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Jobs and Training
Find out more about the benefits we offer when you work for us.
We offer competitive salaries, determined by the council in line with that determined by the National Joint Council for Local Government Services.
| Scales | Scale from 1 April 2023 | SCP Point |
|---|---|---|
| Scale 1B | £22,366 | 2 |
| £22,737 | 3 | |
| Scale 1C | £22,737 | 3 |
| £23,114 | 4 | |
| Scale 1D | £23,114 | 4 |
| Scale 2 | £23,500 | 5 |
| £23,893 | 6 | |
| Scale 3 | £23,893 | 6 |
| £24,294 | 7 | |
| £24,702 | 8 | |
| Scale 4 | £24,702 | 8 |
| £25,119 | 9 | |
| £25,545 | 10 | |
| £25,979 | 11 | |
| £26,421 | 12 | |
| Scale 5 | £26,873 | 13 |
| £27,334 | 14 | |
| £27,803 | 15 | |
| £28,282 | 16 | |
| £28,770 | 17 | |
| £29,269 | 18 | |
| Scale 6 | £29,777 | 19 |
| £30,296 | 20 | |
| £30,825 | 21 | |
| £31,364 | 22 | |
| £32,076 | 23 |
| Grade | Scale from 1 April 2023 | SCP Point |
|---|---|---|
| Senior Officer Grade 1 | £33,024 | 24 |
| £33,945 | 25 | |
| £34,834 | 26 | |
| Senior Officer Grade 2 | £35,745 | 27 |
| £36,648 | 28 | |
| £37,336 | 29 |
| Grade | Scale from 1 April 2023 | SCP Point |
|---|---|---|
| PO1 | £36,648 | 28 |
| £37,336 | 29 | |
| £38,223 | 30 | |
| £39,186 | 31 | |
| PO2 | £38,223 | 30 |
| £39,186 | 31 | |
| £40,221 | 32 | |
| £41,418 | 33 | |
| PO3 | £41,418 | 33 |
| £42,403 | 34 | |
| £43,421 | 35 | |
| £44,428 | 36 | |
| PO4 | £44,428 | 36 |
| £45,441 | 37 | |
| £46,464 | 38 | |
| £47,420 | 39 | |
| PO5 | £47,420 | 39 |
| £48,474 | 40 | |
| £49,498 | 41 | |
| £50.512 | 42 | |
| PO6 | £49,498 | 41 |
| £50.512 | 42 | |
| £51,515 | 43 | |
| £52,572 | 44 | |
| PO7 | £52,572 | 44 |
| £53,630 | 45 | |
| £54,705 | 46 | |
| £55,788 | 47 | |
| PO8 | £55,788 | 47 |
| £56,918 | 48 | |
| £58.072 | 49 | |
| PO9 | £58.072 | 49 |
| £59,214 | 50 | |
| £60,349 | 51 | |
| £61,488 | 52 | |
| PO10 | £61,488 | 52 |
| £62,623 | 53 | |
| £63,750 | 54 | |
| £64,884 | 55 | |
| PO11 | £64,884 | 55 |
| £66,035 | 56 | |
| £67,185 | 57 | |
| £68,309 | 58 | |
| PO12 | £66,035 | 56 |
| £67,185 | 57 | |
| £68,309 | 58 | |
| £69,454 | 59 |
This is a valuable and important part of our employment package.
Our pension scheme is the Local Government Pension Scheme (Northern Ireland) (LGPS NI) and it is administered by the Northern Ireland Local Government Officers’ Superannuation Committee (NILGOSC).
This scheme allows you to save while you are working in order to enjoy a pension when you retire.
If you are appointed to a post in Belfast City Council, you will automatically become a member of the scheme, in line with scheme regulations. You may opt out of the scheme.
The council will however be required to comply with the automatic enrolment provisions and will automatically enrol you as required.
As an employee, your contribution rate depends on how much you are paid, but it will be between 5.5 per cent and 10.5 per cent of your pensionable pay. The council’s contribution rate as your employer is currently a very generous 19 per cent.
We also hold pre-retirement seminars to help those planning for retirement.
This is a very attractive element of our employment package.
For posts up to and including scale 6, and SO and PO grades, annual leave and extra statutory, bank or public holiday entitlement is calculated in hours and minutes.
| Contract type Standard full time (37 hours per week) | Annual leave entitlement calculated in hours and minutes | Annual leave entitlement calculated in days - based on a standard day of 7.4 hours | Extra statutory, bank and public holiday entitlement calculated in hours and minutes | Extra statutory, bank and public holiday entitlement calculated in days - based on a standard day of 7.4 hours |
|---|---|---|---|---|
| Minimal leave entitlement | 177 hours 36 minutes | 24 days | 88 hours and 48 minutes | 12 days |
| After five years’ continuous service | 214 hours and 36 minutes | 29 days | ||
| After 10 years’ continuous service | 236 hours and 48 minutes | 32 days |
For individuals who do not work the standard full-time hours, annual leave and extra statutory, bank or public holiday entitlement will be calculated on a pro rata basis to their contracted hours, based on the standard full time hours of 37 per week and a standard day of 7.4 hours (seven hours and 24 minutes).
Employees are entitled to a holiday with a normal day’s pay for each of the statutory, general and public holidays as they occur. Where the balance of the employee’s public, bank and statutory holiday entitlement has been exhausted, additional leave taken for public, bank and statutory holidays will be deducted from the employee’s annual leave entitlement.
