Redundancy Pay

Yes - but it may be packaged differently. A settlement agreement often combines statutory redundancy pay, notice pay, and other elements into a single lump sum. You still have the right to the minimum legal amount, but it’s important to check whether the deal reflects your full entitlement - which you can test using our redundancy pay calculator.

Yes. If you were selected unfairly or your employer didn’t follow the right process, you may have a claim for unfair dismissal - even if you’ve received redundancy pay. Our redundancy solicitors will review how your redundancy was handled and advise on whether you have grounds to challenge it.

The first £30,000 of genuine redundancy pay is usually tax-free, as long as it isn’t made in return for work or contractual obligations. However, notice pay, bonuses and other contractual sums are typically subject to tax and National Insurance. Our redundancy solicitors will review your agreement and help ensure your package is structured in the most tax-efficient way.

Mistakes in redundancy pay are surprisingly common - especially when service dates, bonus entitlements or contractual terms are overlooked. If the figures don’t make sense, haven’t been explained, or dont match what you´ve found in our redundancy pay calculator, ask for a breakdown. One of our redundancy solicitors can review the numbers, check them against your legal entitlements and help you challenge or renegotiate if needed.

You should normally receive your statutory redundancy pay and other final payments on or shortly after your final working day. If there’s a settlement agreement, the timing may be set out in the contract. Delays can cause financial pressure, so if your employer hasn’t paid you in full or on time, we can take steps to recover what you’re owed.

If you’ve been with your employer for less than two years, you won’t usually qualify for statutory redundancy pay. However, you may still be entitled to notice pay, holiday pay, or contractual redundancy terms, depending on your contract. If you’re unsure, we can review your offer and explain what you’re legally owed.

That depends on your contract, bonus scheme rules and timing. You may lose some entitlements unless the agreement or policy says otherwise. In senior roles, these issues can significantly impact the value of your exit. We’ll review the terms, assess your rights and negotiate where possible to secure what you’re owed.

Statutory redundancy pay is the legal minimum set by the government. Enhanced redundancy pay is anything above that - offered by some employers through your employment contract, staff handbook or discretionary policies. Senior executives or long-serving employees are more likely to receive enhanced packages. We’ll help you understand the difference and whether your offer is fair. You can also check the statutory amount using the redundancy pay calculator on this page.