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Statutory redundancy pay calculator

If you have been made redundant in England or Wales with 2 or more years of continuous service, you are usually entitled to a statutory redundancy payment. Enter your details below to see the statutory minimum, using the caps that apply from 6 April 2026.

Covers England and Wales. This tool gives legal information, not legal advice.

Guide written by the Aricase editorial team

No sign-up is required to use this tool. If you use a calculator, your answers are calculated in this browser and are not saved unless you choose to create an account.

Before tax. If your pay varies, use your average over the 12 weeks before you left.

How the calculation works

Statutory redundancy pay is built from three things: your length of continuous service, your age across that service, and your weekly pay. For each complete year you worked, you get a multiple of a week's pay that depends on how old you were that year:

  • 0.5 week's pay for each full year you were under 22
  • 1 week's pay for each full year you were 22 to 40
  • 1.5 weeks' pay for each full year you were 41 or older

Service is counted back from your leaving date and capped at 20 years. A week's pay is your gross weekly pay, capped at £751 for redundancies on or after 6 April 2026, so the most statutory redundancy pay can come to is £22,530.

Worked example

A 45-year-old with 8 complete years' service, earning £900 gross a week. Counting back from the leaving date: 4 years at age 41+ (4 × 1.5 = 6 weeks) and 4 years aged 22-40 (4 weeks) = 10 weeks. Week's pay is capped at £751 from 6 April 2026, so statutory redundancy pay is 10 × £751 = £7,510. The redundancy pay guide walks through the formula in full, and the redundancy claim data guide covers how disputed redundancies are typically decided. GOV.UK also publishes an official redundancy pay calculator you can cross-check against.

The date that matters is your “relevant date”

The calculation runs from your relevant date - normally your last day of employment. But if your employer did not give you your full statutory notice, the relevant date is the date employment would have ended had that notice been worked. That can push your service over the 2-year qualifying line, or across a birthday, and increase the payment - so if you were dismissed without proper notice it is worth checking.

This tool is only for the statutory redundancy payment. For an indicative range of a whole unfair dismissal claim (basic + compensatory), use the claim value estimator. For time limits, see the tribunal deadline calculator.

Common questions

How is statutory redundancy pay calculated?

For each complete year of continuous service you get half a week's pay for each year you were under 22, one week's pay for each year you were 22 to 40, and one and a half weeks' pay for each year you were 41 or older. The age is taken at the start of each year, counted back from your leaving date. Length of service is capped at 20 years.

Do I qualify for statutory redundancy pay?

You normally need to be an employee with at least 2 years' continuous service, and to have been genuinely made redundant. If you were not given your full statutory notice, the relevant date can fall later than your last working day, which can occasionally push you over the 2-year threshold.

Is there a maximum redundancy payment?

Yes. For redundancies on or after 6 April 2026 a week's pay is capped at £751 and the maximum statutory redundancy payment is £22,530 (20 years at one and a half weeks). Your employer can pay more under a contractual or enhanced scheme, but not less than the statutory minimum.

Is statutory redundancy pay taxed?

Statutory redundancy pay is tax-free, and counts towards the £30,000 tax-free limit that applies to termination payments as a whole. Pay in lieu of notice and other elements of a settlement can be treated differently.

What if my redundancy was not genuine?

A redundancy has to be genuine - the role must actually be disappearing, and the way you were selected must be fair. Where a 'redundancy' is used to remove someone, or selection was unfair, in similar situations people have brought unfair dismissal claims. You may want to consider whether that applies to you.

Legal basis & sources

This calculator applies published statutory rules in code - it is not AI generated. It is built on:

We review these figures and rules regularly, but employment law changes - statutory rates uprate every April and reforms come into force on their own timetable - so what you see here may not yet reflect the very latest change. Always confirm the current position on the official source above (legislation.gov.uk, gov.uk or acas.org.uk) before relying on a figure or date. This is legal information, not legal advice.

Key terms

Was your redundancy genuine?

If the role was not really disappearing, or you think you were unfairly selected, the "redundancy" may have been an unfair dismissal. Ari helps you work out whether you have a case, track your deadlines, and build everything you need.

Start your case free