Remuneration and benefits package

Hours of Work

This will be stated within the job advert. Whilst your hours will normally be worked during Monday to Friday, your actual working week runs from Monday to Sunday and you may be required to work on any day in this period.

Pay intervals

On the 15th of each month into your bank account.

Salary progression

All appointments are made at the bottom of the salary scale for the post unless by exception. Within the salary range there a number of salary points. Subject to satisfactory service, your salary will rise incrementally each year through these points to the maximum.

Annual leave

Annual leave entitlement starts at 26 days plus leave on all recognised public and bank holidays rising to a maximum of 32 days depending on length of service. Leave is pro rata for staffs who work part time or job share.

Probation period

The appointment is subject to completion of a satisfactory probation period.


Local government employees have access to very attractive pension arrangements.


We have been awarded the Achievement level of the London Healthy Workplace Charter. The video below shows you some of the work we do to promote the health and wellbeing of our employees. As a council employee, some of the benefits that you can look forward to are:

  • a competitive salary, benchmarked against other councils and reviewed regularly
  • the opportunity to join the Local Government Pension Scheme
  • generous holiday entitlements starting from 26 days' holiday a year
  • a full range of family friendly policies, including generous maternity and paternity entitlements
  • flexible working patterns, including options to work from home, part time hours, job share and term time working
  • a childcare voucher scheme, enabling you to save tax and national insurance contributions on the cost of your childcare
  • training and development opportunities
  • a cycle to work scheme - save on your commuting costs with a bicycle purchase scheme that is also tax efficient
  • access to My Brent Rewards, our dedicated website for staff with big brand discounts and local offers. You'll enjoy great deals on your everyday high street shopping, and save money on health plans, leisure facilities and gym membership, travel and holidays.
  • We continuously review the benefits we offer to ensure that needs of our staff are met.


Specified in job advert.

Travel arrangements

Interest free loans are available to employees wishing to purchase an annual season ticket. There are good travel links in and out of Wembley.


The council is committed to developing its workforce and has achieved Investors in People accreditation.

Valuing diversity

We are proud that Brent is one of the most diverse boroughs in the UK and aim to develop a workforce that reflects the community in which we operate.

We are committed to recruiting, developing and retaining the most talented people from all backgrounds and valuing the varied skills, experiences and perspectives they bring to us in Brent. We strive to ensure that applicants are considered solely on the basis of their skills and abilities. We monitor the diversity of applicants and appointments to check that all our employment procedures are fair.

We particularly encourage applications from disabled people, as they are currently under-represented in our workforce. We are a Two Ticks employer and offer guaranteed interviews to disabled applicants who meet the minimum criteria for a role.

Core Values

Our core values are the essential tenets which guide our work. They set forth what we believe and define how we should conduct our business. At the heart of these values are our employees.


We take a fair and balance approach in our work and are mindful of the impact of our action.


We value everyone recognising what we do is for the benefit of all of the diverse communities within Brent.


We believe that everyone is different but equal and that everyone is unique, this should be recognised and encouraged. Our aim is to create opportunities for people to make the most of their abilities.


We take pride in challenging ourselves consistently to deliver the highest quality of services possible. We promote personal and professional development. We aim to consistently exceed the expectation of our colleague, customers and residents.

Disclosure and Barring Service (DBS)

Successful applicants may be required to obtain a DBS check considered satisfactory by the Council. The London Borough of Brent is an Equal Opportunities employer and having a criminal record will not necessarily bar you from working with us.

This will depend on the nature of the position and the circumstances and background of your offences. We will not unfairly discriminate against you on the basis of conviction or other details revealed.

However, we are also fully committed to protecting our vulnerable clients and will fully comply with the DBS code of practice. For a copy of the code, please visit DBS or request a copy from Human Resources.

Rehabilitation of offenders Act

The Rehabilitation of Offenders Act 1974 enables some criminal convictions to be ignored after a rehabilitation period.

When you apply for a job with us, the Rehabilitation of Offenders Act 1974 means that you must tell us about any criminal convictions you may have which are not ‘spent’. Failure to disclose information or providing deliberate false information in order to gain employment may lead to your dismissal or a withdrawal of an offer of employment.

For some jobs, you must declare all criminal convictions or cautions, regardless of whether or not these are spent. Job description and person specifications will notify you of the level of DBS required, if applicable to the post.

Interview schedule

We appreciate it is helpful to give candidates adequate notice of assessment and interview dates. We aim to give 2 weeks notice prior to your assessment and/or interview.

Candidates will normally receive confirmation of the start date within 4 weeks of their conditional offer but this will depend on:

  • How quickly candidates complete and return all necessary information
  • Whether an Occupational Health Referral is required, and how detailed the request for medical information is.