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Jobs and Training

Work for us

  • Why?

    Find out more about the benefits we offer when you work for us.

    For more information about our benefits, or any queries you have, email us at jobs@belfastcity.gov.uk

  • Pay

    We offer competitive salaries, determined by the council in line with that determined by the National Joint Council for Local Government Services. 

    Scale 1B to Scale 6

            Scale from 01 April 2019 SCP Point
    Scale 1B                          £17,364 1
      £17,711 2
    Scale 1C £17,711 2
      £18,065 3
    Scale 1D £18,065 3
    Scale 2 £18,426 4
      £18,795 5
    Scale 3 £18,795 5
      £19,171 6
      £19,554 7 
    Scale 4 £19,554 7 
      £19,945 8
      £20,344 9 
      £20,751 10 
      £21,166 11 
     Scale 5 £21,589 12 
      £22,021 13
      £22,462 14
      £22,911 15
      £23,369 16
      £23,836 17 
    Scale 6 £24,313  18 
      £24,799 19
      £25,295 20
      £25,801 21
      £26,317 22

    Senior Officer Scales

      Scale from 1 April 2019 SCP Point
    Senior Officer Grade 1 £26,999 23 
      £27,905 24
      £28,785 25 
    Senior Officer Grade 2  £29,636  26 
      £30,507  27 
      £31,371 28 

    Principal Officer Scales

      Scale from 1 April 2019   SCP Point
    PO1                                £30,507 27
      £31,371 28
      £32,029 29
      £32,878 30
    PO2 £32,029 29
      £32,878 30
      £33,799 31
      £34,788 32
    PO3  £34,788 32 
      £35,934  33
      £36,876  34
      £37,849  35
    PO4 £37,849  35 
      £38,813  36 
      £39,782 37 
      £40,760 38
    PO5 £40,760  38 
      £41,675 39 
      £42,683  40 
      £43,662  41 
    PO6  £42,683  40 
      £43,662  41 
      £44,632 42
      £45,591 43 
    PO7  £45,591  43 
      £46,565  44 
      £47,540  45 
      £48,529 46
    PO8  £48,529  46 
      £49,526  47 
      £50,567  48 
    PO9  £50,567  48 
      £51,630  49 
      £52,681  50
      £53,727  51 
    PO10  £53,727  51 
      £54,775  52
      £55,820  53 
      £56,858  54 
    PO11  £56,858  54 
      £57,903  55 
      £58,963  56 
      £60,021  57 
    PO12 £58,963  56 
      £60,021  57 
      £61,056  58 
      £62,110  59 

  • Pension scheme

    This is an extremely 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.

  • Annual leave and public holidays

    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.

    Posts up to and including scale 6

    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 155 hours 24 minutes 21 days 88 hours and 48 minutes 12 days
    After five years’ continuous service 185 hours 25 days
    After 10 years’ continuous service 207 hours 12 minutes 28 days

     

    Scale S01 - Scale PO12

    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 170 hours 12 minutes 23 days 88 hours and 48 minutes 12 days
    After five years’ continuous service 207 hours 12 minutes 28 days
    After 10 years’ continuous service 229 hours 24 minutes 31 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 (7 hrs 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.

    Chief Officer grades

    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 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.

    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.

  • Sick leave scheme

    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 following periods:

    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

  • Hours of duty

    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.

  • Uniform

    Some posts require 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.

  • Work Life Balance

    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: 

    • flexi-time 
    • job-share and part-time working 
    • phased returns to work and career breaks 
    • maternity, paternity, adoption, parental, carer's, marriage, bereavement, special and annual leave 
    • a childcare voucher scheme for employees.

  • Childcare Vouchers

    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.

  • Health and Wellbeing

    Many of our health and wellbeing services are provided by the Corporate Health and Safety Unit and the Occupational Health Unit including: 

    • eye and ear tests 
    • general health checks and diet and lifestyle advice 
    • display screen equipment assessments 
    • employee counselling 

    We also run several schemes designed to help you improve your overall health and fitness which include: 

    • Stop Smoking programme 
    • Healthwise programme 
    • Cycle to Work scheme
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