (nearly two work-weeks). The 7.8-day figure represents a mid-range estimate reflecting post-pandemic health trends.
Sources: ONS - Sickness Absence 2022, CIPD - Absence Levels 2025
Default: +1.5 days per affected employee
ONS data show those with long-term health conditions had a 4.9% absence rate in 2022 – roughly double the overall rate. Providing proper reasonable adjustments can reduce this gap. A lack of adjustments might lead to around 1–2 additional sick days per affected employee annually.
Source: ONS - Sickness Absence 2022
Default: £3,000 (USD $4,200, EUR €3,500)
CIPD's 2024 survey found the median cost-per-hire was about £1,500 for non-managerial roles and £2,000 for senior managers. However, when factoring HR staff time, hiring managers' hours, and agency fees, CIPD estimates the average total cost per hire is around £6,125 in the UK. The £3,000 default represents a reasonable order-of-magnitude for direct out-of-pocket costs.
Sources: CIPD - Resource & Talent Planning 2024, Recruitment Statistics UK
Default: 3 months at 50% productivity
HR experts commonly observe that new hires take 3–6 months to reach full productivity. Oxford Economics found it takes around 28 weeks (6+ months) for a new employee to become fully productive, resulting in roughly £25,000 in lost productivity during ramp-up. The 3-month, 50% productivity assumption is actually conservative.
Source: Recruitment Juice - ROI Analysis
Default: £35/hour (USD $48, EUR €40)
HR managers in the UK earn around £50,000 per year on average, which is roughly £24–£26 per hour base pay. Adding employer National Insurance, pensions, and overhead (typically +25–30%), the fully-loaded cost is around £30–£35 per hour.
Sources: CIPHR - HR Professional Salaries, ONS - Earnings 2025
Default: £45/hour (USD $62, EUR €52)
According to the ONS, corporate managers and directors had a median salary of ~£50,160 in 2023. A £50k–£70k salary corresponds to roughly £24–£34 per hour in wages. When adding 30%+ for benefits and overhead, the total employer cost reaches £40–£45 per hour.
Source: Fragomen - Going Rate Changes
Default: 25%
Employee turnover rates have increased substantially. The CIPD finds the current average turnover ("churn") is ~34% per year across UK workers – about one-third of employees change jobs annually. Turnover varies by industry (25% in public sector vs 52% in hospitality), but 25% represents a reasonable mid-range estimate.
Default: 10% productivity loss
UK research demonstrates that reasonable adjustments improve productivity by 7-15% (BMW factory study: +7%; British Dyslexia Association: +15% average). Conversely, when adjustments are delayed, employees work at reduced capacity. TUC's 2025 survey found 82% of disabled workers awaiting adjustments (waiting 4+ months) experienced "serious impact" on their ability to perform jobs. The 10% productivity loss during the delay period represents a conservative, evidence-based estimate of the inverse effect when proper accommodations are not yet in place.
Sources: Age UK - BMW Productivity Study, British Dyslexia Association - Workplace Adjustments, TUC - Disabled Workers Survey 2025
This calculation captures the reduction in administrative burden when using TryMosaic's streamlined process versus manual adjustment implementation:
The Formula:
Admin Savings = (HR Cost + Manager Cost + Employee Cost) × Admin Time Reduction %
Step 1: Calculate Annual Adjustment Requests
Employees requiring adjustments × Average requests per year (1.2)
Example: 75 employees × 1.2 = 90 adjustment requests/year
Step 2: Calculate Time Investment Per Stakeholder
Each adjustment request involves three key parties:
Step 3: Calculate Total Annual Cost
Multiply total hours by hourly costs (including overheads):
Step 4: Apply Admin Time Reduction Rate
TryMosaic streamlines the process through automation, templates, and guided workflows:
Example Calculation (500 employees, 15% need adjustments, Moderate):
Adjustment requests = 75 employees × 1.2 = 90 requests/year
HR hours = 90 × 4 = 360 hrs → 360 × £35 = £12,600
Manager hours = 90 × 4 = 360 hrs → 360 × £45 = £16,200
Employee hours = 90 × 2 = 180 hrs → 180 × £23.19 = £4,174
Total annual cost = £12,600 + £16,200 + £4,174 = £32,974
Admin Savings = £32,974 × 80% = £26,379/year
How TryMosaic achieves this: Automated needs assessments, digital approval workflows, centralized documentation, real-time tracking, supplier integration, and guided implementation plans eliminate manual paperwork, reduce back-and-forth emails, and streamline what traditionally took weeks of coordination.
