Statutory Redundancy Pay Calculator
Estimate statutory redundancy pay from age, complete years of service and capped weekly pay.
What this calculator explains
Statutory redundancy pay is age-weighted year by year; it is not calculated by multiplying current age by total service. The calculator builds a service table that shows the employee’s age during each completed qualifying year and the weeks assigned to that year.
Notice pay, unpaid wages, accrued holiday and enhanced contractual redundancy are separate amounts. They can appear in a wider exit-payment summary without being labelled as statutory redundancy pay.
How the estimate is calculated
- Calculate complete years of continuous service, subject to the statutory maximum.
- Determine the employee’s age during each qualifying completed year.
- Assign 0.5 week for years under age 22, 1 week for ages 22 to 40 and 1.5 weeks for age 41 and over.
- Cap weekly pay at the amount effective on the employment end date.
- Multiply weighted weeks by the lower of actual and capped weekly pay.
- Show contractual, notice and holiday amounts separately.
Formula
Statutory redundancy pay = weighted qualifying weeks × the lower of actual average weekly pay and the applicable statutory cap
Worked example
An employee aged 45 with 10 complete years of service has six qualifying years worked while aged 35 to 40 and four while aged 41 to 44. That produces 6 × 1 week + 4 × 1.5 weeks = 12 weeks. With average weekly pay of £700, below the 2026 Great Britain cap, the illustrative statutory amount is £8,400.
Current rules and configuration notes
- For redundancies on or after 6 April 2026 in Great Britain, weekly pay is capped at £751 and maximum statutory redundancy pay is £22,530.
- The current Northern Ireland weekly-pay cap is £783.
- The calculation uses up to 20 completed qualifying years and applies age-weighted weeks year by year.
Update requirement: Update weekly caps and maximum amounts on their effective dates and maintain a separate Northern Ireland table.
Included in the estimate
- Age-weighted service calculation
- Complete years of service
- Effective-date weekly cap
- Great Britain and Northern Ireland modes
- Visible year-by-year table
- Separate contractual and other exit payments
Not included or not guaranteed
- Eligibility disputes and automatically unfair dismissal issues
- Tax treatment of the complete termination package
- Insolvency claims or protective awards
- Continuity-of-employment edge cases
- Legal advice
Frequently asked questions
How long must I work to qualify?
Statutory redundancy pay normally requires at least two years of continuous employment, subject to eligibility rules.
Is weekly pay capped?
Yes. The statutory calculation uses the lower of actual average weekly pay and the cap effective on the relevant date.
How many years count?
Up to 20 complete years of service are used in the statutory calculation.
Why does age matter?
Each completed service year receives a weighting based on the employee’s age during that year.
Is notice pay included?
No. Statutory or contractual notice pay is separate and appears as a distinct exit-payment item.
Are Northern Ireland rules identical?
The basic age-and-service structure is similar, but the weekly cap and official process can differ. Select the correct jurisdiction before calculating.
Official sources
Applicable period: 2026-04-06/2027-04-05 · Last reviewed: September 3, 2026
Recommended internal links
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Keep statutory redundancy, notice pay, unused holiday, salary and contractual enhancements as separate lines.
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