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Page updated: 29/10/2026
HR
Behaviour and Standards
Domestic Abuse and Sexual Violence
- Supporting Victims or Survivors
- Guidance for Managers
- Guidance for Colleagues
- Asking Difficult Questions
- Perpetrator
- Help and Support
Employee relations
- Capability
- Disciplinary
- Grievance
- Investigations
- Collective disputes
- Suspension
- Trade Union Facilities Time Agreement
- Disciplinary Policy and Procedure Guidance Chief Officer
- Grievance Relating to Grade
- The Role of the Companion during the Disciplinary and Grievance Process
- Grievance Policy
- Collective Disputes Policy & Procedure
- Suspension Protocol - June 2026
- Capability Policy & Procedure - June 2026
- Investigation Policy - June 2026
Employee Support
Equality & Diversity
- Disability: Reasonable Adjustments
- Black, Asian and Minority Ethnic Staff
- Religion and Belief
- Transgender Guidance
- Equality and Diversity Monitoring
- A Guide for Managers Supporting Lesbian, Gay and Bi Staff - January 2024
- Neurodiversity Policy
- Neurodiversity
- Religion and Belief Guidance for Managers - July 2026
- Reasonable Adjustments: A Manager’s Guide - July 2026
- Equality & Diversity Policy - August 2026
Flexible Working and Job Share
- FAQ's for employees
- Flexible Working FAQ's for managers
- Flexible Working Policy
- Predictable Working Pattern Policy
- Job Sharing Policy and Procedure - August 2026
Jobs & Careers
Leave and absence
- Adoption & Surrogacy Leave
- Annual Leave
- Career Break
- Compassionate Leave
- Flexi-time
- Maternity Leave
- Parental Leave
- Paternity Leave
- Purchase of Additional Annual Leave
- Premature Birth/Hospitalised Baby Leave and Pay
- Shared Parental Leave
- Time off for dependants
- Unpaid leave
- Neonatal Care Leave & Pay Policy - April 2025
- Disruptions to Working Arrangements
- Time Off Policy - February 2026
- Shared Parental Leave - Process Guide for Headteachers
- Paternity Leave Policy - April 2026
- Bereaved Partner’s Paternity Leave
- Parental Leave Policy
- Annual Leave and Holiday Pay Policy - July 2026
- Time Off for Dependants Policy and Procedure - April 2026
Leaving the council
Directory
Pay & benefits
- Childcare voucher scheme
- Expenses
- Eye tests
- Health Care Plans
- Pay
- Pension Scheme
- Salary Finance
- Travel and Subsistence Policy
Policies and Guidance
Recruiting an Agency Worker
Recruitment
ResourceLink / MyView
Restructuring
Sickness Absence
- Recording Absence
- Return to Work Interviews
- Phased Return to Work
- Attendance Management Meetings
- The Stages of Sickness Absence
- Occupational Health
- Occupational Health Referrals
- Occupational Sick Pay
- Case Conferences
- Reasonable Adjustments (Disability)
- Ill Health Retirement
- Ill Health Retirement - Non Teachers
- Ill Health Retirement - Teachers
- Related Absence
- Sickness & annual leave
- Managing respiratory tract infections including Covid
- FAQ's for employees
- Sickness Absence Policy
Volunteering
Whistleblowing
Workforce and succession planning
- Introduction
- Stage 1 - Starting Point
- Critical Role Analysis
- What is your demand and supply?
