You are not alone. Thousands of people are made redundant every month in the UK. This calculator will tell you exactly what you are entitled to by law, in under 60 seconds. Everything on this page is free.

UK Redundancy Pay Calculator

Calculate your statutory redundancy pay based on your age, length of service and weekly pay. Updated for the 2026/27 rates.

You need at least 2 years’ continuous service with the same employer to qualify for statutory redundancy pay at all. After that, the amount is based on the age you were during each year of service, how long you worked there, and your weekly pay (capped at £751 per week from 6 April 2026). You get 0.5 weeks’ pay for each full year of service under age 22, 1 week’s pay for each year between 22 and 40, and 1.5 weeks’ pay for each year aged 41 or over, up to a maximum of 20 years’ service. That puts a ceiling of £22,530 on any statutory payment.

The higher 1.5-week rate is a common source of confusion. It applies only to the years of service after your 41st birthday, counting back from your last day — not to your whole service record. Someone with 10 years’ service whose 41st birthday fell 4 years before their last day gets 4 years at 1.5 weeks plus 6 years at 1 week, which is 12 weeks’ pay — £9,012 at the capped weekly rate, not 15 weeks.

A lot of people do not realise that the first £30,000 of redundancy pay is tax-free. Anything above that gets taxed as income. If your employer offers an enhanced redundancy package, the statutory portion is still tax-free, but the extra on top may not be — it depends on how the payment is structured.

The Insolvency Service reported that redundancy notifications affected 108,000 workers in 2023 (Insolvency Service, Redundancy Payments Service Statistics, 2024). If you are facing redundancy, knowing your entitlement in advance gives you a stronger position for negotiations.

How to calculate your redundancy pay

Enter your date of birth and when you started your current job
Add your weekly gross pay (before tax)
Set the expected redundancy date
See your statutory entitlement plus the tax-free breakdown

Written by the CalcStack team

Figures for the 2026/27 UK tax yearlast verified 8 August 2026Sources: GOV.UK redundancy pay, GOV.UK calculate your redundancy pay

Date of birth

Employment start date

Employment end date

Defaults to today. Change if your last day is in the future.

Gross weekly pay

Capped at £751/week for the statutory calculation.

My employer offered a redundancy payment

Frequently asked questions

Statutory is the legal minimum your employer has to pay — the calculation on this page. Enhanced (or contractual) redundancy is anything above that, and it varies wildly between companies. Some pay double or triple the statutory amount. Always check your employment contract and any company handbook before accepting an offer.

No. The first £30,000 of any redundancy payment is completely tax-free. That covers statutory and enhanced combined. Anything above £30,000 gets taxed as regular income through PAYE. National Insurance isn't deducted on the tax-free portion either.

At minimum, 1 week for each complete year of service, up to a maximum of 12 weeks. So 8 years = 8 weeks' notice. Your contract might give you more than this — check the notice clause. Notice pay is separate from redundancy pay, so you're entitled to both.

Three things matter: the age you were during each year of service, how long you have worked there (capped at 20 years), and your weekly pay (capped at £751). For years you were under 22, you get 0.5 weeks' pay. For years between 22 and 40, 1 week's pay. For years at 41 or over, 1.5 weeks' pay. The higher rate only applies to the years after your 41st birthday, not to your whole service. So someone with 10 years' service whose 41st birthday fell 4 years before their last day gets 4 years at 1.5 weeks plus 6 years at 1 week — 12 weeks' pay in total, or £9,012 at the capped weekly rate. The most anyone can receive is £22,530.

Good question. ACAS gives free, impartial advice on workplace rights. If you think your redundancy is unfair or your employer has got the calculation wrong, call them on 0300 123 1100 (Monday to Friday, 8am–6pm). They also run early conciliation, which you're required to go through before making an Employment Tribunal claim.

It depends on what you are claiming, and people get caught out by this. An unfair dismissal claim must be brought within 3 months less one day of the effective date of termination — usually your last day of employment. A claim for the statutory redundancy payment itself has a longer limit of 6 months less one day. You must start ACAS early conciliation before the relevant deadline expires; doing so pauses the clock and gets you the certificate number you need to lodge a claim. Do not sit on it — the time limits are strictly enforced and extensions are extremely rare.

It depends on the numbers. If your employer is making 20–99 people redundant, they must consult for at least 30 days. For 100+, it's 45 days. If it's fewer than 20, there's no set period, but they still have to consult with you individually and properly. A quick "sorry, you're out" meeting doesn't count.

Yes, and it's often a smart move — voluntary packages are usually better than compulsory ones. You still get your full statutory entitlement on top of whatever enhanced terms they offer. Volunteering doesn't affect your right to claim Universal Credit or other benefits either.

Absolutely. Same rights, same formula. Your weekly pay is based on your actual part-time earnings, and every year of service counts in full regardless of how many hours you work.

If your fixed-term contract ran for 2 years or more and wasn't renewed, that counts as a redundancy in law. You're entitled to statutory redundancy pay. Your employer can't dodge this just because the contract had an end date.

Yes. You need at least 2 years' continuous service with the same employer on your last day of employment to qualify for a statutory redundancy payment. With less than that, the statutory entitlement is nil — although your employer may still pay an enhanced amount under your contract, and you keep your other rights, such as notice pay, accrued holiday pay and consultation.

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