irish redundancy calculator

How the Irish redundancy calculator works

If you are being made redundant in Ireland, the key number most people want first is their likely lump-sum payment. This page helps you estimate that amount quickly using the statutory formula in Ireland.

The calculator above is designed for practical use: enter your gross weekly pay, years of reckonable service, and it will show a detailed breakdown. It can also apply the statutory weekly pay cap and flag likely eligibility issues.

Statutory redundancy formula in Ireland

The standard statutory redundancy formula is:

• 2 weeks' gross pay for each year of reckonable service, plus
• 1 additional bonus week.

For statutory calculations, a weekly pay cap is typically applied. This calculator uses a cap of €600 per week when the cap option is enabled.

Simple example

Suppose your weekly pay is €700 and you have 10 years of reckonable service:

• Weekly pay used for statutory calculation = €600 (cap applied)
• Entitlement weeks = (10 × 2) + 1 = 21 weeks
• Estimated statutory redundancy = 21 × €600 = €12,600

Who is generally eligible?

Eligibility depends on your exact circumstances, but common statutory conditions include:

• Being in insurable employment covered by the redundancy legislation
• Having at least 2 years (104 weeks) of continuous service
• Actually being dismissed due to a genuine redundancy situation

If you have less than 2 years of service, you may not qualify for a statutory payment, even if your role is ending. However, you may still have other rights, such as notice pay or contractual benefits.

What is reckonable service?

Reckonable service is the period used to calculate your redundancy entitlement. It is usually your continuous service period, but there can be specific rules on what is counted, what is excluded, and how certain breaks are treated.

Because these rules can be technical, especially where there have been unusual absences, transfers, or prior fixed-term arrangements, it is worth checking official guidance if your timeline is complex.

Statutory redundancy vs enhanced redundancy

Your employer can choose to pay more than the statutory minimum. This is often called enhanced redundancy or an ex gratia package.

• Statutory redundancy: legal minimum (if eligible)
• Enhanced redundancy: additional amount offered by employer policy or agreement

This calculator estimates the statutory baseline so you have a clear starting point when reviewing any offer.

Tax point to keep in mind

Statutory redundancy is commonly treated differently from other termination payments for tax purposes. Extra non-statutory amounts may be taxed differently, depending on reliefs and Revenue rules. Always verify your personal position before signing final paperwork.

If your employer cannot pay

In insolvency situations, statutory redundancy may in some cases be payable from the Social Insurance Fund, subject to formal process and eligibility rules. If payment is delayed or refused, keep records and seek advice quickly.

Tips for getting a more accurate estimate

• Use your gross weekly pay (before deductions).
• Check your service length carefully; include partial years if appropriate.
• Review whether the statutory pay cap applies to your scenario.
• Compare your estimate with any employer statement.
• If figures differ significantly, ask for the calculation basis in writing.

Frequently asked questions

Can I claim statutory redundancy if I resign?

Usually redundancy is linked to dismissal by the employer due to redundancy. Resignation cases can be more complex and may not qualify in the same way.

Does part-time work count?

Part-time workers can still qualify. The calculation is based on weekly pay and reckonable service under the relevant rules.

Is this calculator legal advice?

No. It is an educational estimate tool to help you understand likely statutory figures. For legal or disputed cases, get professional advice.

Final word

This irish redundancy calculator gives you a practical baseline for planning and decision-making. Use it early, compare it with your employer's numbers, and keep copies of contracts, payslips, and service dates so you can verify your entitlement with confidence.