Gravesham: what their redundancy policy pays
Sourced from Gravesham's own published policy, retrieved 2026-08-19.
Gravesham's own policy
Published as Early Termination of Employment Policy.
Gravesham's policy states: statutory formula plus discretionary additional compensation, not normally agreed. This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 104 weeks' pay.
"Redundancy payments will be based on an employee's actual weekly pay, and are not subject to the limit in the statutory scheme...Additional levels of compensation will not exceed 104 weeks salary as provided for in the revised discretionary Compensation Regulations."
Like every local authority, Gravesham 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: Early Termination of Employment Policy, retrieved 2026-08-19.
A note on this figure: Additional (above-statutory) compensation is discretionary and 'will not normally be agreed' unless there is an overall benefit to the authority, so there is no standing multiplier applied to every redundancy; the 104-week figure is a ceiling, not a default.
A note on these figures: the policy details below are published fromGravesham'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.
Gravesham'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.
Gravesham's own policy adds: Normal policy is to consider granting extra pension membership (augmentation) of up to 6 2/3 years to scheme members where employment is terminated on redundancy or efficiency 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 Gravesham
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 Gravesham'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 Gravesham'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.