Redundancy and termination pay in England
Estimate statutory redundancy pay, notice pay in lieu, untaken holiday and unpaid wages when employment ends in England, Wales or Scotland.
These calculations follow the Employment Rights Act 1996 and the Working Time Regulations 1998 for England, Wales and Scotland, in force on 10/19/2026.
Amounts are gross, in pounds sterling (£), before income tax and National Insurance.
This is an estimate. Collective agreements, the employment contract and individual circumstances can grant more than the statutory minimum; check with the employer, a lawyer or the labour authority before making decisions.
How the England redundancy calculator works
Statutory redundancy pay needs 2 full years of continuous service. For each full year counted back from the relevant date, you receive 0.5 week of pay if you were under 22, 1 week if you were 22 to 40, and 1.5 weeks if you were 41 or older. At most 20 years count. A week's pay is capped at £751 when the relevant date is on or after 6 April 2026 (£719 from April 2025, £700 from April 2024 and £643 before that). If your pay is higher, the calculator uses the cap. Enter your date of birth, start date and last day of employment.
Statutory notice is 1 week once you have worked a month, then 1 week for each full year of service, up to 12 weeks. When the employer pays in lieu, the calculator multiplies the notice weeks by your weekly pay, with no cap. Choosing pay in lieu moves the relevant date for redundancy forward by the statutory notice, which can add a year of service or change the weekly cap. If you work the notice, wages are paid in the normal way and the relevant date is your last day of employment.
Holiday: workers are entitled to 5.6 weeks of paid leave a year, up to 28 days. Enter the days accrued and not yet taken. Each day is paid at your weekly pay divided by the days you work per week. You can also add working days of wages not yet paid, valued at the same daily rate. These two amounts are added to the statement because they are due whatever the reason the employment ended.
Limits: the result is a gross estimate of the statutory minimum, before income tax and National Insurance. The first £30,000 of redundancy pay is normally tax-free. Northern Ireland has its own, higher weekly cap. Contractual or enhanced redundancy terms, bonuses, pension rights and compensation for unfair dismissal are not included. A settlement agreement may set different amounts. Check with your employer, ACAS or a qualified lawyer before you make any decision.