This page is a hub for information about the Devolution and Local Government Reorganisation (LGR) programmes.
Please do check back for information, and use the links on the side of this page for additional details too.

What is Local Government Reorganisation?
What is the expected timeline?
What is the Tendring position?
What does this mean for me as an employee of Tendring District Council?
What does this mean for me as a Member of the council?
Devolution involves setting up a new “combined authority” (CA) for Greater Essex. The CA would be led by representatives of Essex County Council and the unitary councils of Thurrock and Southend.
One option for new combined authorities is to also include a new directly elected Mayor. The CA (with the Mayor, if there is one) takes on powers and budget ‘devolved’ to it by central government, for example over skills funding.
The Combined Authority may also be referred to as a Strategic Authority.
Central government (the Secretary of State for Housing, Communities and Local Government) made the decision on whether we go ahead with Devolution and LGR. The Secretary of State has also decided what option for the number of unitaries and the boundaries of those unitaries is taken.
Wider engagement has been carried out with residents, stakeholders, parish and town councils, businesses and so on.
Once any new unitaries are in place – whether that be three, four or five across Essex – these would be the constituent members of the Strategic Authority (as Essex County Council, Thurrock Council and Southend City Council would no longer exist).
The English Devolution White Paper makes it clear that alongside devolution, there is a need to consider the opportunities and implications of Local Government Reorganisation.
It brings powers and funding from central government to local areas. It can help improve local services, better transport links and more tailored economic growth strategies.
Funding would be a combination of devolved money from government; levies charged to the councils that make up the authority (Essex, Thurrock and Southend at present, see LGR section below); and a charge on the council tax precept.
The Strategic Authority, led by the elected mayor, would have powers and funding to look at sub-regional issues such as: transport and local infrastructure; skills and employment support; strategic planning for housing growth; economic development and regeneration (as part of a Local Growth Plan); environment and climate change; health, wellbeing and public service reform; and public safety.
Local Government Reorganisation - sometimes referred to as Local Government Reform (LGR) or unitarisation - means replacing the current two-tier system (county and district councils) with single-tier authorities; single councils responsible for all local government statutory duties in the area.
In Essex, this means setting up new unitary councils, which would have the responsibilities of both Essex County Council and the district councils (like Tendring) in one authority - though some duties and powers may be moved to the Combined Authority as part of Devolution (see the section on Devolution). Examples of existing unitary councils are Thurrock and Southend.
The Government has announced it will be introducing 5 new unitaries across Greater Essex. For Tendring, this will be across a footprint covering the current districts of Tendring, Colchester, and Braintree.
The new political leadership at Essex County Council has set out its position on LGR. Cllr Peter Harris, the Leader at ECC, has written to Steve Reed MP, Secretary of State for Local Government, to inform him that he intends to send a letter before action challenging the Government’s process and decision making on reorganisation in Greater Essex. You can view his letter informing the Secretary of State about this online. These are early developments and we need to allow time for this to be understood and consider any potential implications. The letter helpfully outlines that Essex County Council officers will continue to anticipate and plan for ‘all eventualities’.
The Leader of ECC also submitted another letter on Friday 22 May requesting a meeting with Government to discuss concerns around the pace, cost and complexity of delivery. You can view this letter online. It sets out a local political perspective following the recent elections and reflects the position now being raised at ECC level. At this stage, this is a request for discussion with Government, not a change to the agreed LGR process or timelines. The programme continues to operate on the basis of the national framework and milestones already set out.
Conversations between ECC and Government are part of the wider democratic and governance process and are expected at this stage. There is no immediate change to programme activity, workstreams, or expectations.
Councillors on the new unitary council are elected 11 months before Vesting Day (the day it takes over running services), and a key priority for them (working with the interim officer leadership team) will be to develop a new Corporate Plan for everyone to work to.
Individual (non-statutory) policies are likely to take longer to harmonise (or join-up or refresh), so keep working to existing policies until they are replaced.
At this stage there is not much detail, and this will come out in the Structural Changes Order (SCO) – the piece of legislation that goes through Parliament to make LGR happen.
Councils across Greater Essex have been asked by government for their nominations for interim Returning Officers – usually a chief executive from an existing council – and for interim election boundaries too, in readiness for elections to the new unitary council.
In terms of the practical element of elections, that will be down to the Returning Officer and the supporting elections teams to decide how to run them. However, they will still need polling stations and staff for them, and people to help run the polls and count votes.
The government decision so far has set out there will be 100 councillors on the new North East Essex unitary council.
Joint Committees have clearly defined roles, and – based on previous areas of LGR – are limited to formulating a code of conduct for the new council; creating the Implementation Team; and preparing an Implementation Plan at a strategic level.
They do not recruit or appoint to senior posts in the new council; design or implement the operating model ;consider, set or develop budgets for the new council; or make decisions about service delivery or policy.
Exact functions will be set out in the Structural Changes Order.
