Ill Health Dismissal Payment Calculator
Estimate your statutory and contractual entitlements when dismissed due to ill health or long-term sickness β including redundancy pay, notice pay, and holiday pay.
Calculate your ill health dismissal payments
Enter your employment details below. We’ll calculate your statutory redundancy pay, notice pay, accrued holiday pay, and sick pay entitlements.
Your employment details
All fields are used to calculate your entitlements
Only complete years count. E.g. 8 years 9 months = 8 years.
If paid monthly: divide annual salary by 52. Capped at Β£643/week for statutory purposes.
Workers on zero-hours contracts may have reduced entitlements.
Check your contract. Statutory minimum is 1 week per year of service (max 12 weeks).
Include bank holidays if they’re part of your entitlement.
Usually weekly pay Γ· 5. Used to calculate holiday pay owed.
Your Payment Estimate
Based on 2024/25 statutory rates
Fill in your employment details and click Calculate to see your estimated dismissal payments, broken down by type.
What you may be entitled to
When dismissed due to ill health in the UK, you may have several different types of financial entitlement depending on your length of service and contract.
Statutory Redundancy Pay
If dismissed due to ill health after 2+ years of service, you may be entitled to statutory redundancy pay based on age, weekly pay (capped at Β£643), and years of service β up to a maximum of Β£19,290.
Notice Pay
You’re entitled to your contractual notice period or the statutory minimum (1 week per year of service, up to 12 weeks), whichever is greater. If not worked, this becomes payment in lieu of notice (PILON).
Accrued Holiday Pay
Any unused annual leave at the date of dismissal must be paid out. This includes statutory minimum leave (28 days for full-time workers) and any additional contractual holiday entitlement.
Sick Pay Entitlement
If you were on sick leave before dismissal, you’re entitled to SSP for up to 28 weeks, or contractual sick pay if your employer offers it. Outstanding sick pay must be settled at dismissal.
Statutory redundancy pay rates 2024/25
Statutory redundancy pay is calculated using a multiplier based on your age at the time of dismissal. Weekly pay is capped at Β£643.
| Age at dismissal | Pay per year of service | Example (5 years) |
|---|---|---|
| Under 22 | Β½ week’s pay per year | 2.5 weeks’ pay |
| 22 to 40 | 1 week’s pay per year | 5 weeks’ pay |
| 41 and over | 1Β½ weeks’ pay per year | 7.5 weeks’ pay |
Maximum 20 years of service counts. Weekly pay capped at Β£643. Maximum total statutory redundancy pay: Β£19,290.
Accurate figures you can rely on
Our calculator uses the 2024/25 statutory rates set by the UK government β including the Β£643 weekly pay cap and the maximum 20-year service limit β to give you the most accurate estimate possible.
We don’t simplify away the details. Age multipliers, notice entitlement rules, and holiday pay calculations are all applied correctly.
- β2024/25 statutory rates β Β£643/week cap applied
- βAge-banded redundancy multipliers correctly calculated
- βStatutory vs contractual notice compared automatically
- βHoliday pay, SSP, and enhanced payments included
- βNo data stored β all calculations run in your browser
- βClear disclaimer β we recommend professional advice for your case
Ill health dismissal FAQs
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