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Fair Work First

Fair Work First is the Scottish Government's flagship policy for driving high quality and fair work across the labour market in Scotland by applying fair work criteria to grants, other funding and contracts being awarded by and across the public sector, where it is relevant to do so. Through this approach the Scottish Government is asking employers to adopt fair working practices, specifically:

  • appropriate channels for effective voice, such as trade union recognition;
  • investment in workforce development;
  • no inappropriate use of zero hours contracts;
  • action to tackle the gender pay gap and create a more diverse and inclusive workplace; and
  • payment of the real Living Wage

From Fair Work First: guidance to support implementation on gov.scot

We are working towards advancing the Fair Work First criteria below.

Our aim is to deliver good quality and fair work through continuous improvement. This will give confidence to:

  • the public

  • those receiving and providing funding through the public sector

  • those delivering public contracts

We will agree this commitment with trade unions' representatives.

1. We have an appropriate channel for effective employee voice

  • We engage with recognised trade unions in key governance and decision-making structures. These include local consultation fora and the Joint Negotiation and Consultation Forum.

  • We engage with trade unions in negotiation and consultation for local government staff and teachers.

  • We provide facility time to support trade union engagement initiatives.

  • We recognise trade unions across all employee groups.

  • We encourage membership of trade unions.

  • We engage in constructive dialogues for collective bargaining.

  • We engage in constructive dialogue and address workplace issues and disputes.

  • Trade unions are always informed and consulted during policy development.

  • We have zero tolerance for bullying and/or harassment. We have a bullying and harassment policy and trained harassment advisers. They are the first point of contact for staff for a safe and confidential discussion.

  • We carry out regular surveys to understand the views of our workforce.

  • We provide opportunities for engagement with senior management. This promotes a culture of openness and transparency.

  • We have formal and informal employee engagement through development discussions with individuals and teams.

2. We invest in workforce development

  • We provide opportunities for young people through apprenticeships.

  • We engage with government-funded programmes to support local employability.

  • We encourage continuous learning at every stage of the employment journey. We offer it across the workforce, both in relation to specific roles and as wider development.

  • We encourage, support and fund formal and informal training.

  • Our health and wellbeing strategy promotes and looks after the mental wellbeing of our workforce.

  • We provide regular governance, equality and diversity training.

  • We create opportunities for our workforce to learn new skills by promoting secondment opportunities within and outwith Angus Council.

  • We are developing workforce development and succession management plans.

3. We do not use zero hours contracts inappropriately

  • Supply and casual contracts are only used when there is no alternative. Workers on these contracts are not compelled to accept work when offered.

  • We do not use supply and casual contracts to fill longer term vacancies.

  • Where possible we will use an open-ended or fixed-term contract rather than a supply or casual contract.

4. We take action to tackle the gender pay gap and create a more diverse and inclusive workplace

  • We make sure we understand and address perceived barriers to employment with the council. We use data to understand our workforce diversity and pay gap position.

  • We support flexible working across the council from the first day of employment. We are happy to discuss flexible working requests during the application process.

  • We are a Carer Positive employer.

  • We recognise our role as a Corporate Parent. We support care experienced young people into employment. This includes our guaranteed interview scheme for young people with caring responsibilities.

  • We provide enhanced maternity, parental and adoption leave schemes.

  • We are a signatory to the Armed Force Covenant. We support opportunities for serving members and veterans of the armed forces.

  • We make adjustments so staff with disabilities can access the workplace.

5. We pay the Real Living Wage

  • We are committed to making Angus a Living Wage region.

6. We don't use fire and rehire practices

  • We will carry out full and meaningful consultation when changing employees’ contractual terms and conditions of employment.

  • We will not use, or threaten to use, dismissal and immediate re-engagement practices.