We offer employees a range of voluntary and flexible benefits to complement your lifestyle needs.

Wellbeing and health

• Employee Assistance Programme (free confidential, independent support and advice)
• Free gym membership at our Sport and Leisure sites, subsidised rate for full membership packages and other wellbeing incentives/checks

Financial support and discounts

• Local Government Pension Scheme and MyMoneyMatters shared cost additional voluntary contribution scheme
• Bike2Work salary sacrifice scheme (large discounts on bikes and accessories)
• Public transport discounts (up to 50%)
• Discounted car parking facilities and car share scheme
• A range of local and national discounts on products and services
• Financial support for continuous professional and personal development
• Wagestream.

Flexible working and generous annual leave

• Hybrid working, flexitime and flexible working policies
• Generous annual leave and the ability to purchase additional leave
• Paid Carers Leave (criteria based)
• Up to two days volunteering leave
• Relocation package (criteria based)

Family friendly policies

The Council has signed up to the Family-Friendly Employers Charter since March 2022, which sets out how we can help parents and carers to manage their work and caring commitments.

Below you will find a snapshot of the policies which support our commitment. If you require any further information about one of our policies, please contact hrservicecentre@colchester.gov.uk.

Maternity

Leave available:

• 26 weeks Ordinary Maternity Leave
• 26 weeks Additional Maternity Leave

A total of 52 week’s leave.

Salary:

Statutory Pay

90% of average weekly earnings for first six weeks.

Following 33 weeks lowest amount of the 90% average weekly earnings or flat rate Statutory Maternity Pay (SMP).

Occupational Pay

20 weeks half pay plus SMP (except where the combination of these payments exceeds the normal full pay, when a reduction will be made to bring it back to this amount).

If the pregnant employee is not returning to work or has asked to defer their 20 weeks half pay then they will only be paid SMP. If they have deferred their half pay and then subsequently returns to work, the deferred pay will be paid to them in the normal way.

Up to 10 paid Keeping In Touch days also available.

Qualifying period:

Statutory Pay

The employee has been working for the organisation without a break in their 

employment for at least 26 weeks, ending with the qualifying week, which is the 15th week before the week the baby is due.

Occupational Maternity Pay

No qualifying service but must return to work for a minimum period equivalent to 20 weeks on their original contract terms.  If they return to work on less hours than original contract, the 20 weeks will be extended to take this into account.

Adoption

Includes adoption from within the UK, overseas or via surrogacy.

Leave available:

• 26 weeks Ordinary Adoption Leave.
• 26 weeks Additional Adoption Leave.
• Subject to official matching/official notification.

A total of 52 week’s leave.

Salary:

Same pay as Maternity.

Statutory Adoption Pay (SAP) rather than SMP.

Qualifying period:

Same as Maternity.

Paternity

Leave available:

2 weeks in total.

Can be taken in blocks of one or two weeks within 52 weeks of birth/date of adoption.

Salary:

Normal pay.

Qualifying period:

Day one right. 

Other criteria must be met.

Right to request Flexible working

Leave available:

No associated leave but right to request change to working time, working location and pattern of working. 

Two requests can be made within a 12-month period.

Salary:

Salary pro-rated where applicable.

Qualifying period:

Day one right to request.

Parental Leave

Leave available:

18 week’s leave which must be taken before the child’s eighteenth birthday or the eighteenth anniversary of their placement for adoption.

Can be taken in one-week blocks and up to a maximum of four weeks per child in one year.  Can be taken in blocks of days if the child is in receipt of Disability Living Allowance.

Salary:

Unpaid.

Qualifying period:

Day one right

Parental Bereavement Leave

Leave available:

Two weeks which can be taken in a single block or two separate blocks of one week.

To be taken within 56 weeks of the date of the death of the child.

Salary:

Normal pay. Pro-rata where applicable.

Qualifying period:

None.

Carer’s Leave

Leave available:

Up to one week’s leave in a 12-month rolling period which can be taken as a continuous block, full or half days.

Criteria applies to the definition of a ‘Carer’ and ‘long-term care need’.

Salary:

Normal pay. Pro-rata where applicable.

Qualifying period:

Day one right to request.

Fertility

For the purpose of receiving and recovering from fertility treatment.

Leave available:

Up to 5 days in a 12-month period.

Can be taken in one single block, full or half days.

Salary:

Normal pay.  Pro-rata where applicable. 

Qualifying period:

One year’s service.

Flexitime

Leave available:

Allows for flexibility in working hours to plan journeys, assist with caring arrangements or personal appointments.

Salary:

Not applicable.

Qualifying period:

Open to the majority of employees but is subject to job role.  Not based on length of service.

Shared Parental Leave

Leave available:

Up to 50 week’s leave during child’s first year in the family.

Salary:

Share up to 37 weeks of pay. 

Shared Parental Pay or 90% of average weekly earnings, whichever is lower.

Qualifying period:

Work and pay criteria which are different depending on which parent wants to use the shared parental leave and pay.

Criteria is different for adoptive parents or parents using a surrogate.

Fostering Leave

Leave available:

Up to 9 days per annum (not per child) for assessment, initial training, panel approval and review meetings/training.

Salary:

Normal pay. Pro-rata where applicable.

Qualifying period:

26 weeks or more service with the organisation.

Neo-Natal Care Leave

Leave available:

One week for every week the child has spent in neonatal care without interruption.  Leave is capped at 12 weeks.

Salary:

Normal pay. Pro-rata where applicable. 

Qualifying period:

Day one right to request Statutory NCL.

26 weeks or more service with the organisation.

Bereaved Parent Paternity Leave (BPPL)

To support surviving partners when the child’s mother or primary adopter dies.

Leave available:

Up to 52 week’s leave. 

Salary:

Pay matches maternity/adoption pay.  

Maximum 39 weeks’ pay.

It does not attract statutory pay.

Qualifying period:

Day one right.