The information on this page explains how to apply for a job at Leeds City Council and tells you about our recruitment policies and procedures. 

Completing your application

General guidance

Please read these guidance notes carefully to help you complete your application. We will use the information you provide in your application to decide whether to shortlist you for interview or other selection process.

You must provide accurate information and provide all details requested. Giving false information or omitting relevant facts will disqualify you from the application process or any job offer.

We will treat all information you provide as confidential. For queries or help with the application process contact either:

• the recruiting manager named in the job advertisement, or 
• our recruitment team by phone on 0113 378 5165 or email jobs@leeds.gov.uk  

Applicants with disabilities

Leeds City Council is a Disability Confident Leader. We encourage applicants with disabilities or health conditions to apply for roles with us and we will make reasonable adjustments for applicants during the recruitment process and once you are an employee.

Our disability confident scheme guarantees an interview to any applicant who declares a disability and meets the essential criteria outlined in the job description. You can ask for your application to be considered under the disability confident scheme on the additional details page in the application form.

If you need any information on this website in an alternative format, please email your request to webmaster@leeds.gov.uk. Visit our accessibility page for further information.

Before you apply

When you click the apply button you will be prompted to create an account, or log in if you are already registered, to start filling in your application.

Once you are logged in you will be able to save your application at any time and return to it later. 

You will also be able to log in after the closing date to view the progress of your application, use the online portal to book your interview or other assessment and find out who to contact with any questions about the recruitment process.

Your personal profile will be stored in your account so you can simply update it for any future job applications.

For the best chance of success, you should read the job description carefully to understand the essential requirements for the role and tailor your application to these criteria. We will match your skills and experience to the essential requirements to decide whether to shortlist you for interview.   

How to apply

Apply online via the Apply now button in the job advertisement. You will land on the summary page, which gives an overview of all stages in the application process in a clickable list to help you navigate through your application.

Depending on the role you will either:

• complete an online application form, or
• upload a CV and supporting statement and fill in a short online form, or
• submit an expression of interest  

The on-screen instructions will guide you through the process, whichever application route is required. Please take care to follow the instructions at each step of the online process.

If you are logged into your account, your application saves each time you click next, previous or summary at the foot of any page, so you can leave and return to it at any time.

When you are ready to submit please check that you have completed all required sections in full. Return to the summary screen and click the submit button.

Contact details

Please provide your current email address and phone number so that we can contact you with the outcome of your application and invite you to interview or a skills assessment, as applicable. 

Knowledge, experience and skills 

We will ask you to explain how your experience, knowledge and skills equip you for the role so that we can decide whether to shortlist you for an interview or further selection process.

To give yourself the best chance of being shortlisted we advise you to:

• describe how you meet all the essential requirements for the role, as specified in the job description
• include examples to demonstrate your skills and experience 
• think about relevant transferable skills from volunteering, training or other activities outside the workplace too
• where applicable, address any desirable requirements for the role

You should enter this information where directed in the online instructions. Please take care to remain within the specified word count.

If you are applying by submitting a CV, your CV and any supporting statement should explain how you meet the essential requirements. If you are completing an application form, we will ask you to provide one or more of the following:

• a supporting statement that shows how you meet the essential requirements
• your responses to questions specific to the requirements of the role

Employment experience, qualifications and training

If you are applying by submitting a CV, you must include your full employment history and all relevant qualifications and training in your CV. If you’re applying by application form you should ensure you enter your details in full where prompted. 

For either application method, you should:

• list your employment history in chronological order with the most recent first 
• outline your duties in each position and reason for leaving 
• include paid employment, work placements and voluntary work
• enter exact start and end dates for each position where possible 
• if prompted, explain the reason for any periods not in employment, training or education since leaving secondary school 
• refer to the job description for details of specific qualifications required
• provide details of relevant qualifications and training courses in your application

Read the safeguarding section on this page to find out why we ask for full details of your work history. 

We will require shortlisted candidates to provide certificates or other documentary evidence of  relevant qualifications and training later in the process.

Declaration of previous convictions

The Rehabilitation of Offenders Act 1974 requires candidates for employment to give details of any unspent convictions. You must also disclose any convictions, cautions, reprimands or final warnings that the act defines as not protected. 

You must supply this information by completing a criminal record declaration if we invite you to the next stage of the selection process, such as an interview or skills assessment.

Disclosure does not prevent you applying for a job with us, depending on the role and the circumstances of your offence. However if you fail to disclose applicable information we will withdraw our job offer or dismiss you without notice.

