Redundancy Calculator Online

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About the Redundancy Calculator

Purpose
Disclaimer
Other Sources of Information
How to use the Redundancy Calculator
Explanatory Notes on Redundancy Calculator Headings
Messages that may appear on screen

Purpose

This facility allows the user to calculate a statutory redundancy entitlement for a qualified employee, who has been dismissed because of redundancy.

Disclaimer

This facility does not purport to give a legal entitlement to any statutory redundancy amount.

Other Sources of Information

To request Redundancy Forms or a copy of the Guide to the Redundancy Payments Scheme contact NERA’s Employment Rights Information Service.
To view the Redundancy Payments Website visit: www.entemp.ie/employment/redundancy

How to use the Redundancy Calculator

To calculate an employee’s statutory redundancy lump sum entitlement, insert all the relevant details of the employment on the calculator.
All dates should be entered on this screen using a numerical format of dd/mm/yyyy, similar to 31/12/1999.
When recording Breaks In Service, insert the “Start” and “End” date of any breaks in the From and To fields, and select the reason for the Break In Service. The system will calculate the appropriate reckonable service and non-reckonable service.
If any recorded period of Break In Service has to be amended, click on the relevant period, make the changes and then click on Calculate.
To add any extra Breaks In Service click in the "Add Breaks" button and select the amount of extra periods that are required.
Click on the Breaks In Service help icon for further information
Having recorded all employment details, click on return, and then Calculate. The employee’s entitlement will now load and display. If you then click on Create PDF for Printing you can print the result. This button will only be available after the calculation has been performed. Please note that Adobe Acrobat Reader is required in order to print reports from the calculator.
To edit a calculation from the screen, click on “Edit Criteria”. Proceed then with another calculation, if desired.

Explanatory Notes on Redundancy Calculator Headings

Under 41 Years of Age - 41 Years and over

If the date of notice entered is before the 25^th May 2003, the calculator will show service under and over 41. However, if the date of notice is on or after the 25^th May 2003, the calculator aggregates all service and two weeks statutory redundancy pay, plus a bonus week, all subject to the prevailing ceiling on gross weekly pay, is shown in the output field.

Date of Birth

Employee should be between the ages of 16 and Old Age Pension Age, which at present is 66 years of age. Employees who have reached 66 years of age and whose date of termination is on or after the 8^th of May 2007 are now eligible for a redundancy payment under the Redundancy Payments Acts1967-2007.

Commencement Date

This is the date that the employment commenced.

Date of Notice

This date is the date on which notice of proposed dismissal was given. This notice must be given in writing at least two weeks before the dismissal is due to take effect. Part A of Form RP50 can be used for this purpose.

Termination Date

This is the date that the dismissal is due to take effect.

Where an employee accepts payment in lieu of notice, the date of termination is deemed to be the date on which notice if given would have expired.

Weekly Pay

When calculating a week’s pay, any other payment normally received by the employee, such as Average Regular Overtime and Benefit in Kind, should be added to the Gross Weekly Wage. This total is then subject to a Wage Ceiling, which is currently €600.00.

Wage Ceiling

With effect from 1^st January 2005 the ceiling is €600.00 per week or €31,200 per annum. This ceiling will apply when calculating the statutory redundancy entitlement for an employee who is given notice of redundancy on or after that date. The ceiling will be displayed automatically on the calculator.

Breaks In Service

Certain absences from work will not be allowed as reckonable service and is excluded when calculating a statutory redundancy entitlement.

