We want to give our people the best culture and rewards to allow our staff at Sefton a happy and inclusive environment to work in.
Sefton Council is committed to building a culture where you can thrive no matter what stage of your career you are in whilst maintaining a healthy work life balance.
We value our employees and aim to create a positive, innovative and open work culture that supports everyone.
Find out more information below on the benefits we offer at Sefton Council.
Right to Request Flexible Working Arrangements
Sefton Council recognises the needs of its employees to balance their work and personal responsibilities; it also recognises its obligations under the Government's Flexible Working Regulations. The Scheme is available to all employees who have worked continuously in Sefton for 26 weeks (at the date of application).
The Authority also operates other flexible working arrangements. Further details can be obtained from the Corporate Personnel Department.
Job Sharing Scheme
We operate a Job Sharing Scheme which, apart from some proven exceptions, is available to all employees. Job sharing means that two people can voluntarily share the duties and responsibilities of one full-time job. Pay and leave are pro rata.
This is generally a 36 hour week with many posts operating to flexitime. This system offers the opportunity to choose starting and finishing times which best suit personal needs. "Core time" operates from 10.00 a.m. to 3.00 p.m. with outer limits of 7.30 a.m. to 6.30 p.m. Lunch break must be at least 30 minutes taken between the hours of 12 noon and 2.00 p.m. During the flexible bands employees may start and finish work as they wish, provided that there is adequate cover at the place of work. Hours may be accumulated to give 1.5 days off within each settlement period of five weeks (pro rata for part-time staff). For posts not subject to flexitime normal office hours are 9.00 a.m. to 5.30 p.m. (Monday to Thursday) and 4.00 p.m. on Friday, with a lunch break of 1 hour. These hours may, however, vary for certain posts, e.g. in Libraries, Residential Homes, etc.
Assistance with Relocation
A relocation package is available in appropriate cases. Details of the scheme are available upon request.
The Conditions of Service are as negotiated by the National Joint Council for Local Government Services. Whilst the duties and times of work may vary in the case of particular posts the following conditions are generally applicable unless otherwise indicated.
All employees regardless of hours of work or length of service have the right to 52 weeks maternity leave and the right to return to work. Employees with at least 26 weeks service (at the 15th week before their expected week of childbirth (EWC) will qualify for Statutory Maternity Pay. Employees with at least 12 months service (calculated up to the 11th week before EWC) qualify for 18 weeks Occupational Maternity Pay, if returning to local authority work for at least 3 months.
Ordinary Paternity leave/ Additional Paternity leave / Parental Leave
Ordinary Paternity Leave is available to all employees and is granted to enable new fathers/partners/nominated carers to provide practical and emotional support to the mother around the time of the birth of her baby. All employees are entitled to 2 weeks Ordinary Paternity Leave. The first week is paid at normal pay based on normal contractual hours. The second week is paid at £136.78 per week at April, 2013 and (this may be subject to annual changes) or 90% of average weekly earnings (whichever is the lesser).
Additional Paternity Leave allows eligible employees to take up to 26 weeks leave to care for their new child, possibly with additional statutory paternity pay (ASPP). This leave and pay is only available to qualifying employees if the mother or co-adopter has returned to work.
The right to APL will be on top of the existing two-week ordinary paternity leave and pay entitlement on the birth or adoption of a child. The new scheme is aimed at giving mothers, fathers and partners more choice in childcare responsibilities and a more equitable sharing of leave entitlements.
Employees have a basic right to 18 weeks (unpaid) parental leave if they have one year's continuous service and they meet specific government requirements.
Adoption leave is available to all employees who have completed one year or more continuous service at the beginning of the 15th week before the date of adoption or by the week in which an adoption is made.
New entrants receive information on the Merseyside Pension Fund website which explains all the essential features of the Local Government Pension Scheme.
Sefton offers membership of the Local Government Pension Scheme for its employees (LGPS). In return for contributions valuable benefits are received.
Highlights of the benefits provided by the LGPS are:
- a Career Average Revalued Earnings scheme - CARE (from April 2014) with a guaranteed pension
- the ability to increase your pension benefits with a variety of options
- voluntary retirement from age 55 subject to actuarial reduction
- pension benefits become payable at age 55 or over if a member’s employment ceases as a result of redundancy or efficiency of the service*
- an ill health pension payable from any age, provided you meet the LGPS criteria immediate payment of benefits based on a 3-tier system with enhancement of service for tier 1 and 2*
- a death in service lump sum of three times your assumed pensionable pay
- survivor benefits, an ongoing pension is provided for
- your spouse (from an opposite sex or same sex marriage)
- your registered civil partner
- your eligible cohabiting partner
- your eligible children
- the index-linking of benefits to ensure that they keep pace with inflation- currently measured by the Consumer Price Index (CPI).
* You must be an active member of the LGPS for 2 years before becoming entitled to benefits under the scheme
Please refer to the Merseyside Pension Fund website for more detailed guidance.
Active Workforce is Sefton's award-winning health and wellbeing programme for businesses to help their staff to be active and healthy during working hours and reduce their absence through sickness and poor health. Find out more on Active Workforce
Full pay sickness allowance is payable according to length of service. For new entrants to Local Government in the first year of service the allowance is one month's full pay (plus two month's half pay) after four months' service. Entitlement increases until, after five years' service, it extends to six months' full pay and six months' half pay.
The Council is in partnership with a childcare voucher provider, Fideliti who offer existing members a salary sacrifice scheme. However, due to government changes the childcare voucher scheme closed to new entrants in October 2018. Therefore if you were not an existing member of Fideliti prior to October 2018, you will not be eligible to join. There is a government alternative to the Childcare Voucher Scheme called Tax Free Childcare. Further information can be found on the Government website.