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Discretionary Voluntary Redundancy

The Voluntary Redundancy (VR) scheme offers colleagues a supported way to consider future plans, while helping protect essential community services.

Deciding on Discretionary Voluntary Redundancy applications

Applications had to show a genuine redundancy (the post would be deleted or addressed through a managed ‘bumping’ arrangement). After that, the council considers factors such as:

  • whether the change supports future service design or transformation
  • long‑term financial savings
  • the skills and experience we need to retain
  • the impact on service continuity
  • whether the role supports statutory duties
  • these checks help ensure decisions are fair, consistent and protect essential services

When you will hear about your application decision

Once the Voluntary Redundancy (VR) window closes and the panel has worked through all applications, we’ll update you directly. We aim to share outcomes as soon as possible so you can plan ahead confidently.

If your application is declined

There is no appeal process. 

All VR applications are assessed carefully against the agreed criteria, but because the scheme is entirely discretionary and based on organisational need, decisions are final. We appreciate this may feel disappointing, and we’re committed to making sure decisions are clearly explained and communicated with care.

Withdrawing your application

You can withdraw your application at any point before formally accepting an offer of VR.

Working at Cumberland Council in the future

Due to the significant costs associated with the VR scheme, and the council’s duty to demonstrate that the use of public money is justified, if an employee leaves the Council by way of voluntary redundancy they will not be permitted to be re-engaged (whether permanent, temporary or fixed term) by the Council for a period of 12 months from the date of termination. 

If a former employee applies for employment, after at least 12 months from their termination date, the matter will be referred to HR for a decision. 

Each case will be considered on its merits, having regard to the business needs of the council at the time of the application. The criteria will be objective criteria related to the VR process and the decision will be final.