Kensington and Chelsea: what their redundancy policy pays
Sourced from Kensington and Chelsea's own published policy, retrieved 2026-08-19.
Kensington and Chelsea's own policy
Published as Pay Policy Statement 2025/26 (Pay Policy Report 2025 to 2026).
Kensington and Chelsea's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"A week's pay for the purposes of pension and severance payments is calculated in accordance with the ... Regulations 2006. The actual amount of a week's pay is based on the average pay received in the 12 weeks before termination. The number of weeks' redundancy is based on age and length of continuous reckonable service at leaving and is subject to a statutory limit of 30 weeks' pay."
Like every local authority, Kensington and Chelsea 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 2025/26 (Pay Policy Report 2025 to 2026), retrieved 2026-08-19.
A note on this figure: No enhancement above the statutory cap identified in this document; actual (not capped) weekly pay is used to calculate the statutory formula.
A note on these figures: the policy details below are published fromKensington and Chelsea'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.
Kensington and Chelsea'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.
Kensington and Chelsea's own policy adds: Employer discretion under LGPS Regs 2013 reg 30(8) to waive in whole or part any actuarial reduction for a member aged 55+ taking immediate payment; separate published local LGPS discretionary policy (Appendix B) covers this and is updated from time to time.
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 Kensington and Chelsea
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 Kensington and Chelsea'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 Kensington and Chelsea'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.