A Shadow Authority is effectively a Council with very limited powers. Councillors are elected to the Shadow Authority in the same way as they would be elected to a Council, through a free and fair election, however their role is restricted to making decisions that are necessary to ensure that new Council is properly established and able to make decisions from its first day of operation, Vesting Day. The Shadow Authority is in place for around 11 months prior to Vesting Day. The Shadow Authority will work in a similar way to a Council in that there will be meetings of all the Councillors on the Shadow Authority, equivalent to Full Council. The Shadow Authority will also appoint a Shadow Executive, who will be the equivalent of Cabinet.
The Shadow Authority will agree the Constitution for the new Council, the budget for its first year of operation and the Medium Term Finance Strategy and will also appoint Statutory Officers (Head of Paid Service, Section 151 Officer and Monitoring Officer) and other senior officers.
The Shadow Authority won’t be able to award contracts or take other decisions, such as Planning, Licensing and so on, this activity will remain with the legacy Councils (such as Tendring District Council) until Vesting Day when the Shadow Authority becomes a fully recognised Council. However, during the year of operation the Shadow Authority is likely to be required to give its approval to some decisions that Tendring District Council will be making that will impact the new authority. This would include the award of new contracts and disposal of assets.
Unitary authorities are a single tier of local government responsible for all local services in an area. They may cover a whole county, part of a county or a large town or city.
For example, Cornwall Council, Nottingham City Council and Reading Borough Council are all unitary councils. Large urban areas may have a unique form of unitary authorities called metropolitan councils, such as Oldham or Doncaster. London boroughs are also unitary authorities.
You may have heard the phrase “decisions should not ‘fetter the discretion’ of the new council”.
This means that the existing councils (Tendring, Colchester, Braintree and Essex) should not take decisions that tie the hands of the new North East Essex unitary council, meaning the new council can make its own decisions.
There will, though, be a balancing act here. Existing councils need to make sure they can continue to deliver their own services up until 31 March 2028. And they also need to make sure the new unitary can operate safely and legally from day one (1 April 2028), including having various contracts in place to cover statutory duties.
In these cases, it will be about building in flexibility and not too long contract dates to allow the new unitary to make such decisions in a timely fashion.
Any work undertaken at this timeby existing councils should give due consideration to the principles andexpectations of LGR, and the proposal being implemented.
It is too early to know how each service will be disaggregated by Essex County Council, and it will be their job – working with the Implementation Team, Joint Committees, and latterly Shadow Councils – to work through that.
It may be that some principles are established – for example, that services are disaggregated by default –while there can also be provision for some services to be moved wholesale to one new unitary council that then acts as a ‘host authority’ for the service (while more detailed disaggregation work is carried out).
The council’s assets will transfer across to the new unitary, as will staff (see other FAQs for more details around staffing transfers).
It is important that we continue delivering services to our residents during and beyond LGR transition, including those linked to specific buildings.
The new unitary will ultimately make decisions, just like the council does now, on where and how it continues to deliver services and what it does with assets.
There has been a limited piece of work undertaken by TDC to see if any of the town councils in our district would be interested in taking on assets in their area – however, this is limited to things such as car parks, public halls and heritage buildings, and only applies to a few defined locations in Tendring.
A Shadow Authority is effectively a Council with very limited powers. Councillors are elected to the Shadow Authority; however their role is restricted to making the necessary decisions to establish the new Council so it can make decisions from its first day of operation, "Vesting Day".
This is when the new authorities go live in legal terms, with all the powers other Councils have; and the old councils are abolished. The Shadow Authority is in place for around a year prior to Vesting Day.
The Shadow Authority will work in a similar way to a Council, with meetings (including a Shadow Executive, or Cabinet equivalent). The Shadow Authority will agree the Constitution for the new Council, the budget for its first year of operation and will also appoint Statutory Officers (Head of Paid Service, Section 151 Officer and Monitoring Officer) and other senior officers.
The Shadow Authority cannot award contracts or take other decisions, such as Planning, Licensing and so on; this remains with the legacy Councils (such as Tendring District Council) until Vesting Day. However, the Shadow Authority is likely to be required to give its approval to some decisions Tendring District Council (and other members) make will impact the new authority. This would include the award of new contracts and disposal of assets.
Central government (the Secretary of State for Housing, Communities and Local Government) made the decision on whether we go ahead with Devolution and LGR. The Secretary of State has also decided what option for the number of unitaries and the boundaries of those unitaries is taken.
Wider engagement has been carried out with residents, stakeholders, parish and town councils, businesses and so on.
This is something that is being discussed across Greater Essex councils.
When the Government made its decision about the configuration, it also confirmed a commitment to repay in principle £200million of Thurrock Council's debt in 2026/27, based on the progress it has made to address its historical debt position.
It brings opportunities around being a central reference point for public services, improved value for money and efficiency, boost economic growth, provide more efficient council structures around communities and governance, scale in service delivery and having a stronger voice to central government.
The Government announced on 25 March 2026 that the area of Tendring would be part of a new unitary council also covering Colchester, Braintree and Essex County Council.
We’ll continue working with all councils in Greater Essex through the implementation and transition process, to maximise the benefits and so LGR delivers the best outcome for our residents and businesses.
