Working For Us


We are committed to providing quality public services that provide value for money for our residents. 

We believe that the recruitment and retention of high-quality staff is vital to our success and so we take care of our staff offering a range of flexible and family friendly working arrangements and a package of employee benefits.

We aim to create a positive working environment enabling our employees to work to their full potential and achieve a healthy work/ life balance.

Boston Borough Council, East Lindsey District Council and South Holland District Council are working together in a partnership. 

Boston Borough Council firmly believes that health, safety and welfare is of paramount importance.

We will ensure all reasonably practicable measures are taken to safeguard the health, safety and welfare of our employees, visitors, members of the public and anyone who may be affected by our activities or use our buildings.

Boston Borough Council, through its Corporate Management Team, Senior and Service Managers and elected Members will ensure that all of our activities are conducted in a manner which thoroughly identifies and controls foreseeable risks in accordance with current legislative requirements recognised guidance and best practice.

It is Boston Borough Council’s intention to:

  • provide information, training and skills development for all employees to enable them to carry out their duties.
  • provide and implement in each workplace, procedures to ensure a safe and healthy working environment.
  • allocate sufficient resources to carry out our legal duties made under the Health and Safety at Work Act 1974
  • systematically measure, evaluate and promote the progress made in the implementation of these principles. 

In order for Boston Borough Council to successfully meet these principles, we will ensure the personal commitment of each employee regardless of position so that all employees:

  • conduct their activities in a manner which minimises the risk to their own health, safety and welfare and that of their colleagues or others who may be affected by their actions.
  • with specific responsibilities for health safety and welfare, for example Managers and Supervisors ensure that their duties are adequately discharged and covered in the event of absence by an appropriate deputy or responsible person.
  • must bring to the attention their line management any hazard, dangerous practices or incidents of which they become aware. 

It is Boston Borough Council’s policy to utilise all resources available including the Trade Unions and Health and Safety Working Group and to encourage a positive and constructive approach to health and safety.  We therefore welcome all suggestions and recommendations which might lead to a safer workplace and improved work practices.

Boston Borough Council, Corporate & Service Management Teams and I give full backing to this policy and support all those who take action to implement it.

CLICK HERE to view the Health & Safety Policy

Our Employment Manual is arranged into a number of sections and covers a range of subjects.  For specific information or advice about HR policies & specific cases speak with your line manager or email


  1. Absence
    a. Annual Leave Policy
    b. Sickness policy and further guidance
    c. Appendix 1 – Absence management procedures
  2.  Appraisal & Development
    a. Staff management & appraisal guidance
    b. One team responsibilities – Values & Behaviours
    c. Learning & Development Policy
    d. Learning & Development Manual
  3. Driving for work
    a. Driving at work policy
  4. Employee Support
    a. Grievance Policy
  5. Family friendly & Work life balance
    a. Adoption within UK
    b. Adoption from overseas
    c. Compassionate & Special Leave
    d. Maternity Leave
    e. Shared Parental Leave
    f.  Flexible Working Policy
    g. Flexible Working – Right to Request Policy
    h. Joint Agile Working Policy
  6. Health, Safety and Welfare at work
    a. Occupational Health & Welfare Policy
  7. Managing Change, leaving & Retirement
    a. Redundancy
    b. Redundancy Policy Appendix 1 – Ready Reckoner for Redundancy Calculations
    c. Retirement & Pensions (including discretions and flexible retirement procedures)
    d. Periods of Notice to terminate employment
  8. Managing Performance & Conduct
    a. Capability Policy
    b. Dignity at Work
    c. Disciplinary
    d. Employee Code of conduct
    e. Probationary period policy
    f. Whistleblowing
  9. Recruitment & Vetting
    a. Recruitment Policy 
    b. Recruitment Policy – Appendix A Recruitment & Selection
    c. Recruitment Policy – Appendix B Safer Recruitment
    d. Recruitment Policy – Appendix C Secondments
    e. Recruitment Policy – Appendix D Vacancy Management Request
    f.  Recruitment Policy – Appendix E Shortlisting Guidelines
    g. Recruitment Policy – Appendix F Fluency Duty – Public Facing Roles
    h. Recruitment Policy – Appendix G Embedding Values into Recruitment
    i.  Recruitment Policy – Appendix H Obtaining the Correct References
    j.  DBS Policy
    k. DBS Policy – Link to DBS Code of Practice
    l. DBS – Privacy Policy
    m. DBS – Privacy Policy – Standard/Enhanced check declaration letter
  10. Terms & Conditions
    a. Terms & conditions of employment
    b. Politically Restricted Posts

Equal Opportunities Policy April 2017

We are committed to providing quality public services that provide value for money for our residents. In order to do this we must employ high quality staff and reward them appropriately and fairly. In today’s challenging economic climate we must also ensure that we control our employment costs.


  1. Pay Policy Statement 2022
  2. Pay rates as at April 2021
  3. Job Evaluation Policies and Procedures
  4. Staff Thanks and Recognition Scheme
  5. Travel & Subsistence Policy 

The purpose of this report is to provide an annual summary of the profile of the workforce of East Lindsey (ELDC) and Boston Borough Council (BBC) by their protected characteristics as defined under the Equality Act 2010.

All public sector employers, including local authorities, have a statutory duty under the Equality Act (2010) to publish the equality profile data it holds for its directly employed workforce on a regular annual basis. The latest workforce information for ELDC and BBC is based on data obtained as at 30 June 2021.

As equality monitoring questions are optional, the Council does not hold a full set of information for every employee. Where employees did not answer or did not want to state their protected characteristics, these are shown as ‘not stated’ or ‘not specified’.



Work Experience

Workforce Development Strategy

Guide for Virtual Interviews