HR professionals who work in local authorities need to be aware of rules that are specific to their sector, in addition to generally applicable employment law and HR good practice. For example there are specific rules on the application of TUPE in the public sector, the calculation of continuity of service and regulation around certain senior posts.
Working in HR in a local authority also means working within the framework of nationally negotiated terms and conditions.
Updated to include a reference to R (on the application of P and others) v Secretary of State for Justice and others, in which the Court of Appeal considered the filtering process for DBS checks.
Female councillors face a culture of sexism "which would not be out of place in the 1970s", according to Dame Margaret Hodge MP, co-chair of the Local Government Commission.
Updated to reflect that the new rules on off-payroll working in the public sector (known as IR35) are in force from 6 April 2017.
Updated to reflect that the Public Sector Apprenticeship Targets Regulations 2017 are in force from 31 March 2017.
We discuss the requirement for public-sector employers with 250 or more employees to report their gender pay gap information.
XpertHR Quick Reference - National Joint Council for Local Government Services pay spine.
Updated to reflect that the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 are in force from 31 March 2017, introducing the gender pay gap reporting duty for public authorities.
HR and legal information and guidance relating to local authority employers.