Spelthorne: what their redundancy policy pays
Sourced from Spelthorne's own published policy, retrieved 2026-08-19.
Spelthorne's own policy
Published as Pay Policy - Discretionary Compensation Policy (Efficiency of the Service).
Spelthorne's policy states: up to 104 weeks' pay (lump sum), exceeding 60 weeks only in exceptional circumstances. This is calculated on your actual weekly pay, not the statutory weekly pay cap. The policy caps discretionary compensation at 104 weeks' pay.
"A one-off lump sum payment, based on the merits of each individual case, up to the maximum of 104 weeks' pay. Only in exceptional circumstances would payments exceed 60 weeks' pay (the maximum lump sum for redundancy). The discretionary element of the lump sum payment in the event of redundancy is the total amount less the statutory redundancy payment at actual weeks pay."
Like every local authority, Spelthorne 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 - Discretionary Compensation Policy (Efficiency of the Service), retrieved 2026-08-19.
A note on this figure: Document dated January 2007, effective 1 April 2007, republished as an appendix to a 2018/19 pay policy report; no separate review date stated beyond 'kept under review'.
A note on these figures: the policy details below are published fromSpelthorne'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.
Spelthorne'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.
Spelthorne's own policy adds: Employees who are LGPS members may convert the discretionary element of the compensation lump sum into additional pensionable service (added years) on a cost-neutral basis, decided before last day of service; augmentation only where no compensation payment is made under the 2006 Regulations.
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 Spelthorne
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 Spelthorne'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 Spelthorne'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.