Enhanced redundancy pay calculator
How enhanced schemes typically work
Three patterns show up in practice. First, a flat multiplier on the statutory figure (1.5x, 2x, sometimes 3x). Second, the same age-band formula but applied to your actual uncapped weekly pay rather than the £751 cap. Third, a flat number of weeks per year of service at full pay (commonly 2 or 3 weeks per year, uncapped).
Whether the enhanced top-up is contractually binding depends on the scheme document. Schemes published in a staff handbook and applied consistently can become a contractual entitlement through custom and practice. A policy explicitly marked "discretionary" is harder to enforce.
Tax interaction with the £30k threshold
The statutory amount, the enhanced top-up and any ex-gratia all stack into the same £30,000 slice under ITEPA 2003 s.401. The first £30,000 of that combined total is income-tax-free and NIC-free. Anything above is taxed as employment income in the year of receipt, with employer Class 1A NIC on the excess.
Pay In Lieu Of Notice (PILON) sits outside this £30k slice. From April 2018 the Post-Employment Notice Pay (PENP) formula in F(No.2)A 2017 s.5 forces a slice of any termination payment to be taxed as if it were notice pay, even when there is no PILON clause.
Worked example: 20 years, age 50, £900/wk, 2x enhanced
Statutory: 9 years at 41+ (1.5 wk) plus 11 years at 22-40 (1 wk) gives 24.5 weeks. Capped pay £751. Statutory total: £18,399.50. A 2x multiplier doubles this to £36,799. Net of the £30k exemption, £6,799 is taxable as earnings. Employee income tax and NIC apply at the recipient's marginal rate; employer Class 1A NIC of 15% (2026/27) applies on the same £6,799.