New Zealand has no statutory redundancy pay. This calculator computes the mandatory minimum you are always owed — outstanding wages, accrued and untaken annual leave (Holidays Act 2003), and notice pay — and lets you add any contractual redundancy from your employment agreement. Check your individual or collective agreement first: that is where any redundancy compensation lives.
This guide explains what New Zealand law requires when a role is made redundant, what you are always owed, and where contractual redundancy fits in.
New Zealand is the outlier among the five countries this calculator covers: it has NO statutory redundancy pay. Unlike Australia, the UK, and Ontario, a New Zealand employer is not legally required to pay any redundancy compensation unless it is written into the employee's individual or collective employment agreement. If your agreement is silent on redundancy, no redundancy compensation is legally owed — full stop.
What you ARE always owed, regardless of any redundancy clause: outstanding wages, payment for accrued and untaken annual leave (under the Holidays Act 2003), and notice (or pay in lieu of notice — per your employment agreement, or a "fair and reasonable" period if the agreement is silent). This calculator computes that mandatory minimum from your salary, accrued leave, and notice period.
If your employment agreement contains a redundancy clause — for example, a set number of weeks' pay per year of service — enter the weeks-per-year figure in the calculator to add the contractual redundancy to your total. If your agreement is silent, only the mandatory minimum applies. Always check your individual or collective employment agreement first; that is the single most important document for understanding your redundancy entitlements in New Zealand.
Because there is no statutory floor, redundancy in New Zealand is almost entirely a matter of contract and negotiation. The MBIE Employment Relations team and the Employment Relations Authority handle disputes. If you are being made redundant, review your agreement carefully, seek advice, and negotiate — many employers will pay some redundancy even when not strictly required to, particularly for long-serving employees.
No. Unlike Australia, the UK, and Ontario, New Zealand has NO statutory redundancy pay. An employer is not legally required to pay any redundancy compensation unless it is written into the employee's individual or collective employment agreement. If your agreement is silent on redundancy, no redundancy compensation is legally owed.
Three things are always owed regardless of any redundancy clause: outstanding wages, payment for accrued and untaken annual leave (under the Holidays Act 2003), and notice (or pay in lieu of notice — per your employment agreement, or a "fair and reasonable" period if the agreement is silent). This calculator computes that mandatory minimum.
Check your individual or collective employment agreement for a redundancy clause. Some agreements specify redundancy compensation, often expressed as a number of weeks per year of service. If your agreement contains such a clause, enter the weeks-per-year figure in the calculator to add it to your total. If your agreement is silent, only the mandatory minimum (wages, annual leave, notice) is owed.
Notice is governed by your employment agreement. If it specifies a notice period, that applies. If your agreement is silent, a "fair and reasonable" notice period applies based on length of service, seniority, and role. You can be paid in lieu of working the notice. Enter your agreed notice period in the calculator to estimate the notice pay.
No. It provides estimates of the mandatory minimum and any contractual redundancy you enter. Your actual entitlements depend on your employment agreement and individual circumstances. Confirm with the MBIE Employment Relations team or an employment lawyer before relying on this.
New Zealand has no statutory redundancy pay. This calculator computes the mandatory minimum you are always owed — outstanding wages, accrued and untaken annual leave (Holidays Act 2003), and notice pay — and lets you add any contractual redundancy from your employment agreement. Check your individual or collective agreement first: that is where any redundancy compensation lives.