Isle of Anglesey: what their redundancy policy pays
Sourced from Isle of Anglesey's own published policy, retrieved 2026-08-19.
Isle of Anglesey's own policy
Published as Isle of Anglesey County Council Pay Policy Statement (report to ensure compliance with Localism Act 2011 for 2026 financial year).
Isle of Anglesey's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"The council's Restructuring and Redundancy Policy states that any employee who leaves the employment of the council on voluntary redundancy terms will not be re-employed by the council for the duration of the redundancy compensation payment period received, for example, if a member of staff receives 45 weeks' redundancy payment, they cannot be re-employed...for 45 weeks after the termination date."
Like every local authority, Isle of Anglesey 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: Isle of Anglesey County Council Pay Policy Statement (report to ensure compliance with Localism Act 2011 for 2026 financial year), retrieved 2026-08-19.
A note on this figure: The 45-weeks figure is given only as a worked example of the re-employment bar, not a stated policy multiplier or maximum. The council's Restructuring and Redundancy Policy (the actual multiplier document) is referenced but was not located within budget.
A note on these figures: the policy details below are published fromIsle of Anglesey'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 Isle of Anglesey 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.
Isle of Anglesey's own policy adds: Full Council votes on severance packages over £100,000, which include the cost to the council of pension-fund strain arising from early access to pension.
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 Isle of Anglesey
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 Isle of Anglesey'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 Isle of Anglesey'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.