About the scheme
Like many councils across the country, we’re facing a really challenging financial position going into 2026 to 2027. To meet the requirements of our Medium‑Term Financial Plan, we need to reduce our overall staffing costs by £10 million next year. We know that this isn’t easy news to hear, and we understand the uncertainty that conversations about change and headcount reduction can bring.
That’s why we’re approaching this carefully, and with compassion. Introducing a Voluntary Redundancy (VR) programme gives colleagues the chance to consider their options while helping the council reduce costs in a planned and transparent way. VR is voluntary — it isn’t about signalling instability, and it doesn’t mean that everyone needs to leave. Instead, it provides a structured and supportive route for those who may feel it’s the right time to explore future plans, while helping protect the services our communities rely on.
We want to reassure colleagues that wellbeing and fairness remain central throughout the process. Support will be available at every stage — from information sessions and FAQs to pension guidance and drop‑in opportunities — so people can make informed decisions in a safe, respectful, and understanding environment.
Our commitment is to manage these changes responsibly, safeguard essential skills, and minimise the need for compulsory redundancies wherever possible. We are grateful for everyone’s continued professionalism, kindness, and support as we navigate this together.
What we mean by ‘discretionary’
When we talk about parts of the VR scheme being discretionary, we simply mean they’re not something we are legally required to offer — they’re choices we make to help manage change in a fair and supportive way.
For example, the VR uplift is a discretionary payment: it isn’t guaranteed, and it’s only available when we decide to open a VR window and when an individual application meets the agreed criteria and affordability rules. These rules and safeguards help ensure that decisions are consistent, financially sustainable, and aligned to protecting essential services.
In short, statutory elements are the minimum we must provide by law, while discretionary elements are things we choose to offer to support staff and help manage workforce change in a planned, responsible way.