Shropshire: what their redundancy policy pays
Sourced from Shropshire's own published policy, retrieved 2026-08-19.
Shropshire's own policy
Published as Redundancy Policy (Appendix C), reviewed Reviewed by HR and Development in consultation with unions (no fixed date stated).
Shropshire's policy states: 1.5 x statutory formula. This is calculated on your actual weekly pay, not the statutory weekly pay cap.
"Employees will receive the following entitlement: For service between ages 16-21, half weeks' pay for each completed year of service multiplied by 1.5... The additional compensatory payment (1.5 multiplier) is calculated taking account of any local government service... up to a maximum of 20 years in total."
Like every local authority, Shropshire 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: Redundancy Policy (Appendix C), retrieved 2026-08-19.
A note on this figure: A week's pay is defined by contractual entitlement (actual pay), not the statutory cap. Service capped at 20 years for the calculation. Document dated December 2015 'until further notice'; no newer version located in this pass.
A note on these figures: the policy details below are published fromShropshire'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.
Shropshire'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.
Shropshire's published policy document does not separately address LGPS strain-cost or pension access, so this page does not state a council-specific position. See our local government redundancy guide for the general rule and its source.
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 Shropshire
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 Shropshire'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 Shropshire'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.