My role became redundant due to a restructure in March (which I designed and fully supported). I was asked to stay on and deliver restructure with a revised leaving date. I was made an offer of a settlement which was £5k less than the organisation enhanced standard redundancy package which everyone made redundant is entitled to. I argued this and was then offered a standard redundancy package with no recognition that my role was redundant months before I was due to leave but I was satisfied to have achieved a fair position with others affected.
Fast forward to now, the organisation has not been able to fill the redefined and less senior role mostly as they dragged their heels on the recruitment. They and I have agreed I will stay on for another six months and I was asked to consider a proposal. The timing of this gives me another full year of redundancy which is all standard for the organisation. The only addition, I asked for recognition of my flexibility and ongoing commitment so I asked for an additional months salary as part of the compensating element of the settlement. By this I meant not attracting the usual deductions but within the £30k tax free limit. I also agreed to stay longer should they fail to recruit by my now revised end date with no further negotiation of settlement.
They've returned the proposal with an adjusted position of a net equivalent of a months salary so I'm due to lose almost £3k that they could legitimately pay me.
This really is the equivalent of a retention bonus which can be 10% and upwards of annual salary. I asked for 7% as I feel I'm being reasonable but I did feel justified in asking for recognition of delaying my plans. They've also attached a load of objectives to the additional element. The objectives are not a problem to achieve but I don't want this to colour my final six months but equally, I feel my request was entirely reasonable under the circumstances. Any advice for me please?