Quick facts
  • What we do:
    In St.Helens we don’t pay lip service to the adage “people are our most important asset,” we know they are! That’s why it’s evident in all our policies and practices.
  • Year established:
  • Website:
  • UK locations:
    North West

About St.Helens Council

ST HELENS COUNCIL offers the complete package when it comes to caring for its 4,531 staff, earning the borough its highest relative scores in the Wellbeing and Personal Growth factors of our survey.

Nearly a third of staff have been on the council's payroll for more than 15 years, and it is easy to see the attraction. Almost half of them work part-time, with non-management team members putting in an average week of 27 hours, and their holiday entitlement can reach a maximum of 27 days a year (32 for senior management). A 63% positive score, ranking the council 25th among the 50 mid-sized organisations, shows working here doesn't interfere with responsibilities at home. People also report that deadlines are realistic (60%). Free childcare vouchers and a working options including flexitime add to this family-friendly ethos.

Wellbeing is a priority, and there is a dedicated health promotion officer. Health checks are available, as well as sessions discussing how to stop smoking, the effects of alcohol, weight management, exercise and mental health. The council subsidises gym membership and those aged between 40 and 60 who fall into a "low income" bracket are invited to take part in a mid-life health project. Workers haven't had stress related symptoms recently because of their job (67%), and they say that pressure doesn't affect their performance (63%, a top 20 score).

Every employee receives about 25 hours of training a year, with the organisation spending an average of £739 each. The range of courses on offer includes leadership and management, health and safety, and equality and diversity. Study towards external qualifications is also encouraged, with NVQs available, fees paid, and time off for study. Various forums have been created for colleagues to share knowledge. They feel the council makes good use of their skills (the 48% positive score, ranking the organisation 20th).

What is it like to work for St.Helens Council

People describe a style of leadership that empowers, trusts, delegates responsibility and inspires people to work to the council’s beliefs, values and key priorities. From the very top there is a culture of wanting people to develop and succeed and there are several managers who have done so. Departmental leadership is often inspirational and focuses on getting the best out of the diverse talents within teams. Managers are open and transparent in the way they deal with staff and there is a strong commitment to reducing bureaucracy and empowering people to make decisions and make a difference. A Welcome to St.Helens event is held every three months to provide new employees with the opportunity of meeting the Chief Executive and other senior officers, share the council’s vision, and together look at key priorities and challenges.
Personal Growth
Personal Growth
Employees training needs are derived from organisational priorities via the business planning process and individual needs as part of the outcomes of appraisal discussions. This results in employees taking part in a wide variety of training activities including Leadership and Management training, Policy and Procedural training, equality and diversity and many more. Non-work related training is considered sympathetically where resources are available in a partnership arrangement with the employee concerned i.e. agreement is sought on the respective contributions both partners can make. For instance fees may be paid by the council in return for the employee studying in their own time. The council has entered into a partnership with the Trades Unions to create a network of Union Learner Representatives who are supported to promote more informal learning in the workplace and to assist with the identification and take up of Skills for Life programmes.
The council’s successful GoActive membership is offered for discounted staff use with extensive facilities including swimming pools, leisure and fitness suites, aerobics classes, tennis, an athletics track, steam room, off peak badminton and squash. The scheme is actively promoted through the intranet and staff magazine. Employees between the ages of 40-60 of a lower income bracket are invited to take part in a midlife health project. Employees receive a health check, attend a health event where, smoking cessation, alcohol, weight management, physical activity, mental health are addressed. Candidates are signposted to making lifestyle changes. A further health assessment is undertaken within 5 months. The checks and events take place within work time and employees are able to access smoking cessation sessions within work time if necessary. They also run an annual Wellbeing Week in which health related organisations are invited to set up stalls in the town hall and health checks and advice is available.

Learn more about the 8 factors of workplace engagement here


  • Women

    At least 33% of senior managers are women

  • Gym

    On-site gym or subsidised gym memberships

  • Childcare

    On-site nursery or vouchers

  • Long Service
    Long Service

    40% of employees with more than 5 years' service

  • Maternity

    At least 10 weeks' leave on full pay

Company Statistics

  • UK sites:


  • Male : Female:

    31% / 69%

  • Staff Turnover:


  • Average Age:


  • Staff:


  • Earning £35,000+:


  • Graduate Vacancy Locations:

    Human Resources, Marketing, Engineering, IT, Engineering, Children's Services, Adult Services, Planning, Environmental Protection, Building Control


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