Redundancy & Severance Pay Calculator

Final pay usually includes wages owed up to your last day, unused annual leave or vacation, pay in lieu of notice if you don't work your notice, and any redundancy, severance or gratuity you're entitled to. Depending on the country, it can also include long service leave, bonuses, commission and provident fund balances.

They mean much the same thing: a payment for losing your job through no fault of your own. "Redundancy pay" is the usual term in Australia and the UK, "severance pay" in the USA and Canada, and "gratuity" or "golden handshake" in Pakistan. Whether it's legally required, and how much, depends on the country.

Usually no. Redundancy and severance pay are for when your employer ends your job. If you resign you still get wages owed and unused leave. In Pakistan, gratuity is generally still payable on resignation for permanent workers.

It applies each country's published legal minimums and 2026 tax thresholds, and lets you add your contract terms. It's a reliable estimate, but awards, contracts, company policies and your personal tax situation can change the final figure. Always check with your employer or an adviser.

No. All calculations run in your browser. Your pay details and any contract text you paste are never sent to us or anyone else.

Redundancy pay is your base rate of pay for ordinary hours multiplied by the number of weeks in the NES scale for your years of continuous service. For example, someone on $1,800 a week with 6 years' service gets 11 weeks, or $19,800. Your award, agreement or contract may give more.

For a genuine redundancy, the tax‑free amount is $13,598 plus $6,801 for each completed year of service. With 8 years' service that's $68,006. Anything above it is an employment termination payment (ETP), taxed at 17% if you're 60 or older or 32% if you're younger, up to the $270,000 ETP cap.

Yes. All accrued, untaken annual leave must be paid out at your base rate, plus 17.5% leave loading if your award or agreement provides it on termination. In a genuine redundancy, unused leave is taxed at no more than 32%.

Usually, if you've reached your state's minimum service. That's 10 years for full entitlement in most states (7 in Victoria and the ACT), with pro‑rata payouts from 5 to 7 years when your employer ends the job. The calculator estimates it from your state.

No. Employers with fewer than 15 employees (counting regular casuals) don't have to pay NES redundancy pay, unless an award, agreement or your contract says otherwise. Notice and leave entitlements still apply.

No. Redundancy pay only applies when your employer no longer needs your job done by anyone. If you resign, you still receive unused annual leave, wages owed and, in some states, long service leave.

No. Super guarantee (12%) isn't payable on redundancy pay or on unused leave paid out. It is generally payable on wages owed and on payment in lieu of notice.

Only by applying to the Fair Work Commission, usually because they found you other acceptable employment or can't afford to pay. Otherwise the NES amount is a minimum.

For each full year of service (up to 20), you get half a week's pay if you were under 22, one week's pay if you were 22–40, and one and a half weeks' pay if you were 41 or older. Weekly pay is capped at £751 for redundancies from 6 April 2026. For example, a 45‑year‑old with 10 years' service earning £800 a week gets 12.5 weeks × £751 = £9,387.50.

The first £30,000 of redundancy pay is free of income tax and National Insurance. That covers statutory and enhanced (non‑contractual) redundancy pay. Notice pay, holiday pay and wages owed are taxed as normal earnings.

Employees with at least 2 years' continuous service who are dismissed because of redundancy. You can lose it if you unreasonably refuse a suitable alternative job. Self‑employed people, agency workers and people dismissed for gross misconduct don't qualify.

Yes. Holiday you've accrued but not taken in the current leave year must be paid in your final pay. Full‑time workers get 5.6 weeks (28 days) of statutory holiday a year, which can include bank holidays.

Yes. Since April 2018, all pay in lieu of notice counts as earnings and is subject to income tax and National Insurance, even if your contract has no PILON clause.

Scotland uses the same rules and £751 cap as England and Wales, but Scottish income tax bands apply to any taxable part. Northern Ireland has its own legislation, with a higher weekly cap of £783.

If your employer is insolvent, you can claim statutory redundancy pay, notice pay, holiday pay and some wages owed from the government's Redundancy Payments Service.

No. No federal or state law generally requires severance pay. The main exception is New Jersey, which requires 1 week's pay per year of service in mass layoffs by employers with 100+ employees. Otherwise severance comes from your contract, company policy or a negotiated agreement.

A common formula is 1 to 2 weeks of base pay for each year of service, often with a minimum of 2–4 weeks. Senior roles frequently get more. Severance is negotiable, especially if you're asked to sign a release.

