How much statutory redundancy pay am I entitled to in the UK?

Statutory redundancy pay is calculated as: half a week's pay for each year worked under age 22; one week's pay for each year worked aged 22–40; one and a half weeks' pay for each year worked aged 41 and over. Pay is capped at £643/week (2024/25 rate, uprated annually), and the calculation is based on a maximum of 20 qualifying years of service. Redundancy pay up to £30,000 is tax-free. You need at least 2 years' continuous service to qualify for statutory redundancy pay. Employers can offer enhanced redundancy pay above the statutory minimum — check your contract or staff handbook.

What notice period am I legally entitled to in the UK?

The statutory minimum notice period is: 1 week after 1 month's continuous service; then 1 week per year of service up to a maximum of 12 weeks after 12+ years. Your employment contract may provide longer notice — contractual notice cannot be less than the statutory minimum, and the longer of the two applies. If you are put on garden leave during notice, you retain full salary and benefits. Payment in lieu of notice (PILON) is taxable as earnings unless it was a pre-agreed contractual term. Notice periods run from the start of the following day after notice is given.

How long do I have to make a claim to an Employment Tribunal?

The standard time limit for most Employment Tribunal claims is 3 months minus 1 day from the date of the act complained of (for example, the date of dismissal or the last discriminatory act). However, before you can submit a claim, you must notify ACAS and engage in Early Conciliation — this pauses the tribunal clock while conciliation takes place. The clock stops on the day you contact ACAS and restarts (or adds time) when conciliation concludes. Missing the time limit is one of the most common and damaging errors — seek advice immediately if you think you have a claim.

What is Statutory Sick Pay (SSP) and how does it work?

Statutory Sick Pay (SSP) is £116.75/week in 2025/26 (uprated annually in April) and is paid by your employer from the fourth day of sickness absence — the first three days (qualifying days) are waiting days and are not paid under SSP. SSP can be paid for up to 28 weeks. You must earn at least the Lower Earnings Limit (£123/week in 2025/26) to qualify, and you must follow your employer's sickness-reporting procedure. Some employers provide contractual sick pay above SSP. If SSP ends after 28 weeks and you are still unable to work, you may be able to claim Employment and Support Allowance (ESA) or Universal Credit health elements.

Can I be made redundant while on maternity leave?

Yes, but you are protected against being selected for redundancy because of your pregnancy or maternity leave. If a genuine redundancy situation exists and your role is at risk, you must be offered any suitable alternative vacancy in preference to other employees (this protection lasts 18 months from the birth). This priority redeployment right means you jump the queue for available roles before other employees, not that you are entirely immune from redundancy. If no suitable alternative exists, you can still be made redundant — but you remain entitled to full notice pay, redundancy pay, and SMP if applicable.

What should I do immediately after redundancy is announced?

In the first 72 hours: request the written business rationale, confirmation of the consultation timeline, and the selection criteria and pool — these are legal requirements for a fair process. Do not sign any settlement or compromise agreement without independent legal advice. Preserve all relevant communications (emails, letters, Slack/Teams messages) immediately. In the following week: use the redundancy pay calculator to estimate your entitlement, check whether the consultation period is legally adequate (typically 45+ days if 100+ redundancies, or a minimum individual consultation for fewer), and begin household income planning using Universal Credit entitlement modelling.

UK Employment Rights: Redundancy, Leave, Contracts and Workplace Protections

A hub covering UK employment-rights guides including redundancy rights, statutory pay, worker protections, contract disputes, notice, tribunals, and practical next steps.

Employment rights questions usually appear at high-stress moments: redundancy consultations, unpaid holiday disputes, sickness absences, maternity or paternity planning, disciplinary action, or pressure to sign a settlement agreement quickly. In those moments readers need practical order, not legal noise. This hub brings the core rights routes together so people can move from uncertainty to the right action path.

Use this as the main starting point for the PocketWise employment-rights cluster. It links the core guides on redundancy, statutory payments, contract rights, dismissal and dispute routes, and tribunal escalation.

If redundancy has already affected income, also use the Universal Credit hub. For broader income strategy after workplace change, use the Salary by Profession hub.

What this hub helps you do

Most rights-related losses happen because people miss sequence and evidence rules under pressure. This hub is designed to keep decisions structured.

identify which legal route applies to your issue
protect deadlines, evidence, and written records early
estimate pay and entitlement exposure before accepting terms
choose the right escalation path for your situation
stabilise household income while dispute or transition is ongoing

Where to start

Employment-rights decisions usually break into these routes:

loss of role or reduction in hours
leave and statutory payment entitlements
contract, notice, and holiday rights
dispute and escalation processes
tribunal and settlement decisions

The guide map below is organised around those routes.

