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Statutory Redundancy


Fixed term and specified purpose employees of UCD who have completed at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Acts 1967 – 2007, will be entitled to receive Statutory Redundancy Payment (at the end of their employment period). This page explains in detail Statutory Redundancy and How it works for departing employees. In addition, this page contains a comprehensive list of FAQs for employees and  Statutory Redundancy FAQs for Managers (pdf). 

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Statutory Redundancy

Statutory Redundancy is payable to qualifying fixed term and specified purpose employees of UCD who have at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Acts 1967 – 2007.

A genuine redundancy situation occurs when a post no longer exists and will not be directly replaced by another individual.

In deciding whether an employee has worked continuously for at least 104 weeks, the following situations will not break the continuity of service

  • Maternity leave, adoptive leave, parental or carers’ leave
  • Sick leave, annual leave
  • Agreed absence

This payment is the minimum tax free lump-sum payment to be made to a person who qualifies for a redundancy payment and is based on the pay of the employee.

All eligible employees are entitled to:

  • Two weeks' pay for every year of service over the age of 16 and
  • One further week's pay

The amount of statutory redundancy is subject to a maximum earnings limit of €600 per week. There is a Redundancy Calculator available on the Department of Social Protection Website.

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How it works

Step 1: Three months in advance of the contract end date, notification is sent from HR Resourcing to the Head of School/Unit/Principal Investigator advising them that an employee’s contract is due to end.

Step 2: If the employee is ending in the post, the Head of School/Unit/Principal Investigator must complete an End Date Notification Form (For Fixed Term & Specified Purpose Contract Employees) and return it to HR Operations for processing.

Step 3: At the end of each month, HR Operations review a report which summarises the cessation of Fixed term contracts and Specified purpose employees in the University for that period.  HR Operations will examine the employee’s employment history.  Where he/she qualifies for a Statutory Redundancy Payment, HR Operations will contact the relevant Heads of Schools/Units/Principal Investigators and if approval has been sought by them, the employee will be requested by email to sign the Declaration of payment of Statutory Redundancy and return the original signed form to HR Operations.  Once the signed form is received, this is forwarded to the Payroll Department for payment to be processed through the UCD Monthly Payroll.  


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Relevant Documents

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Ask HR

  • What is a Statutory Redundancy?
  • How are Statutory Redundancy payments calculated?
  • When is Statutory Redundancy payable?
  • How is continuous service calculated?
  • Who will contact me in relation to my entitlements?
  • If I have received a Statutory Redundancy payment, can I be re-employed by the University?
  • What supports are available to me when my fixed term or specified purpose contract is ending?
  • I have finished a Post Retirement Contract, am I entitled to receive a Statutory Redundancy payment?
  • When will I receive my Statutory Redundancy payment?
  • When will I get my P45?
  • What will happen to my pension?
  • What happens to my UCD email account?
  • What do I do with my staff card or laptop etc?
  • What should I do with a work permit or green card?

If you cannot find the information you are looking for please 'Ask HR' by completing this form below.

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