UK employment rights
Statutory Redundancy Pay Calculator UK
Find out exactly what you're legally entitled to if you've been made redundant. Updated for 2026 — using the official £751 weekly pay cap.
2026 rates applied
Know your minimum legal entitlement
The law sets a clear minimum amount your employer must pay — no matter what they say. Enter three details and get an instantfigures based on official Gov.uk rates.
How it works
Three steps to your figure — all based on the official statutory formula.
Enter your details
Your age, gross weekly pay, and complete years of service. No account needed.
See your calculation
Get an instant breakdown showing weeks payable, capped figures, and your total.
Know your rights
We show the tax-free amount, your minimum legal entitlement, and where to get advice.
Key facts — 2026 rates
Common employer mistakes
These are the ways employers routinely get the calculation wrong — and how to spot them.
- Wrong weekly rate used — using basic pay only and ignoring overtime, bonuses, or commission that form part of normal pay.
- Age band applied incorrectly — using your current age for all years instead of your age at the time of each year's completion.
- Counting incomplete years — the formula uses complete years of service only. Partial years don't count.
- Over-capping service — correctly capping at 20 years, but then multiplying by the wrong weekly rate.
- Confusing notice pay with redundancy pay — these are two separate legally distinct payments and should never be muddled.
⚖️ Statutory basis
Calculation based on Employment Rights Act 1996, sections 162–166. Weekly pay cap and maximum payout are reviewed each April — last updated 6 April 2026. First £30,000 is tax-free under Income Tax (Earnings and Pensions) Act 2003, s.306.
Statutory vs contractual redundancy
Your employment contract may entitle you to more than the statutory minimum — an "enhanced" or "contractual" redundancy scheme. This calculator shows the minimum legal floor. If your scheme pays more, your employer must follow that figure.
Check your contract or any standalone redundancy policy for the enhanced rate. You don't have to accept what's offered — you can negotiate.
Frequently asked questions
Who is eligible for statutory redundancy pay?
You must be an employee with at least 2 years of continuous service. The right applies from age 16 to 64. The redundancy must also be genuine — not a dismissal disguised as redundancy.
Is the first £30,000 really tax-free?
Yes. For statutory redundancy pay, the first £30,000 is treated as a capital payment and is exempt from income tax under the Income Tax (Earnings and Pensions) Act 2003 s.306. Any amount above £30,000 is taxable as earnings.
What if my employer offers more than the statutory minimum?
Your employer may have a contractual redundancy scheme that pays more than the statutory figure. If so, they must pay the higher amount. Many largeEmployers and public sector organisations have enhanced schemes.
Is statutory redundancy pay the same as notice pay?
No. Statutory redundancy pay (SRP) and notice pay are legally distinct. Notice pay covers the period between being told you're being made redundant and your last day. SRP is a separate, one-off payment based on your length of service and age.
What if I don't qualify — can I still claim?
If you've been employed for fewer than 2 years, you won't qualify for statutory redundancy pay — but you may still have other rights, including notice pay. Citizens Advice or ACAS can advise on your specific situation.
What should I do if I think my employer has miscalculated?
Write to your employer setting out your calculation and the figures you believe are correct. If they still refuse, you can contact ACAS for free conciliation, or make a claim to the Employment Tribunal — tribunal time limits are usually 3 months less a day from the date of redundancy.
Important: This calculator is a planning aid based on publicly available UK government guidance. It does not constitute legal advice. Statutory rates are updated annually in April. Always verify important figures with ACAS, Citizens Advice, or a qualified employment solicitor before making decisions.