Brighton and Hove: what their redundancy policy pays
Sourced from Brighton and Hove's own published policy, retrieved 2026-08-19.
Brighton and Hove's own policy
Published as Retirement at Brighton & Hove procedures (staff retirement/redundancy procedures page).
Brighton and Hove's policy states: up to 104 weeks' pay (discretionary, exceptional cases only). This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 104 weeks' pay.
"The total amount of compensation is discretionary up to a maximum of 104 weeks' pay, but this will include any redundancy payment that you are entitled to. The council has decided that it will normally ignore the statutory maximum weekly pay rate and use your actual weekly pay if this is higher."
Like every local authority, Brighton and Hove 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: Retirement at Brighton & Hove procedures (staff retirement/redundancy procedures page), retrieved 2026-08-19.
A note on this figure: Additional compensation awards above the statutory redundancy payment are stated to be considered only in completely exceptional cases, subject to a compensation panel and auditor scrutiny; not a routine multiplier.
A note on these figures: the policy details below are published fromBrighton and Hove'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.
Brighton and Hove'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.
Brighton and Hove's own policy adds: Age 55+ with at least 2 years' pension scheme membership: immediate payment of accrued pension benefits, not actuarially reduced for retiring early on efficiency/redundancy grounds.
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 Brighton and Hove
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 Brighton and Hove'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 Brighton and Hove'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.