How do you calculate redundancy pay when making a payment in lieu of notice (PILON)?

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Redundancy payments are calculated based on an employee’s length of service. But what happens if an employee who is paid in lieu of notice would have completed another year’s service if he or she had worked the notice period?

Redundancy pay and length of service

The Employment Rights Act 1996 sets out the rules for calculating a statutory redundancy payment. For each complete year of service with the employer, the employee is entitled to between half a week’s pay and one and a half weeks’ pay, depending on his or her age.

The “relevant date” and PILON

The employee’s length of service must be calculated as at the “relevant date”. If the employee is dismissed with notice, this is the date on which notice of termination expires and the employment comes to an end. But the position is different if the employee is dismissed without notice, including the common scenario where a redundant employee is given a payment in lieu of notice (PILON). Where an employee is dismissed without the statutory minimum notice, the relevant date for calculating length of service is the date on which the statutory minimum notice would have expired had it been given.

Adding on the statutory minimum notice period

Employees are entitled to