Terms and conditions

What you can expect from the Oil and Gas Authority

Pay and grading structure

Below Director level we have seven grades. The salary for all advertised roles will be set out in the Job Profile.  Salary is paid monthly in arrears by credit transfer directly to a personal bank or building society account on the last working day of each month.

Annual leave

Full time new entrants to the OGA will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 year’s service.  The leave allowance is pro-rated for part-time staff. 

In addition, all staff are entitled to 8 public/bank holidays.

Working hours

All full time new entrants to the OGA will normally work a 42 hour week regardless of location, including lunch breaks. 

We recognise the importance of a strong work life balance and employees are encouraged to find workable solutions that balance the employee’s needs as well as those of the organisation.  Subject to business requirements, a variety of working patterns are available, including full time, part time (including compressed hours) and job share opportunities. If this is not a feasible option within a particular role, this will be stated in the Job Details section of the Job Profile. We also operate a system of recorded flexible working hours.

Retirement

There is no formal retirement age for OGA staff.

Civil Service Pension Scheme

OGA staff are eligible to join the Civil Service Pension Scheme which offers a range of benefits that will provide financial security both in the time up to retirement and beyond. It provides an income for you in retirement and benefits for your dependants after your death. It also provides protection in the event of serious ill health and a range of options if you leave the OGA before retirement. The pension scheme arrangements applicable to you will be dependent on your employment status and the date you joined the scheme. Comprehensive information on all aspects of your pension can be accessed through Civil Service Pensions.

Learning and development

We recognise that our ground breaking work requires individuals to rapidly develop a broad range of skills. This is why we continue to invest in developing staff in all the areas relevant to our agenda – including higher level qualification programmes.

Employee wellbeing and facilities

We have a range of policies and procedures in place to protect your health and safety. Modern information technology is provided within a safe and comfortable working environment. Workstation assessments are undertaken and trained personnel are available to offer advice and assistance in this area. We support reasonable adjustments required to enable our staff to perform their jobs effectively. We will reimburse you for the cost of eye tests if you are a user of Display Screen Equipment and can also contribute to the cost of your glasses if they are specifically required for use with Display Screen Equipment.

Access is provided to an independent occupational health service provider and all employees are eligible to access our Employee Assistance Programme (EAP) which offers free practical assistance and/or specialist counselling support, on a wide range of personal, legal or financial issues via the telephone, internet and personal face to face sessions.

Additional benefits

  • Childcare – Support with childcare costs is available via the government scheme 'Childcare Choices'
  • Season ticket loan – Eligible staff may apply for a season ticket loan to assist with the purchase of season rail and car park tickets or a bicycle for home to office travel.
  • Union Representation – The Trade Unions (PCS, Prospect and FDA) have a major role to play in helping to shape the future of the Department.
  • Boundless by CSMA – As the largest private home, motoring and leisure organisation in the UK, Boundless is able to offer its members huge savings on everyday purchases. 
  • Foryoubyyou, The charity for existing and former Civil Servants – provides financial assistance, care placement, advice, offers, information and advisory service for its members. 
  • For a monthly fee employees can access the Civil Service Sports and Leisure Club
  • Benenden Healthcare – provides healthcare and wellbeing services
  • Cycle to Work scheme - is an initiative under the Government’s Green Transport plan that enables employees to get a bike completely tax free. Visit the  Cyclescheme website

Inclusion and diversity

We are committed to embracing inclusion and diversity whilst promoting equality of opportunity. Our goal is to ensure that these commitments, reinforced by our values, are embedded in our day-to-day working practices with all our customers, colleagues and partners.  As part of this commitment we are accredited a Disability Confident Committed employer. We have also been awarded silver accreditation for the Gender Diversity Benchmark through Business in the Community, The Prince’s Responsible Business Network.  In addition, we are signed up to their Race at Work Charter and implement its five principles.

What we expect from you

Conduct

As an organisation the OGA values all our people. We seek to perform to a high standard to effectively regulate and support the UK Oil and Gas industry. We aim to inspire pride and work in partnership with colleagues and stakeholders from Industry, Government Departments and other Agencies.

The OGA Code of Conduct details what is expected of you whilst working in the OGA and highlights your key responsibilities as an OGA employee. It incorporates the OGA values and behaviours:

Values:  Accountable, Fair, Robust and Considerate.

Behaviours:  One Team - proactive, efficient, delivery-focused, respected and trusted - a catalyst for change.

Confidentiality and the Official Secrets Act

Staff in public bodies owe a general duty of confidentiality to their employer under civil law.   OGA staff are therefore required to protect official information held in confidence.  The Official Secrets Act 1989 applies to any member of the public who has, or has had, official information in their possession.   The Act makes unlawful disclosure of certain information a criminal offence. 

Conflicts of interest and share ownership

Although it is preferable that employees do not hold significant shareholdings in the oil and gas industry, and are therefore not seen as potentially conflicted, we recognise such shareholdings may exist.

Board Directors and all staff members must declare all their and their immediate family members’ UK and overseas shareholdings (including any beneficial interest in shares) and any other interests in any relevant public or private company or other commercial organisations (such as a partnership) (including pending issues of share options, performance shares or restricted stock from a previous employer). Board Directors and staff members should also disclose whether a spouse, partner or close family member is employed within the oil and gas industry.

Upon receipt of the required information, the Company Secretary will assess the degree of exposure and will identify whether further measures are needed.  All holdings will be published (anonymised for staff below Director level) in the relevant register on the OGA’s website. Further information is available on request. 

Political activity

OGA staff must not allow their personal political views to inhibit, or appear to inhibit, loyal and effective service to the OGA. Further details of the extent to which staff can take part in political activities are available on request.

The OGA has a very open, transparent and fair recruitment process. Find out more about our career opportunities and how to apply for vacancies.

Career opportunities