Wiltshire: what their redundancy policy pays
Sourced from Wiltshire's own published policy, retrieved 2026-08-19.
Wiltshire's own policy
Published as Pay Policy Statement 2023/24 (Appendix 1).
Wiltshire's policy states: voluntary redundancy: statutory weeks x normal weekly pay x 2.5, capped at 40 weeks; compulsory redundancy: statutory formula only, capped at 30 weeks or 20 years service. This is calculated on actual for voluntary; capped (at £571/week) for compulsory. The policy caps discretionary compensation at 40 weeks' pay.
"If employees choose to volunteer and are accepted for redundancy, they are entitled to a payment calculated as follows: Statutory weeks x normal weekly pay x 2.5, capped at 40 weeks, with a minimum payment of £3000... Compulsory: Statutory weeks x weekly salary (capped at £571), with a cap of 30 weeks pay or 20 years service."
Like every local authority, Wiltshire 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 2023/24 (Appendix 1), retrieved 2026-08-19.
A note on this figure: Voluntary redundancy uses a 2.5x multiplier on actual weekly pay up to 40 weeks; compulsory redundancy is statutory-formula only using the (then) statutory capped weekly pay figure of £571, capped at 30 weeks or 20 years' service. This is the 2023/24 statement; a newer year's figures (statutory cap uprated) may apply now.
A note on these figures: the policy details below are published fromWiltshire'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.
Wiltshire'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.
Wiltshire's own policy adds: Age 55+ with at least 2 years' pension scheme membership: pension and lump sum may be paid early on redundancy termination.
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 Wiltshire
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 Wiltshire'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 Wiltshire'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.