This Practice Note considers when an employee is entitled to a statutory redundancy payment (sometimes referred to as a redundancy termination payment) on termination of employment. It looks at the eligibility requirements, those who are in excluded categories and the importance of the ‘relevant date’ of redundancy. It examines the meaning of dismissal and redundancy in the context of statutory redundancy pay, the mechanism for the employee to serve a counter-notice to shorten the redundancy notice period, and the employer’s right to serve a counter notice. It also considers the nature of, and how to calculate, a redundancy payment, including a week’s pay, how to claim a redundancy payment, the contracting-out provisions, and the ability to claim for consequential loss. Statutory entitlement A worker is entitled to a redundancy payment under section 135 of the Employment Rights Act 1996 (ERA 1996) when: • they are an employee (see: Is the worker an employee below) • they have been continuously employed for not less than two years at the ‘relevant date’ (see: The 'relevant date' and Period of continuous