- Gap Analysis
- Action Plan
- Reporting
- Workforce and Succession Planning Solutions
Close Personal Associations and Relationships Guidance
- 2. Scope
- 3. Principals
- 4. Roles and Responsibilities
- 5. Definition of Close Personal Associations / Relationships
- 6. Defining a Relevant Team or Establishment or Work Area
- 7. Recruitment and Appointment of Employees
- 8. Requirement to Disclose a Close Personal Association
- 9. Where there is a Relationship Between Applicant and Manager or Team Colleagues
- 10. Authority to Appoint
- 11. When Issues Cannot be Managed Effectively
- 12. When a Relationship Breaks Down
- 13. Conduct or Performance Issues
- 14. Close Personal Associations between an Employee and a Child / Young Person or Vulnerable Adult
- 15. Colleagues Affected by a Close Personal Association
- 16. Provision of References
- 17. Financial Regulations
- 18. Associations with Contractors or Potential Contractors
- 19. Failure to Disclose a Close Personal Association
- 20. Ensuring Equality of Opportunity
- Appendix 1 - Officers' Declaration of Personal Interests
- Appendix 2 - Relationship Protocol
Fixed Term/Temporary Contracts Guidance - August 2026
- 2. Purpose
- 3. Scope
- 4. Differences Between a Fixed Term Contract and Temporary Contract
- 5. Workers
- 6. Successive Use of Fixed term/ Temporary Contracts
- 7. Issuing Fixed term/ Temporary Contracts
- 8. Rights of Fixed term/ Temporary Employees
- 9. Fixed Term/Temporary Contracts and Restructuring
- 10. Fixed-term or Temporary Employees Applying for Secondments
- 11. Selection for Redundancy
- 12. Redundancy Payment
- 13. Continuous Service
- 14. Access to Permanent Posts
- 15. Renewal and Non-Renewal of Fixed Term/Temporary Contracts
- 16. Reviewing Fixed term / Temporary Contracts
- 17. Renewal of a Fixed term / Temporary Contract
- 18. Non-Renewal of a Fixed Term / Temporary Contract
- 19. Ensuring Equality of Opportunity
- Appendix A – Restructuring and Fixed Term/ Temporary Contracts Q&A
- Appendix B – Consultation Invite Letter Fixed Term/ Temporary Contract
- Print Page
Employee Contracts
Restructuring Policy & Procedure - August 2026
- 2. Scope
- 3. Roles & Responsibilities
- 4. Employees
- 5. Human Resources
- 6. Change
- 7. Planning and Preparation
- 8. Consultation
- 9. Consultation During a Phased Restructure
- 10. Implementation – Filling New Posts in the New Structure
- 11. Process Review
- 12. Period of Adjustment
- 13. Temporary and Fixed Term Employees
- 14. Seconded Employees
- 15. Support
- 16. Excess Travel
- 17. Ensuring Equality of Opportunity
- Appendix A - Restructure Project Plan Template
- Appendix B - Consultation Letter
- Appendix C - Consideration for Post Letter
- Appendix D - Assessment of Compatibility Pro-Forma
- Appendix E - Confirm in Post - Offer Letter
- Appendix F - Confirm in Post - Invitation to Interview
- Appendix G - Unsuccessful Letter
- Appendix H - Notification to Staff of New Posts
- Appendix I - Expression of Interest in New Post - Supporting Statement
- Print page
Redeployment Policy - September 2026
- 2. Scope of the Redeployment Policy
- 3. Why Offer Redeployment Opportunities?
- 4. What is Redeployment?
- 5. Redeployment Procedure
- 6. Protection of “Pay”
- 7. Consideration for Redeployment – Time Limits
- 8. Maintaining Records
- 9. Review of Decision Regarding SAE
- 10. Ensuring Equality of Treatment
- Print Page
Redeployment
Managing Probationary Employees - November 2026
- 2. Scope of the Procedure
- 3. Roles and Responsibilities
- 4. Procedure
- 5. First Probation Review Meeting – Between Four and Six Weeks
- 6. Second / Final Probation Review Meeting to be Held No Later Than Three Months
- 7. Third / Final Probation Review Period to be Held No Later Than Five Months
- 8. Sickness Absence During the Probationary Period
- 9. Possible Outcomes at the End of the Probation Perio
- 10. Against Dismissal
- 11. Notice Periods
- 12. Ensuring Equality of Opportunity
- Appendix 1 - Probationary Period Assessment
Probation
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