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Statutory Redundancy Pay Calculator UK
Estimate statutory redundancy pay using age, full years of service, weekly pay, and the current statutory cap. This tool is for cautious planning and is not legal advice.
England, Scotland and Wales only. This calculator currently supports dismissals on or after 6 April 2026.
Calculator
Estimate statutory redundancy pay
Enter the dates and gross weekly pay. The calculator counts full years back from the redundancy/end date, caps service at 20 years, applies the statutory weekly pay cap, and calculates each counted year by age band.
Jurisdiction note: England, Scotland and Wales only. Northern Ireland limits are not calculated here.
Enter all dates and weekly pay to estimate statutory redundancy pay.
How statutory redundancy pay is calculated
Statutory redundancy pay normally depends on employee status, redundancy dismissal, at least two full years of continuous service, age during the counted service years, and gross weekly pay subject to the statutory cap.
Age bands
Each counted full year is worked back from the redundancy/end date and allocated to an age band: under 22, 22 to 40, or 41 and over.
Full years only
Part years are not counted in this estimate. Counted service is capped at 20 full years.
Weekly pay cap
Gross weekly pay is capped before the age-band weeks are multiplied into a statutory estimate.
Exclusions
What this calculator does not include
This calculator does not calculate notice pay, holiday pay, unpaid wages, protective awards, unfair dismissal compensation, tax, settlement compensation, interest, or enhanced redundancy schemes. Those issues may materially affect a redundancy exit or settlement package.
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Open resource →FAQs
Frequently asked questions
Statutory redundancy pay normally applies where a person is an employee, is dismissed by reason of redundancy, and has at least two full years of continuous service. This calculator is only an estimate and is not legal advice.
Planning a redundancy or exit process?
Use this estimate as a starting point only. Redundancy selection, consultation, notice, holiday, settlement drafting, and tribunal risk should be assessed separately on the facts.