Redundancy Pay Calculator

This calculates statutory redundancy pay for Great Britain (England, Scotland and Wales). Northern Ireland has different statutory redundancy pay limits, so this calculator does not apply to Northern Ireland. This is the legal minimum, using current GOV.UK rates — your employer may offer more under a contractual or “enhanced” redundancy scheme, so check your employment contract or redundancy policy for the amount you may actually receive. For an official calculation, use the GOV.UK redundancy pay calculator.

Estimate your Great Britain statutory redundancy pay based on your age, length of service and weekly pay.

Date of Birth Enter a valid date of birth.

Employment Start Date Enter a start date before your leaving date.

Redundancy / Leaving Date Enter the date your employment ends. This is used to determine your age and length of service for the statutory calculation. Enter a valid leaving date.

Weekly Pay (before tax)

Use your average weekly pay for the 12 weeks before you received redundancy notice. Overtime, commission or bonuses may count depending on your circumstances. Capped at £751 for this calculation. Enter an amount between £0.01 and £20,000.

Estimated Statutory Redundancy Pay

Year-by-Year Breakdown

How this calculator works: For each complete year you worked (most recent 20 years only), it applies half a week’s pay if you were under 22 that year, one week’s pay if you were 22–40, or one and a half week’s pay if you were 41 or over — then multiplies the total weeks by your weekly pay, capped at £751 (the Great Britain rate). Statutory redundancy pay is tax-free up to £30,000, so this estimate will always be tax-free on its own — though if your employer adds a contractual or enhanced payment on top, the combined total could be taxable above that threshold. Try the Income Tax Calculator if you want to explore this further, or the Holiday Pay Calculator for any outstanding holiday owed on top of redundancy pay.

Redundancy Pay Calculator (Great Britain)

This Redundancy Pay Calculator estimates your Great Britain statutory redundancy pay, based on your age, length of continuous service and weekly pay. It applies to England, Scotland and Wales — Northern Ireland has different statutory redundancy pay limits, so this calculator does not apply there. Statutory redundancy pay is the legal minimum an eligible employee is entitled to when made redundant. Your employer may offer more under a contractual or “enhanced” redundancy scheme, so check your employment contract or redundancy policy for the amount you may actually receive.

How to Use This Calculator

Enter your date of birth. This determines your age during each year of service.
Enter your employment start date and redundancy/leaving date. This determines your length of continuous service.
Enter your weekly pay before tax. Use your average gross pay over the 12 weeks before your redundancy notice — the calculator automatically applies the statutory cap.
Click Calculate Redundancy Pay to see your estimated entitlement and a year-by-year breakdown.

How Is Statutory Redundancy Pay Calculated?

For each complete year of service (most recent 20 years only), you get:

Half a week’s pay for each full year you were under 22
One week’s pay for each full year you were 22 or older but under 41
One and a half week’s pay for each full year you were 41 or older

These weeks are added up and multiplied by your weekly pay, which is capped by law regardless of how much you actually earn.

Current Great Britain Statutory Rates (from 6 April 2026)

Rule	Current Figure
Maximum weekly pay used in the calculation	£751
Maximum statutory redundancy pay	£22,530
Maximum years of service counted	20 years
Minimum service to qualify	2 years’ continuous employment
Tax-free threshold on termination payments	£30,000

These figures apply to Great Britain (England, Scotland and Wales) for redundancies on or after 6 April 2026 and are reviewed each April. Northern Ireland has different statutory limits. If you were made redundant before 6 April 2026, the weekly pay cap and maximum payout were lower. Always check the current figures on GOV.UK before relying on this for an important decision.

Who Qualifies for Statutory Redundancy Pay?

You’ll normally qualify if you’re an employee and have worked continuously for your employer for at least 2 years. You’re not entitled to statutory redundancy pay if your employer offers to keep you on or offers suitable alternative work that you refuse without good reason, if you’re dismissed for misconduct, or if you fall into certain excluded categories such as members of the armed forces, police services or Crown servants. You have 6 months from the date your job ends to apply for statutory redundancy pay.

Is Redundancy Pay Taxable?

Statutory redundancy pay under £30,000 is not taxable. Since the statutory maximum is £22,530, your statutory redundancy pay alone will always fall under this threshold. However, if your employer adds other termination payments on top — such as an enhanced contractual redundancy scheme, notice pay or other benefits — the combined total could exceed £30,000, and anything above that is taxable as income. Payment in lieu of notice (PILON) is always taxable in full, separately from this threshold.

Frequently Asked Questions

How many years’ service do I need to qualify for redundancy pay?

You need at least 2 years of continuous employment with the same employer to qualify for statutory redundancy pay in Great Britain. If you have less than 2 years’ service, you’re not entitled to a statutory redundancy payment, though you may still be owed other things like notice pay or outstanding holiday.

Is there a maximum amount of statutory redundancy pay?

Yes. Your weekly pay is capped at £751 for redundancies on or after 6 April 2026, and only your most recent 20 years of service count. Since the highest multiplier is 1.5 weeks per year, the maximum possible statutory redundancy pay is 20 × 1.5 × £751 = £22,530.

Do I pay tax on redundancy pay?

Statutory redundancy pay is tax-free up to £30,000, and the statutory maximum (£22,530) is always below this threshold. If your employer pays more than the statutory minimum as part of an enhanced or contractual redundancy scheme, the combined total could exceed £30,000, and the excess is taxable as income.

What counts as continuous service?

Continuous service generally means employment with the same employer without a break that would legally interrupt it. If you’ve worked for two different employers, you normally can’t combine the service. If you left and later rejoined the same employer, only your service since rejoining usually counts, unless the break was very short — check your specific circumstances with ACAS or your employer if you’re unsure.

Is this the same as notice pay?

No. Redundancy pay and notice pay are separate, legally distinct payments. Notice pay covers the period you’d normally work before your employment ends (or a payment in lieu of that period), while redundancy pay compensates you for the loss of your job. You may be entitled to both.