This page is designed to support a calculator or comparison page, not replace personalised advice on disputed facts.
A practical guide to the main statutory redundancy pay rules: who usually qualifies, how the core formula works, what caps apply, and where common misunderstandings start.
GOV.UK says a worker only qualifies for statutory redundancy pay if they have worked for their employer for at least 2 years. That is why the calculator treats under-2-years service as the key early screening point.
The statutory formula uses age bands and full years of service: 0.5 week’s pay for each full year under age 22, 1 week’s pay for each full year aged 22 to 40, and 1.5 weeks’ pay for each full year aged 41 and over.
GOV.UK says only the last 20 years of service count for statutory redundancy pay. For dismissals on or after 6 April 2025, weekly pay is capped at £719 and the maximum statutory redundancy pay is £21,570.
GOV.UK says weekly pay is the average earned per week over the 12 weeks before the day the worker got redundancy notice. That is why the calculator asks for gross average weekly pay rather than salary alone.
Used for qualification, age bands, service cap, weekly pay cap, and statutory maximum redundancy payment.
Used to support the core input logic of age, weekly pay, and years in the job.
Yes. GOV.UK says you only qualify for statutory redundancy pay if you have worked for your employer for at least 2 years.
Yes. The statutory amount is the legal minimum route. Some employers offer enhanced contractual redundancy terms.
