Severance & Notice Estimator
Estimate the statutory notice pay, accrued leave, and severance exposure of terminating an employee in any of 40 countries — a defensible reserve before you take the scenario to local counsel.
Indicative only. Statutory minimums shown. Severance amounts follow country-specific formulas not modelled here; collective agreements, enhanced terms, and wrongful-dismissal exposure can raise the true cost materially. Confirm with local counsel.
| Country | Min notice | Pay in lieu | Annual leave | Sick leave | Severance |
|---|---|---|---|---|---|
| Selected |
Notice periods and leave entitlements come from national labour codes, employment-tribunal guidance, and statutory redundancy frameworks. Notice pay is estimated as the statutory minimum notice (entry tenure band) applied to the salary you enter; many countries scale notice up with tenure across multiple bands, so longer service can raise it. Severance exposure is an indicative regional band, not a calculated figure — statutory severance follows country-specific formulas (and in several markets is among the highest in the world). Treat every figure as a planning estimate and confirm with local counsel before a real termination.
Model total termination liability before a board approves a reduction in force; confirm the statutory minimum before issuing a single exit offer; and compare exit-cost differentials between two markets as part of the entry decision. Notice pay and accrued leave are the predictable floor — wrongful-dismissal claims, garden leave, and enhanced redundancy sit on top and need legal advice specific to the engagement.
Exit cost is an entry decision. The statutory floor — notice pay plus accrued leave — is knowable up front, but the headline risk is severance, which in parts of Latin America and southern Europe can dwarf the notice figure. Use this to set a defensible reserve, then take the specific scenario to local counsel before you act.