Managing sickness/absence

High attendance at work is crucial for the effective operation of the Council's services. The Managing Sickness Absence Policy covers all employees and ensures a fair and consistent approach in dealing with absences from work.

Managers have direct responsibility for managing sickness absence, whilst employees must follow certain procedures to be entitled to Occupational Sickness Allowance and Statutory Sick Pay. Entitlements are in accordance with the national conditions.

A copy of the Managing sickness absence policy document can be downloaded below:

Managing sickness absence policy

Long service awards

In order to recognise the loyalty, commitment and contribution to service provision of employees with continuous long service with Falkirk Council (and it's predecessor Authorities ie Falkirk District Council or Central Regional Council), the Council will make the following awards:

  • 25 years service - £300 voucher
  • 40 years service - £800 voucher

This will be awarded to employees in the January following the year in which they have reached the recognised period of long service.


Notice periods

From Falkirk Council

As defined by employment legislation, the minimum periods of notice the Authority must provide an employee on termination of contract are:

Continuous Service* Period of Notice
Up to 1 month Nil
1 month but less than 2 years 1 week
2 years or more 1 week for every year of employment up to a maximum of 12 weeks

*continuous service is defined as all periods of non broken service Local Government Service or equivalent service as defined in the Redundancy Payments (Local Government) (Modification) Order 1983. (as amended).

From Employees

The minimum period of notice you must provide the Council on resigning is:

  • Up to and including Grade H: 4 weeks

  • Grade I and above: 8 weeks

In the event of a request made by an employee, the period of notice may be altered with the approval of the Chief Officer subject to mutual agreement.

The period of notice a Craft employee is required to give is one week.


Indemnification against theft or assault

Falkirk Council undertakes to indemnify (cover) all employees against financial loss, caused by violent or criminal assault, suffered in the course of or as a consequence of their employment. In the event of an employee's death, payments will be made to their dependants.

This condition will be applied in accordance with the SJC & Craft conditions.


Damage or loss to property

You are encouraged to look after your personal belongings while at work. Falkirk Council will not accept responsibility for damage to, or loss of, personal property while on duty. Chief Officers, in consultation with the Head of Human Resources & Business Transformation, have discretion to reimburse an employee in accordance with this scheme.

Any claims must be submitted in writing to your Head of Service within one month of the damage or loss occurring. Claims outwith this period should be discussed with the Head of Human Resources & Business Transformation.

Authorisation of the claim

Your Chief Officer has the authority to reimburse you for up to 100% of the cost of the repair of the damage or value of the article lost. The following should be taken into account when considering the value of reimbursement:

  • Whether or not there is negligence on the part of the Council
  • Whether or not there is negligence on the part of the employee

Protective clothing supplied by the Council is not covered by these guidelines. Proof of the value of the item damaged or lost, or repair costs, should be submitted in respect of each item.

Reimbursement will be made by Finance Services on receipt of a memo from the relevant Chief Officer, authorising payment of a specified value. All claims must be authorised by the Head of Human Resources & Business Transformation to ensure consistency of approach.

Records will be kept by the employee's Service detailing the reasons for and value of the reimbursement.


Identity card

In the interests of security, you will be issued with an identity card, which must be worn at all times when on duty. At some locations, you may also be issued with an access card for access to the buildings/car park.

Lost or damaged cards should be reported to your line manager as soon as possible for security purposes. You will need to pay for a replacement card which costs £5.00.

To request a new or replacement identity card, please contact:


Professional registration fees

Payment of professional registration fees is the responsibility of each individual employee. Payment may be made in specific circumstances.


Data matching

The Council is required by law to protect the public funds it administers. In order to prevent and detect fraud, the Council may share information provided with other public bodies responsible for auditing or administering public funds for these purposes.

External data matching will be undertaken in accordance with the relevant Audit Scotland Code of Practice.


Housing provision for employees

Employees who reside in particular houses for the better performance of their duties and who change employment within the Council to a post which does not require this for the fulfilment of their duties, will be allowed to remain in the accommodation unless it is required for another employee to undertake his/her post.

They will be responsible for appropriate rent/Council tax charges. In such circumstances, the employee will be allowed reasonable time to locate new accommodation.

Employees who apply for Council housing, will be treated no differently from any other applicant on the housing waiting list. The Council may provide houses on normal tenancy conditions approved by the Council to newly recruited employees who are classified as an "Incoming Key Worker".


Protection of hours

At the time of implementation of Single Status in 2006, there were a number of SJC employees who worked a 35 hour week. This 35 hour working week arrangement was protected at the time of implementation whilst the individual remained in that post. It was agreed that this could be continually monitored on equality grounds. Following consideration by the Council at its Executive meeting on 25th September 2018, the Council and the recognised trade unions entered into a collective agreement for the withdrawal of the protection with effect from 1st October 2020.

With effect from 1st October 2020, those protected will have their contract of employment amended by the withdrawal of protected hours along with the associated payments. Therefore their pay will reduce proportionately to the protected hours being withdrawn (unless they exercise their individual option to increase their hours to compensate. For example, a person working 35 hours with 2 hours protection (and so paid for 37 hours) will continue to work 35 hours but only be paid for the 35 hours worked.

Where employment circumstances change in the following situations, the protection would be lost earlier than 30th September 2020, at the time of the change:

  • You are appointed to a new job with the Council (where this is instead of your current job, not in addition, protection only for current).
  • You take flexible retirement.
  • You are slotted or matched to a redesigned role as part of a restructuring exercise.

In these situations you would work to the conditions of the new role which would not have the protection.

All new employees appointed after 18 December 2006 are appointed on the basis of a 37 hour working week.


Dress code

The Council considers it important to establish basic guidelines for appropriate dress at work, which promotes a positive image, maintains good staff morale and gives due consideration to safety and sound business practice.

Given the diversity of Services, in terms of operating needs, such as customer expectations, and safety, each Service will require to determine the appropriate dress code for each job. The code will be clear so employees know what is acceptable/unacceptable and will ensure employees maintain a professional image whilst dressing appropriately for the needs of the job.

Dress Down Friday

Services have discretion to implement a Dress Down Friday policy offering employees the option of dressing in a casual way on certain Fridays each month. If you are unsure about whether a particular item of clothing conforms to the business casual approach then it is probably not appropriate.

Dress down Friday is optional and therefore if you feel more comfortable wearing a suit to work, then you should continue to do so. Regardless of style - casual or professional - you must always be clean and neat when attending work or representing the Council.

You should consider the feelings and thoughts of others and items of clothing should not offend. All such arrangements must recognise the need to deliver Services.

If you are going to a meeting at a business that has a different dress code, it would be expected that your dress be adjusted to fit the situation for that day.

You will be notified if this arrangement is in place for your place of work, otherwise normal dress rules apply. Where uniforms are provided no alternatives should be worn.


Private telephone calls and mail

Private telephone calls must be kept to a minimum and where possible restricted to non-working hours. If you are using a Council telephone, you must pay for all calls.

You should not use your work place as an address for receiving private mail.