Severance calculator (N / N+1 / 2N all in one pass)
Hire date, exit date and the average wage of the last 12 months → years of service and N, comparing N+1 notice pay with 2N for unlawful dismissal; high wages automatically hit the 3× cap.
Input
按整月计工作年限（不满整月的剩余天数不计）
应发口径，含奖金/津贴/补贴
留空 = 按非高薪算（不封顶）
N+1 的「1」按上一个月的工资标准算
离职补偿怎么算：N、N+1 与 2N 的区别
N（经济补偿）是法定基础。《劳动合同法》第四十七条：按劳动者在本单位工作的年限，每满一年支付一个月工资；六个月以上不满一年的，按一年算；不满六个月的，支付半个月工资。月工资 = 离职前 12 个月的平均工资，按应发口径（含奖金、津贴、补贴等货币性收入）。协商解除、用人单位提出、经济性裁员等合法解除/终止情形，按 N 支付。
「N+1」的 +1 有严格适用条件。第四十条列了三种情形：医疗期满不能从事原工作、不能胜任经培训或调岗仍不能胜任、客观情况发生重大变化——用人单位以此解除但未提前 30 日书面通知的，额外支付一个月工资（代通知金）。两个常见误区：其一，「1」按上一个月的工资标准算，不是 12 个月平均工资；其二，协商解除（第三十六条）本身没有法定「+1」，谈出来的 +1 是谈判结果。
高薪有「3 倍社平封顶 + 12 年上限」，非高薪没有。第四十七条第二款：月工资高于用人单位所在地区上年度职工月平均工资 3 倍的，补偿标准按 3 倍封顶、支付年限最高按 12 年。注意这是高薪情形的专属规则——月薪不满 3 倍社平的，干 15 年就按 15 个月算，不存在 12 年封顶。页面在你填入社平工资后会自动判定是否触发封顶。
2N 是违法解除的代价。第八十七条：用人单位违法解除或终止劳动合同的，按经济补偿标准的二倍支付赔偿金——先按第四十七条算出 N（含高薪封顶规则），再乘以 2。实务中主张 2N 与主张 N 只能二选一。是否「违法」要看解除理由与程序，建议留存解除通知书、工资流水与考勤记录。
关于本页的数据。入职离职日期与工资数据只在你浏览器里做算术，页面不发起任何网络请求，不写 localStorage、cookie 或网址参数，刷新即清空。本页为法条估算，不构成法律意见；具体金额以劳动合同、工资记录与仲裁/诉讼认定为准。
FAQ
Under Article 47 of the Labour Contract Law: one month's wage for each full year of service; six months or more but under a year counts as a year; under six months pays half a month's wage. The monthly wage is the average of the 12 months before departure, on a gross basis - bonuses, allowances and subsidies included (the payslip or bank statement is the most reliable check).
The +1 is payment in lieu of notice: where the employer terminates under Article 40 (medical period expired; still incompetent after training or reassignment; major change of objective circumstances) without 30 days' written notice, it owes one extra month's wage. Two notes: the 1 is calculated at your most recent month's wage standard, not the 12-month average; and it only attaches to Article 40 terminations - a negotiated termination under Article 36 does not necessarily carry it.
Article 47, paragraph 2: if your monthly wage exceeds three times the local average monthly wage of employees published by the municipal government for the previous year, compensation is capped at that 3x figure and the payable years at a maximum of 12. Mind this: below the 3x average there is no 12-year cap at all - the 12-year ceiling is a rule exclusive to the high-earner case, and it is widely misunderstood.
The damages for unlawful termination or ending of the labour relationship: under Article 87 they are paid at twice the economic-compensation standard - compute N first under Article 47 (including the high-earner cap), then multiply by 2. In arbitration or litigation, having claimed 2N you generally cannot also claim N.
No. Start/end dates and wage figures only take part in computation inside your browser: the page makes no network requests, writes nothing to localStorage, cookies or URL parameters, and reloading clears it. This is an estimate - the employment contract, wage records and the arbitration or court finding govern.