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Find out more about some of the reasons you may want to join team NWFRS...

Committed to promoting Equality, Diversity and Inclusion 

North Wales Fire and Rescue Service promotes Equality, Diversity and Inclusion (EDI) in everything that we do, and we are fully committed to meeting our equality duties in all areas of our service. 

The aim is for our workforce to be truly representative of our North Wales community, and for each employee to feel respected, valued and included. 

The diversity of our workforce is one of our greatest assists, and we welcome talented people from all backgrounds to consider a career in our Service.

We have set clear EDI objectives and priorities in our EDI Strategy, and this ensures we are an inclusive employer and public service provider. You can access our strategy here.

Our EDI Annual Performance Report outlines key achievements and progression in the past year – please click here to access the report.

As a public sector organisation with 250 or more employees, we effectively collect, monitor and publish Gender Pay Gap data each year. Each year, clear actions are agreed and taken to ensure progress is made. You can find out more about this work and access the report here.

Staff Networks

Our Service have four Staff Networks - FirePride LGBTQ+ Staff Network; Women in the Fire Service; Neurodiversity Staff Network; and Religion, Ethnicity and Cultural Heritage (REACH) Staff Network. 

All staff networks meet regularly, provide support to it members (that welcome allies too), organise events and seminars, and act as an important sounding board to consult, advise and steer strategic planning and decision making. 

Our commitment to the Welsh Language 

We are committed to the recruitment of employees with the appropriate level of Welsh Language skills to provide services to the public and support employees who wish to learn Welsh or improve their Welsh in order to use it in the workplace.

To ensure the Service meets the Welsh Language requirements, employees will be required to achieve at least level 2 Welsh speaking and listening skills within 12 months of their appointment, unless the role is advertised as being a level 4, where fluency in the Welsh language is required upon appointment.

Each job vacancy advertised will state the level of Welsh language skills required.

North Wales Fire and Rescue Service recognise that for some individuals the above attainments may be challenging. 

We provide support and assistance to individuals to reach the required Welsh language levels. Further information about our commitment to the Welsh language can be found on the Welsh Language page.

Training and Development

We pride ourselves on developing people in their careers and giving them the training they need to stay on top of their game.

We will make sure you have the training needed for your role and support you where we can to progress in the Service.

Competitive Salary

Support staff are paid based on the pay scales agreed by NJC for Local Government Services. New starters will commence on the bottom of the salary grade and will receive increases to the top of the grade on an incremental basis. The salary for each role will be advertised as part of the vacancy information.

Fulltime firefighters, On-Call firefighters and control room operators are paid based on the pay rates agreed by NJC for Local Authority Fire and Rescue Services. The current rates of pay will be advertised as part of the vacancy information when fulltime firefighters and control room operators are recruited. Information on the current rates of pay for On-Call firefighters can be found here. 

Annual Leave

Annual Leave Entitlement

Our Support staff are entitled to 25 days upon appointment rising to 28 days per year on completion of five years continuous service. Public holidays are in addition to this.

Our fulltime firefighters are entitled to 30 days rising to 33 days after five years continuous service. 8 public holidays are in addition to this.

Our On-Call firefighters are entitled to 30 days per annum increasing to 37 days following five years continuous service.

Good Attendance Leave

We are committed to recognising good attendance and are keen to encourage a positive attitude towards employees who achieve good attendance.  Employees who do not have any absence (except for annual leave or paid special leave) within their most recent annual leave period will be credited with an additional 1 day’s leave in recognition of their good attendance.

Family Leave

Family leave

We want to support our staff through all their different life changes. And we know all families and situations are unique, which is why we have a range of support available. 

Maternity leave

All pregnant employees have the right to take 26 weeks' Ordinary Maternity Leave (OML), followed by Additional Maternity Leave (AML) for a further 26 weeks; this right applies regardless of the employee’s length of service, or the number of hours they work per week.

Paternity leave

Employees are eligible for paternity leave from their first day of employment with the Service.

Shared parental leave

Each parent can take 18 weeks’ parental leave in total for each child which can be taken before the child's eighteenth birthday.

Adoption leave

We offer statutory adoption leave in line with statutory maternity leave (a total of 52 weeks leave; up to 26 weeks ordinary leave and up to 26 weeks additional leave), but we provide enhanced occupational adoption pay for those who meet the qualifying length of service criteria.

Parental leave

We’re committed to making sure that our staff have the ability to balance their career with their role as a carer too. You have the option to take statutory leave (up to 18 weeks unpaid) to spend time with your child if you need it.

Neonatal leave

We understand that having a child in neonatal care is an extremely stressful and challenging experience and the Service is committed to supporting its employees through this difficult period. In order to support employees during this difficult time, the Service has opted to enhance neonatal care pay beyond the statutory minimum for those who meet the qualifying length of service criteria.

Pension Scheme

Firefighter Pension Scheme:

The Firefighters’ Pension Scheme is a tax approved, defined benefit occupational pension scheme. .  

For further information on Firefighter Pension Scheme please visit:

https://www.dyfedpensionfund.org.uk/fire-pension-scheme/

Local Government Pensions Scheme:

The Local Government Pension Scheme (LGPS) is a defined benefit scheme. 

For further information on Local Government Pension Scheme please visit:

Clwyd Pension Fund - Clwyd Pension Fund

Free Uniform

Free parking at Service sites

Occupational Health service

Physiotherapy service

Wellbeing Support

Fitness

• Health and Fitness Team
• Free gym access
• 45 minutes per week fitness entitlement

The Fire Fighters Charity

The Fire Fighters Charity offers specialist, lifelong support for members of the UK fire and rescue services, empowering individuals to achieve mental, physical and social wellbeing throughout their lives. 

Cycle2work Scheme

Calon Fund

Corporate Blue Light Card

Other important information...