Ministry of Justice

Generous Annual Leave and Bank Holiday Allowance

25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years' service. This is in addition to 8 public holidays. This will be complemented by one further day paid privilege entitlement to mark the King's Birthday.

Childcare Benefits

The government has introduced the Tax-Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay for registered childcare. More information about the Tax Free Childcare Scheme can be found on GOV.UK or Childcare Choices.

Onsite facilities

Opportunity to use onsite facilities including fitness centres and staff canteens (where applicable).

Season Ticket and Bicycle Loan

Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.

Sick Pay

Occupational sick pay.

After your salary, your pension is one of your biggest benefits. It provides you with financial security and options when you retire, as well as benefits for your family and loved ones.

Some of the benefits of a Civil Service pension include:

• Member contribution rates among the lowest in the public sector

• Tax relief on your contributions

• Generous employer contributions

• A secure, inflation-proof pension for life, with no investment uncertainty

• Life assurance cover

• Benefits for loved ones and dependants

• Options to increase your pension

• Keeping all your pensions in one place by transferring in a pension you have built up elsewhere

• Support from our trusted charity partners

Great Member Pension

• Main Defined Benefit Pension Scheme

• Providing a secure pension payable for life with no investment uncertainty

• Choice of a tax-free lump sum

• Generous build rate of 2.32% of your earnings as a pension each year.

• Choice of entering a Defined Contribution Scheme, in which you decide the level of contributions you wish to make (this can be 0%) and will be matched by the employer up to 3% (which is added to the age defined DC employer contribution)

What pension could you get?

For example if you earned £80,000 per year and remained in the Defined Benefit Scheme After 10 years you could have a pension of £18,560 per year which represents a Lifetime Allowance of circa 35%

Generous employer contributions

• Employer contribution towards the main Defined Benefit pension scheme is extremely generous with an average 30.3% of your pay

• Employer Contribution towards the Defined Contribution Scheme is between 8% - 14.75% depending on age

Main Scheme Death benefits

• Able to nominate anyone (including charities) for a Tax-free lump sum in the event of your death

• Lump Sum of up to two times your pay

• Main Scheme provides a Pension for your spouse/partner of around 37.5% of your pension as well as pension for eligible children

Visit www.civilservicepensionscheme.org.uk for more details.

• Our departmental values - purpose, humanity, openness and together - are at the heart of our commitment to create a culture where all our people are able to thrive and flourish in the workplace. We want to attract and retain the best talent from diverse backgrounds and perspectives. We want everyone to be the best versions of themselves, to feel supported and have a strong sense of belonging in the workplace. Our commitment to creating a diverse and inclusive workforce is reflected in all of our people policies and strategies, and we offer our employees access to:

• Diverse talent programs

• Mentoring schemes

• Family friendly policies including generous parental and special leave options

• Flexible working options - including a varied working patterns and flexibility to choose how and where you work

• Wellbeing support, including access to our Employee Assistance Provider

• Special leave for active-duty reservists

• Volunteering days

The Ministry of Justice has diversity champions, senior civil servants appointed by our Permanent Secretary, who work to drive forward and embed equality, diversity and inclusion as a core part of both our business delivery and in how we support our people. The Ministry of Justice's champions each advocate for a specific strand including Race, Disability, Carers, Gender, LGBTQI, Faith and Belief, Age and Social Mobility.

They work closely with our diversity staff network groups and help to shape and build our sense of community across the Ministry of Justice. The Ministry of Justice staff network groups provide care and support for their members, offer our policy makers challenge and critical friendship, champion opportunities, help change our culture and celebrate everything that makes our people who we are

The department also has an employee health and wellbeing strategy which details the wide range of support available to staff. The strategy focuses on four key wellbeing areas; mental wellbeing, lifestyle including physical wellbeing, financial wellbeing and workplace environment - culture and physical workspaces.

Do you offer a Disability Confident Scheme for Disabled Persons?

MoJ is a Level 3 Disability Confident Leader, the highest level an organisation can obtain within the scheme. This means that we: agree to the Disability Confident commitments as well as identify actions that we carry out to make a difference to the working lives of disabled people, ensure that disabled individuals and those with long term conditions do not face barriers or disadvantage in the MoJ. This is championing these values and actions with our suppliers, partners and within our local and business communities.

Further details of the Disability Confident scheme, including the 3 levels of commitment, can be found on the government's Disability Confident website.

The MoJ has built the recruitment process to be inclusive and accessible so that someone's disability or long-term condition does not reduce their ability to complete the recruitment process, or impact on whether they are considered for a role.

We remove barriers by providing reasonable adjustments to enable disabled applicants and those with long term conditions to apply for and be considered for roles on an equal basis with non-disabled applicants. This applies to both internal colleagues and external applicants.

As part of our commitment detailed above, we offer an interview to disabled people who meet the minimum (or essential) criteria for a role and who have requested to opt in to the Disability Confident interview scheme, during the application process.

However, both disabled and non-disabled applicants will only progress to an interview where they have met the minimum criteria required for the role, for example by meeting minimum performance scores on questions within the application form.

All applicants who score at or above the agreed minimum have met the essential criteria and disabled applicants who fulfil this criteria can opt in to be interviewed for the role via the disability confident scheme.

There may be a rare or exceptional case when it may not be possible to interview all disabled people who meet the minimum criteria for the job due to the number of applications received for a role. For example, if a large number of applications are received, and a large number of both disabled and non-disabled applicants meet the minimum criteria, it may not be feasible to interview everyone.

