Ealing Council Launches Rental Deposit Loans for Employees

Ealing Council is set to launch a rental deposit loan scheme for its employees, as part of a broader effort to attract and retain talent and foster a supportive work environment. The council hopes the measures will attract applicants at the beginning and mid-career.

The initiative was detailed in a workforce strategy progress report presented at the Strategy and Change Scrutiny Panel meeting on Tuesday, 22 July 2025. The council aims to address challenges in recruiting and retaining specialist staff, while also aligning workforce development with its strategic priorities.

According to the Workforce Report SC Scrutiny 220725, 60% of the council's workforce is over 45, while only 2.6% are aged 16–24. The report also notes that anticipated retirements risk loss of institutional knowledge. The council hopes these measures will attract younger workers and address potential knowledge loss due to retirements.

The rental deposit loan scheme is one of several family-friendly policies being introduced. Other updates to the workforce strategy include:

• The launch of the People Manager Fundamentals programme for managers who are grade 15 and below.
• A review and update of the induction for employees and managers.
• Procurement is underway for leadership development programmes at Levels 3, 5, and 7 using the apprenticeship levy.
• The first cohort for Rise Up for aspiring managers is complete.
• The council has committed to employ 30 apprenticeships per year.
• Employees have been supported to adopt new technologies, including AI.
• The inclusive mentoring scheme continues to run supporting employee and managers.
• Pathways and career grades have been created for hard to recruit professional roles.
• A new graduate scheme was launched which aligns with professional bodies.
• An exercise to reduce reliance on agency and off contract workers who have been with us over 2 years is ongoing.
• In addition to the 25 years long service monetary award for employees, recognition certificates have been introduced for staff who have completed 5, 10-, 15-, 20- and 25-years' service and an invitation to have tea with the Mayor will be extended to those who have reached 25 years.
• Welcome to Ealing cards are sent to all new employees signed with a handwritten note from the Chief Executive.
• Introduction of Employee Awards is underway.
• There is a supporting policy statement that is included in promotional and advertising materials that includes the following extract 'we welcome applications from candidates who are entering the employment market in the early stages of their careers'
• Introduced an borough wide work experience programme.
• Family friendly policies have been reviewed and enhanced these include maternity, paternity and adoption which will offer more generous paid leave.
• There are a number of other policies that have been reviewed or introduced Neonatal Care Leave and Pay, Care Leaver and Kinship Policy, including being registered as a Foster Friendly Employer, Retirement Guidance, Grievance Policy & Procedure, Recruitment & Selection Guidelines, Disability Guaranteed Interview Scheme, Care Leavers Guaranteed Interview Scheme.
• EDI content on the council's website and internal platforms has been reviewed and enhanced.
• We have reviewed our policies on reasonable adjustments, bullying and guaranteed interview scheme for disabled candidates and care leavers.
• There are eight established employee equality networks across the council.
• Wellbeing days for all employees have been introduced and the first Health and Wellbeing Roadshow which took place in February 2025, was a great success.
• A new EDI Handbook for frontline staff has been collaboratively developed with staff equality groups and published.
• An EDI vision and mission statement is being considered and developed with senior leaders, staff equality groups and trade unions representatives.
• As part of the council's continued vision to tackle inequality and crime and in line with the council's strategy, we are working towards White Ribbon Accreditation.
• To support the community in applying for council roles, there are members of the HR community who are part of the Youth Participation Group which focuses on initiatives to enable community involvement in decision-making.
• S&C recently sponsored a stand at the Westfield Jobs Fair, in order to target potential new employees and promote the council as an employer.
• The HR team attended West London University and delivered a guru lecture to HR students who are studying at degree level to encourage them to consider applying for jobs at Ealing.
• All role profiles have been updated to emphasise the connected community and partnership working.
• We are currently exploring secondments with community partners, and there is a policy in place in readiness.
• We are promoting partner vacancies on the council's internal jobs page.
• Partners and other stakeholders are now included routinely on recruitment panels, particularly in senior recruitment posts.
• We are working in partnership with Basics to create a Learning Hub- this will be for council employees, partners and the community.