The English Devolution White Paper makes it clear that alongside devolution, there is a need to consider the opportunities and implications of Local Government Reorganisation.
As part of the transition process, a cross-Essex implementation group will be established to manage the process.
At a councillor level, this work is complemented by (first) a Joint Committee between existing councils in the new area, and then (later) the new council in ‘shadow’ form.
The role of these bodies is to coordinate preparation and ensure services can move across safely and smoothly. This work is focused on continuity, stability and good planning, and would involve staff, unions and partners in a measured and transparent way.
It is not anticipated that there would be any significant changes to how services operate in the early stages, because the focus will be on establishing the new councils.
Government consulted on four options for reorganising councils in the area, the option chosen was the five unitary model, pictured below:

Four proposals for Greater Essex were submitted in September 2025 and were consulted on between November 2025 and January 2026.
The Government on 25 March 2026 said it would be taking forward the five unitary option across the area.
Government is considering replacing the current two-tier system of councils (with districts underneath county councils) with a smaller number of unitary councils that would deliver all local services in their areas.
The government published a White Paper – a piece of policy – on English Devolution on 16 December 2024, setting out its proposals.
It sets out an ambition for all areas of England to have a Strategic Authority, and an expectation that all two tier areas (such as ours) develop proposals for LGR. Essex is in the Priority Programme for Devolution and LGR.
In March 2026 the Government announced the new configuration for Greater Essex, and set out the draft terms for implementing the change.
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The process of LGR is complex and will require careful planning to ensure a smooth transition. We will continue to deliver services while shaping our new organisation. It’s essential we maintain service continuity to meet the needs of our community.
It’s likely additional resources will be allocated where necessary to support the work around reorganisation.
At this stage we have to work on the basis that they will do. We have not received any information about district or parish elections.
However, in May 2027 we will see elections to the shadow, new unitary authority.
No. Even if new unitaries are in place by then, the actual process of harmonising policies, systems and so on is likely to take years longer.
A Shadow Authority is effectively a Council with very limited powers. Councillors are elected to the Shadow Authority; however their role is restricted to making the necessary decisions to establish the new Council so it can make decisions from its first day of operation, "Vesting Day".
This is when the new authorities go live in legal terms, with all the powers other Councils have; and the old councils are abolished. The Shadow Authority is in place for around a year prior to Vesting Day.
The Shadow Authority will work in a similar way to a Council, with meetings (including a Shadow Executive, or Cabinet equivalent). The Shadow Authority will agree the Constitution for the new Council, the budget for its first year of operation and will also appoint Statutory Officers (Head of Paid Service, Section 151 Officer and Monitoring Officer) and other senior officers.
The Shadow Authority cannot award contracts or take other decisions, such as Planning, Licensing and so on; this remains with the legacy Councils (such as Tendring District Council) until Vesting Day. However, the Shadow Authority is likely to be required to give its approval to some decisions Tendring District Council (and other members) make will impact the new authority. This would include the award of new contracts and disposal of assets.
Nothing changes at this stage.
The aim is to make responsibilities clearer and services simpler for residents. For now, we continue to deliver all our current services exactly as usual.
There will be no immediate changes. For now, these day‑to‑day policies remain exactly as they are.
Over time, there will be a process of harmonising (making the same) policies like pay dates and leave years between the various arrangements currently in place at councils.
Any changes would happen gradually, with clear notice, consultation, and support for staff.
The timeline for any changes is unclear. In some areas which have gone through LGR, pay date harmonisation has happened early to ensure the new council sets off on the same foot; in other areas, this has happened much later (once the new unitary has been established). We will keep you updated as decisions are made with regard to this.
For the foreseeable future, TDC policies continue to apply in full.
Now the Government has said, on 25 March 2026, that it is minded to proceed, this does not trigger any changes for you or your role. It simply begins the next stages of the process.
Based on the Greater Essex LGR timeline, here is what would typically happen next and when: cils would be created; this will be drafted during Spring/Summer and is expected to be ‘laid’ in Parliament before the Summer Recess (Parliament’s Summer break).
Legislation agreed
The draft legislation (including the SCO) is then expected to be adopted in Autumn 2026. There may be a second ‘mop up’ SCO later in the process to pick up any unexpected issues that come out of transition.
Shadow authorities established
Once legislation is passed, shadow unitary councils would be set up to plan and safely transition services. Elections to these shadow bodies are currently indicated for May 2027, with shadow arrangements running into Early 2028.
Throughout these stages, nothing changes to your job, workplace, pay or terms and conditions. You continue to be employed by your organisation until any new council takes over powers on ‘Vesting Day’(expected to be 1 April 2028).
However,the Government has made clear its intention to proceed with this option,subject to the required legal steps
You may have heard the phrase ‘minded to’ decision occasionally used.
This is because the Government announcement made on 25 March 2026 is its intended way forward.
Technically, after this point the Government could still pause or stop the process – but this can apply to everything that we do, and we anticipate everything going ahead from this decision point.However,the Government has made clear its intention to proceed with this option,subject to the required legal steps.

