Redundancy Pay Calculator

The Redundancy Pay Calculator estimates statutory redundancy weeks and gross pay from age, completed years of continuous service, and weekly pay. The implementation uses age-based service bands and caps counted service at 20 years.

How the service bands are applied

The calculator works backwards through each completed year of service using the worker's age at the end of that service year:

• Under age 22: 0.5 week's pay per counted year.
• Age 22 through 40: 1 week's pay per counted year.
• Age 41 or older: 1.5 weeks' pay per counted year.

$\text{Estimated redundancy pay}=\text{Total weighted weeks}\times\text{Entered weekly pay}$

At least two years of service are required by the calculator. Partial years are discarded, and no more than 20 completed years are counted.

Worked example

For a 45-year-old with 10 completed years of service and weekly pay of 700:

1. The calculator assigns each historical service year to the relevant age band.
2. It totals the half-week, one-week, and one-and-a-half-week service amounts.
3. If the weighted total were 13 weeks, the gross estimate would be 13 x 700 = 9,100.

The displayed breakdown shows how many service years were allocated to each band so the estimate can be checked.

Questions

Are partial years of service included?

No. The implementation uses completed whole years and caps the calculation at 20 years.

Does the calculator apply a legal weekly-pay cap?

No. It multiplies the weighted weeks by the weekly pay you enter. If a statutory cap applies to your date or jurisdiction, enter the applicable capped amount or calculate it separately.

Does this include notice pay or unused leave?

No. It estimates redundancy pay only. Notice, holiday pay, contractual enhancements, tax treatment, and other termination amounts are outside this calculation.

Legal and date limitations

This is an informational estimate, not legal advice. Redundancy rights depend on jurisdiction, employment status, dates, contracts, awards, and current statutory limits. Verify the rules and capped weekly pay that apply to the termination date with the relevant government authority or an employment professional.