Lancaster: what their redundancy policy pays
Sourced from Lancaster's own published policy, retrieved 2026-08-19.
Lancaster's own policy
Published as Early Termination of Employment Policy and Arrangements (Appendix A).
Lancaster's policy states: 2.2 x statutory weeks. This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 66 weeks' pay.
"The Council exercises its discretion... the employee will receive an enhanced redundancy payment which will be calculated using the statutory redundancy formula, but using the employee's actual weekly pay rather than any statutory maximum figure for weekly pay, and a multiplier of 2.2 will be applied to the calculation up to a maximum sum of £29,700."
Like every local authority, Lancaster 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: Early Termination of Employment Policy and Arrangements (Appendix A), retrieved 2026-08-19.
A note on this figure: Document is a 2013 draft amendment (Appendix A) still linked from council committee records; current Pay Policy Statement 2025-26 references the same underlying policy statement without restating the multiplier. Cap figures (max payment £29,700) are historic and may have since changed.
A note on these figures: the policy details below are published fromLancaster'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.
Lancaster'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.
Lancaster's own policy adds: Employees aged 55+ with at least 3 months LGPS membership, terminated on grounds of redundancy or efficiency, receive immediate payment of unreduced pension and lump sum
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 Lancaster
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 Lancaster'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 Lancaster'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.