UK · Employment · 2026–27
Redundancy pay calculator.
Statutory redundancy pay from your date of birth, start date, last day and weekly pay, with the 20-year limit and the £751 weekly pay cap.
Your figures
Statutory redundancy pay
Enter your dates and weekly pay.
How is statutory redundancy pay calculated?
GOV.UK says you normally need two years or more with your current employer. For each full year of service you get half a week’s pay for each year you were under 22, one week’s pay for each year you were 22 or older but under 41, and one and a half weeks’ pay for each year you were 41 or older. Length of service is capped at 20 years, and weekly pay is capped at £751 for redundancies from 6 April 2026, so the maximum is £22,530.
Under section 162 of the Employment Rights Act 1996 the years are counted back from the last day, and each year is placed in a band by your age during that year. This tool uses your age at the start of each year of service.
Worked example. Born 1 January 1984, employed 1 June 2016 to 1 June 2026 on £650 a week: the last year started at age 41 and counts 1.5 weeks, the other nine count 1 week each, so 10.5 weeks × £650 = £6,825.
Frequently asked questions
How much is statutory redundancy pay in 2026?
Half a week’s pay per year of service under 22, one week for ages 22 to 40, and one and a half weeks from 41, up to 20 years, with weekly pay capped at £751 for redundancies from 6 April 2026. The maximum is £22,530.
How long must I have worked to get redundancy pay?
GOV.UK says you normally need two years or more with your current employer.
What counts as weekly pay?
Your average weekly earnings over the 12 weeks before the redundancy notice, capped at £751.
Is my employer allowed to pay more than the statutory amount?
Yes. Statutory pay is a minimum. Your contract or a company scheme may pay more.
Sources
Checked
Figures are for the UK 2026 to 2027 tax year unless stated. Runs entirely in your browser. Nothing you type is sent or stored.
Scope
Estimate for planning. Your employer works out the exact amount; fixed-term, notice and unfair dismissal rules are not covered. General information, not legal, tax or payroll advice. GOV.UK, HMRC and your payroll provider are authoritative.