Equality data questions

We ask applicants a series of equality monitoring questions, which do not affect your application or the outcome. We encourage you to complete all the questions or select ‘I prefer not to say’. The recruiting manager will not see this equality information as we remove it prior to shortlisting.

We use the information you supply only for monitoring and reporting, to help us ensure that our employment practices are fair and free from unlawful discrimination. We will treat your information in strict confidence and you will not be identified in any data we publish.

Recruitment process and pre-employment

Interviews and assessments

We will shortlist applications after the closing date and contact you with the outcome of your application. 

If we shortlist you we will email to invite you to an interview or other assessment process, which may be in person or online. We will ask you to provide documentation confirming your identity, right to work in the UK and any relevant qualifications.

Read our interviews and assessments guidance to find out more about the process and the required documentation.

We cannot reimburse candidates’ expenses for attending interviews or assessments.

Safeguarding

Leeds City Council is committed to safeguarding and promoting the welfare of children and vulnerable adults. We expect all staff and volunteers to share our commitment and we reflect this in the way we recruit new staff.

We require your full employment record since leaving school, college or university, including voluntary work and gaps in your work history. You must provide explanations for any periods not in employment, training or education since leaving secondary school.

We follow a robust safer recruitment process for staff who will have contact with children and vulnerable adults or will have access to information about them. We will:

• require a candidate to provide at least 2 references
• check all gaps in employment history
• obtain an enhanced Disclosure and Barring Service (DBS) check, where applicable
• verify all essential qualifications
• conduct any other checks applicable to the job

Visit the Disclosure and Barring Service for more information.

Canvassing

You must not canvass members of the council in relation to your application. This means you must not seek the support of Elected Members or ask them to influence the outcome of your application. Any attempt to canvass will disqualify you as a candidate for employment.

References

Before we can confirm a job offer we require at least 2 satisfactory references, including one from your current or most recent employer. The timing varies according to the specific role.

If the role involves working with children and vulnerable adults, you will provide the names and contact details of at least 2 referees on your application form. We will request references for all shortlisted candidates before interview or other assessment process.

For other roles, if you are successful at interview we will ask you to provide names and contact details for your referees. We will obtain references before we confirm our offer of employment.

Pre-employment health declaration

After issuing a job offer, we ask prospective employees to complete a health declaration before starting work with us. This information supports our commitment to the health and safety of all our colleagues and customers.

The questions in the health declaration are designed to be non-intrusive and proportionate to your role. The information you supply helps us to:

• identify any potential health, safety or wellbeing issues for employees or customers
• put in place any reasonable adjustments to support you in your role throughout your time working with us
• comply with the Equality Act 2010 and support you with Access to Work funding
• monitor and mitigate any work-related risks to employees’ health 
• comply with health and safety legislation

We treat all information supplied in the health declaration with the strictest confidence.

Equality and diversity

We believe that our council should fully reflect the diverse city it serves, with an inclusive workforce that represents everyone in Leeds. 

The Equality Act 2010 sets out the duty for public sector organisations to consider how their actions affect people who are protected under the act. We take our responsibility seriously and follow all reasonable steps to ensure that we do not unlawfully discriminate. 

Core to our values is our commitment to treat people fairly, respect all and root out inequality and discrimination. We value difference and encourage everyone to be their true self at work.

We participate in national benchmarking schemes that promote good employment practice. We are:

• validated as a Disability Confident Leader
• a Stonewall Top 100 Employer 2024 and LGBTQ+ Gold Award holder
• signed up to the Mindful Employer Charter
• signed up to the Age-friendly Employer Pledge

We have 7 staff networks representing a broad range of equality protected characteristics. These groups provide support networks for colleagues and promote awareness across our organisation.

Employment information

Flexible and hybrid working

We offer a wide range of voluntary flexible working options to help colleagues sustain a healthy work-life balance. Hours and working patterns must be agreed with managers to ensure the needs of the service are met.

We support hybrid working where appropriate to the role. Subject to service requirements, colleagues can work from a choice of Leeds City Council locations, including the site designated for their service, or from home.

Leeds City Council operates from multiple sites in the city centre and in communities.

Probationary policy

All new Leeds City Council appointments are subject to satisfactory completion of a 6-month probationary period once in post.

Data protection

We will process personal information collected during the application process in accordance with the UK General Data Protection Regulation (UK GDPR). Read our external job applicants privacy notice to find out more about how we use your data.