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How Much is Redundancy Pay in the UK?

Are you facing the unfortunate prospect of redundancy in the UK? Don’t worry; you’re not alone. Redundancy is an all too common occurrence in today’s ever-changing job market. But what exactly is redundancy pay, and how much can you expect to receive? In this blog post, we’ll delve into the details of redundancy pay in the UK, covering everything from how it works to whether it’s taxable. So, if you’re curious about your financial rights when facing redundancy, keep reading! We’ve got all the answers you need right here.

What is Redundancy Pay?

What is Redundancy Pay?

Redundancy pay, also known as a redundancy package or severance pay, is a form of compensation provided to employees who are made redundant. It serves as financial support during the transitional period between jobs. But what exactly does it entail?

When an employee is made redundant, their employer may be legally obliged to provide them with a lump sum payment based on various factors such as length of service and age. This payment aims to help ease any financial strain caused by job loss and assist in finding new employment.

The amount of redundancy pay an individual receives depends on several factors, including how long they have worked for the company and their age at the time of redundancy. Generally speaking, employees are entitled to receive half a week’s pay for each full year they were under 22 years old, one week’s pay for each full year aged 22-40, and one-and-a-half week’s pay for each full year over the age of 41.

How Does Redundancy Pay Work?

Redundancy pay is a financial compensation employers must provide their employees if they are made redundant. But how does it work exactly?

When an employee is made redundant, the amount of redundancy pay they receive depends on several factors, such as their age, length of service, and weekly earnings. There are statutory limits in place which determine the maximum amount that can be paid.

To calculate redundancy pay, you need to take into account the employee’s age at the time of redundancy and multiply it by a specific number of weeks’ pay. This number ranges from 0.5 to 1.5 weeks, depending on their length of service.

Employees who have worked continuously for two years or more are entitled to statutory redundancy pay. However, some employers may have additional contractual arrangements in place that offer enhanced redundancy packages.

Understanding how redundancy pay works can help ensure that both employers and employees are aware of their rights and obligations during this challenging time.

Is Redundancy Pay Taxable?

Is Redundancy Pay Taxable?

In general, redundancy pay up to a certain limit is tax-free. The government sets this limit and changes it annually. Any amount received above this limit may be subject to income tax.

However, it’s important to note that any additional payments or benefits received as part of the redundancy package, such as payment in lieu of notice or compensation for loss of employment rights, are usually taxable.

It’s also worth mentioning that if you receive a statutory redundancy payment and then find new employment within a short period of time, you may have to repay some or all of the redundancy payment depending on your earnings from the new job.

It’s best to consult with a financial advisor or use an online tax calculator to determine how much tax you might owe on your redundancy pay. They can provide personalized advice based on your individual circumstances and help you understand any potential tax implications associated with receiving redundancy pay.

How Much is Redundancy Pay?

Redundancy pay in the UK is determined by several key factors, primarily dependent on your age, length of service, and your weekly pay. To qualify for statutory redundancy pay, you must have been employed by your current company for at least two years. The UK statutory redundancy pay rates are as follows:

  1. Half a week’s pay for each full year of employment if you are under the age of 22.
  2. One week’s pay for each full year of employment if you are between the ages of 22 and 41.
  3. One and a half week’s pay for each full year of employment if you are over the age of 41.

It’s important to note that for the purpose of calculating statutory redundancy pay, your weekly pay is capped at £643. This means that the maximum statutory redundancy pay you can receive is £19,290.

In addition to statutory redundancy pay, your employer may choose to offer you an enhanced redundancy package, which typically exceeds the statutory minimum. The decision to provide an enhanced package is entirely at your employer’s discretion.

If you’re uncertain about the exact amount of redundancy pay you’re entitled to, the UK government provides a useful redundancy pay calculator to help you determine the specific amount.

Here are a few important things to remember about redundancy pay in the UK:

  1. You are entitled to redundancy pay even if you are dismissed for misconduct.
  2. You are not entitled to redundancy pay if you voluntarily leave your job.
  3. You are entitled to redundancy pay if you are made redundant during a probationary period.
  4. You are also entitled to redundancy pay if you are made redundant while on furlough, ensuring that your rights are protected during uncertain economic times.

