Redundancy and termination pay in Ireland
Estimate the statutory redundancy lump sum, minimum notice pay, untaken annual leave and unpaid wages when employment ends in Ireland.
These calculations follow the Redundancy Payments Acts, the Minimum Notice and Terms of Employment Acts and the Organisation of Working Time Act, in force on 10/19/2026.
Amounts are gross, in euros (€), before income tax, USC and PRSI.
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 Ireland redundancy calculator works
The statutory redundancy lump sum is due when an employee with at least 104 weeks of continuous service is made redundant. It equals two weeks of normal weekly pay for each year of service, plus one bonus week. A part year is counted by days divided by 365, so the calculator uses the days that remain after the last full year. Weekly pay is capped at €600 for this calculation, even if the real weekly pay is higher. The lump sum is paid by the employer and is tax-free. If service is under 104 weeks, the amount shown is zero. Enter the weekly pay, the first day and the last day of employment.
Minimum notice depends on length of service, under the Minimum Notice and Terms of Employment Act 1973. After 13 weeks the employer owes 1 week of notice, then 2 weeks from 2 years, 4 weeks from 5 years, 6 weeks from 10 years and 8 weeks from 15 years of service. When the notice is not worked, choose pay in lieu and the calculator adds the notice weeks multiplied by the weekly pay. When the notice is worked, no amount is added for it, because the employee keeps being paid during the notice period. Notice is shown for redundancy and for dismissal with notice only.
Under the Organisation of Working Time Act 1997, a full-time employee earns 4 working weeks of paid annual leave per year. Enter the accrued days not yet taken when employment ends; the calculator pays each day at the weekly pay divided by the working days per week. If wages for days already worked have not been paid yet, enter those working days in the unpaid wages field and they are added at the same daily rate. If employment ends in the week before a public holiday, one extra day of pay is due; this appears as a note and is not added to the total, because it depends on the holiday dates.
The result is a gross estimate: income tax, USC and PRSI are not deducted. The redundancy lump sum is tax-free, but notice pay and holiday pay are taxable. Long periods of sick leave, lay-off, strikes or unpaid absence in the last three years can reduce reckonable service, and service before age 16 does not count; the calculator does not apply these adjustments. Ex-gratia payments above the statutory amount and their tax exemptions are not calculated either. Contracts and collective agreements may give more than the law. Check the figures with the employer, the Workplace Relations Commission or an employment lawyer.