If reorganisation goes ahead, the earliest point at which any new unitary councils would come into effect is April 2028, described as “Vesting Day”, meaning the formal day when any new councils would go live and the predecessor councils would case to exist.
This timeline depends on several national steps still to come, including legislation, the creation of shadow authorities, and detailed design and transition work. Elections to any shadow unitary councils are not expected until May 2027, with the transition 11 months later.
There will be a process of creating and setting up the new unitaries from the initial Government decision, including laying a ‘structural changes order’ in Parliament (the legislation needed to legally establish new councils and abolish existing ones).
We received the governments' decision on 25 March 2026.
Next steps are to work on the governance arrangements for the new unitary councils.

We broadly welcome Devolution as bringing powers and funding to a more local level.
On LGR our organisational position is that we want to make sure Tendring – as a district and as a council with all of the staff and services that entails – is in the strongest possible place going forward.
We have committed to working particularly closely with our partners who will help to form the new unitary for our area – in particular Colchester City Council, Braintree District Council, and Essex County Council on preparations, as well as the wider Greater Essex implementation team.
In the meantime we must continue to deliver our usual high quality services and projects. We will also need to factor in the time and capacity Devolution and LGR will take up on staff and councillors, and so some things may need to be re-prioritised.
Part of your consideration for new products or services should be ‘what do Colchester, Essex and Braintree?’ use, as there may be an opportunity to begin harmonising systems and contracts now. This should be recorded in your decision-making, and Cabinet members are asking this question.
It is though just one factor to consider; you still need to consider price, value for money, social considerations, and ultimately which is the best product to use.
The council’s assets will transfer across to the new unitary, as will staff (see other FAQs for more details around staffing transfers).
It is important that we continue delivering services to our residents during and beyond LGR transition, including those linked to specific buildings.
The new unitary will ultimately make decisions, just like the council does now, on where and how it continues to deliver services and what it does with assets.
There has been a limited piece of work undertaken by TDC to see if any of the town councils in our district would be interested in taking on assets in their area – however, this is limited to things such as car parks, public halls and heritage buildings, and only applies to a few defined locations in Tendring.
No, we are committed to putting our staff in the best possible place; training and development will continue.
Likewise, people on existing sponsored qualifications will have this honoured and continue through transition.
We are not currently seeing an increase in staff turnover, nor any difficulties in recruiting. This will continue to be monitored.
It is important to remember that staff come and go all of the time, and is perfectly normal.
The short answer is, for now, yes; work goes on. We will need to consider our capacity to deliver new projects while also preparing for future eventualities, and in deciding whether to go ahead we will need to consider the implications of Devolution and LGR. But, fundamentally, our work continues, and will not simply come to a halt whenever a new unitary comes into being.
It brings opportunities around being a central reference point for public services, improved value for money and efficiency, boost economic growth, provide more efficient council structures around communities and governance, scale in service delivery and having a stronger voice to central government.
The Government announced on 25 March 2026 that the area of Tendring would be part of a new unitary council also covering Colchester, Braintree and Essex County Council.
We’ll continue working with all councils in Greater Essex through the implementation and transition process, to maximise the benefits and so LGR delivers the best outcome for our residents and businesses.
It brings powers and funding from central government to local areas. It can help improve local services, better transport links and more tailored economic growth strategies.
Tendring won't be merged with anyone - all existing district, borough, city, unitary and county councils in Essex will be abolished, and new ones created.
However, in terms of the geographic footprint, Tendring will become part of a new council area also covering Colchester and Braintree, called North East Essex.
We understand that this period of uncertainty can be unsettling for everyone, and further support is available through our Employee Assistance Programme.
While we may not have all the answers right now, please be assured that this is a long-term process.
Whatever happens there will still be a need for local government staff to provide essential services to residents; and the vast majority of staff will simply transfer across to any new authority in line with TUPE (Transfer of Undertakings (Protection of Employment)) regulations.
In the meantime, please keep delivering your usual top services to our residents; and look to put yourself in the best possible position for new opportunities from any new council. Work with your manager to look at training and development opportunities.
Please find below a video version of FAQs for staff. This will be updated as we know more. Please note, these are identical to the text versions below.
Yes – council work does not stop,and we should still be seeking to best serve our communities.
Don’t forget to follow the usual process though (including getting approval from Management Team before applying), and considering about any cost and capacity pressures accepting the funding might bring – for both Tendring District Council and, if applicable, the new unitary council too.
Part of your consideration for new products or services should be ‘what do Colchester, Essex and Braintree?’ use, as there may be an opportunity to begin harmonising systems and contracts now. This should be recorded in your decision-making, and Cabinet members are asking this question.
It is though just one factor to consider; you still need to consider price, value for money, social considerations, and ultimately which is the best product to use.
No, we are committed to putting our staff in the best possible place; training and development will continue.
Likewise, people on existing sponsored qualifications will have this honoured and continue through transition.
Managing the transition will require a considerable amount of resource, particularly from support services operating those ‘corporate functions’ and so in the short-term the answer is yes.
