The short answer is the one most pages avoid giving: there is no separate Scottish statutory redundancy scheme. Employment law is reserved, so the Employment Rights Act 1996 applies across Great Britain and a redundancy in Glasgow is computed exactly as one in Manchester. That is worth stating plainly, because the assumption that Scotland must have its own rates sends people looking for a figure that does not exist.
The same statute, the same formula
Section 162 of the Employment Rights Act 1996 governs the amount of a redundancy payment throughout Great Britain. GOV.UK sets out the same entitlement without a Scottish variant: half a week's pay for each full year under 22, one week for each full year from 22 to 40, one and a half weeks for each full year from 41, with length of service capped at 20 years and the weekly figure being the average over the 12 weeks before notice. None of that is devolved and none of it changes at the border.
The caps are the same too
The statutory limits are set for Great Britain as a whole. GOV.UK gives them for a redundancy on or after 6 April 2026 as a weekly pay cap of 751 pounds and a maximum statutory redundancy payment of 22,530 pounds. A Scottish employee with the same service and the same earnings reaches the same number as an English one, and a calculator that offers a separate Scottish rate is either wrong or is quietly describing an employer's own scheme rather than the statutory one.
What actually is different in Scotland
Two things, and neither changes the sum. The tribunal system is administratively separate, with employment tribunals sitting in Scotland under their own presidency, so where a dispute goes differs even though the law applied is identical. And Scots law differs materially in areas that surround an exit rather than compute it, notably contract interpretation and the law on restrictive covenants. If you are checking a redundancy figure, neither of those touches your arithmetic.
Northern Ireland is the genuine exception
The distinction people are reaching for when they search for a Scottish calculator is real, but it applies to Northern Ireland rather than Scotland. Northern Ireland has its own employment legislation and its own statutory limits, set separately from the Great Britain figures, so a redundancy there is computed under different instruments. This site publishes the Great Britain rules, which cover England, Wales and Scotland.
Questions people ask about redundancy calculator Scotland
Is redundancy pay different in Scotland?
No. Employment law is reserved, so the Employment Rights Act 1996 formula, the age bands, the 20 year service cap and the statutory weekly cap all apply in Scotland exactly as they do in England and Wales.
So why do people search for a Scottish redundancy calculator?
Because a great deal of law genuinely is devolved, from property to succession, and it is a reasonable assumption that redundancy would be too. It is not, and knowing that saves looking for a rate that does not exist.
Does the six month deadline apply in Scotland?
Yes. Section 164 of the Employment Rights Act 1996 applies throughout Great Britain, so the period of six months beginning with the relevant date runs the same way, and the same actions stop it.