Best UK redundancy pay calculators compared

2026/27 statutory rates: what every calculator should show

From 6 April 2026, statutory redundancy pay is capped at £751 a week in England, Scotland, and Wales, and £783 a week in Northern Ireland. Service is capped at 20 years, giving a maximum statutory payment of £22,530 in Great Britain and £23,490 in Northern Ireland.

If a calculator still shows the previous year's cap, it has not been updated since the April 2026 uprating, and you should not trust its output.

The formula in section 162 of the Employment Rights Act 1996 works backwards from your last day and pays:

GOV.UK: the most accurate and the most limited

The official calculator is the definitive source for your statutory minimum, and no third-party tool can improve on it. Government maintains it, it is updated on the day rates change, and its output is the figure a tribunal would recognise. Use it first.

Its limitation is that it answers exactly one question. It will not tell you whether the offer on your table is reasonable, whether your notice pay is right, what happens to your bonus, or whether the consultation process you went through was lawful. It also does not cover Northern Ireland, which has its own rates and its own nidirect calculator.

The flow is a multi-step "smart answer" rather than a single form. That takes slightly longer than the independent tools, but it leaves less room for you to mis-enter something.

Verdict: the benchmark. Check every other number against it.

MoneyHelper: the best all-round free tool

MoneyHelper's calculator is the one we would send most people to, because it treats redundancy as a financial event rather than an arithmetic problem. It is run by the Money and Pensions Service, an arm's-length government body, so it is impartial and carries no commercial incentive.

Seven questions in, you get your statutory entitlement plus something none of the pure calculators offer: an estimate of how long the money will actually last at your current salary, tailored next steps, a link to a benefits check, and guidance on claiming the tax rebate people are often owed after a mid-year redundancy.

It is also clear on the difference between statutory and contractual redundancy pay, and correct on the current figures. We verified the £751, £783, £22,530, and £23,490 set on 9 August 2026.

Its limits match GOV.UK's in one respect. It computes the legal floor, not whether your particular offer is fair. It is written for a general audience, so it does not engage with the things that complicate a professional's package: unvested equity, deferred bonus, how PILON is structured, or restrictive covenants.

Verdict: the best free tool for most people. Start here if you want more than a number.

Statutoryredundancycalculator.co.uk: well built but unreviewed

This is the strongest of the independent calculators, and we want to be fair about that, because it is more carefully built than most sites in its category. It has correct 2026 rates, including the separate Northern Ireland figures. There is no signup and no visible advertising, the form works well on mobile, and there is a PILON calculator alongside the main tool. It cites the Employment Rights Act 1996 by section, which almost none of its competitors do. Its section on common employer mistakes, covering the wrong weekly rate, the wrong age band, and counting incomplete years, is genuinely useful and correct.

But it has no named author and no professional reviewer, and we found two factual errors that show why that matters.

It cites the wrong statute for the £30,000 tax exemption. The site attributes the exemption to "Income Tax (Earnings and Pensions) Act 2003 s.306". The £30,000 threshold sits at section 403 of ITEPA 2003, and section 401 creates the charge. Section 306 concerns the exemption for counselling and outplacement services, a different provision entirely. The £30,000 figure itself is right. The citation is not.

It states that the right applies "from age 16 to 64". There has been no upper age limit on statutory redundancy pay since 1 October 2006, when the Employment Equality (Age) Regulations removed it. A worker of 67 with two years' service has the same entitlement as a worker of 47. Someone over 64 reading that sentence could reasonably conclude they have no claim.

Neither error changes the number the calculator produces. Both could change what a reader does next, which is the part that matters.

Verdict: a competent tool with an accuracy problem in the content around it. Fine for a quick cross-check of the arithmetic. Do not rely on its legal explanations without verifying them against GOV.UK or Acas.

WebCalculator: a general calculator farm

WebCalculator's redundancy tool sits among more than a hundred other calculators covering mortgages, crypto tax, premium bonds, and HGV driver pay, and that breadth is the problem. The site is competently built and its tax figures are current, but redundancy is one tile in a grid rather than a subject the site has any real investment in.

It is ad-supported, which is not disqualifying by itself, though it does mean the incentive is pageviews rather than your outcome. The "reviewed by" credit goes to the site's founder rather than to anyone with employment law or HR credentials. There is no redundancy-specific guidance, no discussion of consultation rights, and no distinction drawn between statutory and enhanced schemes.

Verdict: it will probably give you the right arithmetic. It is the wrong place to make a redundancy decision.

How to check your employer's figure yourself

1. Your weekly pay. This is your average gross pay over the 12 weeks before you received notice, not your basic salary. If regular overtime or commission forms part of your normal pay, it should be included. The result is then capped at £751.

2. Your complete years of service. Count only whole years, up to 20. Part years do not count.

3. Your age in each of those years. Half a week's pay for years under 22, one week for 22 to 40, and one and a half weeks for 41 and over.

If your employer's figure is lower than the one you calculate, ask them in writing to show their working before you sign anything.