Agenda item

The Committee considered a report of the Director of Corporate Resources which provided an update on the Council’s overall position on sickness absence at the end of November 2016. A copy of the report marked ‘Agenda Item 6’ is filed with these minutes.

The Director reported that, as the revised Attendance Management Policy was currently in the process of consultation with the trade unions, it had not been possible to bring it before the Committee at this stage. The revised Policy would be shared with the Committee when it had been finalised.

Arising from a discussion, the following points were noted:

·                It was clear that a significant level of improvement was required to tackle sickness absence levels, which currently cost the Council an estimated £4 million per year in direct and productivity cost (45,000 total days lost). It was felt that it was important to stress to managers the cost implication to the Council of the rising sickness absence levels;

·                More analysis was required to see whether the implementation of flu vaccinations had impacted positively on flu-related absence levels;

·                Staff were able to “self-diagnose” their illness for a period of up to 7 days. A doctor’s note was required for absences beyond this timeframe. It was acknowledged that mental health was a complex area and it could therefore be difficult for staff to initially self-diagnose these conditions, though the increased focus nationally on mental health was welcomed. It was noted that a more detailed departmental breakdown of long and short term absence due to stress, depression and mental health issues would be valuable to the Committee;

·                Despite the concern expressed in regard to the rising sickness absence levels, it was felt that the majority of Council staff were hardworking and committed to doing a good job in the face of significant savings and staff reductions. It was suggested that it was likely therefore that these pressures may have resulted in an increased level of stress and mental health issues amongst the workforce;

·                The issue of sickness absence levels was linked to the organisation’s working culture. It was emphasised that managers were required to tackle issues where there were repeated instances of sickness absence or where patterns had developed. The measures aimed at improving sickness absence levels (paragraph 14 of the report) and those aimed at improving performance management across the organisation (agenda item 7 - Minute 30 refers) were acknowledged. However, if these proved unsuccessful, more robust measures would be required which would inevitably impact staff more directly;

·                It was noted that some other authorities had identified dedicated HR resources to provide stronger support to managers in dealing with issues such as sickness absence;

·                The importance of creating a good level of “team spirit” amongst staff was stressed as a means of attempting to address rising sickness absence levels and drive up performance;

·                A view was expressed that, given jobs were being lost within the Authority as a result of the Council’s financial pressures, the Council must do all it could to address the rising sickness absence levels as a matter of urgency. The Chief Executive’s Department was the only Council department currently with a sickness absence level within the corporate target of 7.5 days.  It would be necessary for the Chief Executive to hold Directors to account for the lack of progress made in their departments.

RESOLVED:

(a)       That a letter be sent to the Chief Executive of the County Council highlighting the Committee’s strong concerns with the Council’s sickness absence levels and stressing that urgent action is required in order to address this;

(b)       That the letter set out the Committee’s view that, if any subsequent action taken proves to be unsuccessful, it will be necessary for the Committee to consider stronger measures for those staff who do not maintain a good level of attendance at work;

(c)       That a report be submitted to the Committee’s meeting in June setting out practice elsewhere around the links between pay and attendance.