Severance & Notice Pay Calculator

At least one year (365 days) with the same employer. Without this, no severance entitlement arises, so the calculator returns zero severance for shorter service. Notice pay and leave pay are subject to separate conditions.

Article 17 of the Labour Act states that benefits provided in money or measurable in money are taken into account alongside the wage when calculating compensation under that article. The standard calculation therefore uses total gross compensation. If you are unsure about your benefit figure, the advanced settings let you see the conservative base-salary-only floor as well.

The amount payable for each year of severance cannot exceed the statutory ceiling. The ceiling is updated in six-month periods and the one in force on the termination date applies. If your total monthly compensation exceeds it, the calculation is made on the ceiling.

Unlike severance, leave pay is fully taxed: social security premium, income tax and stamp duty are withheld. The Social Security Institution treats leave pay paid after termination as part of the earnings of the termination month. That is why a gross amount is shown here.

As a rule, no: an employee who resigns voluntarily is not entitled to severance pay. The exceptions are military service, retirement (or completing every retirement condition except age), a female employee resigning within one year of marriage, and resignation for just cause under article 24 of the Labour Act. Notice pay works the other way round: an employee who resigns without observing the notice period owes that amount to the employer. The calculator shows the figure; the type of termination decides whether you are entitled to it.

Severance falls due upon termination; if payment is delayed, the highest deposit interest rate applies. The limitation period is five years from the termination date for severance, notice pay and annual leave pay alike. For overtime the period is also five years, running separately for each month.

The burden of proof is on the employee. Payroll records, clock-in/clock-out logs, workplace correspondence and witness statements are used. If a signed payslip shows overtime accrued, it can only be rebutted with written evidence. Courts routinely apply an equitable reduction to calculations based on witness statements, so treat the figure here as an upper bound.