CareerToolly

Statutory Lab Report // 2026.06

The 2026 Global Statutory Severance Manual

By the CareerToolly Statutory Lab | Last Updated: April 27, 2026

Editorial redundancy review documentation with official legal papers and a fountain pen
Source: CareerToolly Statutory Lab // 2026.06

Definitive redundancy rights, updated April 2026 statutory caps, and multi-jurisdictional payout formulas.

1. United Kingdom (Mainland)

0.5 to 1.5 weeks per year of service.

  • Statutory Cap: Effective April 6, 2026, the week’s pay cap is £751.
  • Max Payout: Capped at £22,530 for 20 years of service.
  • New Law: The Employment Rights Act 2025 has abolished the 3-day waiting period for SSP and strengthened day-one rights.

Jurisdiction: UK // Compliance Node 2026

2. United Kingdom (Northern Ireland)

Higher statutory limits than the UK mainland.

  • Statutory Cap: Increased to £783 per week as of April 2026.
  • Max Statutory Payout: £23,490.
  • Note: Northern Ireland maintains a separate index-linked schedule for employment awards.

Jurisdiction: UK-NI // Compliance Node 2026

3. Republic of Ireland

2 weeks' pay per year + 1 'bonus' week.

  • Weekly Cap: Statutory pay is capped at €600 per week.
  • Tax Status: Statutory redundancy is 100% tax-free in Ireland.
  • Eligibility: Requires 104 weeks of continuous service.

Jurisdiction: IRELAND // Compliance Node 2026

4. Australia (NES)

4 to 16 weeks based on continuous service.

  • Tax-Free Limit: $13,100 + $6,552 per year of service (2026 ATO rate).
  • Small Business: Employers with <15 staff are generally exempt from statutory redundancy pay.
  • Redundancy must be 'Genuine' to qualify for concessional tax treatment.

Jurisdiction: AUSTRALIA // Compliance Node 2026

5. USA (Federal & State)

WARN Act notice + State-level wage protections.

  • WARN Act: 60-day notice for layoffs of 50+ employees (33% of workforce).
  • California: Penalties include back pay and medical expenses for notice violations.
  • PTO Payout: CA and NY mandate payout of accrued vacation as wages at termination.

Jurisdiction: USA // Compliance Node 2026

6. Canada (Ontario)

1 week/year (notice) + 1 week/year (severance).

  • Severance Eligibility: Applies if employer payroll is $2.5M+ and tenure is 5+ years.
  • Common Law: 'Reasonable Notice' often entitles employees to 1 month per year.
  • The ESA is a floor, not a ceiling.

Jurisdiction: ONTARIO // Compliance Node 2026

7. Canada (British Columbia)

1 week (3mo) to 8 weeks (8yr) notice or pay.

  • Final Pay: Employer-initiated termination wages must be paid within 48 hours.
  • Notice vs Pay: Employers can provide working notice, pay in lieu, or a combination.
  • BC courts frequently award 2-24 months under Common Law for senior roles.

Jurisdiction: BC // Compliance Node 2026

8. Singapore (MOM)

2 weeks to 1 month salary per year of service.

  • Retirement Age: Increases to 64 on July 1, 2026.
  • EAP: If re-employment is not possible, an Employment Assistance Payment of up to $8,500 is norm.
  • Notice: Salary in Lieu is mandatory if the notice period is not served.

Jurisdiction: SINGAPORE // Compliance Node 2026

9. New Zealand

Contract-driven with strict 'Fair Process' requirements.

  • High Earners: As of 2026, those earning $200k+ cannot raise unjustified dismissal grievances.
  • Fair Process: Redundancy must be 'Substantively Justifiable' and 'Procedurally Fair'.
  • Notice: Must match the employment agreement; no automatic statutory compensation.

Jurisdiction: NZ // Compliance Node 2026