Runnymede: what their redundancy policy pays
Sourced from Runnymede's own published policy, retrieved 2026-08-19.
Runnymede's own policy
Published as Pay Policy Statement 2026/27 (Discretionary Compensation Policy, agreed by Corporate Management Committee 3 March 2011).
Runnymede's policy states: 1.5 x statutory matrix. This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 104 weeks' pay.
"There is a consistent method of calculating redundancy pay which is applied to all redundant employees, including chief officers, with the level of redundancy pay calculated using the statutory matrix with a multiplier of 1.5 and actual weekly earnings. In cases of termination on efficiency grounds, a discretionary compensation payment may be awarded ... up to a statutory maximum of 104 weeks' pay."
Like every local authority, Runnymede 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 2026/27 (Discretionary Compensation Policy, agreed by Corporate Management Committee 3 March 2011), retrieved 2026-08-19.
A note on this figure: 1.5x multiplier applies to redundancy on post-deletion grounds; up to 104 weeks applies specifically to efficiency-of-service terminations. Severance over £50k goes to full Council.
A note on these figures: the policy details below are published fromRunnymede'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.
Runnymede'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.
Runnymede's own policy adds: Runnymede has a Flexible Retirement policy under LGPS regulations and will consider requests from employees who wish to draw their pension and continue working in a reduced capacity.
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 Runnymede
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 Runnymede'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 Runnymede'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.