We have the desire to always be the best we possible can be, challenging ourselves to seek new, better ways of serving the National Park and those who experience it. We believe in providing our people who support us to be the best we possibly can be with an excellent benefits package.
This package includes everything from a generous Local Government pension and flexible working options, through to salary sacrifice benefits which include childcare vouchers and bicycles.
The annual entitlement for full time staff is 21 days, and you can carry over up to 5 days into the following holiday year. Your annual entitlement will rise to 26 days after you have been with us for 5 years, rising to 28 days after you have been with us for 10 years. In addition, employees will be entitled to 8 bank/public holidays and two extra statutory days.
We are part of the Local Government Pension scheme.
It is important that our employees work in an environment where they are valued and where outstanding achievement and performance is recognised. Such an environment provides for greater job satisfaction, increased motivation and productivity, and improves attraction and retention rates. Reward and recognition reinforces the Lake District National Park’s strategic vision by recognising contributions or behaviour that supports its goals and objectives.
Reward and recognition at the Lake District National Park, falls into two categories:
To extend our range of benefits, access to an Employee Assistance Programme (EAP) is provided for all employees. Help is available for all sorts of different personal queries. These include buying a new home, having children, managing money, staying healthy, family problems and dealing with changes at work. The service assists individuals by providing practical and emotional support with telephone counselling, as well as through access to specialist advisors. General information can also be provided on things like council tax, legal and financial matters.
All members of staff who have a minimum of 26 weeks continuous service have a right to request a change to their working pattern. Staff have a right to request the following on a permanent basis: a change to their hours of work; a change to their times of work; to work from home.
Across the organisation we also operate a flexitime scheme, this is designed to provide flexibility to our employees, with the aim to ensure that individuals can achieve a healthy work-life balance. In eligible roles, as long as you have worked the hours to meet the needs of our organisation, full time employees may take up to a maximum of 3 days of flexi leave each month (pro rata for part time staff).
We provide a childcare voucher scheme, helping our working parents with childcare costs. Employees who join the scheme pay for the childcare vouchers out of their gross salary (saving on their tax and NI contributions) and then use them for all kinds of registered childcare for their children up to 16 years old, including day nurseries, nannies, au pairs, crèches, childminders, out of school clubs, holiday schemes, activity clubs and more.
One of our more popular employee benefits is our cycle to work scheme, which is a government-backed initiative that helps our employees save up to 42% on the cost of their bike and safety accessories. Employees who join the scheme pay for their bike over 12 months, spreading the cost and saving on tax and NI too.
Your entitlement to sick pay is prescribed by nationally negotiated conditions of service and increases with length of service as follows:
During 1st year of service 1 month full pay (After completing 4 months 2 months half pay in addition to the 1 service months full pay
During 2nd year of service 2 months full pay and 2 months half pay
During 3rd year of service 4 months full pay and 4 months half pay
During 4th and 5th year of 5 months full pay and 5 months half pay service
After 5 years’ service 6 months full pay and 6 months half pay.
These entitlements apply irrespective of the number of hours you work