Am I entitled to severance or redundancy pay?

A severance payment (Abfindung) in Germany is a one-time financial compensation paid to an employee upon termination of employment, typically ordered by a court under KSchG § 9 when continued employment is unreasonable — not an automatic right after every dismissal.

If you're federally regulated and have at least 12 months of continuous service, you’re entitled to 2 days’ wages for each year of service as severance pay.

If you were made redundant in Ireland and meet the eligibility criteria, you may be entitled to a statutory redundancy payment of two weeks’ pay for each year of service, plus one additional week’s pay — subject to a maximum weekly pay limit of €600.

Under Singapore law, retrenched employees are not automatically entitled to statutory severance pay, but employers must comply with contractual or collective agreement terms, and may be expected to provide ex-gratia retrenchment benefits based on tripartite guidelines.

Statutory redundancy pay depends on your age, length of continuous service, and weekly pay — up to a maximum of £19,260 for 2024–25.

Retrenchment compensation in India is calculated as 15 days’ average pay for every completed year of continuous service, with a minimum of 3 months’ notice or pay in lieu.

To receive severance pay in South Korea, an employee must have worked continuously for at least one year and be terminated (not resigned voluntarily), and the employer must be covered by the Guarantee of Workers’ Retirement Benefits Act.

Yes, you generally have a right to retirement allowance if your company has a retirement allowance system and you meet its conditions — especially if it’s stipulated in your employment contract or work rules.