When facing redundancy, knowing your correct notice period is crucial for financial planning. Your entitlement depends on your length of service and what your employment contract says. This calculator guide helps you determine exactly how much notice you're owed - and what to do if your employer tries to shortchange you. Richard O'Shea Solicitor ensures you receive your full notice entitlements.
Statutory Minimum Notice Table
Under the Minimum Notice and Terms of Employment Acts 1973-2005, all employees are entitled to minimum statutory notice based on continuous service:
| Length of Service | Statutory Minimum Notice |
|---|---|
| 13 weeks to 2 years | 1 week |
| 2 years to 5 years | 2 weeks |
| 5 years to 10 years | 4 weeks |
| 10 years to 15 years | 6 weeks |
| 15 years or more | 8 weeks |
⚠️ These Are Minimums Only
Your employment contract may provide longer notice periods. You're entitled to whichever is greater - statutory minimum or contractual notice.
Contractual Notice Periods
Most employment contracts specify notice periods exceeding statutory minimums:
- Standard roles: 1 month notice typical
- Senior positions: 3-6 months common
- Executive contracts: 6-12 months possible
- Rolling periods: Some contracts increase notice with service
Richard O'Shea Solicitor reviews your contract to identify your correct entitlement - many employees don't realize their contractual notice exceeds statutory minimums.
Quick Calculation Examples
Example 1: Short Service
Situation: 18 months service, contract says "1 month notice"
Calculation:
- Statutory minimum: 1 week (13 weeks to 2 years service)
- Contractual notice: 1 month (4 weeks)
- You're entitled to: 1 month (contractual is greater)
Example 2: Long Service, Standard Contract
Situation: 12 years service, contract says "1 month notice"
Calculation:
- Statutory minimum: 6 weeks (10-15 years service)
- Contractual notice: 1 month (4 weeks)
- You're entitled to: 6 weeks (statutory is greater)
Example 3: Senior Role
Situation: 7 years service, contract says "3 months notice"
Calculation:
- Statutory minimum: 4 weeks (5-10 years service)
- Contractual notice: 3 months (12 weeks)
- You're entitled to: 3 months (contractual is greater)
Payment in Lieu of Notice (PILON)
Rather than working notice, your employer may pay you in lieu - meaning employment ends immediately but you receive payment equivalent to notice period earnings.
PILON Should Include:
- Basic salary for notice period
- Contractual bonuses due during notice
- Commission payments
- Employer pension contributions
- Value of benefits (car allowance, health insurance)
Many employers incorrectly calculate PILON as basic salary only. Richard O'Shea Solicitor ensures comprehensive calculation including all benefits.
Notice During Probation
Probationary periods have shorter notice, but statutory minimums still apply after 13 weeks:
- First 13 weeks: Often 1 week or less by mutual agreement
- After 13 weeks: Minimum 1 week statutory applies even if still on probation
- Extended probation: Same rules continue
Common Employer Mistakes
❌ Applying Only Statutory When Contract Is Better
Employer gives you 4 weeks (statutory for 5-10 years) when your contract specifies 3 months. You're entitled to 3 months.
❌ Incorrect Service Calculation
Not counting TUPE transferred service or related company service in calculating statutory notice period.
❌ PILON Missing Benefits
Payment in lieu calculated as salary only, excluding commission, bonuses, and benefits that would have accrued during notice.
Unsure About Your Notice Entitlement?
Get your notice period verified by Richard O'Shea Solicitor. We'll review your contract and ensure you receive every week you're owed.
Expert Notice Review