Newcastle upon Tyne: what their redundancy policy pays
Sourced from Newcastle upon Tyne's own published policy, retrieved 2026-08-19.
Newcastle upon Tyne's own policy
Published as Pay Policy Statement for the Financial Year 2024/2025.
Newcastle upon Tyne's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"In relation to the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales Regulations) 2006, the Council does not routinely utilise these Regulations to offer discretionary compensation for relevant staff in the event of redundancy but utilises the established policy on Early Retirement/Voluntary Redundancy."
Like every local authority, Newcastle upon Tyne 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 for the Financial Year 2024/2025, retrieved 2026-08-19.
A note on this figure: Council states it does not routinely use 2006 Regulations discretionary compensation; severance instead determined by a separate Early Retirement/Voluntary Redundancy policy not located in this document.
A note on these figures: the policy details below are published fromNewcastle upon Tyne'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.
Newcastle upon Tyne'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.
Newcastle upon Tyne's own policy adds: Exit packages report includes total strain cost paid to LGPS as a separate line item; no reg 30(7) detail stated 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 Newcastle upon Tyne
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 Newcastle upon Tyne'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 Newcastle upon Tyne'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.