All employees required to work on extra statutory, bank or public holidays will be remunerated in accordance with Part 3, paragraph 2 of the National Joint Council for Local Government Services National Agreement on Pay and Conditions of Service.
The leave year commences on 1 April. If an employee starts part way through the annual leave year, the employee will receive annual leave entitlement on a pro rata basis, calculated on the number of days remaining in the current leave year from the first day of employment.
A person appointed to a Head of Service post will be entitled to 30 days' annual leave plus 12 bank or other holidays. Leave entitlement will be increased by three working days after five years’ continuous service. The leave year will commence on 1 April and new starts will be entitled to leave proportionate to completed months of service.
A person appointed to a Director post will be entitled to 32 days annual leave plus 12 bank or other holidays. Leave entitlement for will be increased by three working days after five years’ continuous service. The leave year will commence on 1 April and new starts will be entitled to leave proportionate to completed months of service.
We offer a very generous sick leave scheme to try to maintain normal pay for you during defined periods of absence.
Our employees are entitled to receive sick pay for the periods listed in the table.
| During first year of service | One month’s full pay and (after completing four months’ service) two months’ half pay |
|---|---|
| During second year of service | Two months’ full pay and two months’ half pay |
| During third year of service | Four months’ full pay and four months’ half pay |
| During fourth and fifth years of service | Five months’ full pay and five months’ half pay |
| After five years’ service | Six months’ full pay and six months’ half pay |
This will vary depending on the post. For most office based posts, the hours of duty are 37 per week, working five days per week, Monday to Friday. Flexible working hours are in operation between 7.30am and 6.30pm, with set core times that the person appointed must be in work. For posts working shift patterns (for example dog warden, zookeeper, front office co-ordinator), the shift rota is determined on a ‘post by post’ basis and the hours of duty will be stated in the application pack.
Some posts ask post-holders to wear Belfast City Council branded clothing while on duty. If you are appointed to one of these posts (for example dog warden, park warden, cleansing operative), uniform clothing will be issued by the relevant department. Facilities for changing and storage will be available.
We’ve developed a range of flexible working practices to make it easier for our employees to have a balance between the demands of work and their personal life. These include:
The childcare vouchers scheme has been introduced by the council in conjunction with Employers for Childcare. It operates on a system whereby part of your salary can be sacrificed to purchase childcare vouchers. As the vouchers are exempt from National Insurance Contributions (NIC) you can save on childcare costs.
Many of our health and wellbeing services are provided by the Corporate Health and Safety Unit and the Occupational Health Unit including:
We also run several schemes designed to help you improve your overall health and fitness which include:
We offer:
Belfast City Council is made up of several different departments covering a wide variety of posts; from Cleansing Operative to Building Control Surveyor, City Events Officer to Graphic Designer, and everything in between.
The network exists to allow staff with a disability to meet in a mutually supportive environment to share experiences and express views, and provide members with an opportunity to influence council policies, procedures and practices and feed into future disability action plans.
The aim of the Lesbian, Gay, Bisexual and Transgender (LGBT+) staff network is to bring together, across all areas of the council, individuals who identify as belonging to the LGBT+ community along with their allies and other supporters, in order to meet and share ideas. We firmly believe that when a person brings 'their whole self' to work, it not only benefits them but us as an employer too.
Silver accredited in recognition of our commitment to inclusion of lesbian, gay, bi, trans and queer people in the workplace.
The network exists to allow female staff to support each other in their career and personal development, provide a forum for women to communicate and share ideas, and build a network of relationships across the council and wider community.
We are an equal opportunities employer and welcome applications from all sections of the community.
You can call our helpline on 028 9027 0640 during office hours to help you with any aspect of the recruitment process.
We hold the Silver Diversity Mark in recognition of our commitment to promoting equality and diversity within our workforce.
We hold the AAA* Disability Positive accreditation form Employers for Disability NI in recognition of our employment-related disability good practice.
Did you know you can make a donation to any registered UK charity (or charities) of your choice straight from your pay? Your donation is taken from your salary before tax is deducted, which means that it actually costs you less. For example, every £1 you give will cost you only 80p (or 60p if you pay the higher tax rate) as it's taken from your gross pay.
Employees can also save between 25 and 39 per cent on the cost of a bicycle and equipment by joining our Cycle to Work scheme. We’ve joined forces with Cyclescheme, the UK’s leading provider of tax-free bikes, to deliver this service to our staff.
As a council, it’s our job to encourage residents to reduce, reuse and recycle as much of their waste as possible, so we can meet European and national legislative targets. We have a small team working to improve the standard of waste management at various premises - raising their recycling rates to around 60 per cent and saving the council thousands of pounds in the process.
All current Belfast City Council employees and current Belfast City Council agency assignees can benefit from offers and discounts from local businesses. Categories include electronics, IT and mobile; holidays and travel; food and drink; home and garden; health and fitness and tutoring.
Every other month, employees receive a copy of our staff magazine, Intercom, which includes a message and a news overview from our Chief Executive as well as other useful information and updates from within Belfast City Council, staff acknowledgements and recognition, and competitions.
For more information about our benefits, or any queries you have, email us at jobs@belfastcity.gov.uk
For more information and advice, get in touch.
Human Resources, 9 Adelaide, 9-21 Adelaide Street, Belfast, BT2 8DJ
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