Our purpose
We publish practical, accurate, plain-English information about UK employment transitions. Our role is to help employees in the UK understand what their statutory and contractual rights are when leaving a job, being made redundant, or considering a major career change. Our work stops short of legal advice; for that, readers should consult ACAS, Citizens Advice, a trade union or a qualified employment-law solicitor.
How content is researched
Every calculator and guide is researched against primary sources. For employment law and statutory figures, the primary source is the relevant Act of Parliament (most often the Employment Rights Act 1996 and the Working Time Regulations 1998) read directly from legislation.gov.uk. For practical implementation guidance, the primary source is ACAS and the relevant section of gov.uk.
For tax-related content (PILON, the £30,000 termination allowance, statutory redundancy pay tax treatment), we follow HMRC guidance and the relevant sections of the Income Tax (Earnings and Pensions) Act 2003. For sector-specific content (NHS, teaching, financial services), we rely on published sector guidance and recognised collective agreements where relevant.
We don’t use AI-generated content as primary research. Where AI tools are used at any stage of the writing process, they sit at the level of drafting assistance only; every paragraph is fact-checked against primary sources by a human editor before publication, and the editor takes responsibility for the final wording.
How content is written
We write in British English. We use plain prose: no jargon where ordinary words work, no marketing language, no urgency framing, no em dashes. We aim for the tone of GOV.UK, ACAS or Citizens Advice rather than the tone of commercial finance sites.
Every page is written to answer a specific reader question. The structure is consistent: a direct answer near the top, followed by the detail, followed by a worked example where arithmetic is involved, followed by related calculators, guides and FAQs. We avoid filler. We avoid keyword stuffing. We avoid the “in today’s fast-paced world” / “let’s dive in” / “it’s important to note” conventions that signal a low-effort page.
We don’t use unnecessary scare tactics or urgency. Most employment situations the site covers are stressful enough; the writing should reduce anxiety, not amplify it.
How calculators are built and validated
Calculators are TypeScript pure functions, separated from the user interface, and covered by unit tests. The statutory formulas (redundancy pay, statutory notice, holiday accrual, PILON gross, the £30,000 tax-free allocation) live in versioned constants files; changing one figure (for example the £700 weekly redundancy cap) updates every calculator and article that references it at the same time.
Test cases include the standard scenarios from gov.uk and ACAS published examples, plus edge cases (zero inputs, negative inputs, very large inputs, boundary years for age banding, leap-year date math, calendar-month clamping). The full test suite runs before every deployment. As of the last review, the suite contains nearly 100 tests.
Calculators that estimate after-tax figures (Final Pay Estimator, Redundancy Tax Estimator) apply a clearly labelled illustrative model rather than HMRC-grade payroll accuracy. This is deliberate and is explained in the user-facing text on each page; for precise figures readers are pointed at HMRC’s personal tax account or a chartered accountant.
How content is reviewed
Every authority page and long-form guide carries a visible last-reviewed date. The standard review cycle is annual. Pages are also reviewed on a triggered basis when:
- A statutory figure or formula relevant to the page changes (for example, an HMRC rate update, an ACAS Code revision, a tax-year refresh of statutory caps).
- A reader correction is received. We aim to investigate within 7 days and correct or respond within 14.
- A piece of related legislation comes into force (for example, changes from the Employment Rights Bill currently progressing through Parliament).
Detailed review steps are documented at how we review content.
Sources and citations
Where a specific statutory figure, legal section or regulatory rule is referenced in body content, the page links directly to the source. For broader topics the relevant authoritative source is cited at the foot of the page in a “sources and further reading” block. The recurring primary sources are:
- The Employment Rights Act 1996
- The Working Time Regulations 1998
- The Income Tax (Earnings and Pensions) Act 2003
- ACAS guidance and Codes of Practice
- GOV.UK employment and HMRC guidance
- Citizens Advice published material on employment
Editorial independence
The site is funded by display advertising and partner (affiliate) relationships. Editorial decisions are independent of those funding sources. Specifically:
- No partner pays for inclusion. We recommend tools and services we’d suggest regardless of any commission arrangement.
- Partner relationships are clearly disclosed on every page that carries them, via a disclosure footer.
- No partner has editorial input. We don’t share drafts with partners; we don’t accept edits; we don’t change wording in response to commercial pressure.
- Affiliate links are placed only after a reader has received the value of the article, not before or instead of it.
- Sponsored or paid content is not accepted. The site does not publish guest posts, paid placements, sponsored reviews, or any content that hasn’t been written and reviewed by the editorial team directly.
What we don’t publish
Some material is out of scope. We don’t publish:
- Legal advice. The site provides information about the legal framework; it doesn’t advise on specific cases. Readers with a specific dispute or claim should consult ACAS, Citizens Advice, a union, or a solicitor.
- Tax advice. Calculators that touch tax (PILON, redundancy tax) are explicit about applying an illustrative model rather than HMRC-grade calculation. For precise tax positions, readers should consult HMRC or an accountant.
- Investment advice or product recommendations beyond what falls within partner relationships, which are disclosed.
- Speculation about ongoing disputes, individual employers, or specific people.
Corrections and complaints
We welcome reader corrections. Get in touch via the contact page. We investigate factual corrections within 7 days, and either correct the page or respond with our reasoning within 14 days. The last-updated date at the top of the page reflects the most recent change.
We don’t process complaints as a formal regulatory process; we’re not a regulated publisher. If you believe content on the site is materially inaccurate or misleading, please raise it via the contact page and we will engage seriously.