Agenda item

The Committee considered a report of the Director of Corporate Resources which provided an update on the County Council’s overall position on sickness absence as at the end of December 2018.  A copy of the report, marked ‘Agenda Item 6’, is filed with these minutes.

Arising from discussion, the following points were raised:-

      i.        Latest data for January 2019, showed an improvement in the levels of sickness absence; all Departments had shown significant reductions with the exception of Public Health, which showed a similar level to that recorded for December 2018.  Members were informed that this was due to the calculation of sickness absence over a 12 month rolling period and, as such, the high sickness levels recorded in January 2018 had been removed from the calculation. Members recognised the positive picture, but acknowledged that there was still much to do in order to reach the corporate target of 7.5 days per Full Time Equivalent (FTE);

    ii.        The greatest percentage of time lost was due to ‘Stress/depression/mental health’, which continued to rise. Members were informed that it was felt that the fact that people were more confident about talking about mental health, both at the County Council and in society generally, had contributed to the rise, rather than there being an increase in illness.  Levels of absence due to ‘cough, cold, flu’ had reduced and it was felt that the Council’s flu vaccination programme had contributed to this;

   iii.        In terms of the percentage split of absence due to short or long term illness, both Public Health and the Children and Family Services department had experienced a higher level of long term absence than short term. Focused intensive support was provided by Human Resources to support managers in addressing cases of long term absence. In response to questions, members were informed that there was a misconception that absence was due to work related issues, whereas anecdotally it was known that this was not always the case. It was planned to undertake a survey with staff who worked in the Children and Family Services and Adults and Communities departments who had been absent in 2018 due to stress, depression or mental health, to determine whether their absence was caused by personal or work related issues, whether the level of support received was helpful and what measures could have been put in place to support an earlier return to work. This survey would be anonymous and voluntary and officers had worked in partnership with Trade Unions. Members supported the establishment of Mental Health First Aiders across all departments;

   iv.        A variety of measures had been employed in order to reduce the levels of sickness absence. The intensive support provided by Human Resources staff focused on specific departments, and supported managers with specific cases. The Employee Assistance programme, with a 24 hours a day seven days a week helpline, had been introduced for 12 months from April. It was hoped that this confidential service would be an initial step before people accessed the Wellbeing Service, which was a face-to-face service and for which there was high demand;

    v.        Members were informed that it was recognised that the County Council was an excellent employer with a range of support measures in place to support both staff in managing and preventing illness and managers in managing cases of sickness, especially long term absence. Members were keen that short term absences should also be addressed;

   vi.        Whilst members recognised the work of officers in addressing the high levels of sickness absence, it was acknowledged that there was more to do in order to meet the corporate target of 7.5 days per FTE.

RESOLVED:

That the update on the County Council’s position on sickness absence as at the end of December 2018 be noted.