LGR - FAQs
What LGR means for you
If the Government confirms LGR will go ahead, it will bring change but also opportunity. We know many of you are wondering what this means for your roles, so here’s what we know so far:
- Job security and transfers: Most staff will move over to the new councils. The public services you deliver are essential and will continue to be delivered to our usual high standards throughout the transition.
- New roles and career development: New structures may create new roles, especially in leadership, transformation, and service integration. There’ll be chances to help shape the future of public services in Lancashire.
- Culture and engagement: Building new organisations will be a challenge, and we’ll need to work together to create positive cultures where the new councils can thrive. Staff and union engagement will be central to this work - and it’s also a legal requirement.
- Support and communication: We’ll keep you updated regularly on what’s happening, how you can get involved, and what the plans might mean for you.
FAQs
The FAQs below respond to a number of questions submitted by staff regarding LGR. If you have a question, you can submit it anonymously using the form below. The FAQs document will be updated on a regular basis to include the latest questions recieved.
How will it work?
Local Government Reorganisation (LGR) means changing how councils are structured and what services they deliver. The Government plans to replace the current two-tier system of district and county councils with new unitary authorities - single councils responsible for all local services. This move aims to simplify the current system so it’s clear who is responsible for local services.
Our preferred option
Burnley Borough Council and Pendle Borough Council have submitted a proposal for five unitary councils across Lancashire and have jointly prepared a business case for this.
We want a unitary council which covers Burnley, Pendle and Rossendale and serves approximately 272,000 residents. We believe that a smaller unitary council would mean we’re closer to residents and more able to engage with people and deliver good quality services like adult social care, health services, highways and waste services.
Associated Documents
Workforce Strategy
The Workforce Strategy 2026 – 2028 sets the strategic direction on employee matters. It supports staff to be in the best possible position for the future, including the changes that will come with local government reorganisation.
- The Strategy includes five key themes:
- Innovative and Adaptable
- High Performing and Valued
- Healthy and Productive
- Respectful and Inclusive
- Preparing for Local Government Reorganisation
Council Plan
Our Council Plan sets out our vision and priorities and has been built on a strong understanding of what is important to our communities now and in the coming years and decades. We have listened to our residents, businesses and communities and considered the opportunities as well as the challenges facing the borough.