Bridgend: what their redundancy policy pays
Sourced from Bridgend's own published policy, retrieved 2026-08-19.
Bridgend's own policy
Published as Pay Policy Statement 2026/27, Appendix E - Early Retirement, Ill Health Retirement & Redundancy Policy.
Bridgend's policy states: 1.83 x statutory weeks (Scheme D, standard redundancy); 1.2 x statutory weeks (Schemes B/C, employees eligible for early pension release). This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 85 weeks' pay.
"Scheme D - Redundancy (Voluntary or Involuntary): a statutory redundancy payment... based upon average weekly wage to a maximum of 30 weeks' pay according to age and service; and a compensatory lump sum payment based upon a multiplication factor of 1.83 applied to the formula for statutory redundancy pay equivalent to a maximum of 55 weeks' pay."
Like every local authority, Bridgend 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: Pay Policy Statement 2026/27, Appendix E - Early Retirement, Ill Health Retirement & Redundancy Policy, retrieved 2026-08-19.
A note on this figure: Policy has four schemes (A-D) with different multipliers depending on whether the employee qualifies for early pension release; Scheme D (1.83x, max 55 weeks compensatory on top of 30 weeks statutory = 85 weeks total) is the general redundancy route for those not qualifying for early pension release. Schemes B/C apply a lower 1.2x/36-week multiplier alongside pension benefits for those who do qualify.
A note on these figures: the policy details below are published fromBridgend'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.
Bridgend'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.
Bridgend's own policy adds: Employees eligible for early release of LGPS pension benefits (broadly age 55+ or otherwise qualifying under LGPS Regulations 2013) fall under Schemes B/C, receiving an annual pension plus a lower compensatory multiplier of 1.2x (max 36 weeks) rather than the standard Scheme D 1.83x compensatory element; employees over the permitted age who opted out of the LGPS in the year before termination, or re-employed pensioners, instead get a payment based on average weekly wage up to a maximum of 66 weeks (30 weeks statutory + 36 weeks compensatory).
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 Bridgend
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 Bridgend'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 Bridgend'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.