Council redundancy terms

ericonabike

Anyone know a quick way to calculate potential redundancy terms for council empoyees? I'm pretty sure it's not the statutpory scheme, but can't find it. Mrs ericonabike is looking at voluntary redundancy after 20+ years and we'd like to get an idea of the settlement

sagalout1954

She needs to get onto her Council's computer "staff portal" and look for their "Employment Stability Policy" in the HR section - ours is in the process of being 'revised' following consultation. The terms will be less favourable than they are now but at least the name of the policy will change to contain the word REDUNDANCY in the title! Of course, her Council could have called it something else, but she will certainly find it in HR.

Currently, mine (and if you email me I will tell you which Council) is one and a half weeks pay, x 2, for every year you have been there - to a maximum of 12 years.

Typical Council, can't put it the simple way eg 3 weeks pay for every year to a maximum of 12 years.

I have not yet determined how they get to the 'weekly' pay amount. I'm paid monthly so could simply divide it by 4, or could take the annual amount and divide it by 52...........

Don't forget, Councils tend to have their cost of living and spine point (if she's not already at the top of her grade) from 1 April, though by the time they've finished faffing about it can be Aug, Sept, Oct, before it's agreed and backdated. I'm going to make sure mine are reminded to cough up the balance owing later in the year - for me it will be on 18 weeks pay, plus a further 6 weeks PILON plus the 6 weeks I'll have been working whilst consultation has been going on.

My consultation has already started so the 'new' policy won't apply to me when it's eventually finalised, doubly so given that our Council have a private company supplying their Business Support (in many areas, BADLY), I was TUPE'd over so unless this company do their own 'consultation' regarding the policy change it'll never apply (though they are that thick I don't think they've realised (even Unison don't appear bright enough to have figured that out yet and are gaily misinforming their TUPE'd members).

Pixieboy

There are two separate types of discretionary increases that can apply.
They have the power to increase statutory redundancy payments so that they are effectively based on an actual weeks pay, rather than the current statutory limit of £380 per week, if it is higher.
They may also award discretionary compensation which can increase the total payment to no more than 104 weeks pay.

Both of these will be subject to local policies, which should be in writing and available from the Council’s HR people or their intranet.

It is quite likely that these will either have been change recently, or be in the process of changing so it is important that you establish what the policy that applies in your particular case will be – this may depend on when formal consultation started, for instance.

The point about pay awards agreed post leaving – as far as I am aware an employer does not have to revise the redundancy payment in these cases, although clearly some may choose to….