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Working for us

We are responsible for the provision of all local government services within the city boundaries, including social services, education and libraries.

We are led by a city mayor, currently Sir Peter Soulsby, and elect 54 councillors. There are more than 20 divisions in the council where we offer work.

Our vision and values

We believe it  is important to have a clear vision backed up by strong values. This helps define what we do as an organisation and ensures that we all work towards the same goals. Please follow the link above to find out more.

Recruitment guidance

To provide you with as much information as possible on our recruitment process, we have a guidance document which can be found below along with interview notes:

Employment equality

We are committed to promoting best employment equality practice in our efforts to eliminate discrimination and create working environments where all are treated fairly and with respect.

Anyone who works for us or who applies for a job with us will not be treated less favourably than anyone else because, for example, of their colour, race, ethnic or national origin, religion, gender, gender identity, responsibility for dependants, disability, age, marital status, sexuality or trade union activity.

This statement is applicable to all policy and practice associated with our role as an employer. It particularly applies to recruitment and selection, employee training and development and promotion.

We recognise individuals or groups who face discrimination on the grounds of more than one of the above characteristics can potentially experience greater disadvantage.


Access to our buildings is being improved but still varies from building to building.

Energy conservation

We're committed to all forms of energy conservation. Staff are expected to have regard to this commitment when performing their official duties and when attending at their place of work.


All appointments we make must be on merit. All recruitment decisions will comply with this requirement, and the way we approach appointing people is designed to help us do this.

Work permits

It is a criminal offence to employ anyone who is not entitled to live or work in the United Kingdom. Applicants can expect to be asked for proof of this before any offer of appointment is confirmed.

Police checks

There are a number of roles where convictions, although ‘spent’, can be taken into account.

If you apply for such a post, a note to this effect will be found on the bottom of the job description. We will make appropriate checks before any offer of appointment is confirmed. You can view the guidance for applicants on applying for a Disclosure and Barring Service Check (DBS) via our DBS Check Management System below.

Safeguarding children, young people and vulnerable adults

We are committed to safeguarding children, young people and vulnerable adults throughout our diverse range of services, for example in our museums, social care services, libraries and schools. We are committed to keeping those we work with safe from harm and abuse and to promoting their welfare, and we expect that everyone who comes to work for us will share the same commitment. Fulfilling this responsibility includes making sure that we only recruit to work with vulnerable people those who are suitable for such roles.

Protection of children

For posts where an employee will be working directly with children, or where there is significant, unsupervised access to children, we will make relevant checks before any offer of appointment is confirmed.

References will normally be taken up for a candidate invited for interview unless the application form has been clearly marked to show that an approach should not be made at that time.

For candidates from within the city council, a reference will be automatically taken up from the director of the division where they currently work. Former employees of the council can expect that a reference will automatically be taken up from their previous department.

Medical assessment

Any offer of appointment will be subject to a satisfactory medical assessment, which may include a medical examination.

Politically restricted posts

Posts may be politically restricted, but this will only apply to strategic director and divisional director posts, and certain other senior or policy jobs.


New entrants to local government will be subject to a six month probationary period. The appointment will be confirmed after this period, subject to satisfactory service.

Interview expenses

We will pay certain expenses associated with attending a job interview.

Salary scales and conditions of service

These are laid down by the appropriate national body, and are adopted by us.

Employee code

All employees are subject to our employee code. This lays out our expectations of all of our employees, particularly in relation to the conduct of their duties, or anything that may have a bearing on their work.

Payment of salary is either weekly or monthly, in arrears, to your bank or building society account. Employees may also join our pension scheme.


Smoking is not permitted in any operational building and associated outdoor area, such as depots, yards and car parks.

Employees are not permitted to take smoking breaks, and smoking in council vehicles is prohibited.