The Employment and Staffing Committee of Wokingham Council met on Wednesday 25 March 2026 to discuss and approve several key HR policies, including those relating to modern working, social media use, and recruitment. The committee also reviewed an update on the Employment Rights Act and the latest agency worker report.

Update on the Employment Rights Act

The committee considered an update on the implications of the Employment Rights Act 2025, which became law in December 2025. A significant change is the reduction in the qualifying period for unfair dismissal claims from two years to six months, effective from 1 January 2027. This change, along with uncapped tribunal awards, increases the Council's financial risk. The Council's proposed response focuses on strengthening its probation policy, establishing a standard three-month probation period with an optional three-month extension, and providing enhanced support for new starters and managers. The committee noted that the Council already meets or exceeds many of the new legislative requirements and will continue to monitor further reforms. The committee agreed to update the probation policy, process, and workflows, and noted the requirement for manager training and support.

Modern Workforce Policy

A proposed Modern Workforce Policy was presented to the committee, aiming to formalise three worker styles: Fixed, Community, and Hybrid, based on role requirements rather than individual preference. This framework is designed to support recruitment, retention, engagement, and productivity by providing clear expectations for the organisation, managers, and employees. The policy was developed following extensive consultation with staff and managers. Councillors queried how individuals unsuited to hybrid working would be managed and were assured that the policy includes provisions for reviewing and amending working arrangements based on performance or service needs. The committee also sought assurance regarding data handling in remote settings, with officers confirming that existing information governance policies and technical safeguards apply. The committee agreed to the policy's content in principle, allowing for consultation and implementation with delegation for minor amendments.

Proposed Staff Social Media Policy

The committee considered a proposed new Staff Social Media Policy, intended to replace the existing policy and provide a more structured and clarified approach to staff usage of social media. The policy aims to increase confidence in using social media as an engagement tool, protect employees, and maintain the Council's reputation. It covers official professional use, personal professional use, and personal social use, outlining expectations and potential consequences for misuse. The policy clarifies that legal principles such as libel, defamation, and data protection apply online, and that Council policies, including the Equality and Diversity Policy and Officers Code of Conduct, are relevant to social media use. The committee agreed to the policy's content in principle, allowing for consultation and implementation with delegation for minor amendments.

Proposed Recruitment and Selection Policy

A proposed new Recruitment and Selection Policy was presented to replace the existing policy, aiming to provide a more structured and clarified approach to recruitment and selection across the Council. The policy details a framework for ensuring best practice, clarifying expectations, and outlining internal processes that support staff development. Key principles include fairness, merit, equality, diversity, inclusion, consistency, transparency, and safe hiring. The policy also outlines responsibilities for managers, HR teams, selection panel members, and senior leadership. It includes provisions for redeployment, senior appointments, and safer recruitment practices. The committee agreed to the policy's content in principle, allowing for consultation and implementation with delegation for minor amendments.

Quarter 3 - 25/26 Agency Report

The committee reviewed the Agency Worker Report for Quarter 3 of the financial year 2025/26, covering October to December 2025. The report detailed agency spend by directorate, showing a total spend of £2,392,052 for the quarter, bringing the year-to-date total to £6,189,455. The report highlighted that increased agency spending in the second half of the year was anticipated to maintain resident services and adapt to national changes, driven by factors such as preparing the Housing service for inspections, investment in Housing, preparations for Children's Services Reforms, and productivity-focused projects. The report also noted a normal seasonal increase in agency and contract staff to meet winter pressures and enable grant spending. The committee noted the information contained within the report.