Cengolio · Tools · Redundancy & severance
One dismissal. Two severance regimes.
England has a statutory entitlement and caps it hard. Germany has none at all, and the offer formula it does have usually pays more. Enter age, completed years of service and gross monthly pay: the English statutory figure and the German § 1a offer appear side by side.
These are the statutory formulae, not an assessment of any dismissal. The English figure presupposes a genuine redundancy and two years’ continuous service, s. 155 ERA 1996; a week’s pay is itself a defined term, ss. 221–229. The German formula is an offer the employer can attach to an operational dismissal, § 1a KSchG; it presupposes the KSchG applies at all, six months’ service and more than ten employees, and a period of more than six months rounds up to a full year.
Neither figure is the ceiling of what is actually paid. English contracts and policies top the statutory sum up; German severance is mostly negotiated, in a Sozialplan or against the litigation risk, and a court-ordered Abfindung runs on its own caps, § 10 KSchG.