Redundancy Pay Calculator (Statutory Redundancy Pay)
Calculate UK statutory redundancy pay from your age, years of service, and weekly pay. See the exact weeks entitlement by age band, the 2026 pay cap, and the tax-free amount.
Statutory redundancy pay: weeks of pay by age and years of service
This ready-reckoner shows the total weeks' pay entitlement for common combinations of age and years of service, before multiplying by your weekly pay.
| Years of service | Age 25 | Age 35 | Age 45 | Age 55 | Age 65 |
|---|---|---|---|---|---|
| 2 years | 2 | 2 | 3 | 3 | 3 |
| 5 years | 4 | 5 | 7 | 7.5 | 7.5 |
| 10 years | 6.5 | 10 | 12 | 15 | 15 |
| 15 years | 9 | 14 | 17 | 22 | 22.5 |
| 20 years | 11.5 | 16.5 | 22 | 27 | 30 |
Figures show weeks' pay entitlement, not a pound amount — multiply by your (capped) weekly pay to get the payout. Years of service above 20 are capped at 20 for this table.
What is statutory redundancy pay?
Statutory redundancy pay is the legal minimum lump sum a UK employer must pay an eligible employee who is dismissed because their role is being made redundant. It applies only to employees with at least 2 years of continuous service, and the amount depends on three things: the employee's age during each year worked, the number of qualifying years of service (capped at 20), and their average weekly pay (also capped by law). This calculator lets you enter those three figures and see the exact entitlement, broken down by age band, along with the current statutory caps.
The calculation is not a flat rate — it rewards both age and length of service, since employees pick up 0.5 week's pay per year worked while under 22, a full week per year between 22 and 40, and 1.5 weeks per year from age 41 onwards. Because the age band is applied to each individual year of service rather than to the employee as a whole, a long career can straddle multiple bands, which is why this tool shows the breakdown rather than a single multiplier.
Sources used in this calculation
Statutory figures such as tax and insurance rates come from the public bodies listed below. They change when the law is revised, so please also check the primary source before relying on the result for an important decision.
- UK statutory redundancy pay weekly & total caps — UK Government (GOV.UK) Effective 2026-04 to 2027-04 ／ Last checked 2026-09-05
How to use this redundancy pay calculator
- Enter your age at redundancy Use your age on the day your employment ends (your "relevant date"), not your current age if you are calculating in advance.
- Enter your years of continuous service Count full years only with your current employer. If you have worked there for less than 2 years, you will see a message that you do not qualify.
- Enter your average weekly pay Use your average gross pay per week over the 12 weeks before you received your redundancy notice, before tax and deductions.
- Read the breakdown The result shows your qualifying years, the weekly pay used (after any statutory cap), the total weeks' entitlement by age band, and the final statutory redundancy payment.
Tips for getting more out of it
- The age used for each year of service is your age during that particular year of employment, not just your age on the day you leave — this is why long careers can mix 0.5, 1, and 1.5 week multipliers.
- If your years of service are longer than 20, only the most recent 20 years count — the earliest years of a very long career are effectively excluded from the calculation.
- Check whether your employer is offering an "enhanced" redundancy package. Many employers pay more than the statutory minimum shown here, especially for longer-serving staff.
- The weekly pay cap changes every 6 April. If you are calculating for a redundancy that happens after the next 6 April, double-check the cap has not been updated.
- This calculator does not add payment in lieu of notice (PILON), holiday pay, or any enhanced redundancy terms — it covers the statutory redundancy pay element only.
When this calculator is useful
Checking a redundancy offer before you sign
Compare the statutory minimum shown here against the figure your employer has offered, so you know whether it matches the legal minimum or includes an enhanced element.
Planning ahead during a consultation period
If your role is at risk of redundancy, you can estimate your likely payout in advance to help with budgeting while you look for your next role.
Comparing scenarios at different ages or lengths of service
Because the age-band multiplier changes at 22 and 41, small differences in your redundancy date can noticeably change your entitlement — try adjusting the inputs to see the effect.
Understanding why long-serving older employees receive more
Use the age-band breakdown to see exactly how many weeks come from each stage of your career, rather than just the final total.
Glossary
- Statutory redundancy pay
- The legal minimum lump sum an employer in the UK must pay an eligible employee dismissed by reason of redundancy. It is separate from, and can be topped up by, any enhanced redundancy scheme an employer chooses to offer.
- Qualifying years of service
- The number of complete years of continuous employment used in the calculation. A minimum of 2 years is required to qualify at all, and only the most recent 20 years count even if you have worked there longer.
- Week's pay (capped)
- Your average gross weekly pay over the 12 weeks before your redundancy notice, used as the basis for the calculation. The law sets a maximum figure for this each year (£751 from 6 April 2026); higher actual pay is capped at that maximum.
- Relevant date
- The date used to determine your age and length of service for the redundancy pay calculation — usually the day your employment (including any statutory or contractual notice period) actually ends.
- Continuous employment
- An unbroken period of employment with the same employer, which is what counts towards the years-of-service figure. Certain breaks (such as short periods of sickness or leave) do not always break continuity, but this tool does not evaluate that for you.
Frequently Asked Questions
Side Note — Why redundancy pay rewards age as well as service
The age-weighted structure of UK statutory redundancy pay dates back to the Redundancy Payments Act 1965, which first introduced the idea that older employees — who might reasonably be expected to find re-employment harder — deserved a larger cushion for the same number of years worked. That basic 0.5/1/1.5 week structure by age band has survived, largely unchanged, through decades of wider employment law reform, even as unrelated areas such as unfair dismissal and discrimination law have been rewritten many times over.
The 20-year cap on qualifying service is a separate, more practical constraint: without it, an employee with, say, 40 years at the same company could accumulate a very large statutory entitlement, especially once combined with the age weighting for anyone over 41. Capping the qualifying years — while still allowing weekly pay to rise with inflation via the annual cap review — keeps the statutory scheme financially predictable for employers of all sizes, while leaving room for generous employers to pay more voluntarily through enhanced schemes.
One quirk worth knowing: because the weekly pay cap and the age-band structure are independent of each other, two employees with identical years of service can receive very different amounts purely because of the age they happened to be during those years. This is precisely the property this calculator is built to make visible — the total is always the sum of several differently-weighted stretches of a career, not a single flat multiplier.