Kingston upon Thames: what their redundancy policy pays
Sourced from Kingston upon Thames's own published policy, retrieved 2026-08-19.
Kingston upon Thames's own policy
Published as RBK Pension Fund Administering Authority Discretions Policy.
Kingston upon Thames's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"Whether to require any strain on Fund costs to be paid "up front" by an employer following redundancy / business efficiency retirement, flexible retirement... Employers are invoiced upfront for all required strain costs."
Like every local authority, Kingston upon Thames 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: RBK Pension Fund Administering Authority Discretions Policy, retrieved 2026-08-19.
A note on this figure: This is the LGPS Administering Authority discretions policy, not the reg 7 discretionary-compensation/multiplier policy; the Pay Policy Statement (Annex 13) that would state any enhancement multiplier was not fetchable (moderngov session-wrapper URL returned HTML, not the PDF).
A note on these figures: the policy details below are published fromKingston upon Thames'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 Kingston upon Thames 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.
Kingston upon Thames's own policy adds: Employers are invoiced upfront for all required strain costs following redundancy/business efficiency retirement, flexible retirement (LGPS Regs 2013 reg 68(2)); separate discretions apply to scheme members who have reached age 55 for flexible retirement and waiver of actuarial reduction.
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 Kingston upon Thames
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 Kingston upon Thames'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 Kingston upon Thames'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.