This calculation captures the value of faster adjustment implementation. When employees wait for adjustments, they work at reduced capacity. TryMosaic accelerates implementation, recovering lost productivity and delivering an uplift:
The Formula:
Productivity Uplift = Employees Needing Adjustments × Daily Salary × Delay Days Saved × Productivity Loss Rate
Step 1: Calculate Employees Requiring Adjustments
Based on the percentage you enter (default 15% of workforce).
Example: 500 employees × 15% = 75 employees needing adjustments
Step 2: Calculate Daily Employee Cost
Average salary divided by working days per year (230 days).
Example: £40,000 ÷ 230 = £174 per day
Step 3: Calculate Delay Days Saved
Manual process: 30 days | TryMosaic: 7 days | Time saved: 23 days
Without streamlined systems, implementing adjustments involves multiple meetings, assessments, approvals, and equipment ordering. TryMosaic reduces this significantly.
Step 4: Apply Productivity Loss Rate
During the delay waiting for adjustments, employees operate at reduced capacity: 10% productivity loss
UK research shows reasonable adjustments increase productivity by 7-15% (BMW +7%, British Dyslexia Association +15%). The inverse effect applies when adjustments are delayed: employees without needed accommodations experience reduced output. A 10% loss is a conservative, evidence-based estimate.
Example Calculation (500 employees, 15% need adjustments, £40k avg salary):
Employees needing adjustments = 500 × 15% = 75 employees
Daily cost = £40,000 ÷ 230 = £174/day
Delay days saved = 30 - 7 = 23 days
Productivity Uplift = 75 × £174 × 23 × 10% = £30,015/year
Research basis: UK studies consistently show 7-15% productivity improvements when proper adjustments are provided (Age UK/BMW factory study: +7%; British Dyslexia Association: +15%). Conversely, TUC surveys found 82% of employees awaiting adjustments experienced "serious impact" on job performance. Our 10% productivity loss during delays represents a conservative, defensible estimate based on this evidence. This assumes each affected employee requests adjustments approximately once per year (1.2 requests/year baseline), capturing aggregate productivity recovery across all adjustment implementations.
This calculation estimates the financial value of reducing employment tribunal claims related to disability discrimination and lack of reasonable adjustments:
The Formula:
Tribunal Savings = Expected Tribunals × Average Cost × Risk Reduction % × Confidence Multiplier
Step 1: Calculate Expected Tribunals
Based on research showing 0.2 claims per 100 employees per year (about 1 case every 5 years for a mid-sized employer).
Expected Tribunals = (Number of Employees ÷ 100) × 0.2
Example: 500 employees = (500 ÷ 100) × 0.2 = 1 tribunal/year
Step 2: Apply Average Tribunal Cost
£25,000 default includes legal fees (~£8,500), settlement/award (median £17,218, average £44,483), and management time.
Step 3: Apply Risk Reduction Rate
Base assumption: 40% risk reduction. TryMosaic prevents tribunals by implementing adjustments quickly and correctly, documenting the process, demonstrating proactive compliance, and resolving issues before escalation.
Step 4: Apply Confidence Multiplier
Example Calculation (500 employees, Moderate, GBP):
Expected Tribunals = (500 ÷ 100) × 0.2 = 1.0 tribunal/year
Savings = 1.0 × £25,000 × 40% × 1.0 = £10,000/year
The calculator offers three confidence levels that adjust the expected impact of TryMosaic based on different implementation scenarios. These multipliers are applied to the reduction rates for admin time, sick days, turnover, and risk incidents:
Conservative
Takes a cautious view, suitable for risk-averse planning and budget approval scenarios where you need defensible numbers.
Moderate (Recommended)
Based on typical implementation success and industry-standard adoption rates. Uses baseline assumptions without adjustment.
Ambitious
Reflects best-case scenarios with strong leadership buy-in, high employee engagement, and proactive change management.
All assumptions have been validated using the latest available UK data as of 2023-2025, drawing from ONS, CIPD, Acas, and reputable HR industry analyses to ensure realistic, up-to-date calculations.