Ill-health dismissal payment calculator
If you are dismissed because of ill health, you are owed notice pay and any holiday you have built up, but not redundancy pay. For many people the law requires full pay during the statutory notice period even if sick pay has run out.
You’ll need your contract or offer letter for the notice period, your normal weekly pay, your leave year dates and how much holiday you have taken this year.
Your result
Enter your years worked and weekly pay.
Employment Rights Act 1996. Your inputs stay in this browser.
Figures checked 25 October 2026 Reviewed by [Employment law reviewer] Sources
How it is worked out
Notice
The statutory minimum notice from an employer is one week after a month’s service, then one week for each complete year from 2 years, up to 12 weeks. You get the longer of that and your contractual notice. If your contractual notice is less than a week longer than the statutory minimum, sections 87 and 88 of the Employment Rights Act 1996 mean you are paid normally during the statutory notice even while off sick.
Holiday
Full-time workers get 5.6 weeks a year, which is 28 days for a five-day week, plus anything extra in the contract. The calculator works out the share built up so far this leave year, takes off what you have used and pays each day at your weekly pay divided by the days you work.
Holiday owed = (5.6 × days a week + extra days) × share of leave year − days taken Worked example
Sam has worked for 6 complete years, has 4 weeks’ notice in their contract and earns £500 a week. The statutory minimum is 6 weeks, which is longer, and the contract is not a week more than that, so Sam is entitled to full pay for 6 weeks: £3,000.
Sam works 5 days a week and is halfway through the leave year, so has built up 14 days and has taken 4. The other 10 days at £100 a day are worth £1,000. Total: £4,000 before tax.
What is not included
Ill-health retirement benefits from a pension scheme, permanent health insurance, holiday carried over from earlier years, and any compensation for disability discrimination or unfair dismissal. Notice pay and holiday pay are taxed as earnings.
Questions people ask
Do I get redundancy pay if I am dismissed for ill health?
No. A dismissal for ill health is a capability dismissal, not a redundancy, so there is no statutory redundancy pay. You are still owed notice pay, any unused holiday and any wages due. Some employers and pension schemes offer ill-health retirement, which is separate.
Do I get full pay during my notice if I am off sick?
Often, yes. If your contract gives you no more than one week’s notice above the statutory minimum, the law says you must be paid normally during the statutory notice period even if you are off sick and have used up your sick pay. If your contractual notice is at least a week longer than the statutory minimum, that protection does not apply and your contract decides what you are paid.
Does holiday build up while I am off sick?
Yes. Statutory holiday keeps building up during sick leave. If you could not take it because of sickness, you can carry up to 4 weeks into the next 18 months, and anything unused must be paid when you leave.
Can my employer dismiss me for being off sick?
An employer can fairly dismiss someone who cannot do their job because of ill health, but it should get medical evidence, consult you, and consider adjustments and other roles. If your condition is a disability, the Equality Act 2010 gives extra protection. If the process was unfair, see the unfair dismissal calculator and get advice.
Sources
This calculator gives general information, not legal or financial advice. A court, tribunal, the Home Office or the scheme administrator makes the actual decision. Read the disclaimer, and for advice on your own situation speak to a regulated adviser, a solicitor or Citizens Advice.