Employee benefits

We value our employees and offer a number of benefits when working with us:

• generous pension: for every £1 you pay, we put in at least twice as much
• structured pay scales
• flexible hours, different office locations, and home-working
• 25 days’ annual leave (plus Bank Holidays), rising to 30 after 5 years. Please note we are currently trialling a 4 day week so this may vary.
• build your career with opportunities for training and qualifications
• get paid while you learn with an apprenticeship
• play your part in tackling the Climate Emergency
• be part of a friendly, supportive team – with approachable colleagues who want to help
• help us make work fun and celebrate our successes together

Supporting your future

Pension

We offer the Local Government Pension Scheme to all of our employees, which means you can access a secure and generous pension. Employee contributions vary by salary, employer contributions are assessed every 3 years and are currently at 17%.

More information can be found on their website.

Structured pay scales

Our pay structure is in line with the National Joint Council Job Evaluation Scheme.

Within each pay band, increases (or 'increments') are awarded each year, as long as colleagues have performed to a good standard. This means that most colleagues receive a pay rise every April. 

We will also look at the Living Wage Foundation hourly rate when it agrees annual pay awards each year.

Equal opportunities

We recognise the benefit of having a workforce where people have different backgrounds and lived experiences. We want to make sure that people who would like to join our team feel welcome and can work in an environment where everyone feels safe to be themselves. 

Health and wellbeing

Flexible and hybrid working

We are committed to providing a flexible, adaptive, and agile working environment. This includes the way we work, where we work, and what tools we need to support our hybrid approach.

To us, hybrid-working means that work is an activity we do rather than a place we go; “work is what you do – not where you do it”.

Annual leave

Depending on grade and length of continuous Local Government service, annual leave entitlement is between 25 and 34 days. All statutory holidays are given. 

Please note we are currently trialling a 4 day week so this may vary.

Family leave

An employee may receive:

• occupational maternity or adoption pay of 12 weeks at half pay
• statutory maternity pay or statutory adoption pay, depending on length of service
• shared parental leave
• support to families who have premature babies, or babies who are unwell when they are born.

Changes in legislation are always reflected in our policy and practice. 

Childcare vouchers

As part of our family friendly initiative, we offer a salary sacrifice scheme for the purchase of childcare vouchers.

Commuter benefits

Parking

There are parking facilities on all sites, however, availability cannot be guaranteed. We also have Electric Charge points at Cambourne.

Car sharing schemes

‘CamShare’ is an online car sharing scheme which assists employees in finding other staff to car share with. ‘CamShare’ is a secure system where contact is made through work e-mail addresses only.

Cycle scheme

We have signed up to Cyclescheme, which administers the Government's Bike to Work scheme.

Relocation expenses

Relocation expenses, up to a maximum amount, may be payable in approved cases to new employees. You may be eligible if you need to relocate to the South Cambridgeshire area in order to carry out your duties.

Employees must be moving from an area at least 50 miles away, or over one hour's travel time, from their new place of employment. The new property must be no more than 35 miles away, or under one hour's travel time, from their new place of employment.

Additional memberships

Membership of a Trade Union

We currently recognise UNISON and GMB for collective bargaining purposes.

Professional membership fees

If your role requires you to be a member of a professional body, the membership fees will be covered by the Council. This must be approved by your line manager.