UK Redundancy Pay Calculator 2025/26

Last updated: 26 May 2026 · Sources: gov.uk Redundancy Pay, ACAS Redundancy Guide, Employment Rights Act 1996 · Rates apply: 6 April 2025 onwards (statutory cap reviewed each April — verify current figure at gov.uk if claiming after 6 April 2026).

How UK Statutory Redundancy Pay Works

Statutory redundancy pay is a legal entitlement for employees in the United Kingdom who have been continuously employed for at least two years and who are being made redundant. Redundancy occurs when an employer needs to reduce the workforce, typically because the business is closing, the workplace is relocating, or the specific role is no longer required. The right to statutory redundancy pay is enshrined in the Employment Rights Act 1996 and applies regardless of whether the employee works full-time or part-time. The amount of statutory redundancy pay an employee receives depends on three key factors: their age at the time of redundancy, their length of continuous service with the employer, and their weekly gross pay, which is subject to a statutory cap that is reviewed annually by the government.

The UK statutory redundancy pay system uses an age-based multiplier that recognises the difficulty older workers may face in finding new employment. For each complete year of service where the employee was under 22 years old, they receive half a week's pay. For each year of service between the ages of 22 and 40, they receive one week's pay. For each year of service at age 41 or over, they receive one and a half weeks' pay. The maximum number of years that can be counted is 20, and the weekly pay is capped at a statutory limit that changes each year. For the period from 6 April 2025, the cap is £719 per week. This means that even if an employee earns significantly more than £719 per week, the statutory calculation uses the capped amount. However, many employers offer enhanced redundancy packages that exceed the statutory minimum.

Redundancy Pay by Years of Service (Quick Reference)

The most common question employees ask is: “How much redundancy pay do I get for X years of service?” The table below shows the maximum statutory entitlement at the £719/week cap, by years of service and age band. Use it as a fast lookup before running the full calculator above.

Understanding the Age-Based Multiplier

The age-based multiplier system works retrospectively, meaning it considers the employee's age during each year of service, not just their current age. For a simplified calculation, many tools (including this one) use the employee's current age to determine the applicable multiplier for all years of service. However, in a precise HMRC calculation, an employee who turned 41 during their period of service would have some years counted at the 1-week rate and subsequent years at the 1.5-week rate. The simplified approach using current age is the method most commonly used for quick estimates and is the approach recommended on GOV.UK for initial calculations. For exact figures, especially in cases where the employee's age spans multiple bands during their service period, it is advisable to use the official GOV.UK redundancy pay calculator or consult with an employment solicitor.

The Weekly Pay Cap (2025/26)

The statutory weekly pay cap is a limit set by the government on the amount of weekly pay used in the redundancy calculation. This cap is updated annually, typically in April, and is intended to keep statutory redundancy costs manageable for employers while still providing meaningful compensation to workers. From 6 April 2025, the cap stands at £719 per week (up from £700 in tax year 2024/25 and £643 in 2023/24). If your actual weekly gross pay is less than the cap, the calculation uses your actual pay. If your gross pay exceeds the cap, the calculation uses the capped amount of £719. This cap means that higher earners receive the same statutory redundancy pay as someone earning £719 per week with the same age and service profile. The maximum total statutory redundancy payment a person can receive is therefore £21,570 (£719 × 30 weeks, achieved at 20 years of service all in the 41+ age band). Many employers recognise this limitation and offer contractual or enhanced redundancy terms that use the employee's actual weekly pay without the cap.

Example Calculations

Enhanced and Contractual Redundancy Pay

Many employers offer redundancy packages that go beyond the statutory minimum. These enhanced packages might use a higher weekly pay figure without the statutory cap, apply more generous multipliers (such as two or three weeks per year of service), count more than 20 years of service, or include additional benefits such as outplacement support, extended health insurance, or accelerated pension contributions. Enhanced redundancy terms may be set out in the employment contract, a company policy document, or a collective agreement with a trade union. If you are being made redundant, it is important to check whether your employer offers enhanced terms before assuming you will only receive the statutory minimum. Enhanced redundancy pay may have different tax implications than statutory pay, so seek professional advice if your package is substantial.

Tax Treatment of Redundancy Pay

Statutory redundancy pay in the UK is tax-free. In addition, any contractual or enhanced redundancy pay is also tax-free up to a combined total of £30,000. This means that if your total redundancy payment (including both statutory and enhanced elements) is £30,000 or less, you will not pay income tax or National Insurance on it. Any amount above £30,000 is subject to income tax at your marginal rate but not to National Insurance contributions. It is worth noting that payments in lieu of notice (PILON) are treated differently and are generally taxable as earnings. If your redundancy package includes a PILON, the taxable portion should be separated from the tax-free redundancy element. For complex packages, consulting an accountant or tax advisor is strongly recommended to ensure you understand the net amount you will receive.

Your Rights During Redundancy

If you are being made redundant, you have several important legal rights beyond the entitlement to statutory redundancy pay. Your employer must follow a fair redundancy process, which includes consulting with affected employees, applying fair and objective selection criteria, and considering suitable alternative employment within the organisation. Employees with at least two years of service have the right not to be unfairly dismissed, which means the employer must demonstrate a genuine redundancy situation and a fair selection process. You also have the right to reasonable time off during your notice period to look for new work or to arrange training. If you believe the redundancy process was unfair or discriminatory, you may be able to bring a claim to an employment tribunal. This is the statutory minimum; your contract may offer more generous terms and protections.

Statutory Notice Period and Pay During Notice

Alongside redundancy pay you are entitled to a minimum statutory notice period. The minimum is one week of notice for each complete year of service between 1 and 12 years, capped at 12 weeks. So an employee with 5 complete years gets at least 5 weeks; an employee with 15 years still receives the 12-week maximum. Your contract may set a longer notice period — in that case the contractual figure applies. During your notice period you are entitled to your normal pay, and if your employer asks you to leave immediately (a payment in lieu of notice, or PILON), they must pay the equivalent earnings. Use our notice period calculator to confirm your minimum entitlement, then our last working day calculator to fix your end date.

If you take time off to look for new work during your notice period, you are entitled to reasonable paid time off for job-hunting or training, provided you have at least two years of service. Some employers also offer "garden leave," where you remain employed and paid but are not required to attend work. Garden leave is distinct from PILON because you remain bound by employment terms (including any restrictive covenants) until the end of the period.

What to Do After Redundancy: Benefits and Next Steps

After redundancy your priority is usually claiming benefits and protecting your income. In the UK, the main income-replacement benefit is Universal Credit, which is means-tested and includes a housing element if you rent. New Style Jobseeker's Allowance (JSA) may also be available if you have paid enough Class 1 National Insurance contributions in the two tax years before your claim — it pays a flat rate (around £90/week for over-25s in 2025/26) for up to 182 days regardless of savings or partner income. You can claim both JSA and Universal Credit at the same time. Estimate your entitlement with our UK Universal Credit calculator before signing on.

Your statutory redundancy pay is tax-free, but if you are returning to work mid-tax-year you should check whether you are due an HMRC tax rebate — the PAYE system assumes a full year of earnings, so leaving partway through the year often means you have overpaid. Confirm your projected take-home for any new role with our UK income tax calculator. Other practical steps: review your pension (a workplace defined-contribution pension stays in your name and can be transferred or left invested), check whether your private health insurance ends with employment, and download payslips and a P45 before you lose access to employer systems.