Longer-term, service transformation including staffing structures will be decisions for the new unitary council and its leadership to take.
We are not currently seeing an increase in staff turnover, nor any difficulties in recruiting. This will continue to be monitored.
It is important to remember that staff come and go all of the time, and is perfectly normal.
The appointments process will bea matter for the new Shadow Council to determine.
There is a legal requirement for Member involvement in the appointment of some senior posts.
Your current contract remainsexactly as it is, including your current job description and workload; with thepossible exception of some staff at director level
If any changes were ever proposed later in the process (or as part of transformation carried out by the new unitary council), they would require full consultation, and negotiation with recognised unions. Nothing would happen without engagement or advance notice – just like if we held a restructure here now.
The Christmas break is a Tendring arrangement, approved on a year-by-year basis, and does not form part of the standard terms and conditions of employment; so it will not automatically become adopted as part of the new unitary authority.
We will be engaging with the recognised trade union (Unison) on matters such as this as part of the transition process.
Over time, the new unitary council will decide how organisational policies and working arrangements operate, reflecting that different approaches currently exist across councils.
Where policies form part of contractual terms and conditions, any changes would only be made following appropriate consultation and engagement, including with recognised trade unions where relevant. Other policies would be reviewed and communicated in a clear and planned way.
Any changes would be introduced gradually, with appropriate notice and ongoing communication for staff.
The timing of any decisions is not yet known. In previous Local Government Reorganisations, some policy matters have been considered earlier and others later in the life of the new council. Any such decisions would be for the new unitary council after Vesting Day.
For the foreseeable future, Tendring District Council policies continue to apply in full.
The new unitary council will be one team, serving a community spread over a wider geography, so it is possible. That will be a decision for the new unitary council to make.
Your hours do not impact upon transition, you will be transferred across under your current contracted hours, if you are a permanent employee or on a fixed-term contract (for casual employees, see separate FAQ).
We know some of our staff have more than one type of employment contract with us; these will be transitioned according to each contract type – please see other FAQs for specific details.
This will depend upon the business case and specific circumstances of the role and council requirements.
Retirement is a decision for individuals to make; we understand some people may find the ‘natural break’ of Local Government Reorganisation and Vesting Day as a neat point to retire.
Alternatively, people may want to set a retirement date after Vesting Day, and this can be agreed and adhered to.
If you’re considering your retirement options, please speak with a member of the HR and Payroll teams.
TUPE (Transfer of Undertakings – Protection of Employment) is employment legislation that sets out how staff are protected when they transfer from one employer to another.
TUPE does not apply directly to Local Government Reorganisation. Instead, staff transfers are governed by the Local Government (Structural Changes) (Staffing) Regulations 2008, or any successor or supplementary legislation that applies where a Structural Change Order is made.
These regulations provide “TUPE‑like” protections, meaning that staff transfer to the new authority as if TUPE applied, protecting their terms and conditions of employment.
This legislative framework is specifically designed to support Local Government Reorganisation and ensure staff are protected during the transfer to the new unitary authority.
Voluntary redundancy is not part of the Local Government Reorganisation transition itself. Staff are expected to transfer to the new unitary authority to ensure continuity of services. Any future consideration of voluntary redundancy, would take place after Vesting Day and would follow employment legislation and consultation processes.
As is currently the case, voluntary redundancy may be considered as part of normal service restructures, where appropriate and lawful, both before and after Vesting Day.
In doing so, councils (both existing councils and the new unitary authority) will need to balance this with the need to retain experienced staff, ensure sufficient capacity to deliver services, support the longer‑term transition required for Local Government Reorganisation, and manage the associated costs of redundancy.
You remain in the Local Government Pension Scheme (LGPS) with no changes at this stage.
If LGR proceeds, your pension able service continues uninterrupted, transferring to the new authority in the same way as your employment.
In the short term, this could be possible while different pay structures from existing councils are brought together. Any such situations would be managed carefully and would be addressed as part of any future pay harmonisation process.
There is no automatic change to pay as a result of Local Government Reorganisation. Staff transferring to the new unitary authority will do so on their existing pay, terms and conditions in line with statutory protections.
Following Vesting Day, the new unitary council will determine its approach to pay and grading structures, recognising that different pay arrangements currently exist across the councils involved. Any consideration of pay harmonisation would be aimed at developing a fair, sustainable and consistent framework for the whole organisation.
This would typically involve reviewing existing pay structures, grades and roles against agreed principles and developing proposals after Vesting Day. Any proposals would be subject to employment legislation, appropriate governance, and formal consultation and negotiation with recognised trade unions. Staff would be fully supported and engaged throughout the process. No decisions have been made at this stage.
Your contractual terms — including pay, grade and allowances — are protected at transfer.
At Vesting Day, there may be some limited administrative ‘day one’ changes, known in legislation as “measures”.
Measures are changes that are administrative rather than contractual and are made to help the new council operate effectively from its first day. An example of this could be a change to the day of the month on which salaries are paid.
