Voluntary exit, voluntary redundancy and compulsory redundancy are formal Civil Service Compensation Scheme routes. They are not ordinary resignation, and the terms, eligibility, compensation and pension effects must be assessed from the written scheme offer.
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Understand the route offered
Voluntary exit can be used for workforce change without the same redundancy basis as voluntary or compulsory redundancy. The letter should identify the scheme and terms.
Do not assume that figures from another exercise or department apply to your offer.
The written offer controls the decision
- Compensation amount and calculation.
- Proposed leaving date.
- Notice treatment.
- Pension options and costs.
- Acceptance deadline.
- Tax treatment.
- Repayment or re-employment restrictions.
- Effect of withdrawing after acceptance.
Take time to compare options
Compare the net compensation, pension effect, expected time out of work and value of staying. Consider whether the scheme changes if compulsory redundancy follows.
Use the formal illustration rather than an informal estimate.
Civil Service departments use different contracts, policies and approval routes. Check your own contract, intranet guidance, scheme documents and any letter you have received before acting.
Members can unlock the exit-scheme comparison tool, compensation and pension checklist, acceptance-risk questions and a structured method for deciding whether the offer is financially and professionally workable.
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