The final pay calculator adds up the four legal minimums that make up most final payments. It is the sum of the standalone tools, not advice: it does not know your award, agreement or contract, which can only add to these figures.
Your employer must give 1 to 4 weeks' notice by continuous service, plus 1 week if you are over 45 with at least 2 years' service. If the notice is paid out instead of worked, the payment is at your full rate (base pay plus the overtime, penalties, allowances and loadings you would have earned, s18), which is why the hub asks for your usual extras. Notice you work is ordinary wages and is not part of the final lump sum. Casuals, and employees dismissed for serious misconduct, get no notice under the Act (s123). If you resign, the Act does not set the notice you give; your award does. Detail: notice pay calculator.
Only when the job itself is made redundant. Weeks by completed years of service (4 weeks at 1 year, rising to 16 at 9 years, then 12 weeks for 10 or more), at your base rate. Nil for casuals, for employers with fewer than 15 employees (s121), and under 12 months' service. Detail: redundancy pay calculator.
Annual leave: untaken hours × your ordinary hourly rate (weekly pay ÷ ordinary hours), plus 17.5% loading if your award would have paid it on leave (s90(2)). Casuals have none. Long service leave: worked out under your state's Act (0.8667 weeks a year in most states, 1.3 in SA and the NT) and paid out only where the state's threshold and reason tests pass: for any reason once you are past the full qualifying period (10 years in most states, 7 in Victoria and the ACT), and before that only from the state's pro rata threshold and, in most states, only if the employer ended the job or you left for illness or a pressing necessity. If you already know your weeks, type them and they are treated as payable. Detail: annual leave payout and long service leave.
If it is a genuine redundancy for tax, redundancy pay up to $13,598 plus $6,801 for each completed year is tax-free; anything above is an ETP (employment termination payment, concessional rate up to the $270,000 cap). Notice paid out is also an ETP. Unused annual and long service leave are "unused leave payments" withheld under the ATO's Schedule 7: capped at 32% on a genuine redundancy, otherwise at your marginal rate spread over the year. The hub shows the split only; it does not work out the tax, because your preservation age and other income change the answer.
NSW, 11 years, $1,500 a week, made redundant, aged over 45, 76 hours of annual leave with loading, notice paid out with $200 a week of usual extras.
Notice: more than 5 years = 4 weeks + 1 (over 45) = 5 weeks × $1,700 full rate = $8,500. Redundancy pay: 11 completed years = 12 weeks × $1,500 = $18,000, all tax-free under the 2026-27 limit of $13,598 + 11 × $6,801 = $88,409. Annual leave: 76 h × $39.47 = $3,000 + 17.5% = $3,525. Long service leave: 11 × 0.8667 = 9.53 weeks × $1,500 ≈ $14,300, paid out because 11 years is past the NSW 10-year point. Estimated total before tax: about $44,325. Tax split: $18,000 tax-free, $8,500 ETP (notice in lieu), $17,825 unused leave payments at no more than 32%.
At a minimum: wages for hours worked up to the last day, any notice paid out instead of worked (at the full rate), untaken annual leave (with loading if it would have been paid), long service leave where the state Act makes it payable, and redundancy pay if the job was made redundant. Awards and agreements can add to this. Personal (sick) leave is not paid out. This calculator covers the four entitlement lines, not wages already earned.
The Fair Work Act does not set a single deadline, but most modern awards require final pay within 7 days of the employment ending, and the Fair Work Ombudsman's guidance says it should be paid on the last day or within 7 days. Check your award. If it is late, the Fair Work Ombudsman (13 13 94) can help you recover it.
No, it is taxed in parts. Wages are taxed as normal. Redundancy pay up to the tax-free limit is tax-free if it is a genuine redundancy. The excess, and notice paid out, are ETPs with their own concessional rates. Unused annual and long service leave are withheld under the ATO's Schedule 7, capped at 32% on a genuine redundancy and otherwise at your marginal rate spread over the year. Your employer's payroll works out the withholding; the final tax is settled in your return.
No. Redundancy pay under the Fair Work Act applies only when your employer no longer needs the job done by anyone. If you resign you are still owed your untaken annual leave, any long service leave your state makes payable on resignation, and wages to your last day. The notice you must give comes from your award or contract.
Super guarantee is paid on ordinary time earnings, so it is paid on wages for the hours you worked, including notice you work. Lump sums for unused annual leave and long service leave on termination are left out of ordinary time earnings by the Superannuation Guarantee (Administration) Act 1992 (s6(1)), and redundancy pay and notice paid out are not ordinary time earnings either, so no super is generally payable on those lines. An agreement can promise more.
Because your state's Act does not make it payable yet for your service and reason. Every state pays the balance once you pass the full qualifying period (10 years in most states, 7 in Victoria and the ACT). Below that, a share is paid only from the state's threshold (5 years in NSW and the ACT, 7 elsewhere) and, in most states, only if the employer ended the job or you left for illness, incapacity or a pressing necessity. The long service leave calculator shows the weeks you have built up even where they are not yet payable.
All checked 8 November 2026. Primary sources first. Not reloaded marks an official page our checker could not load on that date; the statement relies on the Act and earlier checks.