Measures do not change your contractual pay, grade, hours or core terms and conditions. You would be informed in advance of any proposed measures, and they would be implemented in line with the legislation governing Local Government Reorganisation.
Over time, the new unitary council will determine its own pay structures and policies. Any proposals to change pay, grades or terms and conditions would require full consultation, engagement with recognised trade unions and appropriate notice.
We do not expect most staff to have to apply for their jobs again. Existing (permanent) roles would normally transfer across to ensure continuity of services.
Some senior management roles in the new councils (typically at director level and above) may be subject to a selection process, depending on the final structure of the new council.
If, in the future, the new council needed to review staffing structures, this would be managed through clear and formal consultation processes, and you would be fully involved and supported throughout – just as you would be in any restructure now.
If Local Government Reorganisation goes ahead, staff are expected to transfer to the new unitary authority under the Local Government (Structural Changes) (Staffing) Regulations 2008 (or any successor regulations). These provide TUPE‑like protections, meaning that continuity of employment and contractual terms and conditions are maintained at the point of transfer.
The process of LGR is complex and will require careful planning to ensure a smooth transition. We will continue to deliver services while shaping our new organisation. It’s essential we maintain service continuity to meet the needs of our community.
It’s likely additional resources will be allocated where necessary to support the work around reorganisation.
Yes; at the Extraordinary Meeting of Full Council in March 2025, a number of councillors from across the political parties represented on Tendring District Council spoke about the support for staff; with employees being one of the council's greatest assets.
Work with your line manager to look at training and development opportunities. But, fundamentally, keep doing a good job! We should be proud of what we do here at Tendring, and any new authority should want to adopt the ‘Tendring Way’ of working. We can lead by positive example.
The majority of staff will be expected to TUPE transfer across to any new council; a new unitary authority will still need to deliver services to our residents. There will be some changes, including a host of future career opportunities in any new, larger authority.
The short answer is, for now, yes; work goes on. We will need to consider our capacity to deliver new projects while also preparing for future eventualities, and in deciding whether to go ahead we will need to consider the implications of Devolution and LGR. But, fundamentally, our work continues, and will not simply come to a halt whenever a new unitary comes into being.
We appreciate there are many factors and technical details to work through. In any new authority, our existing relationships with partners will be vital – possibly even more so than they are now.
Just as we continue to deliver high quality services, we will continue to work closely with partners – and hope to do so under any new authority too. Please reassure them of this, and continue to work with them.
This will depend on your job role and level of seniority. April 2028 is some way off (and the process of LGR will take much longer); at the same time, it will come around very quickly.
Stay up to date by checking back on this page and engaging with activities such as staff briefings and vlogs.
Carry on with providing your usual high quality services to our community, and ensuring behind the scenes all your paperwork and processes are up-to-date.
No. If you are working on a new contract do not assume it has to end by April 2028. Our advice is to carry on as normal with current contracts through the appropriate procurement route, but it’s worth keeping future LGR in mind and being aware of systems used by other Essex councils relevant to your service area.
Please ensure you are discussing with your Head of Service and/or Corporate Director if you are unsure of what need to be considered.
It will be important for the new authority to not have a cliff-edge of contracts all ending at the same time on day one.
You can speak with your manager, HR or your union representative at any time.
This FAQ will continue to be updated as new information becomes available.
If you prefer, you can also send questions directly to our dedicated mailbox (LGRquestions@tendringdc.gov.uk),we will make sure your query is picked up and responded to.
Should you wish to ask a question anonymously, you can also complete the question form, linked to at the side of this page.
Yes.
Recruitment continues where services need it. If any later pause points were required because of structural decisions, these would be communicated early and clearly.
We will continue to put our staff in the best possible position to potentially fill vacancies, working with partner councils on things such as secondment opportunities.
There will be no immediate changes. For now, these day‑to‑day policies remain exactly as they are.
Over time, there will be a process of harmonising (making the same) policies like pay dates and leave years between the various arrangements currently in place at councils.
Any changes would happen gradually, with clear notice, consultation, and support for staff.
The timeline for any changes is unclear. In some areas which have gone through LGR, pay date harmonisation has happened early to ensure the new council sets off on the same foot; in other areas, this has happened much later (once the new unitary has been established). We will keep you updated as decisions are made with regard to this.
For the foreseeable future, TDC policies continue to apply in full.
No. There is no expectation of any change to where you are based — now or in the foreseeable future.
Even if LGR goes ahead, changes to work locations are among the latest decisions to be considered in a reorganisation.
Therefore it is highly unlikely that anyone’s base work location would change quickly, or without long notice and full consultation. In previous local government restructures, decisions about buildings and accommodation were some of the very last things to be resolved.
For now, it remains business as usual with no changes to:
If anything were ever proposed in future, you would be fully supported and consulted well in advance – with regard to your terms and conditions (such as application of the disturbance travel allowance scheme).
Depending upon the nature of your role, you may have to attend meetings, cover events or otherwise travel to work to other locations. Things such as mileage claims would apply in this scenario.
