Final Pay Calculator UK
Estimate your UK final pay. Enter your salary, days outstanding, unused holiday, and notice situation to see a full breakdown of what your final payslip should include.
Final Pay Inputs
Pay Breakdown
| Item | Calculation | Amount |
|---|---|---|
| Wages owed | Enter salary and days worked above | - |
| Accrued holiday pay | Enter unused holiday days above | - |
| Notice pay | Enter service years and notice situation above | - |
| Deductions | Loans / advances | - |
| Total Final Pay | Wages + Holiday + Notice − Deductions | - |
Scenario Analysis
| Scenario | Notice Pay | Estimated Total |
|---|---|---|
| Your current estimate | - | - |
| If notice pay is outstanding | - | - |
| Plus 5 extra unused holiday days | - | - |
Final Pay Timeline
Employment endsYour last working day, dismissal notice, or end of notice period.
Employer calculates final payWages owed, holiday pay, notice pay and any deductions are assessed.
Final payslip issuedShould arrive no later than your next regular payday after leaving.
Check the payslip carefullyCompare against your contract, holiday records, and this estimate.
Raise any dispute promptlyContact your employer in writing, then ACAS or Citizens Advice if needed. Time limits apply.
What Is Final Pay?
Final pay is the last payment you receive from your employer when employment ends. It covers any money owed from the date of your last payslip to your last day, and may also include notice pay if it was not paid during a working notice period. Final pay is separate from any settlement agreement or ex-gratia payments that might be agreed in addition.
What Should Be Included in Final Pay?
A complete final pay should include outstanding wages for days worked, accrued but unused holiday pay, notice pay or payment in lieu of notice where applicable, and statutory redundancy pay if the ending is due to redundancy. Contractual bonuses or commission that have accrued may also be payable. Lawful deductions for loans or overpayments may reduce the final amount.
Holiday Pay When Leaving a Job
UK workers have a statutory right to 5.6 weeks of paid holiday per year. When employment ends, any accrued but unused holiday must be paid. The daily rate is typically annual salary divided by 260 working days. If you have taken more holiday than you have accrued, the employer may deduct the difference, but only where the contract permits this in writing.
Notice Pay Rules in the UK
UK law requires employers to give at least statutory minimum notice: one week after one month of service, then one additional week per full year of service up to 12 weeks maximum. Your contract may give a longer notice period. If the contract contains a PILON clause, the employer may pay the notice value instead of requiring work. Without either notice worked or payment made, notice pay may be recoverable through ACAS or an Employment Tribunal.
When Should Final Pay Be Paid?
Employers are expected to pay final pay on or before the next regular payday after employment ends. Some contracts specify exact terms, such as payment on the last working day or within a set number of days. Withholding final pay unlawfully can lead to a wage deduction claim at the Employment Tribunal. If final pay is late, raise it in writing with your employer before escalating.
Common Mistakes on Final Payslips
Common errors include failing to include all accrued holiday pay, not paying the correct notice entitlement, applying incorrect daily rate calculations, making deductions not authorised by the contract, or covering the wrong period. Always compare your final payslip to your start date, contract terms, and holiday records before accepting it as correct. Keep copies of all payslips, your contract, and any correspondence about your leaving date.
Frequently Asked Questions
What is final pay in the UK?
Final pay is the last payment from your employer when employment ends. It typically includes wages owed, accrued holiday pay, notice pay if applicable, and redundancy pay where relevant.
What should be included in my final pay?
Outstanding wages for days worked, accrued holiday pay, notice pay or payment in lieu of notice, statutory redundancy pay if applicable, and any contractual entitlements. Lawful deductions for loans or overpayments may also apply.
When should I receive my final pay?
By your next regular payday after employment ends. Some contracts specify an earlier date. Late or withheld pay may constitute an unlawful wage deduction, which can be raised with ACAS or the Employment Tribunal.
How is holiday pay calculated in final pay?
Unused holiday pay is typically calculated as annual salary divided by 260 working days, multiplied by the number of unused holiday days. Your contract may specify a different method or divisor.
Is notice pay included in final pay?
It depends on the situation. If you worked your notice, the pay was in your regular payroll. If PILON was paid, it appears in final pay. If neither notice was worked nor payment made, notice pay may still be owed.
What is payment in lieu of notice (PILON)?
PILON is when an employer pays for the notice period rather than requiring the employee to work it. Since April 2018, PILON is always subject to income tax and National Insurance regardless of what the contract says.
Can my employer deduct money from final pay?
Employers can make lawful deductions such as repaying a salary advance if the contract permits this or you have agreed in writing. Deductions cannot reduce pay below national minimum wage where applicable.
Is final pay taxable?
Yes. Wages, holiday pay, and notice pay are treated as employment income and are subject to income tax and National Insurance. Statutory redundancy pay up to £30,000 is usually exempt from income tax.
What if my employer withholds final pay?
Raise it in writing with your employer first. If unresolved, contact ACAS for early conciliation. As a last resort, you may make a claim to an Employment Tribunal for unlawful deduction of wages. Time limits apply so act promptly.
Does redundancy pay count as final pay?
Statutory redundancy pay is often included in the final payment but is separate from wages and holiday pay. It is calculated using age, years of service, and weekly pay subject to a statutory cap.
What is the daily rate for final pay?
A standard method is annual salary divided by 260 working days (52 weeks × 5 days). Some employers use 365 or a different divisor. Your contract should specify the method.
Can I get final pay if I resigned?
Yes. Resignation does not remove your right to wages owed or accrued holiday pay. Notice pay rules still apply, though the obligation differs if you resigned and worked your full notice period.
What if I was dismissed for gross misconduct?
Even with gross misconduct dismissal you are still entitled to wages for work done and accrued holiday pay. Notice pay may not apply if the contract allows immediate termination for gross misconduct, but seek advice to confirm.
Is this legal advice?
No. This calculator provides an estimate only and is not legal, tax, or financial advice. For specific situations seek advice from ACAS, Citizens Advice, a trade union, or an employment solicitor.
Where can I get help with a final pay dispute?
ACAS (0300 123 1100), Citizens Advice, your trade union if applicable, an employment solicitor, or MoneyHelper can all provide guidance on final pay disputes.
Sources
- GOV.UK – Final pay when you leave a job
- GOV.UK – Holiday entitlement and pay
- GOV.UK – Notice periods and redundancy
- Citizens Advice – Final pay
- ACAS – Final pay guidance
Last updated: 2026-07-01. This page gives an estimate only and is not legal, tax, financial, or employment advice.