Agenda item

The Committee considered a report of the Director of Corporate Resources which provided an update on workforce information and performance measures for Quarter 2 of 2025/2026. This included details relating to headcount, Full Time Equivalent (FTE), absence rates and reason, and reported completion of Annual Performance Reviews (APR). A copy of the report, marked “Agenda Item 8”, is filed with these minutes.

Arising from discussion, the following points were made:

(i)         With regards to attendance management, the Director stated that return to work interviews continued to be conducted with staff by managers after any period of absence. Managers were responsible for applying the Council’s Attendance Management Policy. The Policy provided a procedure framework for managers in order to support an employee where there were concerns regarding an employee's ability to carry out their role to a satisfactory level due to medical reasons. It was noted that managers were expected to apply the policy in a fair, consistent, and supportive manner, taking all reasonable steps to assist the employee in order to reach and maintain required levels of attendance and performance whilst balancing the need for service delivery. Where long-term illness impacted on an employee’s ability to attend work and their ability to perform their role, it was expected that most cases would be resolved within 12 months. Where concerns continued, it could be necessary for the Council to consider terminating the employee’s employment once the appropriate stage of the policy had been reached. The Director agreed to provide members with information relating to the number of employees dismissed due to poor attendance.

(ii)        With regards to support for staff experiencing mental health concerns, the Director stated that managers received training regarding managing stress at work in order to support employees within their teams. Employees could also be trained as an accredited Mental Health First Aider. The course taught individuals to recognise, understand, and respond to someone who was experiencing a mental health issue. It was noted that the wellbeing service was crucial in supporting staff to continue to work and therefore contribute to service delivery. Members were assured that where trends were identified within service areas, stress risk assessments were undertaken in order to recognise and address areas of concern.

(iii)       It was noted that the average absence rate across all public sector services was 3.8%, in comparison to the Council’s average absence rate of 3.48%. The Director stated that work would continue to be undertaken in order to reduce the average absence rate to below the Council’s target of 2.88%.

(iv)      It was noted that a detailed analysis of attendance management activity in the Adults and Communities Department would be presented to the Committee at the meeting on 5 February 2026.

(v)        A question was raised regarding the non-disclosed category for sickness absence. The Director stated that managers were encouraged to ensure that sickness absence data was entered into the system. However, members noted that some of this data related to individuals not declaring a reason for sickness during the self-certification period.

(vi)      In response to a question raised, the Director agreed to provide the Employment Committee with a report relating to Occupational Health, at a future meeting.

(vii)     A member questioned whether the Committee could be presented with data relating to disciplinary action and performance management, with a focus on how quickly issues were resolved. The Director suggested that this information could be presented within a future Workforce Update.

(viii)    A question was asked with regards to the cost of agency staff across the organisation. That the Director of Corporate Resources agreed to provide the Committee with information relating to the annual cost of agency staff per head, following the meeting.

(ix)      Concern was raised that context had not been presented alongside percentages relating to absence data. The Director agreed to provide context alongside percentages within future reports presented to the Committee.

(x)        With regards to the reported number of open HR Cases, the Director stated that this referred to the number of cases which were active in the system as they required ongoing monitoring. This included circumstances where the issue in question had been resolved.

RESOLVED:

(a)       That the update on workforce information and performance measures for Quarter 2 2025/26, including details relating to headcount, Full Time Equivalent (FTE), absence rates and reason, and reported completion of Annual Performance Reviews (APR), be noted.

(b)       That the Director of Corporate Resources be requested to provide the Employment Committee with:

(i)         A detailed analysis of attendance management activity in the Adults and Communities department, at the meeting on 5 February 2026.

(ii)        A report relating to occupational health, at a future meeting.

(iii)      Information relating to disciplinary action, at a future meeting.

(iv)      Information relating to the annual cost of agency workers, following the meeting.