Gedling: what their redundancy policy pays

Gedling's own policy

Published as Pay Policy Statement 2026-27, reviewed December 2026.

Gedling's policy states: statutory redundancy payment plus a fixed additional compensatory payment equal to 30% of the statutory payment (i.e. approx. 1.3 x statutory). This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 30 weeks' pay.

"The Council has determined that redundancy payments will be calculated on actual week's pay. A fixed additional local payment will be made for all dismissals due to the reason of redundancy. For redundancy dismissals this will be a compensatory payment equivalent to 30% of the value of the statutory redundancy payment (calculated using actual week's pay); this to be paid in addition to any required statutory redundancy payment... payment including both statutory and discretionary payments is limited to a maximum of 30 weeks' pay and nine weeks' pay for dismissal for reason of 'efficiency of service'."

Like every local authority, Gedling 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, retrieved 2026-08-19.

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.

Gedling'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.

Gedling's own policy adds: Should the employee be age 55 or above and a member of the LGPS, pension will be released at the point of dismissal for redundancy or efficiency dismissals. Under the separate Flexible Retirement Policy, where early release of pension would result in a pension strain cost to the authority, approval is subject to permission (cost consideration).

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 Gedling

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 Gedling's own policy and the statutory minimum add up to on their own, so you can see what a settlement offer is actually adding.