Settlement Agreement Calculator
Use this calculator to get a rough idea of what your settlement agreement might be worth. It calculates notice pay, statutory redundancy pay (basic award), and suggests a range of additional compensation based on your situation.
Important
These figures are illustrative only. Every case is different. The calculator gives you a starting point for understanding the components of a settlement, but it is not legal advice and not a guarantee of what you should receive. Always get proper legal advice before accepting or rejecting any offer.
Your Details
Used for statutory redundancy calculation
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How the calculator works
The calculator breaks your potential settlement into three components, which is how most settlement agreements are structured in practice.
1. Notice Pay
This is the pay you're entitled to for your contractual notice period. If your contract says 3 months' notice, that's 3 months' salary. Some agreements require you to work your notice; others pay it in lieu. Either way, it's part of the total package.
2. Statutory Redundancy Pay / Basic Award
This is calculated using the government formula based on your age, length of service, and weekly pay (capped). You get 0.5 weeks per year of service under age 22, 1 week per year aged 22-40, and 1.5 weeks per year aged 41+. Maximum 20 years count. This is the floor — the minimum you should expect in most situations.
3. Additional Compensation
This is the negotiable element. It depends on your circumstances: the strength of any potential claims, whether your employer followed proper procedures, how urgently they want the matter resolved, and how good the negotiation is. We suggest a range of 1-6 months depending on your situation, but every case is different.
What affects the actual figure?
Strength of your legal claims. Do you have a credible Tribunal case? Discrimination and whistleblowing claims attract higher settlements because the employer's exposure is greater.
Procedural issues. Did your employer follow a fair process? Shortcuts and failures strengthen your position.
Your length of service. Longer service generally means higher statutory entitlements and more leverage.
Your employer's appetite for risk. Some employers will pay more to avoid Tribunal; others will take a harder line.
Timing. If your employer needs this resolved quickly, that can improve the offer.
Quality of the negotiation. Having a solicitor negotiate on your behalf usually results in a better outcome.
Get proper advice on your offer
This calculator gives you a starting point, but it's no substitute for a solicitor reviewing your actual agreement. I can assess whether your offer is fair, identify any claims you might not be aware of, and advise on whether there's room to negotiate. Get in touch with your agreement and I'll give you a clear, honest assessment.