Furth information can be found in the FAQ section on this page.

What reasonable adjustments can be made if I have a disability

We welcome and encourage applications from all candidates and are committed to supporting all candidates to take part in the recruitment process. This includes supporting individuals who have a disability by making reasonable adjustments to the recruitment process. We are also able to provide support to candidates who require adjustments to the assessment process due to more temporary difficulties (e.g. linked to a recent injury).

We will ask you within your application form if you would like to request reasonable adjustments. If you feel you require any kind of support and/or would like to discuss this with someone, please indicate 'yes' to requesting reasonable adjustments and ensure that you respond to the Reasonable Adjustments Scheme team by email.

There are a range of disabilities such as physical, neurological, intellectual or learning difficulties and mental health conditions which may underpin candidates' requests for reasonable adjustments. We understand that the support requested will be unique to every candidate and we will work with you to help you to identify your individual requirements.

We make reasonable adjustments so that all candidates are given a fair opportunity to undertake the recruitment process. Therefore, disclosing information regarding your disability or access requirements will have no impact on the outcome of your application, regardless of your request or the role you have applied to.

How we can support you

There are many types of reasonable adjustments that can be made during assessment processes, and the type or combination you choose to request will depend on your individual requirements.

Examples of some types of adjustments include:

• Extra time to complete assessments;

• Providing a break within an assessment;

• Providing interview questions in a written format at the interview as well as orally;

• An interview at a certain time of day;

• Coloured overlays or different fonts for assessment materials.

This is not intended to be an exhaustive list but rather some examples.

Whilst we aim to confirm all adjustments requested, there may be occasions where this isn't possible. For example, if a candidate were to request that they are not assessed on a specific behaviour outlined in the job advert this would not be possible because the behaviour has been identified as important for the job role and all candidates are assessed against this criterion. If an adjustment cannot be provided, the reasons for this will be explained to you during your contact with the reasonable adjustment scheme team.

Help with your application

During the application process, we will ask you if you require reasonable adjustments. You will need to contact us by email to discuss this with a member of the team. It is important you tell us as early as possible if you would like to request reasonable adjustments so that the recruitment process runs smoothly for you.

If you do decide during the process that you do require adjustments and you have not completed all your assessments, please contact the SCS recruitment team in advance of your next assessment.

If you have any questions in advance of making your application regarding reasonable adjustments for the assessment process, please contact the SCS recruitment team at scsrecruitment@justice.gov.uk.

We will ensure that we will treat all personal information in accordance with data protection legislation, including the General Data Protection Regulation and Data Protection Act 2018.

Data Sharing

To process your application your personal data will be shared with the Ministry of Justice SCS Recruitment Team, campaign Panel Members and anyone else necessary as part of the recruitment process.

The legal basis for processing your personal data is:

• Processing is necessary for the performance of a task carried out in the public interest. Personal data are processed in the public interest because understanding civil servant experiences and feelings about working in the Civil Service can inform decision taken to improve these experiences, and ultimately organisation performance.

• Sensitive personal data is personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation.

The legal basis for processing your sensitive personal data is:

1. Processing is necessary for reasons of substantial public interest for the exercise of a function of the Crown, a Minister of the Crown, or a government department: it is important to know if groups of staff with specific demographic characteristics have a better or worse experience of working for the Civil Service, so that appropriate action can be taken to level this experience;

2. Processing is of a specific category of personal data and it is necessary for the purposes of identifying or keeping under review the existence or absence of equality of opportunity or treatment between groups of people with a view to enabling such equality to be promoted or maintained.

3. Please note if you are successful in your application your sensitive personal data will be used as part of the on-boarding process to build your employee record.

For further information please see the GDPR Privacy Notice

The Civil Service is committed to attract, retain and invest in talent where it is found. To learn more, please see the Civil Service People Plan and the Civil Service D&I Strategy.

What are the nationality requirements for Senior Civil Servants?

Our roles broadly open to the following groups:

• UK nationals

• Nationals of the Republic of Ireland

• Nationals of Commonwealth countries

• Nationals from the EU, EEA or Switzerland with (or eligible for) status under the European Union Settlement Scheme (EUSS)

• Relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service

• Relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service

• Certain family members of the relevant EU, EEA, Swiss or Turkish nationals

For further information on whether you are eligible to apply, please visit GOV.UK.

Reserved for UK Nationals

Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens, but this will not normally prevent access to a wide range of developmental opportunities within the Civil Service.

What do I do if I want to make a complaint?

The law requires that selection for appointment to the Civil Service is on merit on the basis of fair and open competition as outlined in the Civil Service Commission's Recruitment Principles

The Civil Service Code sets out the standards of behaviour expected of Civil Servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles and you wish to make a complaint, you should contact scsrecruitment@justice.gov.uk in the first instance.

If you are not satisfied with the response you receive from the Department you are able to raise a formal complaint in the following order.

To Shared Service-Connected Ltd (0845 241 5358 (Monday to Friday 08.00 - 18.00) or e-mail Moj-recruitment-vetting-enquiries@gov.sscl.com)

To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk)

To the Civil Service Commission (https://civilservicecommission.independent.gov.uk/contact-us/)

What should I do if I think that I have a conflict of interest?

Candidates must note the requirement to declare any interests that might cause questions to be raised about their approach to the business of the Department.

If you believe that you may have a conflict of interest please contact SCS Recruitment on scsrecruitment@justice.gov.uk before submitting your application.