[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-164948-en":3,"doc-seo-164948-105":30,"detail-sidebar-cat-1-en-105":93},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":29},164948,8796095027276,"wps_ap_test_251126_0180","https://avatar.qwps.com/avatar/d3BzX2FwX3Rlc3RfMjUxMTI2XzAxODA=",1,17,"Forms","TEMPLATE CONTRACT OF EMPLOYMENT FOR LOCAL COUNCILS - employment contract template","Template contract of employment for local councils drafted for NALC by WorkNest HR, designed to be adapted to each council’s circumstances and used as a guide rather than legal advice. It explains statutory minimum employment provisions, options to align with Green Book terms and best practice, and how national pay/condition changes should be reflected automatically when Green Book terms are incorporated. It also covers right-to-work checks, selection of line managers, and guidance to avoid unlawful discrimination when offering enhanced terms.","TEMPLATE CONTRACT OF EMPLOYMENT FOR LOCAL COUNCILS\nINTRODUCTION\nThis template contract of employment has been drafted for NALC by WorkNest HR. It is intended as a guide to be adapted to each council’s circumstances and is not intended to provide legal advice. If councils require legal advice, they can contact their county association. If councils require HR advice they can also contact their county association. We strongly recommend that HR advice is sought by councils in drawing up a contract of employment. Clerks are advised to contact the SLCC for advice. Depending on the nature of the advice needed the council may need to engage their own advisers. WorkNest provides employment support to town and parish councils on a range of employment matters and councils can engage them directly for further support.\nTerms and conditions\nNALC recommends councils to offer enhanced terms that align with the best practice within the Local Government sector. This best practice is defined by the Green Book terms and conditions.\nThis template provides information on the statutory minimum provisions under employment legislation to ensure awareness and compliance with at least minimum requirements. Councils have the option to offer enhanced terms and conditions appropriate to their resources and this template shows councils where they might offer enhanced terms with clear recommendations from NALC to show how to align with Green Book terms or wider best practice. If the council wishes to follow NALC’s recommendations then we also produce a template contract of employment with the Green Book terms in place to help simplify the process of producing that contract.\nCouncils also have the option to state in the contract of employment that all terms and conditions will match the Green Book and so those terms may change as part of national bargaining and the council is bound to adopt any future changes. Or councils can choose to mirror the terms in their contracts of employment whilst retaining local discretion over those terms. This template has been written to support councils to do the latter. If the council wishes to sign up to Green Book terms and conditions they should be fully aware of all the terms contained therein and will need to pay a subscription to access that information. Councils can access further information on the Green Book at \u0013 HYPERLINK \"https://www.local.gov.uk/local-government-terms-and-conditions-green-book\" \\h \u0014https://www.local.gov.uk/local-government-terms-and-conditions-green-book\u0015\nThe National Joint Council for Local Government Services National Agreement on Pay and Conditions or Green Book terms and conditions are agreed nationally and any changes (such as pay) should be automatically applied to council staff if their contract incorporates Green Book terms. In other words, the salary of a clerk on Green Book terms must be increased in accordance with nationally agreed terms. Green Book terms provide entitlements that are in excess of those set as statutory minimum under employment legislation.\nIf a council decides to offer enhanced terms and conditions for some staff but not others, care must be taken to ensure the differentiation is not unlawfully discriminatory.  It would be unlawfully discriminatory if such a decision favoured one group of staff over another, where that group of staff is protected against unfavourable treatment by the Equality Act. For example, if the pay and benefits for men were better than the pay and benefits for women doing comparable work.\nThis template contract can be used for any council employee.  It is a basic template that may require specific adaptation to ensure the council’s interests are protected.\nA Council must check that job applicants have the right to work in the UK before it can employ them.  It is best practice to obtain the appropriate evidence at the interview stage.  See \u0013 HYPERLINK \"https://www.gov.uk/check-job-applicant-right-to-work\" \u0014Gov.Uk\u0015 for more information.\nManagers\nR","cbCaibEnsNvXpnoh","https://ap.wps.com/l/cbCaibEnsNvXpnoh","docx",74168,15,"English","en",105,"# Introduction\n# Terms and conditions\n## Statutory minimum provisions\n## Enhanced terms and Green Book alignment\n# Managers\n# How to use this template","[{\"question\":\"What is the purpose of this template contract of employment for local councils?