The People, Performance and Development Committee of Surrey County Council met on Monday 13 April 2026 to discuss the ongoing local government reorganisation (LGR) and its impact on staffing. The meeting also reviewed the council's forward work programme and action tracker.

Staffing and Local Government Reorganisation (LGR)

A significant portion of the meeting was dedicated to a verbal update on staffing in the context of the local government reorganisation (LGR) across Surrey. Shara, the workstream lead for people, workforce, and culture on behalf of all Surrey councils, provided an overview of the extensive work underway to manage the transition of approximately 19,000 staff.

The LGR process involves six key sub-work streams:

• 2P and workforce disaggregation and aggregation: This covers the complex process of transferring staff to new organisations.
• Pay and employment policies: Developing new policies for staff in the future organisations.
• Senior leadership appointments: Including interim appointments required by the Surrey Structural Changes Order.
• Workforce data and reporting: Ensuring accurate data management.
• Culture, communication and change management: Supporting the workforce through the changes.
• HR and OD services: Including health and safety and payroll within the new structures.

For Surrey County Council staff, the focus has been on communicating the implications of disaggregation and the 2P transfer process. Managers are being trained to conduct one-to-one meetings with staff to discuss their individual transfer decisions. Over 600 line managers have already attended these sessions. An animation explaining the disaggregation process has been circulated to all Surrey Council staff, and regular briefings are being held. Staff are expected to know their final transfer destination by October 2026, although this is subject to agreement with the shadow authorities.

Councillor Eva Kington raised concerns about potential staff reductions as a cost-saving measure of the LGR. Shara explained that there isn't a specific working number for staff reductions beyond what was outlined in the initial business case. Decisions on staffing levels will ultimately be made by the new East and West councils after Vesting Day (April 2027). All existing staff will transfer under TUPE regulations¹, and restructuring will occur after Vesting Day. While some senior leadership roles may be reduced, there is no provision for voluntary redundancy schemes as part of the LGR itself. However, existing restructuring within Surrey County Council might offer voluntary redundancy opportunities.

The meeting also touched upon the timeline for new organisations to establish their working practices. It was noted that new chief executives, once appointed, will set the structure for their organisations, likely at a senior leadership level, before Vesting Day. Further restructuring will happen post-April 2027.

Councillor Sinead Mooney inquired about how staff location preferences would be considered. Shara clarified that while location is a factor, the primary consideration is ensuring a good balance of skilled and experienced staff in each service area across the new organisations. There will be no redundancies as a direct result of the TUPE transfer before April 2027.

The discussion also addressed the support for elected members during the shadow year. It was confirmed that the Democratic Services teams within the existing organisations will provide support to councillors involved in the shadow authorities, including induction processes and assistance with tasks such as budget setting.

Forward Work Programme and Action Tracker

The committee noted the Forward Work Programme, which outlines upcoming agenda items. Key items for future meetings include updates on Surrey Pay, the Annual Workforce Report, and ongoing updates on Staffing (LGR). An update on Equality, Diversity, and Inclusion (EDI) is scheduled for November 2026.

The committee also reviewed the Action Tracker, noting that an update on Equality, Diversity, and Inclusion (EDI) initiatives has been added to the Forward Work Programme for November 2026.