Severance is taxed as supplemental wages. Employers usually withhold 22% federal income tax (37% on amounts over $1 million), 6.2% Social Security up to the $184,500 wage base for 2026, 1.45% Medicare, and state tax. Your final tax is settled when you file your return.

It depends on your state. California, Colorado, Illinois, Louisiana, Maine, Massachusetts, Montana, Nebraska, North Dakota and Rhode Island require earned vacation to be paid out. In most other states, it's paid if your employer's written policy says so.

State law sets the deadline. In California it's immediately if you're fired, or within 72 hours if you quit without notice. Many states require it by the next regular payday. Federal law sets no deadline.

The federal WARN Act requires employers with 100+ employees to give 60 days' written notice of a plant closing or mass layoff. If they don't, affected employees can claim back pay and benefits for each day of missing notice, up to 60 days. Several states have stricter "mini‑WARN" laws.

Read it carefully. Signing usually waives your right to sue. If you're 40 or older, federal law gives you at least 21 days to consider an agreement that waives age‑discrimination claims (45 days in group layoffs) and 7 days to revoke after signing. Consider having an employment attorney review it.

In some states severance delays or reduces unemployment benefits, and in others it doesn't. Apply as soon as your job ends and let your state agency decide.

At minimum, you get your province's notice period (1–8 weeks) or pay in lieu. In Ontario you may also get severance pay of 1 week per year of service, and federal employees get 2 days per year. If your contract has no enforceable termination clause, common‑law "reasonable notice" can be much higher, sometimes up to 24 months.

Termination pay is pay instead of working your notice period. Severance pay is an extra payment for loss of long service. Only Ontario and federally regulated workplaces require severance pay by law, and it's paid on top of termination pay.

If you have 5+ years' service and your employer's global payroll is at least $2.5 million (or 50+ employees are let go within 6 months), you get 1 week's regular pay per year of service, including part years, up to 26 weeks. For example, 8.5 years at $1,500 a week gives $12,750.

It's the notice a court decides is fair, based on your age, length of service, position and how easily you can find similar work. It often far exceeds the statutory minimum. Older, long‑serving and senior employees typically get more, and the usual upper limit is around 24 months.

Severance is a retiring allowance. Outside Quebec, tax is withheld at 10% on lump sums up to $5,000, 20% from $5,000 to $15,000 and 30% over $15,000, with no CPP or EI deducted. You can reduce the tax by transferring it to your RRSP, and service before 1996 may allow an extra tax‑free transfer.

Yes. All earned, unused vacation pay must be paid out in every province. It's usually 4% of earnings, rising to 6% after 5 years in most provinces (after 3 years in Quebec).

Yes, but severance and pay in lieu are allocated to the weeks after you leave, which delays when EI benefits start. Apply within 4 weeks of your last day anyway.

Just cause means serious misconduct, such as theft, fraud or harassment, that justifies dismissal without notice. The bar is high. Poor performance alone rarely qualifies without clear warnings.

Gratuity = last drawn monthly wages × years of service. Each completed year, and any final part year over 6 months, earns 30 days' wages. For example, 7 years and 8 months on Rs 150,000 a month gives 8 × Rs 150,000 = Rs 1,200,000. Some employers calculate it on basic salary, so check your policy.

Generally yes, for permanent workers covered by the Standing Orders where there's no contributory provident fund, as long as you aren't dismissed for misconduct. Company policies for managerial staff may have their own minimum service requirement.

Usually not under the Standing Orders. Where an employer runs a contributory provident fund, statutory gratuity generally isn't due on top. Many employers offer both under their own policies, so check your appointment letter.

A permanent worker's employment can be ended (other than for misconduct) with one month's notice or one month's wages instead. Workers who resign are usually expected to give one month's notice too. Contracts often set longer periods for managers.

Yes. Unused annual leave is normally paid out at one day's gross wages (monthly salary ÷ 30) per day. The Factories Act and Shops & Establishments laws give 14 days a year, usually accumulating up to 28 days.

Gratuity from an approved gratuity fund is fully tax‑exempt. Gratuity under an employer scheme covering all employees is exempt up to Rs 300,000. Other gratuity is exempt up to the lower of 50% of the amount or Rs 75,000. Notice pay, leave encashment and salary are taxed as salary.

A golden handshake is taxable as salary, but you can choose to have it taxed at your average tax rate for the previous three tax years, which is often lower.

Under the Payment of Wages Act, wages of a terminated worker must be paid within two working days of termination. Gratuity and the rest of the settlement are usually paid as part of the final settlement, typically within 30 days under company policy.