Telford and Wrekin: what their redundancy policy pays
Sourced from Telford and Wrekin's own published policy, retrieved 2026-08-19.
Telford and Wrekin's own policy
Published as Pay Policy Statement 2026/27.
Telford and Wrekin's policy confirms it pays statutory redundancy pay only, with no locally discretionary enhancement on top.
"The Council's approach to statutory and discretionary payments on termination of employment of chief officers will be in accordance with contractual and statutory requirements."
Like every local authority, Telford and Wrekin 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, retrieved 2026-08-19.
A note on this figure: No explicit multiplier or actual-vs-capped pay basis stated in this Pay Policy Statement; document only addresses chief officer terminations generically and flexible retirement (LGPS reg 30), not a general redundancy discretionary compensation policy statement. A separate document may hold the reg 5/6 policy but was not located within the 2-search budget.
A note on these figures: the policy details below are published fromTelford and Wrekin'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.
What Telford and Wrekin pays on top of the statutory floor, if anything, depends on the route out: several councils apply different terms to voluntary and compulsory redundancy, or to different staff groups. Read the council's own wording quoted above and the source document rather than relying on a single figure, and check your own offer against both.
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.
Telford and Wrekin's own policy adds: Flexible retirement under Regulation 30 of the LGPS Regulations 2013 (or Regulation 11(2) of the LGPS Transitional Provisions Regulations 2014) permitted in the majority of cases only where savings fund the cost of release; exceptionally approved without savings to retain specialist/critical skills for succession planning.
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 Telford and Wrekin
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 Telford and Wrekin'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 Telford and Wrekin'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.