top of page
Local Government Reorganisation
(what the Branch knows and thinks it knows)
Updated 5 December 2025
The Reorganisation of Local Government (LGR) is the biggest shake up public services has seen since the Local Government Act 1974 was introduced, meaning that it is a once in a lifetime event for most of us in the Authority.
The 3 options that were initially put forward, had each 'lead' authority 'championing' their preference. From the start, the County has backed Option A, and has since based all restructures along the lines of a 'North' and 'South' division of the County.
With the recent introduction of a fourth and most likely 'preferred' option, these months of discussion, work, meetings, increased salary bills, appear to have been a wasted exercise.
The latest option splits the County of Cambridgeshire in 3, rather than 2 which all previous models had centred on. Although this option result in smaller unitary authorities than the 500,000 population criteria, the Branch understands that this criteria was 'never set in stone'. It also allows for 'future population growth in Cambridgeshire over the coming years', making it a 'future proofed option'. Do not be surprised if you read these terms again when the official announcement is made in July 2026.
Three Unitary Authorities of course brings higher demand in terms of salaries for an additional leadership team, leadership being an area earmarked for considerable savings. What is a concern is the funding for Mid Cambridgeshire to place it in a position to be able to meet its residents needs. This needs to be resolved as a priority before July 2026 is the Branch position.
The 3 Unitary option has already been termed the Goldilocks option, as it is ultimately the Government's option, and, as it is the government who decides on the future split. The Branch thinks it is safe to say that it will also be this option that gets the green light.
Take part in Unison's LGR Survey now
The Goldilocks split
The Reorganisation will most likely resemble the map here. This remains similar to the information the Branch received from a source close to the centre, some time ago. There now appears little to doubt its authenticity, now that the fourth option has been published.
The Branch has consistently objected to all consultation process's which has used LGR to split teams in a north/south division as prematurely problematic.
The timeline for this happening is close. The final proposals were submitted on 28 November, with a consultation exercise lasting January to May 2026.
The official announcement will be made July 2026 with Secondary legislation happening only a weeks later in August.
Local Government Reorganisation - Timeline
The Reorganisation of Local Government in Cambridgeshire is 12 months behind that of our bordering Counties of Essex, Norfolk and Suffolk. These Counties are in the priority programme.
Cambridgeshire:
28 November 2025 Final proposal submitted. CCC supported Option A
January-May 2026 Consultation period
July 2026 Decision announced
Autumn 2026 Secondary legislation
6 May 2027 Elections to new Unitaries
1 April 2028 New authorities become operational
Want to know more on LGR?
For those wanting a Cambridgeshire 'perspective' when it comes to news and updates, you are in luck. The Local Government Chronicle collates most of the relevant articles on its website: LGC Website is a good source of info. Click the link, click the map of Cambridgeshire and access the articles.
Local Government Reorganisation - Unison's position
The 'official' Unison position is:
-
Devolution process can result in positive outcomes for workers, local authorities and the public.
-
There are opportunities and challenges, there must be meaningful consultation with unions and local communities for devolution to be successful.
BUT
-
Concerns remain about implementation and funding.
-
Must not lead to a reduction in jobs or services.
-
​
The full position statement can be viewed HERE
​
Take part in Unison's LGR Survey now
Local Government Reorganisation - Unison's demands
Unison's demands are:
-
No reduction in pay, terms and conditions.
-
No move away from collective national bargaining (NJC)
-
No compulsory redundancies.
-
Enhanced TUPE
​
What does this mean and why is Unison making these demands?
Once the County Council is dissolved on 31 March 2028 and the new Unitaries take full control on the 1 April, these Unitaries will now be employing staff from one or more of the 7 authorities that existed up to 31 March.
The 7 are: 1: County 2: Cambridge City 3: South Cambs 4: Huntingdon
5: Peterborough 6: East Cambs 7: Fenland
​
This will mean that each unitary will most likely be employing staff paid at different grades and certainly on different terms and conditions. Unison does not want to see a 'race to the bottom' when it comes to resolving the differing pay, and T's&C's. This is an opportunity for those receiving lower pay to see an increase. Good news for Huntingdon employees, who will benefit when they are aligned to NJC pay.
Collective bargaining is the process that the employer takes part in with the recognised trade unions. Examples are when developing policy, procedures and pay. If you are paid under the National Joint Council (The NJC is made up of Trade Unions and the Government). Your pay is likely, but not always, determined by these negotiations. They are notoriously slow, with the uplift in pay being paid as late as October or November in some cases, back paid from 1 April. It is thought that this collective stance by the 3 trade unions (Unison, GMB and Unite) brings improved outcomes for members and employees. The Branch remains to be convinced of this opinion.
We are all to familiar with reorganisations at the County. It feels as if every Team gets some form of restructure imposed on them every year. It is an anxious and stressful time, and having your Trade Union by your side has helped countless members going through this process since 2010 when austerity was introduced under the Tories. 'Our' hope that this would end when Labour were elected in 2024, never materialised and we have suffered continued cuts and will do so for at least another year.
LGR will in some cases be no different for some groups of workers. Duplication of roles is inevitable when compressing 7 employers into 3 happens. It is correct that larger Teams will be needed, but not necessarily across all. There will be no more important time to be a Trade Union member than on 1 April 2028.
​
Enhanced TUPE applies, employee rights, including T's&C's of employment and protection against unfair dismissal are transferred to the new employer. Unison is currently campaigning for Enhanced TUPE to apply. At the momemnt what we do know is that the transfer of staff will be done under the Cabinet Office Code of Practice - TUPE in all but name. ​
LGR experiences from other areas
This Section of the article will take you to another page where you can read the experience other areas of the Country who have gone through this process.
The Branch has much info that will be added in the coming weeks; please keep checking back for these additions.
bottom of page