Free tool

Should I Accept This Redundancy Package?

Before you sign anything

Most redundancies are paired with a deed of release. Don't sign one until you understand what you're waiving.
If the redundancy might not be genuine (s.389 Fair Work Act), you may have an unfair dismissal claim. 21-day clock from the date of dismissal.
Even genuine redundancies can be over-, at-, or under-minimum. This tool tells you which.
Tax treatment depends on whether the redundancy is “genuine” for ATO purposes (different test from s.389).

Your situation

Years of continuous serviceDecimals OK (e.g. 5.5).Current annual base salary ($)Excluding super.Redundancy package being offered ($)Total cash redundancy payment, excluding accrued leave + notice.

The process

Were you consulted about the redundancy?Notice of proposed change + opportunity to respond + consideration of feedback. Required by most modern awards.Was redeployment to another role considered?Including roles in associated entities (parent / subsidiary / sister companies).Is the employer a small business (under 15 employees)?Section 121 exempts small business from statutory redundancy pay obligation.

Your view of the redundancy

Do you believe the role is genuinely no longer required?

Yes — I accept the role isn't neededUncertain — I don't really knowNo — I think the role is still being performed

I already have a confirmed new job offerAffects timeline pressure but not entitlements.