Blog about employment law and more | Arbeidsjurist Eindhoven

Werknemer bespreekt ontslag bij een reorganisatie met een arbeidsjurist in Eindhoven

Redundancy during a reorganisation in Eindhoven: what are your rights?

Made redundant during a reorganisation in Eindhoven? Read about your rights: from the mirroring principle to severance pay and unemployment benefits.

Studiekostenbeding vaststellingsovereenkomst laten vervallen in Eindhoven – arbeidsjurist Eindhoven

When calculating redundancy pay, can your employer deduct training costs?

Can your employer deduct training costs when calculating a transition payment? Read which rules apply and when deductions are allowed or not.

Herplaatsingsplicht bij reorganisatie wat mag je als werknemer verwachten – arbeidsjurist Eindhoven

Redundancy pay for older employees facing dismissal in Eindhoven

What is the height of the transition payment for older employees in 2026? Read what has changed, how to calculate what you will receive and what additional options there are.

Getuigschrift eisen bij een vaststellingsovereenkomst in Eindhoven – arbeidsjurist Eindhoven

To calculate redundancy pay for part-time work, you'll generally follow the same principles as for full-time employees, but the amount will be based on your part-time pay. Here's a breakdown of how it's usually calculated: 1. Eligibility: Length of Service: You typically need to have worked for the employer for at least two years continuously to be eligible for statutory redundancy pay. Employment Status: Redundancy pay applies to employees, not usually to self-employed contractors. 2. Statutory Redundancy Pay Calculation: Statutory redundancy pay is calculated based on: Age: Different rates apply depending on your age band. Length of Service: Maximum of 20 years is counted. Weekly Pay: This is capped by a statutory limit. The Formula: After you've established eligibility, the calculation is as follows, with the rates usually updated annually by the government: 12 weeks' pay for each complete year of service where you were aged 18 to 21. 20 weeks' pay for each complete year of service where you were aged 22 to 40. 30 weeks' pay for each complete year of service where you were aged 41 or older. Important Considerations for Part-Time Work: Weekly Pay: This is the crucial part for part-time workers. Your "weekly pay" is usually calculated by averaging your earnings over a specific period (often the 12 weeks before you were given notice). If your hours or pay fluctuate, they'll take an average. If you're paid weekly, it's your actual weekly pay. If you're paid monthly, they'll divide your monthly pay by the number of weeks in that month (usually 52.14 weeks in a year and then divide by 12). The Cap: There's a maximum amount that statutory redundancy pay can be, known as the "statutory cap" or "weekly pay limit." This limit is updated annually. If your average weekly pay is above this cap, your redundancy pay will be capped at this amount multiplied by the relevant number of weeks. Example: Let's say: You've worked part-time for 5 years. You're aged 30. Your average weekly pay is £200. The statutory weekly pay limit is £643 (this is an example figure, always check the current rate). 1. Years of Service: 5 years. 2. Age Band: 22-40, so you get 20 weeks' pay per year of service. 3. Calculation: 5 years 20 weeks/year = 100 weeks' pay. 4. Apply Weekly Pay: 100 weeks £200/week = £20,000. 5. Check against Cap: Since £20,000 is well below the potential maximum you could receive given the weekly pay limit, this would be your statutory redundancy pay. If your average weekly pay was, for example, £800, the calculation would be: 1. Calculation using your pay: 100 weeks £800/week = £80,000. 2. Apply the Cap: If the weekly pay limit is £643, then your statutory redundancy pay would be capped at 100 weeks £643/week = £64,300. 3. Contractual Redundancy Pay: Check your employment contract or any company policies. Many employers offer more than the statutory minimum. If your contract specifies a different calculation or a higher amount, you are usually entitled to that. 4. Notice Period: In addition to redundancy pay, you are entitled to a notice period. This is usually statutory (one week after one month's service, rising to one week for each year of service up to a maximum of 12 weeks after 12 years of service) or longer if specified in your contract. You might work through your notice or be paid in lieu of notice. Where to Get Definitive Information: GOV.UK: This is the official government website for the UK and provides the most up-to-date figures and detailed guidance on redundancy pay. Look for information on "statutory redundancy pay." ACAS (Advisory, Conciliation and Arbitration Service): ACAS provides free and impartial advice on employment rights and disputes. They have excellent resources on their website. Your Employment Contract and Company Handbook: Always refer to these documents as they may offer more favourable terms. In summary, for part-time work, the core principles remain the same. The key difference is how your average weekly pay is calculated, which will then be multiplied by the weeks' pay you are entitled to based on your age and length of service, subject to the statutory cap.

Are you working part-time and being made redundant? Read how to correctly calculate your redundancy pay for part-time work and which salary components count in 2026.