Hinckley and Bosworth: what their redundancy policy pays
Sourced from Hinckley and Bosworth's own published policy, retrieved 2026-08-19.
Hinckley and Bosworth's own policy
Published as Pay policy statement 2026/27.
Hinckley and Bosworth's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"The council has a single redundancy scheme which applies to all employees. Redundancy payments are calculated in accordance with the Employment Rights Act 1996 and the 2006 Discretionary compensation regulations and are based on the employee's age, length of continuous service and salary. The council does not usually provide any further payment to employees leaving the council's employment other than in respect of accrued annual leave."
Like every local authority, Hinckley and Bosworth 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.
A note on this figure: No enhancement multiplier stated; the page does not specify whether a week's pay is actual or capped.
A note on these figures: the policy details below are published fromHinckley and Bosworth'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.
Hinckley and Bosworth's published policy states that it pays the statutory calculation only, so on the wording above there is no additional discretionary payment on top of the statutory figures.
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.
Hinckley and Bosworth's own policy adds: No provisions for employees to seek early retirement on efficiency grounds, though this could be considered case by case; council does not have provisions to enhance pension benefits for any employee
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 Hinckley and Bosworth
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 Hinckley and Bosworth'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 Hinckley and Bosworth'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.