Ill Health Payment Dismissal Calculator

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Ill Health Dismissal Payment Calculator | Free UK Tool
🇬🇧 Employment Law · UK

Ill Health Dismissal Payment Calculator

Estimate your statutory and contractual entitlements when dismissed due to ill health or long-term sickness — including redundancy pay, notice pay, and holiday pay.

⚖️ UK employment law 2024/25
💷 Statutory & enhanced pay
📋 Notice & holiday pay included
🏥 SSP & contractual sick pay
£643
Max weekly pay cap
2024/25 statutory rate
2yrs
Min. service needed
For redundancy pay
£19,290
Max redundancy pay
Statutory cap 2024/25
100%
Free to use
No sign-up needed
Free Tool

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

Employment details
years
years

Only complete years count. E.g. 8 years 9 months = 8 years.

£

If paid monthly: divide annual salary by 52. Capped at £643/week for statutory purposes.

Workers on zero-hours contracts may have reduced entitlements.

Notice period
weeks

Check your contract. Statutory minimum is 1 week per year of service (max 12 weeks).

Holiday & sick pay
days

Include bank holidays if they’re part of your entitlement.

£

Usually weekly pay ÷ 5. Used to calculate holiday pay owed.

Enhanced payments

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.

Know Your Rights

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 £643), and years of service — up to a maximum of £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.

Reference

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 £643.

Age at dismissal Pay per year of service Example (5 years)
Under 22 ½ week’s pay per year 2.5 weeks’ pay
22 to 40 1 week’s pay per year 5 weeks’ pay
41 and over 1½ weeks’ pay per year 7.5 weeks’ pay

Maximum 20 years of service counts. Weekly pay capped at £643. Maximum total statutory redundancy pay: £19,290.

Our Promise

Accurate figures you can rely on

Our calculator uses the 2024/25 statutory rates set by the UK government — including the £643 weekly pay cap and the maximum 20-year service limit — 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.

  • ✓2024/25 statutory rates — £643/week cap applied
  • ✓Age-banded redundancy multipliers correctly calculated
  • ✓Statutory vs contractual notice compared automatically
  • ✓Holiday pay, SSP, and enhanced payments included
  • ✓No data stored — all calculations run in your browser
  • ✓Clear disclaimer — we recommend professional advice for your case
Help & Info

Ill health dismissal FAQs

Can I be dismissed for ill health in the UK?
Yes, but only if your employer follows a fair procedure. Under the Employment Rights Act 1996, capability — including ill health — is a potentially fair reason for dismissal. However, the employer must make reasonable adjustments, consider alternative roles, obtain medical evidence, consult with you, and follow a proper process. Dismissal without this process may be unfair and you may be able to claim at an employment tribunal.
It depends. Ill health dismissal is not technically redundancy — it’s a capability dismissal. However, many employers offer statutory or enhanced redundancy-equivalent payments as part of ill health dismissal packages. You may also be entitled to statutory redundancy pay if your role has genuinely disappeared. You need at least 2 years’ continuous service to qualify for statutory redundancy pay.
The statutory minimum notice is 1 week per year of continuous service, up to a maximum of 12 weeks. Your contractual notice may be longer — whichever is greater applies. If you were on sick leave during your notice period, you’re still entitled to be paid. If your employer doesn’t give proper notice, this becomes wrongful dismissal and you’re entitled to payment in lieu of notice (PILON).
Yes, if you have at least 2 years’ continuous service and your employer did not follow a fair procedure. You must make a claim to an Employment Tribunal within 3 months (less one day) of the date of dismissal. If your ill health constitutes a disability under the Equality Act 2010, you may also have a discrimination claim regardless of length of service — and there is no cap on disability discrimination awards.
Potentially yes. If you receive a lump sum payment over £16,000, it may affect your entitlement to means-tested benefits like Universal Credit. Statutory redundancy payments up to £30,000 are tax-free. Payments in lieu of notice are subject to income tax and National Insurance. We recommend contacting the DWP or Citizens Advice before accepting any settlement to understand the full impact on your benefits.
First, submit a formal grievance or appeal through your employer’s internal process. If unresolved, contact ACAS (0300 123 1100) for free early conciliation before making an Employment Tribunal claim. You must contact ACAS before you can lodge a tribunal claim. Time limits are strict — act quickly. Citizens Advice and employment solicitors (many offer free initial consultations) can help you assess your position.
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