Apprentices: Apprentices continue under their existing arrangements; we will work to support continuity of training and employment so that learning and development can carry on smoothly. Where an apprenticeship agreement is due to end before Vesting Day, it will conclude as planned unless a new agreement is made. If you are a permanent employee undertaking an apprenticeship, your job role, and your learning contract will transfer into the new unitary.
Fixed‑term staff: Fixed‑term colleagues remain on their current contracts until their contact end date. Depending on the end date, it may be that the contract finishes prior to the transfer. If anything is required during the transition, HR will provide advice and support so you know exactly what to expect.
Agency workers: Agency workers remain engaged through their agency as usual. If any changes are needed later in the process, managers will be briefed so that clear and timely information can be shared.
Yes.
All proposals assume continuity of local services, which includes the need for experienced and reliable casual staff.
We recognise the significant contribution our casual workforce plays in delivering services to our residents, and therefore continuity in this area is a key consideration for LGR transition.
Casual workers do not automatically transfer under current legislation. However, any new council would still need casual capacity to deliver services, and we will support casual workers to understand their options at the right time.
We recognise the significant contribution our casual workforce plays in delivering services to our residents, and therefore continuity in this area is a key consideration for LGR transition.
There is no planned or proposed redundancy programme arising directly from Local Government Reorganisation.
The proposals focus on reorganising councils, not reducing or removing local services. Any future staffing changes made by a new unitary authority would only take place at the appropriate stage and would follow the normal legal and consultation processes that already apply.
Other councils across Greater Essex may be going through transformation programmes before LGR (as part of their usual processes to manage budgets and workloads) which may include redundancies; however, this is not specifically linked to LGR.
TDC is in a sound financial position, and is focused on delivering business as usual and LGR as smoothly as possible, and therefore is not looking at changing its staffing structures.
You remain in the Local Government Pension Scheme (LGPS) with no changes at this stage.
If LGR proceeds, your pensionable service continues uninterrupted, transferring to the new authority in the same way as your employment.
Your contractual terms —including pay, grade, and allowances — are protected at transfer.
At Vesting Day, there may be some administrative ‘day 1’ changes, such as the day of the month you are paid. Where any change to work location is required — for example in areas affected by disaggregation — this would involve the appropriate consultation and notice.
After vesting day, if any changes were ever proposed later in the process, they would require full consultation, negotiation with recognised unions, and an equality impact assessment. Nothing would happen without engagement or advance notice –just like if we held a restructure here now.
We do not expect most staff to have to apply for their jobs again. Existing (permanent) roles would normally transfer across to ensure continuity of services.
Some senior management roles in the new councils(typically at director level and above) may be subject to a selection process, depending on the final structure of the new council.
If, in the future, the new council needed to review staffing structures, this would be managed through clear and formal consultation processes, and you would be fully involved and supported throughout – just as you would be in any restructure now.
It continues to be business as usual. At this stage, the LGR process does not, in itself, change your job, pay, terms and conditions, work location or line management structure. However, councils may make local changes through restructuring in line with local requirements as they still need to function up until the day the new councils come in (vesting day)
Tendring District Council has no decision-making powers in this, though we can seek to influence decisions and shape future direction.
You of course have political considerations and positions to follow, and you can continue to do so as normal.
In terms of a defined council position, the recommendations made by the Chief Executive in his report on 21 January 2025 were unanimously backed (the report can be found on the quick links section).
Meanwhile, at an extraordinary meeting of Full Council on 11 March 2025, the Chief Executive provided a further update, and the recommendations (found in the report, also linked in the side panel) were again unanimously backed:
In September 2025 TDC's Cabinet set out its preference for the proposed five-unitary model, because this best meets the Council's key criteria for localism, delivering a strong sense of place, supporting existing partnerships, high-quality service delivery and financial sustainability.
Whatever position you may take, we would ask you to be considerate of staff, who may find this period unsettling – particularly in the early stages when there are a lot of unknowns.
We will continue to keep you updated; and you will also have a key role in keeping your residents, town and parish councils updated too.
One of the key tasks of the Joint Committee will be to formulate proposals for a Code of Conduct for the new unitary council, that Members once elected in May 2027 will need to abide by or face a Standards process, as applies here now.
Discussions are already being held in North East Essex about what new Member induction might look like for the shadow councillors post-election, which will include this as well as the role of a Member in a unitary council.
Joint Committees have clearly defined roles, and – based on previous areas of LGR – are limited to formulating a code of conduct for the new council; creating the Implementation Team; and preparing an Implementation Plan at a strategic level.
They do not recruit or appoint to senior posts in the new council; design or implement the operating model ;consider, set or develop budgets for the new council; or make decisions about service delivery or policy.
Exact functions will be set out in the Structural Changes Order.
A Shadow Authority is effectively a Council with very limited powers. Councillors are elected to the Shadow Authority in the same way as they would be elected to a Council, through a free and fair election, however their role is restricted to making decisions that are necessary to ensure that new Council is properly established and able to make decisions from its first day of operation, Vesting Day. The Shadow Authority is in place for around 11 months prior to Vesting Day. The Shadow Authority will work in a similar way to a Council in that there will be meetings of all the Councillors on the Shadow Authority, equivalent to Full Council. The Shadow Authority will also appoint a Shadow Executive, who will be the equivalent of Cabinet.