Employment-rights decision model

Decision area	What good practice looks like	Common error
Redundancy process	written rationale, consultation, and selection clarity	agreeing too quickly without checking rights
Leave and pay	entitlement and timelines validated early	missing process deadlines
Contract obligations	notice, holiday, and terms documented	relying on verbal statements only
Internal dispute	grievance/disciplinary path followed with evidence	emotional responses without paper trail
External escalation	tribunal or settlement choice made on facts	escalating late with weak documentation

Employment-rights overview

Topic	Main question	Start here
Redundancy rights	Am I being made redundant fairly and what am I owed?	Redundancy Pay and Rights UK
Immediate steps	What should I do right now after redundancy news?	Made Redundant: What to Do
Redundancy calculator	How much statutory redundancy pay might I receive?	Redundancy Pay Calculator Guide
Sick leave	What are my rights during illness and SSP?	Statutory Sick Pay Guide and Sick Leave Rights UK
Family leave	What can I receive during maternity or paternity leave?	Maternity Pay Calculator, SMP Rates 2026/27, SPP Rates 2026/27
Contract rights	What notice, holiday and worker-rights protections apply?	Notice Period Guide, Holiday Entitlement Guide, Zero-Hours Rights
Dispute path	How do I challenge unfair treatment at work?	Grievance Procedure Guide, Employment Tribunal Guide

Redundancy route: first 14 days framework

Time window	Priority actions
Days 1 to 3	gather all written communications, role details, and consultation notices
Days 4 to 7	compare process against legal redundancy standards and estimate pay outcomes
Days 8 to 14	prepare consultation questions, challenge gaps, and plan income fallback

Speed matters, but documentation matters more. Keep every communication in a single timeline.

Redundancy and income shock decisions come first

When job loss risk is live, readers usually need to sequence decisions quickly: entitlement check, consultation rights, notice handling, redundancy pay estimate, and emergency income planning.

Use:

Statutory pay and leave rights matrix

Scenario	First check	Follow-on action
sickness absence	SSP eligibility and reporting process	validate employer policy and evidence requirements
maternity/paternity leave	statutory rates and qualification timeline	align leave plans with household cashflow
adoption/shared parental leave	route-specific eligibility	model combined income over leave period
redundancy during maternity	protection and selection standards	seek specialist review before agreeing terms

Family and health leave rights are about process as much as pay

Many avoidable disputes happen because deadlines or evidence requirements are missed, not because entitlement never existed. Following the right process early protects pay and options.

Use:

Internal dispute process you can follow

Stage	Goal	Evidence to keep
informal discussion	resolve quickly where possible	notes of meeting and agreed actions
formal grievance	put issue on record with remedy request	dated submission and response trail
disciplinary response	challenge inaccuracies and protect rights	hearing notes and documentary evidence
final internal response	establish clear endpoint	final decision letter

Without records, even valid issues become harder to prove.

Escalation routes: from internal process to tribunal

Most workplace disputes pass through internal grievance or disciplinary stages before tribunal action. Understanding that sequence improves outcomes and avoids weak claims.

Use:

Settlement vs tribunal: practical comparison

Route	Best when	Main trade-off
negotiated settlement	quick resolution and certainty are priorities	potential lower upside than fully successful claim
tribunal pathway	principle and full remedy are central	slower process and higher emotional burden

There is no universal best choice. Match route to evidence strength, timing, stress tolerance, and household financial resilience.

Income continuity during rights disputes

Rights disputes can last months, so income planning must run in parallel.

Income control	Purpose
emergency budget reset	extend runway while outcome remains uncertain
benefits entitlement check	bridge temporary income gaps
debt-payment triage	protect essentials and avoid avoidable arrears
job-search parallel plan	reduce dependency on single dispute outcome

Use rights enforcement and income stabilisation together, not as separate tracks.

30-60-90 rights action plan

First 30 days

build a full evidence timeline
identify legal route and immediate deadlines
complete entitlement estimate and short-term budget reset

Days 31 to 60

progress internal process or formal challenge
gather supplementary evidence and witness records
review settlement options without signing prematurely

Days 61 to 90

decide on final escalation route
align legal next steps with financial capacity
update transition plan for new employment or settlement outcome

Core employment-rights articles

FAQ

What is the first step if I think redundancy is unfair?

