Devolution and Local Government reorganisation: The future of local leadership and workforce resilience 

By Rebecca Davis, Chief Executive, West Midlands Employers 

In local government, change is the only constant—but at this moment, it feels as though we are in the eye of a storm. We find ourselves in a state of anticipation, waiting for decisions to be made, for more information to emerge, and for clarity on the path ahead. This period of uncertainty presents both a challenge and an opportunity to redefine the future of governance and leadership. 

The recent letter from the Ministry of Housing, Communities and Local Government (MHCLG) to Councils has made it clear: devolution and reorganisation are accelerating. With several areas identified as priorities for further devolution, Councils across the country are facing fundamental shifts in governance, service delivery, and workforce structure. 

I started my career in a District Council, over 20 years ago, I would be lying if I said I didn’t feel a sadness that those organisations that shaped the start of my career and gave me a real local insight to communities, are being phased out.  I know many colleagues who have had careers entirely based in District Councils have many questions about how their vital services and engagement will be maintained.  District Council’s make up a significant part of our workforce in Local Government and how we treat and manage those impacted, will have a lasting impact and legacy.  

For those of us in the West Midlands, this isn’t just a theoretical exercise—it’s real, it’s happening, and it will shape the future of our councils, our people, and our communities.  We may not have any Council’s in the accelerated Priority Timeline’ but change is still on the horizon and change can be daunting, but it also brings opportunity.  

The question is, how do we navigate these waters to emerge stronger, more resilient, and ready for the future? 

Reorganisation: A fork in the road 

Local government reorganisation is often likened to a game of Jenga—reshuffling structures and responsibilities while trying to ensure that the whole system doesn’t come crashing down. The potential benefits—greater efficiency, streamlined governance, and stronger local leadership—are balanced by real challenges. 

For councils, this means addressing big questions: 

• How do we protect and strengthen local decision-making? 

• What happens to our workforce, our talent, and our leadership pipeline? 

• How do we maintain service continuity while undergoing structural transformation? 

These are not easy questions, and the impact on people—our employees—is significant. Uncertainty can be a productivity killer, morale can take a hit, and without careful planning, we risk losing some of our best people just when we need them the most, and don’t get me started on commercial consultancy companies seeking to profit who see this as a five year pipeline of work.  

Workforce Impact: Change without chaos 

At the heart of every council are the people who keep services running—our workforce.  WME as the Regional Employers Organisation is naturally going to focus on this area first.   

Reorganisation isn’t just about structures and political boundaries; it’s about individuals whose careers, roles, and futures are directly affected. We already know from research in our new Workforce Strategy 2025–2027 that will be launched in March 2025 the sector faces critical challenges: 

• A growing skills shortage in key areas such as digital, social care, and planning. 

• An ageing workforce, with many leaders nearing retirement. 

• A talent pipeline that needs nurturing to keep public services sustainable. 

Without a clear and coordinated approach, we risk exacerbating these challenges. Councils cannot afford to lose institutional knowledge, corporate memory, nor can they rely on outdated recruitment and retention models in a rapidly changing world. 

Devolution: Power with purpose? 

Devolution presents an opportunity to put local decision-making back where it belongs—in the hands of those who know their communities best and outside of Whitehall. However, with greater autonomy comes greater responsibility. We must ensure that local government has the skills, leadership, and workforce agility to seize this moment. 

Devolution isn’t just about governance; it’s about people. The ability to develop and retain talent, build leadership capacity, and create flexible workforce solutions will be the difference between success and stagnation. Councils must be proactive, thinking not just about governance models but about the human infrastructure needed to deliver on new responsibilities. 

How West Midlands Employers can help 

At WME, we are not just spectators in this process—we are partners, ready to support councils through this period of transformation.  We have heard the phase from Ministers that they want people with ‘skin in the game’ to make decisions locally about their communities, to echo that, WME has ‘skin the game’ when it comes to our Region and our workforce.  We are proudly owned by Councils and led by a Management Board of 32 Elected Members, so we are here to support and can do what Councils need.  

Our new Strategic Plan 2025–2030 launches later this spring and sets out clear priorities that align with the challenges and opportunities presented by devolution and reorganisation: 

1. Trusted Workforce Expertise: Whether it’s restructuring advice, job evaluation, or TUPE support, we provide councils with the practical expertise needed to manage change without destabilisation. 

1. Leadership Development: Strong leadership is critical in times of change. Through our regional talent development programmes, we help councils build resilience and future-proof their leadership pipeline. 

1. Collaborative Solutions: No council is an island. We bring organisations together to share best practices, develop joint workforce solutions, and provide regional data to inform decision-making. 

1. Employer Branding & Retention Strategies: Attracting and retaining talent in local government is more challenging than ever. WME is leading the way in positioning councils as employers of choice, ensuring they can compete for the best talent. 

1. Navigating Employee Relations: Change often brings industrial relations challenges. As the Regional Employers’ Organisation, we work closely with councils and trade unions to ensure fair, transparent, and constructive workforce changes. 

The Road Ahead: A time for leadership 

Local government is at a crossroads. Devolution and reorganisation bring both risk and reward, and how we manage this transition will define the future of our sector. Councils that invest in their workforce, take a strategic approach to change, and collaborate with trusted partners like WME will be the ones that thrive. 

In moments of transformation, leadership matters more than ever. And leadership isn’t just about those at the top—it’s about creating an environment where every employee feels valued, supported, and equipped to deliver great public services. 

As we move forward, WME will be right there alongside you, ensuring that councils don’t just survive this period of change—but emerge stronger, with a workforce that is ready for whatever comes next.