A 51-year-old UK professional gets a meaningful redundancy package, expects to get back into work within roughly 6 to 12 months, and has a short-lived tax-planning window. The big choice is whether to use pension carry forward hard now, or keep more of the payout accessible while the job search is still uncertain.

This pack compares three realistic shapes for the same starting point: a balanced split, a cash-first cushion, and a pension-push version. The main takeaway is that the balanced route usually gives the cleanest trade-off: you still use some carry forward, but you do not turn a redundancy payment into a liquidity trap right before a possible 12-month employment gap.

What the numbers show

The simulator keeps the story simple: roughly £260k of existing investable assets, a £100k redundancy package split between tax-free and taxable elements, retirement targeted at 67, and a UK State Pension planning anchor of £1,000/month from retirement. What changes is how much of the payout gets locked into pension versus left accessible.

In practice, the comparison is less about finding the single highest projected retirement figure and more about avoiding the wrong kind of regret. Overfunding pension can be tax-efficient, but if you need that money while out of work it is no longer available on demand.

What this comparison evaluates

1. How much of the redundancy package should stay liquid? The research brief suggests planning for roughly 9 to 12 months of core spending, with a cautious case closer to 15 months if re-employment may be slow.
2. How valuable is carry forward in this moment? If previous annual allowances are unused and you still have the relevant earnings / contribution route available, this can be a rare chance to get extra pension money sheltered efficiently.
3. What happens if the job search runs long or pay comes back lower? The cash-first branch deliberately assumes a slower return to work and lower ongoing pension saving so you can see the flexibility premium.

How the costs are planned

The scenarios use £3,000 to £3,400/month as the temporary unemployment-spend anchor, which sits inside the research brief's range for a single UK professional keeping core costs controlled during a transition. Each branch also includes a small skills-refresh cost, a later mid-50s family-support event, and home-maintenance spending so the model is not pretending life becomes frictionless after redundancy.

The redundancy treatment is simplified for education, not payroll advice. The pack uses the familiar UK framing that up to £30,000 of qualifying redundancy / termination pay may be tax-free, while taxable elements such as PILON, holiday pay, salary, and redundancy amounts above that threshold should be treated differently. That is why the simulator should be read as a planning comparison, not a precise tax calculator.

The strategy

Base · Balanced split

This is the most defensible default for many people in this exact situation. It uses carry forward meaningfully, but still preserves an accessible reserve and a small ISA top-up so you are not forced to borrow, raid short-term investments at the wrong moment, or flexibly access pension benefits just because hiring took longer than expected.

Pessimistic · Cash first

This branch gives up some tax efficiency in exchange for resilience. It assumes the search can drift into a second year, spending stays elevated for longer, and new-role pension saving restarts at a lower level. If that possibility makes you uneasy, the lower pension top-up is not a mistake, it is the cost of buying optionality.

Optimistic · Pension push

This is the version people are often tempted by first. If unused annual allowance exists, MPAA has not been triggered, and re-employment odds are strong, a bigger one-off pension contribution can be attractive. But this is also the branch that is most sensitive to getting the rules or timing wrong, so it needs the clearest caveats.

One practical gut-check: before choosing the pension-push route, ask whether you would still feel calm if the next comparable role took 12 months instead of 6, or came back at 80-90% of prior salary for the first year. If the answer is no, that usually points back toward the balanced or cash-first versions.

Personalise it

When you open the preset, change these items first:

• Your real monthly core spend during unemployment. If your true baseline is above £3,400/month, the cash-first branch becomes more attractive.
• The actual taxable versus tax-free split of the package. PILON and other payroll items can change how much useful money is really available to contribute.
• How much carry forward you truly have. Check the last three tax years and confirm scheme membership before assuming a large contribution is available.
• Whether MPAA applies. If you have already flexibly accessed a DC pension, the pension-push path may be much less available than it looks here.
• Expected re-employment timing and salary reset. Move the return-to-work date out, or lower the restart savings amount, and see how quickly the comfort gap narrows.

UK-specific notes

• The £30,000 tax-free redundancy framing is based on GOV.UK guidance for qualifying termination payments, but exact payroll treatment still needs to be checked against the actual package.
• Annual allowance carry forward can normally use unused allowance from the previous three tax years, provided you were in a UK-registered pension scheme in those years.
• MPAA needs verification before acting. If it has already been triggered by flexible pension access, the attractive-looking pension top-up branch can shrink dramatically.
• The scenario assumes the full new State Pension as a planning anchor, not a personalised forecast.

Educational scenario only, not personal tax or pension advice. Redundancy tax treatment, carry-forward availability, relevant earnings, employer contribution routes, and MPAA status should all be checked before acting on a real payout.