Ask for the written business rationale, consultation timeline, and selection criteria, then compare these against your legal redundancy rights before agreeing anything.

Do I have to accept a settlement agreement immediately?

No. You should review terms carefully and take independent legal advice before signing, especially where rights are being waived.

Can I claim benefits while challenging an employment issue?

Often yes, depending on your circumstances. Universal Credit can provide support while disputes, tribunal steps, or job transitions are ongoing.

Should I sign a settlement agreement quickly to reduce stress?

Only after independent legal review and a full comparison against your likely alternatives.

What evidence is most important in an employment-rights dispute?

Dated written records: contracts, emails, consultation notes, payroll details, and formal procedure documents.

What should I do first after redundancy is announced?

Request the written rationale and process details, then map deadlines and income actions in parallel.

Guides & Articles

Can I Be Disciplined for Social Media Posts Made Outside Work UK?

Can I Be Dismissed While on Sick Leave UK?

Can I Be Made Redundant While on Sick Leave UK?

Can I Be Sacked While on a Long Term Sick Note UK?

Can I Carry Over Unused Holiday If I Have Been on Sick Leave UK?

Can I Claim Unfair Dismissal Under 2 Years' Service UK?

Can I Go to an Employment Tribunal Without a Solicitor UK?

Can I Request Flexible Working from Day One of My Job UK?

Can I Take Holiday While Signed Off Sick UK?

Can I Work for a Competitor After Leaving My Job UK?

Can My Employer Change My Shift Pattern Without My Agreement UK?

Can My Employer Change My Working Hours Without My Agreement UK?

Can My Employer Claw Back Training Costs If I Leave Early UK?

Can My Employer Give Me a Bad Reference UK?

Can My Employer Monitor My Emails and Work Devices UK?

Can My Employer Reduce My Pay? UK Rights Explained

Can My Employer Refuse My Annual Leave Request UK?

Do I Get Paid for Mandatory Training Days UK?

Do I Have a Legal Right to Work from Home UK?

Do I Have Employment Rights If I Work Abroad for a UK Employer?

Do I Have to Accept a New Employment Contract UK?

Do I Have to Sign an NDA When I Leave a Job UK?

Holiday Pay Calculator UK 2026/27 — Entitlement in Days, Hours and Pay

What Happens If I Am Suspended from Work UK?

What Happens If I Fail My Probation Period Review UK?

What Happens If I Resign Without Working My Notice Period UK?

What Happens If My Employer Does Not Pay Me on Time UK?

What Is a Protected Conversation in Employment Law UK?

What Is a Without Prejudice Meeting and What Are Your Rights UK?

What Is Continuous Employment and Why Does It Matter UK?

What Is the Bradford Factor and Can It Be Used to Dismiss Me UK?

What Is the Difference Between a Worker and an Employee UK Law?

How Is Holiday Pay Calculated UK 2026? — Your Rights and the Rules

Can I Be Made Redundant While Pregnant? UK Rights 2026

Part-Time Worker Rights UK — Pay, Holidays, and Protections in 2026

SSP Rates 2026/27 — Statutory Sick Pay Amounts UK

SSP Calculator UK 2026/27 — Statutory Sick Pay Guide

Gig Economy Worker Rights UK — Employment Status, Pay, and Protections

Agency Worker Rights UK — The 12-Week Rule, Pay, and Protections

Apprenticeship Pay and Rights Guide UK

Constructive Dismissal Guide UK — What It Is & How to Claim

Disciplinary Procedure at Work UK — Your Rights & The Process

Employment Tribunal Guide UK — Process, Costs & What to Expect

Flexible Working Rights UK 2026 — Day-One Right Explained

Garden Leave Explained UK — What It Is, Your Rights & Pay

Grievance Procedure Guide UK — How to Raise a Formal Complaint at Work

Holiday Entitlement UK — Your Rights, Calculations & Rules

Notice Period Guide UK — Statutory, Contractual & Your Rights

Settlement Agreement Guide UK — What to Know Before You Sign

Sick Leave Rights UK — SSP, Company Sick Pay & Returning to Work

TUPE Transfer Rights Guide — What Happens When Your Employer Changes

Whistleblowing Rights UK — How Protected Disclosures Work

Zero Hours Contract Rights UK — Pay, Holiday, and Financial Tips

How Much Is Statutory Sick Pay UK 2026?