The Employment Committee was scheduled to meet to discuss the council's pay policy, a workforce report, and action plans related to organisational changes. The meeting was also scheduled to include an update on the implementation of a new working arrangements policy, though the public and press were excluded from this part of the meeting.

Pay Policy Statement

The committee was asked to approve the Pay Policy Statement for 2026/27, for submission to the full County Council. Under Section 38 of the Localism Act 2011, local authorities are required to produce a Pay Policy Statement each financial year.

The statement sets out the council's policies in relation to:

• The remuneration of its chief officers.
• The remuneration of its lowest-paid employees.
• The relationship between the remuneration of its chief officers and the remuneration of its employees who are not chief officers.

The proposed Pay Policy Statement included:

• The council's approach to job evaluation and grading of posts using the Hay Job Evaluation Scheme.
• Additional payments that employees are eligible to receive, such as night enhancement and overtime.
• The council's pay multiple, which is the ratio between the highest paid employee and the median average salary of the council's workforce, excluding schools but including ESPO¹, which is 1:6.82.
• That there is no distinction between chief officers and other employees in relation to pension entitlements and severance payments.
• The council's approach to the re-engagement of former employees.

As a responsible employer Leicestershire County Council is committed to delivering a fair, equitable and transparent policy covering pay and other employee benefits which improves flexibility in delivering services and provides value for money.

— Pay Policy Statement 2026/2027

The most recently revised pay structure took effect from 1 April 2019. The 2025/26 pay structure is in place for employees on National Joint Council (NJC) terms and conditions, Chief Executive's terms and conditions and Joint Negotiating Committee for Chief Officer (JNC) terms and conditions.

Workforce Report

The committee was scheduled to receive 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).

As of October 2025, the council's headcount was 5869, which is a full time equivalent (FTE) of 4893.2. The council experienced an increase in both headcount (16) and FTE (80.59 FTE) compared to this time last year. Corporate Resources has seen a reduction of 103 headcount and 46.81 FTE since last year, primarily due to school kitchen staff transferring to new suppliers under TUPE[^3] arrangements. Children and Family Services has increased by 112 headcount and 116.95 FTE since last year, largely due to efforts to convert agency social workers to permanent positions, in response to new regulations requiring agency workers to have three years of local authority employment.

As of October 2025, the council's sickness absence rate was 3.48%, which equates to an average of 9.07 days lost per full-time employee, above the council's target of 7.5 FTE days lost (approx. 2.88%). Stress, depression, and mental health remain the leading causes of long-term sickness absence. Short-term absences are most frequently attributed to Covid-19, coughs, colds, and flu.

As of October 2025, the online recording process is reporting a 59% APR completion rate. HR is working on a solution to simplify both the recording and reporting processes, including the implementation of automated reminders.

Organisational Change Policy and Procedure

The committee was scheduled to receive an update of the current Action Plans which contain provision for compulsory redundancy and details of progress on their implementation.

Completed action plans included:

• Adults & Communities - Commissioning and Quality Direct Payments Support Team
• Corporate Resources - Fin Ops 2025
• Children & Families - Youth & Justice Standby Rota - Implementation of the Council's Standby Policy & Guidance
• Adults & Communities - SCIP
• Adults & Communities - Care Technology Team, Romulus Court Action Plan
• Corporate Resources - Corporate and Technical Finance 2025
• Adults & Communities - Adult Learning Service - Curriculum Team

Action Plans underway included:

• Children & Families - Targeted Family Help Review
• Children & Families - Early Years Inclusion and Childcare Service
• Public Health - Public Health Service Review

Working Arrangements Policy

The press and public were likely to be excluded during the discussion of the Working Arrangements Policy Consultation Feedback and Implementation.