How to use the redundancy pay calculator
- Enter your dates, or switch to Age and years if you already know your age when the job ends and your full years of service. With dates, the calculator works out both for you.
- Enter your weekly pay before tax. GOV.UK says your weekly pay is "the average you earned per week over the 12 weeks before the day you got your redundancy notice."
- Choose where you work. Northern Ireland has its own, slightly higher weekly limit.
The total updates as you type. Open Year by year to see each counted year, your age at its start and how many weeks' pay it earns. Nothing you type is stored or sent anywhere.
How statutory redundancy pay is worked out
GOV.UK sets out the three rates. You get:
- "half a week's pay for each full year you were under 22"
- "one week's pay for each full year you were 22 or older, but under 41"
- "one and half week's pay for each full year you were 41 or older"
Two limits then apply. First, "Length of service is capped at 20 years." Second, weekly pay is capped: "If you were made redundant on or after 6 April 2026, your weekly pay is capped at £751." In Northern Ireland the Department for the Economy raised its limit "from £749 to £783", taking effect from 6 April 2026.
The years are counted back from the date your job ends, most recent first. GOV.UK's guide for employers says ages and service "are counted back from the date of dismissal." So if you have more than 20 years, it is your earliest years that drop out, and those are usually the ones at the lower rates.
Which rate a year gets depends on your age at the start of that year. The law (Employment Rights Act 1996, section 162) gives one and a half weeks for "a year of employment in which the employee was not below the age of forty-one", so a year only counts at the top rate if you were already 41 when it began.
Redundancy pay = weeks' pay x the lower of your weekly pay and the weekly limit.
Worked example: age 50, 12 years, £900 a week
Someone in England is made redundant at 50 after 12 full years. Counting back from the end date, the last 9 years began when they were 49, 48 and so on down to 41, and the 3 before that began at 40, 39 and 38.
| Years | Age at start | Rate | Weeks |
|---|---|---|---|
| 9 most recent | 41 to 49 | 1.5 | 13.5 |
| 3 earlier | 38 to 40 | 1 | 3 |
| Total | 16.5 |
Their pay of £900 a week is over the limit, so £751 is used: 16.5 x £751 = £12,391.50. If they earned £600 a week, under the limit, it would be 16.5 x £600 = £9,900.
A second example, from nidirect: a 30 year old with 10 years' service and average pay of £450 a week. Eight years count at one week (aged 22 to 40) and two at half a week (aged 21 or under), "Nine weeks x £450 = £4,050 redundancy payment". The calculator gives the same.
Maximum statutory redundancy pay
The most anyone can get is 20 years at one and a half weeks, times the weekly limit:
| Where you work | Weekly limit | Maximum |
|---|---|---|
| England, Scotland and Wales | £751 | £22,530 |
| Northern Ireland | £783 | £23,490 |
Both figures are stated by the official pages: GOV.UK says "the maximum statutory redundancy pay you can get is £22,530" and nidirect gives "£23,490" for Northern Ireland. The limits go up each April, so a redundancy before 6 April 2026 used a lower limit. This calculator always uses the limits in force from 6 April 2026 and warns you if your date is earlier.
Who qualifies, and what is not included
You normally need to be an employee who has been "working for your current employer for 2 years or more." With less than 2 full years the calculator shows £0. GOV.UK lists cases where you do not get it, including when "your employer offers you suitable alternative work which you refuse without good reason", and some groups such as Crown servants, the armed forces and the police.
This is statutory pay only, the legal minimum. Your contract or your employer's redundancy scheme may pay more, for example by using your full weekly pay with no limit. It also leaves out other money you may be owed when you leave, such as notice pay, holiday you have not taken and wages up to your last day. Ask your employer for a written breakdown and compare it with this figure.
If your hours or pay vary, use your average weekly pay over the 12 weeks before your notice, as GOV.UK describes. If the figure looks wrong, Acas (or the Labour Relations Agency in Northern Ireland) can give free advice.
Questions and answers
How much redundancy pay will I get after 10 years?
It depends on your age. If all 10 years were at 22 to 40 you get 10 weeks' pay; if all were at 41 or over, 15 weeks' pay. Weekly pay is capped at £751 (£783 in Northern Ireland), so the most for 10 years is £11,265 in England, Scotland and Wales.
What is the maximum statutory redundancy pay in 2026?
For redundancies on or after 6 April 2026 it is £22,530 in England, Scotland and Wales and £23,490 in Northern Ireland: 20 years x 1.5 weeks x the weekly limit.
Do I get redundancy pay with less than 2 years' service?
Not statutory redundancy pay: you normally need 2 full years with your current employer. Your contract may still give you redundancy pay, and you are still due notice pay and unused holiday.
Which 20 years count if I have worked longer?
The most recent 20, counted back from the date your job ends. The earliest years drop out.
Is weekly pay before or after tax?
Before tax. Use your average gross weekly pay over the 12 weeks before you got your redundancy notice. If it is over the weekly limit, the limit is used instead.
Is there a different calculator for Northern Ireland?
The rules are the same but the weekly limit is higher: £783 instead of £751 from 6 April 2026. Choose Northern Ireland under Where you work.
Sources
Checked on 22 October 2026. If a rule has changed, please tell us.
- GOV.UK: Redundancy, your rights: redundancy pay
- GOV.UK: Making staff redundant: redundancy pay (employers)
- GOV.UK: Calculate your statutory redundancy pay
- nidirect: Redundancy pay (Northern Ireland, with worked examples)
- Department for the Economy (NI): Minister announces increase in limits, 23 March 2026
- legislation.gov.uk: Employment Rights Act 1996, section 162