Bradford: what their redundancy policy pays
Sourced from Bradford's own published policy, retrieved 2026-08-19.
Bradford's own policy
Published as Discretionary Compensation Policy (Redundancy Payments).
Bradford's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"The Council will normally calculate and pay ... any redundancy payment ... as if there had been no limit on a weeks pay used in the calculation. ... The Council does not propose to exercise its discretion to award up to 104 weeks pay ... This discretion will only be exercised in the most exceptional circumstances."
Like every local authority, Bradford 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: Discretionary Compensation Policy (Redundancy Payments), retrieved 2026-08-19.
A note on this figure: Regulation 5 uncapped-week's-pay discretion is applied routinely; Regulation 6 104-week lump sum discretion is not, except in exceptional circumstances. Includes full statutory ready-reckoner table by age/service.
A note on these figures: the policy details below are published fromBradford'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.
Bradford's published policy states that it pays the statutory calculation only, so on the wording above there is no additional discretionary payment on top of the statutory figures.
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.
Bradford's own policy adds: Policy applies to any employee who is or is eligible to be an LGPS member (except the Chief Executive); qualifies only where termination is on grounds of redundancy.
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 Bradford
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 Bradford'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 Bradford'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.