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Competition-improved core tool

Redundancy Pay Calculator

Page purpose

This page is for users who want the statutory redundancy baseline first, then the next practical checks.

Estimate statutory redundancy pay using the core official rule structure, with date-aware statutory caps so the page can handle the rate change from 6 April 2026 as well as earlier dismissal dates.

What strong competitors often make clearer:

The statutory figure is the legal floor, not automatically the final payout. Check your contract or staff handbook before treating this as the total redundancy package.

Why this page was improved:

Strong redundancy competitors and MoneyHelper turn the result into a planning aid, not just a number. This version now leans harder into “what this means” and “what to check next”.

Why this page was improved:

Several competing redundancy pages surface next-step guidance, contractual redundancy context, and current rates very clearly. This version improves on that by making the rate band date-aware and showing more practical output in the result itself.

Reviewed against official guidance

Last reviewed: 28 March 2026. This page is designed as a practical first-check page built around official GOV.UK and Acas guidance where applicable.

How this page is built

See the methodology page for how WorkRightsUK uses official sources, scope limits, and next-step routing.

Open methodology page

Reviewed status

Last reviewed: 28 March 2026

Current build status: Batch 6 competition-informed improvement

Scope: statutory redundancy pay only, not enhanced contractual redundancy packages.

Key assumptions used

  • At least 2 years with the employer is normally needed.
  • Service used is capped at 20 full years.
  • Average weekly pay is based on the 12 weeks before notice.
  • This page can now switch between the pre-6-April-2026 and from-6-April-2026 statutory caps.
Who this is for

Best as a first-check tool

Use this page to get a quick statutory estimate before checking exceptions, suitable alternative work issues, contractual enhancement terms, or specialist advice.

Important exceptions

Cases where the answer can change

  • If suitable alternative work is offered and refused without good reason
  • If dismissal is for misconduct rather than redundancy
  • If the worker is in a category excluded from statutory redundancy pay
  • If the contract offers an enhanced redundancy package
Official sources used

Source and review block

GOV.UK: Redundancy pay

Used for the age bands, 20-year service cap, 12-week average pay basis, and statutory maximum framing.

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GOV.UK: Calculate your statutory redundancy pay

Used to confirm the calculator inputs and the point that a worker normally needs at least 2 years with the employer to qualify.

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Acas: work out redundancy pay

Used for the 6 April 2026 update showing a weekly cap of £751 and a maximum statutory redundancy payment of £22,530 from that date.

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Use this as the statutory floor

Do not assume it is the final package. Enhanced contractual redundancy may still sit above it.

Check the timing

Claim deadlines and the date band used for statutory caps can matter as much as the amount itself.

Check what is separate

Notice pay, holiday owed, wages, and settlement-package items may still need separate checks.

Check your contract

Some competitors surface contractual redundancy terms more clearly. Use this page as the statutory baseline, then compare it with any enhanced terms in your contract.

Check the 6-month deadline guide date

GOV.UK says there is a 6-month deadline to apply for statutory redundancy pay. This page now helps surface that timing in the result.

Check what else might be owed

Redundancy pay is not the same thing as final pay. Notice pay, holiday owed, and wages may still need separate checks.

Open final pay page