\",\"answer\":\"It serves as a guide drafted for NALC by WorkNest HR, intended to be adapted to each council’s circumstances and to support awareness and compliance with minimum employment requirements.\"},{\"question\":\"How do Green Book terms affect pay and conditions for council staff?\",\"answer\":\"Green Book pay and conditions are agreed nationally, and if a council’s contract incorporates Green Book terms, changes such as pay should be applied automatically in line with nationally agreed updates. Green Book entitlements exceed statutory minimums.\"},{\"question\":\"What should councils do to avoid unlawful discrimination when offering enhanced terms?\",\"answer\":\"Councils must ensure differentiation between staff groups does not unlawfully favour one group over another, where that group is protected against unfavourable treatment under the Equality Act. For example, pay/benefits must not differ on grounds that would create unlawful discrimination.\"}]","TEMPLATE CONTRACT OF EMPLOYMENT FOR LOCAL COUNCILS - employment contract template | DOCX",1788163645,5,{"code":4,"msg":31,"data":32},"ok",{"site_id":24,"language":23,"slug":33,"title":14,"keywords":34,"description":15,"schema_data":35,"social_meta":88,"head_meta":90,"extra_data":92,"updated_unix":28},"template-contract-of-employment-for-local-councils-employment-contract-template","",{"@graph":36,"@context":87},[37,54,70],{"@type":38,"itemListElement":39},"BreadcrumbList",[40,44,48,51],{"item":41,"name":42,"@type":43,"position":11},"https://docshare.wps.com","Home","ListItem",{"item":45,"name":46,"@type":43,"position":47},"https://docshare.wps.com/template/","Template",2,{"item":49,"name":13,"@type":43,"position":50},"https://docshare.wps.com/template/forms/",3,{"item":52,"name":14,"@type":43,"position":53},"https://docshare.wps.com/template/template-contract-of-employment-for-local-councils-employment-contract-template/164948/",4,{"url":52,"name":14,"@type":55,"author":56,"headline":14,"publisher":58,"fileFormat":61,"inLanguage":23,"description":15,"dateModified":62,"datePublished":63,"encodingFormat":61,"isAccessibleForFree":64,"interactionStatistic":65},"DigitalDocument",{"name":9,"@type":57},"Person",{"url":41,"name":59,"@type":60},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-05","2026-08-31",true,{"@type":66,"interactionType":67,"userInteractionCount":69},"InteractionCounter",{"@type":68},"ViewAction",6,{"@type":71,"mainEntity":72},"FAQPage",[73,79,83],{"name":74,"@type":75,"acceptedAnswer":76},"What is the purpose of this template contract of employment for local councils?","Question",{"text":77,"@type":78},"It serves as a guide drafted for NALC by WorkNest HR, intended to be adapted to each council’s circumstances and to support awareness and compliance with minimum employment requirements.","Answer",{"name":80,"@type":75,"acceptedAnswer":81},"How do Green Book terms affect pay and conditions for council staff?",{"text":82,"@type":78},"Green Book pay and conditions are agreed nationally, and if a council’s contract incorporates Green Book terms, changes such as pay should be applied automatically in line with nationally agreed updates. Green Book entitlements exceed statutory minimums.",{"name":84,"@type":75,"acceptedAnswer":85},"What should councils do to avoid unlawful discrimination when offering enhanced terms?",{"text":86,"@type":78},"Councils must ensure differentiation between staff groups does not unlawfully favour one group over another, where that group is protected against unfavourable treatment under the Equality Act. For example, pay/benefits must not differ on grounds that would create unlawful discrimination.","https://schema.org",{"og:url":52,"og:type":89,"og:title":14,"og:site_name":59,"og:description":15},"article",{"robots":91,"canonical":52},"index,follow",{"doc_id":7,"site_id":24},{"code":4,"msg":5,"data":94},[95,100,105,110,114,119,122,127,131],{"id":96,"doc_module":11,"doc_module_name":46,"category_name":97,"show_sort_weight":98,"slug":99},11,"Presentations",90,"presentations",{"id":101,"doc_module":11,"doc_module_name":46,"category_name":102,"show_sort_weight":103,"slug":104},12,"Resumes",80,"resumes",{"id":106,"doc_module":11,"doc_module_name":46,"category_name":107,"show_sort_weight":108,"slug":109},14,"Invoices",70,"invoices",{"id":21,"doc_module":11,"doc_module_name":46,"category_name":111,"show_sort_weight":112,"slug":113},"Posters",60,"posters",{"id":115,"doc_module":11,"doc_module_name":46,"category_name":116,"show_sort_weight":117,"slug":118},16,"Social Media",50,"social-media",{"id":12,"doc_module":11,"doc_module_name":46,"category_name":13,"show_sort_weight":120,"slug":121},40,"forms",{"id":123,"doc_module":11,"doc_module_name":46,"category_name":124,"show_sort_weight":125,"slug":126},18,"Letters",30,"letters",{"id":128,"doc_module":11,"doc_module_name":46,"category_name":129,"show_sort_weight":29,"slug":130},21,"Paper Templates","papers-templates",{"id":132,"doc_module":11,"doc_module_name":46,"category_name":133,"show_sort_weight":4,"slug":134},158,"General","general-158"]