Editorial and corrections policy

People use these pages to check a redundancy offer or plan a year of maternity leave. That is why we say where each figure comes from and what happens when one is wrong.

Who is responsible

Radif Partners, reachable at contact@statutorypay.co.uk.

Sources we use

• legislation.gov.uk: the Employment Rights Act 1996 and its Northern Ireland Order, the Employment Rights Act 2025, the Working Time Regulations, the annual Increase of Limits and Up-rating Orders;
• HMRC: rates and thresholds for employers, and the manuals for the tax treatment of termination payments;
• GOV.UK guides and the published code of its calculators;
• Acas for Great Britain and nidirect for Northern Ireland.

Sources we do not use

HR software blogs, law-firm marketing pages and forums can point to a question, never supply a figure. When an official page lags behind the law, as GOV.UK’s neonatal care page still showing the 2025/26 rate in October 2026, the more recent and more specific text wins: here, the 2026 Up-rating Order and HMRC’s table.

Testing

Each calculator has automated tests drawn from official examples and from the edges of each rule (two years of service, ages 22 and 41, the caps, the 28-week sick pay limit). A failing test blocks publication.

Review cycle

Every figure is reviewed at least every 12 months and after each April uprating or commencement order. The date shown at the top of each page comes from the parameter file.

Corrections

1. We check the report against the primary source.
2. We correct the parameter or the code and add a test.
3. The page shows the new date; a correction that changed an amount is mentioned on the page.

Independence

No payment from employers, unions, law firms or software vendors shapes what we publish. A commercial relationship, if one ever existed, would be disclosed on the page concerned.

See also the method. Version: 2026-10-05.