Voluntary redundancy in aviation can provide a financial cushion for a career change. But the payment only tells part of the story. Your pension, qualifications, notice period and the next employer’s training schedule all affect whether an offer works for you.
Before accepting, you need to know what you will receive, which benefits will end and how long it could take to earn a salary elsewhere. A large headline figure is not enough to make that decision.
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What does voluntary redundancy mean?
Voluntary redundancy usually involves an employer inviting eligible employees to leave under an agreed redundancy scheme. The scheme sets out the payment, eligibility conditions and departure process.
Before expressing interest, ask whether doing so commits you to anything. Can the employer refuse your application? Can you withdraw it? At what point does acceptance become binding?
Also ask whether redeployment, reduced hours or another internal role are available. Understanding your alternatives helps you judge the offer.
Check what the voluntary redundancy payment includes
Request a calculation based on your own service and pay. Confirm which years count, whether allowances are included and how any payment cap affects you.
Ask for a breakdown showing:
- Statutory redundancy, where applicable.
- Any additional payment under the scheme.
- Notice pay and unused annual leave.
- Deductions and payment dates.
Check whether statutory redundancy is included in the quoted package or paid separately. Adding the same entitlement twice would overstate what you will receive.
The gross figure may also differ from the amount reaching your bank account. Tax treatment depends on the country, type of payment and personal circumstances. For example, Ireland’s Revenue explains that termination lump sums may qualify for exemptions or reliefs. Get an individual estimate before deciding.
Then calculate your financial buffer:
Cash available after deductions and transition costs ÷ essential monthly expenses = months you can cover without a salary.
Include assessment travel, medical renewals, relocation and any training costs you would need to fund. Test the budget against a delayed start, rather than only your preferred timeline.
Find out what happens to your pension and benefits
A departure payment can look attractive while the longer-term trade-off is less obvious.
Ask your pension administrator for a written explanation of what happens if you leave. Check preserved benefits, the effect of stopping contributions and any reduction associated with drawing a pension early.
Voluntary redundancy and early retirement are separate decisions. Do not assume accepting one automatically provides access to the other.
Pension and redundancy calculations may also interact. In Ireland, pension lump-sum entitlements can affect certain termination-payment tax relief calculations. Have those figures checked together.
Establish when medical insurance, loss-of-licence cover, staff travel and other benefits end. If replacement cover is needed, include it in your budget.
Protect your qualifications and collect your records
An employment gap and a qualification expiry are separate issues. List anything that could expire while you search and check the cost of keeping it current.
| Your role | What to review before leaving |
|---|---|
| Pilot | Licence, medical, rating expiry dates, recent flying, logbook evidence, training and check records. |
| Cabin crew | Attestation where applicable, training records, aircraft experience, recent operating dates and references. |
| Engineer or technician | Licence where applicable, ratings, training certificates, experience records and company authorisations. |
| Office or operational professional | Qualifications, references, specialist systems experience and measurable achievements. |
Ask prospective employers which documents they require and what additional training or authorisation would be needed. Previous experience does not automatically establish eligibility for every role.
Arrange access to your own records through the appropriate department before your company login closes. Confirm who will provide employment references after your departure.
Update your CV while responsibilities, dates and achievements are easy to verify. Pilots should present relevant hours clearly. Engineers should identify aircraft and maintenance experience. Cabin crew should include supervisory, training or other specialist responsibilities.
Agree your departure date before accepting another job
A suitable vacancy can create pressure to leave quickly. First confirm your notice obligations and whether an earlier release affects the redundancy payment.
Ireland’s Workplace Relations Commission warns that leaving during a redundancy notice period without the employer’s agreement may affect entitlement. Check the applicable rules and obtain confirmation before resigning or promising an immediate start elsewhere.
With the next employer, distinguish between the offer date, training date and paid employment start date. Ask whether assessments remain outstanding and whether the joining date is confirmed in writing.
You should also know what happens if a training course is postponed. A recruitment invitation is useful progress, but it is not yet income you can budget around.
Compare your next job with the one you are leaving
Start reviewing vacancies before deciding to leave. Match your qualifications, experience and work authorisation to actual requirements, then shortlist locations you would seriously consider.
Look beyond salary. A move may change commuting costs, pension contributions, seniority, roster flexibility or career progression.
Pilots should ask how previous command experience is recognised. Cabin crew should check their entry grade and how seniority affects roster bidding. Engineers should establish the route to company authorisation and any additional training expected.
Read probation terms and training repayment conditions carefully. A higher salary may be less attractive once relocation costs and lost benefits are included.
Before accepting voluntary redundancy, bring together three things: your personal payment calculation, the benefits you would lose and a realistic plan for your next role. If any condition remains unclear, discuss the written offer with your union representative or a qualified adviser before signing.