Severance pay calculator

When a company dismisses an employee, the law sets what they are owed depending on the kind of dismissal declared. An unfair dismissal — when the company does not prove a valid cause, or does not follow the required procedure — entitles the employee to 33 days of salary per year worked, capped at 24 months. A dismissal on objective grounds — economic, technical, organisational or production reasons, properly proven and properly carried out — entitles them to 20 days per year, capped at 12 months.

The salary that counts is not just the base pay: it includes the proportional share of bonus payments and of any allowance paid regularly. Years worked are counted date to date, and fractions of a year are pro-rated by month. This calculator applies those two rules — days per year and the cap in months — to the salary and seniority you enter, for the regime in force since the 2012 labour reform.

What the calculator cannot know is whether the dismissal you received is actually unfair or on objective grounds: that depends on the cause the company states, on whether it proves it and on whether it follows the required procedure and deadlines. Many dismissals declared as objective turn out to be unfair once reviewed, precisely because the company fails to prove the cause or makes a procedural mistake.

This calculator does not cover three situations: the transitional regime for contracts signed before 12 February 2012, void dismissals (reinstatement and back pay) and collective dismissals with agreed compensation. If yours is one of them, the result does not apply: ask for a review and we will work it out by hand.

Enter your gross monthly salary with bonus pay pro-rated in, the years you have worked at the company and the kind of dismissal you were told or believe applies. The result is always an indicative estimate, never a legal opinion: you will see the computed severance pay and the days applied, already capped in months if your seniority reaches it. If you also want to know the turnaround and cost of claiming it, check how long and how much each route takes.

This calculator does not cover the transitional regime for contracts signed before 12 February 2012 — which combine 45 days for years before that date and 33 days for years after, under a different cap — nor the extra amounts of a collective dismissal or one declared null and void. If your contract predates that date, or the dismissal affects several people at once, the figure this tool computes is not what you are owed: your case needs a review.

We ask for no personal data to show the result. Only if you decide to request a review of your case will we ask how to reach you, with the explicit and separate consent data-protection rules require.