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 – 2014, will be entitled to receive Statutory Redundancy Payment (at the end of their employment period).

This page explains key details of Statutory Redundancy, who it applies to and the process by which it is implemented in UCD. In addition, this page contains a comprehensive list of FAQs for employees and managers.

Statutory Redundancy explained

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 – 2014.

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.

The Statutory Redundancy Process

  • 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 given by them, the employee will be requested by email to sign the Declaration of payment of Statutory Redundancy before scanning and returning 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.

Additional information

Frequently Asked Questions

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  • Statutory Redundancy is payable to all qualifying fixed term and specified purpose (full time and part-time) staff of UCD who have at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Acts 1967 – 2014.
  • A genuine redundancy situation occurs when a post no longer exists and will not be directly replaced by another individual.

In deciding whether a staff member 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

No, staff who are covering statutory leaves or career break are not entitled to a redundancy payment when the substantive post holder returns as the work is continuing and therefore, redundancy does not arise in this situation.

Yes. If you find a suitable alternative role, you can be re-employed by the university. Once you commence in this role at least 4 weeks after your original end date, you retain the Statutory Redundancy Payment. If you commence a new role in UCD in less than 4 weeks following your original end date, then all statutory redundancy payments will have to be returned.

  • Yes. If you have completed a post retirement contract of at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Act 1967 - 2007, then you are entitled to a statutory redundancy payment.
  • Please note, a genuine redundancy situation occurs when a post no longer exists and will not be directly replaced by another individual.

Payment & Tax issues

A Statutory Redundancy lump sum, is entirely tax-free.

What happens next?

All former staff members will be contacted 6 weeks after their leave date by the Pensions Office regarding their Pension Options; however please refer to UCD HR website pensions page for further information in the meantime.

As your IT account is linked directly to your HR record, this login ID and password are available to you for the duration of your contract in UCD. Once you leave employment of the university, your IT account will expire after a period of time.

For additional information please refer to the UCD IT services website.  

Staff must return any University property, e.g. Laptop, keys, phone, and staff ID card etc in their possession to their Head of School/Unit on their last day of work.

All staff members who required a Work Permit or Green Card as part of their employment with UCD must return the original Work Permit or Green Card to the Department of Enterprise, Trade and Innovation at the following address:

Department of Jobs, Enterprise and Innovation,

Work Permits Section,

Davitt House,

65A Adelaide Road,

Dublin 2.

Please note that all Green Cards and Work Permits are non-transferable and only applicable to a role within UCD. When a staff member ends their contract in UCD the work authorisation cannot be used for another company and must be cancelled.

For more comprehensive information in relation to Statutory Redundancy payments and other information please see the following websites: