Bracknell Forest: what their redundancy policy pays
Sourced from Bracknell Forest's own published policy, retrieved 2026-08-19.
Bracknell Forest's own policy
Published as Bracknell Forest Council Pay Statement for the Financial Year 2026/27.
Bracknell Forest's policy states: statutory weeks (immediate pension access) or 1.75 x statutory weeks (no immediate pension access). This is calculated on your actual weekly pay, not the statutory weekly pay cap.
"Actual weekly pay is used in all redundancy calculations. Those with immediate access to pension are paid in accordance with the statutory number of weeks' pay. Those with no immediate access to pension are paid 1.75 times the statutory number of weeks' pay."
Like every local authority, Bracknell Forest sets this policy under its own discretion (regulation 6 of the 2006 Regulations, below) and can amend it. Read the document itself rather than relying on this summary alone: Bracknell Forest Council Pay Statement for the Financial Year 2026/27, retrieved 2026-08-19.
A note on this figure: Published under Regulation 7 of the 2006 regulations. Enhancement is tiered by pension-access status rather than a flat multiplier.
A note on these figures: the policy details below are published fromBracknell Forest's own linked source document and are correct to our knowledge as at 2026-08-19. Treat them as indicative, read the source document for yourself, and check your own offer against it. Read how our figures are checked.
How this compares with the statutory minimum
Every employee with at least two years' service is entitled to statutory redundancy pay regardless of what their employer's own policy says. As at 6 April 2026, that is calculated using a week's pay capped at £751, up to a maximum of £22,530 for 20 years' service at age 41 or over.
Bracknell Forest's discretionary policy sits on top of that statutory floor, not instead of it: the statutory redundancy payment is calculated first, and the council's own enhancement (above) applies in addition, on the basis stated in its policy document.
LGPS and early pension access
Under regulation 30(7) of the Local Government Pension Scheme Regulations 2013, an LGPS member aged 55 or over who is dismissed for redundancy or business efficiency is entitled to immediate payment of their pension, rather than waiting until normal pension age. This is separate from, and on top of, any redundancy payment above.
Bracknell Forest's own policy adds: Pension benefits built up before 1 April 2014 may be subject to abatement on re-employment, but the Berkshire Pension Fund administering authority's policy is not to abate pensions in these circumstances.
Source: LGPS Regulations 2013 (SI 2013/2356), regulation 30(7). Read the regulations. This does not compute a pension figure; it states the rule only, and does not replace advice from your pension fund.
Settlement agreements at Bracknell Forest
Where a council wants to agree enhanced terms, confirm the LGPS position, or resolve a related dispute alongside a redundancy, it is often documented in a settlement agreement rather than a plain redundancy letter. A settlement agreement is only legally binding once you have received advice on its terms from a relevant independent adviser such as a solicitor, and your employer is usually required to contribute to the cost of that advice.
Before you sign anything, work out what Bracknell Forest's own policy and the statutory minimum add up to on their own, so you can see what a settlement offer is actually adding.
Related
Get your redundancy offer reviewed
A relevant independent adviser, such as a solicitor, can check how Bracknell Forest's offer compares with your statutory entitlement and their own policy before you sign anything. Your employer is usually required to contribute to the cost.