Richmond upon Thames: what their redundancy policy pays
Sourced from Richmond upon Thames's own published policy, retrieved 2026-08-19.
Richmond upon Thames's own policy
Published as Richmond upon Thames Annual Pay Policy Statement 2025/26; Wandsworth/Richmond Shared Staffing Arrangement report (2016).
Richmond upon Thames's policy states: 1.5 x statutory weeks (fixed). This is calculated on your actual weekly pay, not the statutory weekly pay cap.
"Both schemes pay redundancy based on actual pay multiplied by the number weeks redundancy pay in accordance with age and years employed, which is then enhanced by a further multiplier. In the case of Richmond this multiplier is fixed at 1.5."
Like every local authority, Richmond 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: Richmond upon Thames Annual Pay Policy Statement 2025/26; Wandsworth/Richmond Shared Staffing Arrangement report (2016), retrieved 2026-08-19.
A note on this figure: The 1.5x figure comes from a 2016 joint Richmond/Wandsworth report setting up their Shared Staffing Arrangement, describing Richmond's THEN-current severance scheme and proposing the merged scheme broadly mirror it. The current (2025/26) Richmond Pay Policy Statement confirms discretionary compensation regs 5/6 are engaged but does not itself restate a multiplier, so 1.5x should be treated as the best-evidence historical figure, not independently reconfirmed as still in force.
A note on these figures: the policy details below are published fromRichmond 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.
Richmond upon Thames'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.
Richmond upon Thames's own policy adds: LGPS discretions (including flexible retirement for staff aged 55+ under reg 30(6)) were reviewed at the Joint Pension Committee on 6 June 2023 and are set out in a separate LGPS Discretions Statement, which was not located.
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 Richmond 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 Richmond 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 Richmond 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.