Free UK employer tool · 2026 limits
UK redundancy pay calculator
Estimate the statutory baseline from age, full years of service and average weekly pay. Includes the different 2026 limits for Great Britain and Northern Ireland.
- Sources
- GOV.UK and nidirect
- Checked
- 1 August 2026
Statutory estimate
2026 limits
Use age and completed continuous service on the statutory relevant date. This is usually the date employment ends, but notice arrangements or a trial in alternative employment can change it.
Estimated statutory redundancy pay £12,767, based on 17 weeks at £751 per week.
Estimated statutory redundancy pay
17 weeks × £751· England, Wales or Scotland
Completed service by age band
- Age 41 or over: 4 years
- 6 weeks
- Age 22 to 40: 11 years
- 11 weeks
- Under 22: 0 years
- 0 weeks
The weekly pay input was capped at £751. Notice, holiday pay, tax and any enhanced package are separate.
What the estimate means
A statutory baseline, not the whole termination payment
The calculator applies the statutory age bands to each full year of service, then uses the location-specific weekly cap. It does not decide whether the person qualifies for statutory redundancy pay, whether the dismissal is fair or whether an enhanced contractual scheme applies.
Under 22
0.5
week per full year
Age 22 to 40
1
week per full year
Age 41 or over
1.5
weeks per full year
The latest 20 full years count. The maximum weekly pay is £751 in England, Wales and Scotland, and £783 in Northern Ireland for redundancies on or after 6 April 2026.
Before relying on the number
Check what the calculator cannot see
01
Average weekly pay
For Great Britain, weekly pay is normally the average earned over the 12 weeks before redundancy notice. Northern Ireland guidance also includes regular overtime, bonus and commission in weekly pay.
02
Age during each service year
The multiplier changes with the employee's age during each completed year. It is not simply the current age multiplied by total service.
03
Only full years count
Employees normally need two years' continuous service to qualify for statutory redundancy pay, and only the latest 20 full years count. A contract or enhanced scheme can provide more.
04
Process and other pay are separate
A payment estimate does not make a redundancy fair. Consultation, selection, suitable alternative work, notice, holiday pay and tax need separate checks.
Primary sources: GOV.UK statutory redundancy pay and nidirect redundancy pay. Source links and limits checked 1 August 2026. Confirm the current rules before acting.
Planning a redundancy?
Get the process right before any redundancy decision is finalised.
Sprintlaw can help with consultation, selection, redeployment, communications, calculations and termination documents on a fixed-fee basis.