An MP who loses their seat or stands down will have four months after the Election to wind up their parliamentary affairs.
Whether you will be required to work for the duration of the winding-up period is for your MP to determine.
For more information, visit MPs leaving Parliament.
Ending your employment
MPs who are leaving Parliament will be provided with additional information regarding their contractual and legal responsibilities as your employer. MPs should follow a fair redundancy process as required by law.
For further information on the redundancy process, please refer to the guidance produced by the House of Commons.
Once the consultation has been completed, you will be given a redundancy notice letter terminating your employment, the timing of which is dependent on your last day of employment and your notice period.
The redundancy notice letter:
Once you have been given a redundancy notice letter, you should be given reasonable time off, with pay, to look for other work during your notice period. This time off should be agreed in advance with your employer.
If, exceptionally, there is no work for you to do, you may be given a "pay in lieu of notice" payment (known as PILON).
IPSA will not fund PILON costs for staff members where the notice period falls outside of the winding-up period. This is because the winding-up period will be increased to four months at the next General Election and all staff members will be able to work out their notice period in that time if required.
Please make sure your correct home address is updated on IPSA Online. We will need to send you a P45 in the post.
Please also ensure you download your payslips and P60 (where relevant) from IPSA Online before your employment ends and you lose access to the system (this may be before the end of the winding-up period).
If you have completed two years of continuous service with the same MP, you will generally receive a redundancy payment, calculated on the number of completed years of continuous service, age and weekly salary.
The amount depends on whether you are on an IPSA contract or not.
Information for interns and casual workers can be found further down this page.
If you are not on an IPSA contract, your redundancy payment will be as stated in the contract.
If redundancy is not specified in your contract, you will receive your statutory redundancy entitlement (see below).
If you are on an IPSA contract, in line with those terms, you will be paid double your statutory entitlement.
Statutory redundancy entitlement is calculated based on your length of service (number of full years) and your age.
You can use the gov.uk Calculate your redundancy pay tool to find out your statutory entitlement.
Redundancy payments are capped at 20 years of service.
If you are on a non-IPSA contract, you can still request to move to an IPSA contract before the Election.
However, you should be aware that you would not be eligible for the increased redundancy entitlement (that is, double statutory redundancy) for a period of six months after your transfer.
Please bear in mind that moving contracts would also mean you would be subject to other IPSA regulations, such as set pay bands.
Staff members who move contracts will not lose their continuous service.
For more information, visit Contracts of employment and related issues.
Interns and casual workers
If you are an employed intern and have completed two years of continuous service with the same MP, you are entitled to a redundancy payment.
You will also be entitled to PILON as per your contract if you are not required to work your notice period.
However, unpaid interns, who are considered volunteers under the Scheme, are not entitled to redundancy pay or PILON.
If you are a casual worker, then you will not be entitled to redundancy payments as it is expected the work undertaken is project-based only and should not be long-term or continuous.
You may be entitled to notice or PILON as per your contract, which is usually one week.
If you begin working for another MP, your pension pot will be amalgamated with previous employments and no action is required.
If you leave your employment, IPSA will stop paying pension contributions on behalf of your employer. If you intend to take your pension benefits or want to transfer your pension to another employer, you will need to contact the provider below to inform them.
If you have any other questions, you should contact your pension provider at firstname.lastname@example.org or on 0345 070 8686 (PIN 43).
For more information, please visit the Legal and General website.
Disposal of work equipment
Former MPs must arrange for the disposal of their office equipment and furniture, which should be done safely and securely, in compliance with data protection legislation set out in the House of Commons dissolution guidance (among other things).
Because assets have been funded by the taxpayer for the purpose of MPs carrying out their parliamentary role, when MPs no longer have any parliamentary work to do it is IPSA’s duty to safeguard public money by ensuring that assets are correctly disposed of or the depreciated cost is repaid.
The costs relating to the disposal of office equipment and furniture may be claimed from the Office Costs Budget.
Please keep clear records and be prepared to provide IPSA with information on how you disposed of your equipment.
You will be asked to provide a receipt/proof of sale for any equipment that was donated or sold.
For more information about the disposal of equipment, which highlights different options for IPSA-funded equipment purchased via the PDS/XMA portal, IPSA-funded equipment not purchased via the PDS/XMA portal, and PDS-funded equipment, visit What you need to do during winding-up.
Working for another MP
If you work for a different MP after the Election (either in the same constituency or a different one), this counts as starting a new employment.
This means you will still receive a redundancy payment, if you are entitled to one, from your service with your previous employer MP.
However, you will not receive continuity of service benefits when starting the new employment, meaning that the years you worked for the previous MP will not be included in calculations of occupational sick pay, family leave or future redundancy payment.