Who Pays Redundancy When a Business Closes?

Who Pays Redundancy When a Business Closes?

In the UK, when a business closes, employees who have been made redundant are typically entitled to redundancy pay, which is the responsibility of the employer. However, if the employer is unable to pay due to insolvency, the government agency known as the Redundancy Payments Service (RPS) steps in to assist affected employees.

The RPS can provide support by paying up to 8 weeks’ worth of unpaid wages, holiday pay, and statutory redundancy pay to eligible employees. To qualify, individuals must have been employed by the insolvent company for at least two years, have been made redundant, and have not received any redundancy pay from the company.

To claim redundancy pay from the RPS, employees need to complete an online form and provide necessary documents such as their employment contract and P45 form.

It’s important to note that directors of companies may also be eligible for redundancy pay from the RPS if they meet the same criteria as other employees. Additionally, the RPS is funded by the National Insurance Fund, meaning employees do not have to pay any fees to claim their redundancy pay.

Employees who have been made redundant should be aware that they might also qualify for other benefits like Jobseeker’s Allowance and Universal Credit. For further inquiries about redundancy pay or other related benefits, individuals are encouraged to contact the Department for Work and Pensions (DWP).


When it comes to redundancy pay in the UK, understanding the ins and outs can be a crucial step for both employees and employers. Knowing what redundancy pay is, how it works, and whether or not it’s taxable are all important factors to consider.

Understanding how much an employee is entitled to in terms of redundancy pay can provide them with some financial security during uncertain times. It helps ease the transition between jobs while acknowledging their dedication and commitment over the years spent working for one particular employer.

FAQ – How Much is Redundancy Pay in the UK?

FAQ - How Much is Redundancy Pay in the UK?

How do you calculate redundancy pay?

To calculate your redundancy pay, start by determining your weekly gross salary. This includes any regular overtime or bonuses you may receive. Next, multiply your weekly gross salary by the number of years you have worked for the company.

If you are under 22 years old, you will be entitled to half a week’s pay for each full year of service. For those aged between 22 and 41, it’s one week’s pay per year served. And if you’re over 41 years old, it increases to one and a half weeks’ pay per year.

There is also a cap on the maximum amount of statutory redundancy pay an employee can receive (£19,290 as of April 2023). However, additional payments may be agreed upon through negotiation or included in employment contracts.

Remember that these calculations only apply to statutory redundancy payments and not any enhanced packages offered by employers.

Is redundancy paid on final salary?

When it comes to calculating redundancy pay in the UK, the amount you receive is not based on your final salary. Instead, it depends on factors such as age, service length, and weekly pay. This means that even if you were earning a high salary before being made redundant, your redundancy payment may not necessarily reflect that.

 What is the maximum redundancy you can get?

When it comes to determining the maximum redundancy payment in the UK, there are certain limits set by legislation. The amount of redundancy pay you receive depends on your age, length of service, and weekly pay (up to a specified limit).

Currently, the statutory redundancy pay is capped at £643 per week. This means that even if your weekly wage exceeds this amount, you will only be entitled to a maximum payment based on £643.

Additionally, there is a limit on the number of years of service that can be taken into account when calculating redundancy pay. Currently, this limit stands at 20 years. Therefore, if you have worked for more than 20 years at your employer before being made redundant, only 20 years’ worth of service will be considered for calculating your payment.

Can I resign and still get redundancy pay?

If you voluntarily resign from your position, you may not be entitled to redundancy pay. Redundancy payments are typically reserved for employees who are made redundant due to business closures, company restructures, or other similar reasons beyond their control.

However, there are some exceptions where you may still be eligible for redundancy pay even if you resign. For instance, if your employer fundamentally violated your employment contract or treated you unfairly, forcing you to resign, it might qualify as a “constructive dismissal.” Making a claim for redundancy pay may be viable in these circumstances.


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