The full dates of the break should be inserted in the calculator. The calculator will automatically adjust the breaks in service to take account of the following:

If Notice is given before 10^th April, 2005 the following will apply:

Lay Off:	Any lay-off which occurred is deemed non reckonable.
Occupational Illness:	If an occupational illness occurred, the portion of an absence *in excess* of 52 consecutive weeks because of an occupational accident or disease is deemed non reckonable service.
Ordinary Illness:	If an ordinary illness occurred, the portion of an absence *in excess* of 26 consecutive weeks because of illness, including injury is deemed as non reckonable service.
Maternity Leave:	If any maternity leave in excess of 18 weeks under the Maternity Protection Acts, 1994 to 2004 (as amended) was taken, it is deemed as non reckonable service.
Parental Leave	If any parental leave in excess of 14 weeks under the Parental Leave Act 1998 was taken, it is deemed as non reckonable service.
Adoptive Leave	If any adoptive leave in excess of 16 weeks under the Adoptive Leave Act 1995 (as amended) is deemed as non reckonable service.
Strike:	All absences due to strikes that occurred are deemed as non reckonable service.
Leave Authorised By The Employer	Any absences in excess of 13 weeks in any 52 week period not mentioned above but authorised by the employer is deemed as non reckonable service
Carers Leave	First 65 Weeks taken under the Carers Leave Act, 2001 is deemed reckonable.
Force Majeure Leave	All Force Majeure Leave under the Parental Leave Act 1998 is deemed reckonable
Reserve Defence Forces	Any time spent with the Reserve Defence Forces is deemed reckonable.

If Notice is given after 10^th April, 2005 the following will apply:

Lay Off:	Any lay-off which occurred within the last 3 years is deemed non reckonable.
Occupational Illness:	If an occupational illness occurred within the last 3 years, the portion of an absence *in excess* of 52 consecutive weeks because of an occupational accident or disease is deemed non reckonable service.
Ordinary Illness:	If an ordinary illness occurred within the last 3 years, the portion of an absence *in excess* of 26 consecutive weeks because of illness, including injury is deemed as non reckonable service.
Maternity Leave:	All maternity leave including the further 16 weeks allowed under the Maternity Protection Acts, 1994 to 2004 (as amended) which was taken within the last 3 years, is deemed as reckonable.
Parental Leave	All 14 weeks Parental leave under the Parental Leave Act 1998 taken within the last 3 years, is deemed reckonable.
Adoptive Leave	All 24 weeks Adoptive leave including the additional adoptive leave of 16 weeks under the Adoptive Leave Act 1995 (as amended) taken within the last 3 years is deemed as reckonable.
Strike:	All absences due to strike that occurred within the last 3 years are deemed as non reckonable service.
Leave Authorised By The Employer	Any absences not mentioned above but authorised by the employer within the last 3 years are fully reckonable for redundancy calculation purposes.
Carers Leave	Careers Leave up to a maximum period of 104 Weeks taken under the Carers Leave Act, 2001 is deemed reckonable within the last 3 years.
Force Majeure Leave	All Force Majeure Leave under the Parental Leave Act 1998 is deemed reckonable
Reserve Defence Forces	Any time spent with the Reserve Defence Forces is deemed reckonable taken within the last 3 years.

Note: In respect of all redundancies notified on or after 10^th April, 2005, Breaks In Service applies only to the three years ending on the date of Termination of Employment.

The full dates of the breaks should be inserted into the calculator, which will then deduct the appropriate amount of Non Reckonable Service.

Messages that may appear on screen

"Indicators”

The indicators are display fields only and cannot be updated manually. A tick (√) will be automatically shown at the appropriate indicator, should the calculation have one of the following:

Insufficient Notice:

Notice must be given at least two weeks before the date of termination.

Service before Min. Age:

The calculator will automatically deduct any portion of the employment that was prior to the employee’s 16^th Birthday.

Less than Required Min. Service:

Where an employee has less than the required 104 weeks continuous service, the calculator will not display an entitlement.

Term. Date above Max. Date:

Where an employee is 66 years of age or over at the date of termination and that date is before the 8^th May 2007, the calculator will not display an entitlement.

Note - Employees who have reached 66 years of age and whose date of termination is on or after the 8^th of May 2007 are now eligible for a redundancy payment under the Redundancy Payments Act 1967-2007.

Last modified: 29/10/2009

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