The Shadow Authority will agree the Constitution for the new Council, the budget for its first year of operation and the Medium Term Finance Strategy and will also appoint Statutory Officers (Head of Paid Service, Section 151 Officer and Monitoring Officer) and other senior officers.
The Shadow Authority won’t be able to award contracts or take other decisions, such as Planning, Licensing and so on, this activity will remain with the legacy Councils (such as Tendring District Council) until Vesting Day when the Shadow Authority becomes a fully recognised Council. However, during the year of operation the Shadow Authority is likely to be required to give its approval to some decisions that Tendring District Council will be making that will impact the new authority. This would include the award of new contracts and disposal of assets.
You may have heard the phrase “decisions should not ‘fetter the discretion’ of the new council”.
This means that the existing councils (Tendring, Colchester, Braintree and Essex) should not take decisions that tie the hands of the new North East Essex unitary council, meaning the new council can make its own decisions.
There will, though, be a balancing act here. Existing councils need to make sure they can continue to deliver their own services up until 31 March 2028. And they also need to make sure the new unitary can operate safely and legally from day one (1 April 2028), including having various contracts in place to cover statutory duties.
In these cases, it will be about building in flexibility and not too long contract dates to allow the new unitary to make such decisions in a timely fashion.
Any work undertaken at this timeby existing councils should give due consideration to the principles andexpectations of LGR, and the proposal being implemented.
The appointments process will bea matter for the new Shadow Council to determine.
There is a legal requirement for Member involvement in the appointment of some senior posts.
You remain in the Local Government Pension Scheme (LGPS) with no changes at this stage.
If LGR proceeds, your pension able service continues uninterrupted, transferring to the new authority in the same way as your employment.
If Local Government Reorganisation goes ahead, staff are expected to transfer to the new unitary authority under the Local Government (Structural Changes) (Staffing) Regulations 2008 (or any successor regulations). These provide TUPE‑like protections, meaning that continuity of employment and contractual terms and conditions are maintained at the point of transfer.
You are of course free to campaign either way on each issue as you choose to do so. If doing so, please make it clear it is your personal (or party political) position, and not a council policy position. We would also ask that you respect staff, who may find this period unsettling.
At this stage we have to work on the basis that they will do. We have not received any information about district or parish elections.
However, in May 2027 we will see elections to the shadow, new unitary authority.
Yes; at the Extraordinary Meeting of Full Council in March 2025, a number of councillors from across the political parties represented on Tendring District Council spoke about the support for staff; with employees being one of the council's greatest assets.
The short answer is, for now, yes; work goes on. We will need to consider our capacity to deliver new projects while also preparing for future eventualities, and in deciding whether to go ahead we will need to consider the implications of Devolution and LGR. But, fundamentally, our work continues, and will not simply come to a halt whenever a new unitary comes into being.
We appreciate there are many factors and technical details to work through. In any new authority, our existing relationships with partners will be vital – possibly even more so than they are now.
Just as we continue to deliver high quality services, we will continue to work closely with partners – and hope to do so under any new authority too. Please reassure them of this, and continue to work with them.
This is something that is being discussed across Greater Essex councils.
When the Government made its decision about the configuration, it also confirmed a commitment to repay in principle £200million of Thurrock Council's debt in 2026/27, based on the progress it has made to address its historical debt position.
The creating legislation (Structural Changes Order) would set out governance arrangements for the new unitary council(s), including any shadow arrangements and future elections. Work on drafting these is already underway, and TDC has been consulted for its views on a range of matters.
Once we have the Government decision, we will have to create Joint Committees – at first, encouraged on a voluntary basis, and then formally within 14 days of the Structural Changes Order coming into being.
The new authority will have a Leader and Cabinet structure, which will be populated once elections have taken place to it (in shadow form) in May 2027 – in the same way as the Leader and Cabinet is decided here currently.
Democratic structures will not change at your organisation which remains a sovereign council until is abolished on ‘vesting day’, expected to be 1 April 2028.
However, it may be that some larger decisions will need to be approved by the new shadow authority, under a ‘Section 24’ direction made by Government. Typically this has involved spending, procurement or asset disposal above certain thresholds being ratified by the shadow authority, to ensure it inherits a sustainable financial and service position.
A stronger Greater Essex | Essex Local Government Reorganisation Hub
Local Government Association FAQs
Local Government Association Devolution and LGR Hub
Interim Plan for LGR in Essex (March 2025)
Government feedback on the Interim Plan for LGR in Essex (May 2025)
TDC Full Council 11 March (recommendations unanimously agreed)
TDC Full Council Report 10 January 2025 (recommendations unanimously agreed)
Joint statement of Braintree, Colchester and Tendring Councils (17 January 2025)
English Devolution White Paper - GOV.UK
Ministry of Housing, Communities and Local Government - Explainer blog