King's Lynn and West Norfolk: what their redundancy policy pays

King's Lynn and West Norfolk's own policy

Published as Pay Policy Statement 2025/26.

King's Lynn and West Norfolk's policy states: statutory payment enhanced by a factor of 2, plus a further enhancement of 1, in recognition of service (i.e. up to 3x the statutory calculation). This is calculated on your actual weekly pay, not the statutory weekly pay cap.

"The Local Government (Early Termination of Employment) (Discretional Compensation) England and Wales Regulations 2006 enable local authorities to pay discretionary compensation in certain circumstances above the statutory entitlement. The Council has exercised its discretion to increase the redundancy payment as follows: the statutory upper pay limit will be disregarded, and redundancy payments will be calculated based on actual weeks' pay; the redundancy payment will be enhanced by a factor of 2 plus further enhancement of 1 in recognition of service with BCKLWN."

Like every local authority, King's Lynn and West Norfolk 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, retrieved 2026-08-19.

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.

King's Lynn and West Norfolk'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.

King's Lynn and West Norfolk's own policy adds: The Council will consider flexible retirement requests from employees aged 55 and over who wish to reduce grade/hours, giving immediate access to LGPS benefits while remaining employed; the Council does not waive any actuarial reduction for early payment of pension benefits on flexible retirement. No separate strain-cost statement for compulsory redundancy at 55+ was found in this document.

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 King's Lynn and West Norfolk

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 King's Lynn and West Norfolk's own policy and the statutory minimum add up to on their own, so you can see what a settlement offer is actually adding.