When your job or income is at risk, corporate HR language leaves you second-guessing everything. Our independent calculators remove the guesswork—giving you exact statutory calculations, tax breakdowns, and the financial clarity you need to negotiate from a position of strength.
When dealing with stressful workplace exits, you do not have time to browse through complex menus. Select the statement below that best describes your position to jump directly to the right statutory tool:
Evaluate your employer settlement offer against statutory baselines, notice entitlements, and typical UK payout multiples. Benchmark fairness and calculate net take-home in 60 seconds.
Calculate statutory redundancy pay under the April 2026 statutory rates. Applies age-based multipliers (0.5x, 1.0x, 1.5x) and compares your legal floor against enhanced company packages.
Estimate potential Employment Tribunal compensation for unfair or wrongful dismissal. Calculates both the basic award and the compensatory award for past and projected future wage loss.
Driven to resign by toxic treatment, unreasonable conduct, demotion, or unaddressed grievances? Calculate your legal exit baseline and potential claim value before handing in your notice.
Stop HR deducting tax they should not. Accurately separate taxable earnings (PILON, accrued holiday) from the £30,000 tax-free termination exemption under Section 403.
Were you made redundant alongside 20 or more colleagues without the mandatory 30-day or 45-day collective consultation? Calculate your protective award claim entitlement.
Got a written agreement in front of you? Check restrictive covenants, indemnity risks, confidentiality clauses, and verify that your employer is paying the required legal fee contribution.
Working in the NHS? Calculate your contractual redundancy or Mutually Agreed Resignation Scheme (MARS) payout under Agenda for Change terms, subject to the £100,000 HM Treasury cap.
Facing job loss, redundancy, or an unexpected protected conversation is disorienting. Employers often rely on surprise, confusing terminology, and artificial urgency to rush employees into signing. Here is why you are not powerless:
An unsigned settlement agreement gives your company zero protection. Under UK law, employers cannot buy legal finality unless you voluntarily agree to sign. They are paying for risk mitigation and peace of mind. Recognizing that you hold something they require immediately shifts the power dynamic back in your favour.
HR managers often present statutory redundancy pay (£751/week cap) or standard contractual notice as a generous concession. In reality, those are the absolute bare legal minimums you are entitled to by law. Any valid settlement agreement must provide an ex-gratia premium to compensate you for forfeiting your rights to an Employment Tribunal.
Under Section 203(3) of the Employment Rights Act 1996, a settlement agreement is completely void unless you receive advice from an independent SRA-regulated solicitor. Employers standardly contribute between £500 and £1,500 + VAT towards these fees. You do not need to fight alone, and getting expert representation will not leave you out of pocket.
Employers often impose 24-hour or 48-hour deadlines to induce panic. However, paragraph 12 of the ACAS Code of Practice on Settlement Agreements stipulates that employees should be given a minimum of 10 calendar days to consider proposed terms. Rushing you can constitute improper behaviour, which forfeits the employer's "without prejudice" secrecy.
Every calculator on this platform runs pure mathematical implementations of current UK statutory legislation:
| Statutory Metric | Current Rate (2026) | Governing Legislation | Applicable Calculator |
|---|---|---|---|
| Statutory Weekly Pay Cap (GB) | £751 / week | ERA 1996 s.227 · SI 2026/310 | Redundancy Pay Calculator |
| Maximum Statutory Redundancy Pay | £22,530 (20 yrs × 1.5) | ERA 1996 s.162 | Redundancy Pay Calculator |
| Unfair Dismissal Compensatory Cap | £123,543 (or 52 wks) | ERA 1996 s.124 · SI 2026/310 | Unfair Dismissal Calculator |
| Termination Tax Exemption Floor | £30,000 tax-free | ITEPA 2003 s.403 | Tax Calculator |
| Protective Award Maximum | Up to 90 days gross pay | TULRCA 1992 s.189 | Protective Award Calculator |
| Legal Advice Funding Benchmark | £500 – £1,500 + VAT | ERA 1996 s.203 Standard Practice | Settlement Checker |
Everything you need to know about navigating your exit, statutory entitlements, and independent solicitor advice:
Start with the flagship Settlement Agreement Calculator (/calculator/). It evaluates your entire package—including statutory redundancy baseline, contractual notice pay, and ex-gratia compensation—giving you an instant fairness score and estimated net take-home figure. If you specifically need to verify contract clauses or check employer legal fee contributions, follow up with the Employment Settlement Checker.
All calculators on SettlementCheck are strictly calibrated to the April 2026 statutory rates set out in SI 2026/310: the Great Britain statutory weekly pay cap is £751 (capped at 20 years of service), the maximum unfair dismissal compensatory award is £123,543, and the termination ex-gratia tax-free allowance is £30,000 under Section 403 of the Income Tax (Earnings and Pensions) Act 2003.
Every calculator on this hub is 100% free, confidential, and anonymous. We never ask for your email address, phone number, or employer name just to see your calculation results. Your inputs are evaluated purely in your browser session.
While formal "without prejudice" or Section 111A settlement proposals can theoretically be withdrawn, statutory rights (such as statutory redundancy pay and accrued wages/notice) cannot be removed. Furthermore, employers propose settlement agreements because they want guaranteed legal finality. Walking into a conversation with accurate statutory figures allows you to negotiate calmly from objective facts rather than emotion.
Yes. Under Section 203 of the Employment Rights Act 1996, a settlement agreement is legally void and unenforceable unless you receive advice from an independent, qualified, and insured SRA-regulated solicitor. Because the employer requires a binding waiver, UK employers pay a legal fee contribution—typically £500 to £1,500 + VAT—which means the advice is usually completely free to you.
Statutory redundancy pay is the legal minimum entitlement you receive if your job disappears and you have at least 2 years continuous service. A settlement agreement is a voluntary contract where you agree not to bring employment tribunal claims in exchange for an agreed financial package (which usually includes statutory redundancy, notice pay, and an enhanced ex-gratia payment).
If an employer proposes to make 20 or more employees redundant at one establishment within 90 days, they are legally required under TULRCA 1992 s.188 to conduct collective consultation for at least 30 days (or 45 days for 100+ employees). If they fail to do so, an Employment Tribunal can award each employee up to 90 days gross actual pay as a protective award—uncapped by the £751 weekly statutory limit.
Whether you are facing redundancy, constructive dismissal, or have a draft agreement on your desk, get an exact baseline calculation before making your next move.