Statutory Redundancy Pay Calculator (UK)
Use this quick estimator to calculate statutory redundancy pay using the GOV.UK method: age bands, full years of service, 20-year cap, and weekly pay cap.
How the GOV.UK redundancy calculator works
If you are being made redundant in the UK, a common first question is: what is the minimum I should receive? The official method is based on three core inputs: your age, your complete years of service, and your weekly pay (subject to a legal cap).
The calculation is done year-by-year, because different age bands receive different multipliers. The maximum service counted is 20 years, and only full years are included.
Statutory multipliers by age
- Under 22: 0.5 week’s pay for each full year
- Age 22 to 40: 1 week’s pay for each full year
- Age 41 and over: 1.5 weeks’ pay for each full year
Who normally qualifies?
In most cases, statutory redundancy pay applies to employees with at least 2 years of continuous service. If your service is under 2 years, the statutory amount is typically zero, though contractual, settlement, or enhanced offers might still be available.
What this calculator includes (and does not include)
Included
- Age-band weighting per full year
- 20-year statutory service cap
- Weekly pay cap (editable input)
Not included
- Notice pay (statutory or contractual)
- Accrued but untaken holiday pay
- Enhanced redundancy schemes
- Potential tribunal awards or settlement terms
Example quick scenario
Suppose someone is age 45, has 12 full years of service, and earns £680 per week. The calculator applies the correct multiplier to each year by working backward from age 45 through each complete year of service. Years at age 41+ get 1.5 weeks, years at 22–40 get 1 week, and so on.
This often surprises people: two employees with the same service length can get different totals because their age profile across those years differs.
Common mistakes to avoid
- Using monthly pay instead of weekly pay
- Rounding up partial years of service (only full years count)
- Ignoring the weekly statutory cap
- Assuming statutory redundancy includes notice and holiday pay
Before signing any agreement
If your employer has provided a redundancy package, compare it with your statutory estimate. If the offer is enhanced, that can be positive—but review the full terms, especially any waiver of claims in a settlement agreement.
A practical checklist:
- Get your service start date confirmed in writing
- Confirm the weekly pay figure used
- Check the current GOV.UK weekly cap rate
- Request a written redundancy breakdown from HR
- Take independent advice before signing final documents
Final note
This page gives you a clean, fast way to estimate minimum statutory redundancy pay in line with GOV.UK logic. Use it as a planning tool, then verify the final numbers against current official rates and your employment contract.