Ealing: what their redundancy policy pays
Sourced from Ealing's own published policy, retrieved 2026-08-19.
Ealing's own policy
Published as Pay Policy Statement 2025-26 - Appendix 3: Local Government Pension Scheme Discretions Policy.
Ealing's policy states: statutory formula, actual pay. This is calculated on your actual weekly pay, not the statutory weekly pay cap.
"The council will calculate redundancy pay using the Government statutory entitlement table to assess the number of weeks of redundancy pay. The payment will be then calculated using the actual weekly rate of pay for the individual... whichever is higher, where this exceeds the statutory week's pay limit."
Like every local authority, Ealing 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 2025-26 - Appendix 3: Local Government Pension Scheme Discretions Policy, retrieved 2026-08-19.
A note on this figure: Discretion 25 in the LGPS Discretions Policy (Appendix 3 to the Pay Policy Statement) confirms redundancy pay uses the statutory weeks-of-service table but actual (uncapped) weekly pay rather than the statutory cap. No separate overall maximum-weeks multiplier stated. Main Pay Policy Statement body itself does not mention redundancy.
A note on these figures: the policy details below are published fromEaling'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.
Ealing'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.
Ealing's own policy adds: Under LGPS Regulation 30(7) (redundancy/business efficiency strain cost), the employing department chooses whether the Pension Fund's 'up front' strain cost is charged in the current year or spread over the following five years, with an additional charge for spreading
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 Ealing
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 Ealing'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 Ealing'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.