Southwark: what their redundancy policy pays
Sourced from Southwark's own published policy, retrieved 2026-08-19.
Southwark's own policy
Published as Southwark Employer Discretions Policy (operating version).
Southwark's policy states: up to 104 weeks' pay. This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 104 weeks' pay.
"Whether to base redundancy payments on actual week's pay where it exceeds the statutory week's pay limit. Whether to award lump sum compensation of up to 104 weeks' pay in cases of redundancy, termination of employment on efficiency grounds, or cessation of a joint appointment."
Like every local authority, Southwark 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: Southwark Employer Discretions Policy (operating version), retrieved 2026-08-19.
A note on this figure: Document dated October 2024; it does not confirm 104 weeks is applied as a matter of standing policy versus case-by-case discretion, and directs staff to a separate (not located) Business Managers' Guide for the operational detail.
A note on these figures: the policy details below are published fromSouthwark'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.
Southwark'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.
Southwark's own policy adds: The Council will base redundancy payments on actual week's pay where it exceeds the statutory week's pay limit (reg D06-5). No additional pension is awarded to redundant scheme members under Regulation 31 (LGPS Regs 2013 reg 13-31) in any circumstance; flexible retirement and waiver of actuarial reduction discretions apply to scheme members reaching age 55 (reg 13-30(7)/(8)), considered case by case.
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 Southwark
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 Southwark'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 Southwark'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.