UK Statutory Redundancy Pay Estimator
Use this quick estimator to model how the GOV.UK redundancy calculator works for statutory redundancy pay.
- 0.5 week’s pay for each full year worked while under age 22
- 1 week’s pay for each full year worked while aged 22 to 40
- 1.5 week’s pay for each full year worked while aged 41 and over
- Maximum service counted: 20 full years
How this gov uk redundancy calculator estimate works
If you are trying to work out your entitlement quickly, this page gives you a practical estimate based on the statutory redundancy formula used in the UK. It follows the same core logic as the GOV.UK redundancy calculator: your age, full years of service, and weekly pay are combined to produce a statutory figure.
The most important rule to remember is that only full years of continuous service count, and only up to 20 years can be included in the statutory calculation.
Who is usually eligible for statutory redundancy pay?
You are typically eligible if all of the following are true:
- You are an employee (not self-employed).
- You have at least 2 years of continuous service with the employer.
- Your job is genuinely being made redundant.
Some dismissals are not redundancies in law (for example, conduct or capability dismissals), and in those situations statutory redundancy may not apply.
Understanding the age bands
Why age changes the amount
Statutory redundancy pay gives different multipliers depending on the age you were during each year of service:
- Under 22: 0.5 week
- 22 to 40: 1 week
- 41 and over: 1.5 weeks
That means two people with the same salary and service can receive different totals, simply because of age distribution across those years.
Weekly pay cap
Statutory calculations use a weekly pay cap set by the government each year. If your weekly wage is above the cap, the capped figure is used for statutory redundancy pay.
Statutory vs enhanced redundancy packages
Your contract, collective agreement, or employer policy may offer an enhanced redundancy package. Enhanced terms can be more generous than statutory minimums, for example:
- Higher weekly pay basis (no cap)
- More than 20 years of service counted
- Higher multipliers per year
Use statutory estimates as a baseline, then compare with your employer’s written redundancy policy.
Other payments to check at the same time
Redundancy pay is only one part of your final settlement. You should also review:
- Notice pay (worked notice or payment in lieu)
- Accrued but untaken holiday pay
- Any bonus, commission, or agreed ex gratia terms
- Pension and benefits end dates
Important notes
This tool is an estimate for planning purposes and not legal advice. For an official result and up-to-date limits, verify details with GOV.UK and ACAS guidance, and seek professional advice if you are disputing entitlement.