Hillingdon: what their redundancy policy pays
Sourced from Hillingdon's own published policy, retrieved 2026-08-19.
Hillingdon's own policy
Published as Employer Discretions Policy (LGPS); Pay Policy Statement April 2023.
Hillingdon's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"Employers should also note that the strain cost of any such retirements would need to be met by the Scheme employer... the employer will have to meet the cost of any strain on fund resulting from the [85-year rule]."
Like every local authority, Hillingdon 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: Employer Discretions Policy (LGPS); Pay Policy Statement April 2023, retrieved 2026-08-19.
A note on this figure: Pay Policy Statement April 2023 s16.1 states redundancy/severance payment levels are set out in a separate 'Early Termination of Employment' policy document, which was not linked from the pages checked, so no multiplier or maxWeeks figure was located. The LGPS Employer Discretions Policy was fetched and quoted for the pension/55+ strain-cost position.
A note on these figures: the policy details below are published fromHillingdon'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.
What Hillingdon pays on top of the statutory floor, if anything, depends on the route out: several councils apply different terms to voluntary and compulsory redundancy, or to different staff groups. Read the council's own wording quoted above and the source document rather than relying on a single figure, and check your own offer against both.
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.
Hillingdon's own policy adds: Employer Discretions Policy: council may switch on the 85-year rule for voluntary retirements between 55 and 60, with any pension fund 'strain' cost payable immediately by the Scheme employer; on redundancy/business-efficiency early retirement the employer may waive any actuarial reduction that would otherwise apply
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 Hillingdon
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 Hillingdon'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 Hillingdon'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.