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What the decision will actually cost you, including the notice and holiday that a statutory redundancy figure on its own leaves out.
Fill in the three boxes on the left and the breakdown appears here. Nothing you type is sent anywhere. The calculation runs in your browser.
gov.uk will tell an employee what they are owed under the statutory redundancy scheme. That is a smaller number than the one in front of you, because a redundancy also costs you the notice period and whatever holiday the employee has accrued but not taken.
The part that catches people out is that these are paid at different rates. Statutory redundancy pay is worked out on a week’s pay capped at £751. Notice and holiday are paid at what the employee actually earns. Somebody well above the cap therefore costs considerably more than the statutory figure suggests, which is exactly the sort of surprise that derails a redundancy halfway through.
The other half of the same mistake runs the other way. An employee with under two years of service gets no statutory redundancy pay at all, so it is easy to conclude that they cost nothing. They are still owed their notice.
It asks for complete years of service rather than dates, so counting the years is your judgement rather than the calculator’s. Service counts for a maximum of 20 years, the most recent ones. The age bands are applied to each year of service by the age reached at the start of that year, which is why a year in which somebody turned 41 is not paid at the higher rate.
Gross weekly pay should be the average over the twelve weeks before notice was given. Where pay varies week to week that average is the figure that matters, not the most recent payslip.
Statutory redundancy pay is normally free of tax and National Insurance. Notice pay and holiday pay are not, so the cost to you and the amount the employee receives are different numbers.
The cap on a week’s pay and the maximum statutory payment are taken from gov.uk’s guidance on redundancy pay. The figures used here are the ones in force from 6th April 2026. They are revised each April, so if you are reading this well after that date it is worth checking the page above.
This is a calculator rather than advice. It tells you what a redundancy costs. It does not tell you whether the redundancy is fair, whether you have consulted properly, or whether the selection would survive a tribunal, and those are the parts that carry the real risk. See our disclaimer.
A redundancy that is priced correctly and run badly is still an unfair dismissal. Tarn.hr walks you through the consultation, the selection and the letters, all checked against UK employment law and the Acas codes, then tells you plainly where the risk sits.