The GLA Oversight Committee met on Thursday 18 June 2026 to discuss countering fraud within the GLA Group and to review the GLA Workforce Report for the year ending March 2026. Key discussions included the effectiveness of current fraud prevention measures, the GLA's workforce demographics and diversity, and proposed amendments to probation procedures.

Countering Fraud in the GLA Group

David Esling, Director of Audit, Risk and Assurance at the Mayor's Office for Policing and Crime (MOPAC), provided an overview of how fraud is countered across the GLA Group. He explained that his directorate provides internal audit services to most GLA Group bodies, excluding Transport for London. Mr Esling highlighted that key fraud risks for the GLA include procurement, grants, and cyber-related threats, such as phishing attacks. He noted that while internal audit does not prevent fraud, it advises on governance, risk, and control, and a small investigative team can carry out investigations when necessary.

The committee heard that the GLA's counter-fraud team offers training and advisory services. Mr Esling discussed the distinction between high-value and high-volume fraud, and the importance of robust controls for both. He assessed that there had been success in recovering monies lost to fraud in the last 12 months, but that sometimes the focus shifts to strengthening controls to prevent future attacks. An example of a newer fraud identified was polygamous working, where individuals held multiple jobs through different agencies, sometimes being paid multiple times for the same role.

Assembly Member Keith Prince AM asked for three key implementations that would significantly strengthen fraud prevention. Mr Esling suggested focusing on line management of individuals, declarations of gifts and hospitality, and procurement and contracts. He specifically highlighted the potential value of capturing data on declined gifts and hospitality, as this could reveal patterns of attempted influence.

Assembly Member Bassam Mahfouz AM inquired about the accountability for fraud failings. Mr Esling confirmed that accountability is improved, with governance structures in place and recommendations from audit reports being taken seriously and challenged by audit committees.

Regarding anti-fraud training, Mr Esling stated that the GLA's training is focused on grants and contracts, particularly due to past fraud issues. He reported excellent take-up and positive feedback, with the training highlighting the importance of specific checks and controls. Learnings are shared across the GLA Group through the GLA Fraud Forum and by participating in the London Boroughs Financial Group (LBFIG). An example of shared learning was the identification of individuals working multiple full-time jobs simultaneously, which was discovered through cross-organisational information sharing.

Assembly Member Alessandro Georgiou AM asked about whistleblowing referrals related to fraud. Mr Esling stated he had received approximately three or four referrals in the last two years that were directed to him, with two leading to internal audit investigations. He acknowledged that other referrals might go through different channels. He expressed confidence in the robustness of the whistleblowing framework, stating that anonymity can be retained, although further information may be required, potentially necessitating the whistleblower to become non-anonymous for the investigation.

The committee also discussed the National Fraud Initiative (NFI), a data-matching exercise that helps identify potential fraud, duplicate payments, and other irregularities. It was reported that in the 2024-25 NFI exercise, nearly £500,000 was recovered, with an extrapolated saving of approximately £4 million from stopping incorrect pension payments. While over 1,600 matches were identified in one NFI exercise, no recoveries were made, which was explained as data matches that required further investigation and were found to have legitimate reasons, such as individuals being paid for distinct roles in different public sector organisations.

Assembly Member Joanne McCartney AM asked about the extent to which fraud is more common in specific areas, such as adult skills. Mr Esling indicated that fraud often targets areas with significant funding, such as grants and contracts, and that skills funding is a particular area of focus due to the ease of setting up fraudulent colleges. He confirmed that the GLA's risk-based approach means that the skills area is regularly audited.

GLA Workforce Report – Year Ending March 2026

The committee reviewed the GLA Workforce Report for the year ending March 2026. Justine Kenny, Chief People Officer, and Phil Graham, Executive Director for Growth, presented the findings.

The report indicated that the GLA workforce remained broadly stable, with a headcount of 1,533 (1,493 FTE), largely unchanged from March 2025. Turnover remained steady at 11 per cent, which is considered favourable compared to wider public sector benchmarks. However, there was a slight decrease in headcount since September 2025, with a higher proportion of leavers leaving due to the end of fixed-term contracts, reflecting reduced recruitment activity.

The use of contingent labour saw a slight increase, with 97 agency workers in post, representing 6 per cent of the workforce. The majority of these (63 per cent) were covering established posts, a deliberate approach to maintain delivery capacity during organisational change.

The GLA demonstrated strong diversity outcomes, with 40 per cent of staff from Black, Asian and minority ethnic backgrounds, 20 per cent declaring a disability (above the London benchmark), and women making up 65 per cent of the workforce. Representation of women at senior levels also strengthened to 59 per cent. However, Black, Asian and minority ethnic staff remained underrepresented at senior grades (28 per cent), indicating a need for continued focus on progression and talent development.

Recruitment activity slowed, with 243 offers made in 2025-26 compared to 319 the previous year, while applications increased. A notable change was a decrease in the proportion of successful external candidates from Black, Asian and minority ethnic backgrounds, falling to 35 per cent from 46 per cent. Further analysis is being undertaken to understand this trend.

Pay and progression patterns showed persistent disparities, with a higher proportion of White staff earning £80,000 and above compared to Black and Asian staff. Recognition payments remained stable, with 135 payments made, averaging £813. The distribution broadly reflected the workforce profile, with 39 per cent of recipients from Black, Asian and minority ethnic backgrounds.

Assembly Member Elly Baker AM raised concerns about recruitment timescales and the lack of detailed data on recruitment processes beyond demographics. Ms Kenny acknowledged these concerns and committed to providing data on recruitment timescales and improvements.

The report also highlighted a widening disability pay gap, which the committee noted required further monitoring and action plans.

Regarding the Savings and Efficiencies Programme, Mary Harpley, Chief Officer, explained that the initial consultation aimed to save £7.2 million in staffing costs, involving 189 staff at risk. Following consultation, changes were made, including reinstating six posts and pausing changes in one unit, leading to an estimated saving of £6.6 million. This shortfall will be addressed in a later phase of consultation. Ms Harpley assured the committee that efforts were being made to avoid compulsory redundancies and to mitigate disproportionate impacts on protected groups.

Assembly Member Alessandro Georgiou AM questioned the Mayor's Office's involvement in decisions about where efficiencies were made, noting that the Mayor's Office itself was not subject to these cuts. Ms Harpley clarified that the efficiency programme was driven by the Mayor's priorities and that decisions on where to find efficiencies were agreed with the Mayor's Office at the outset.

Proposed Amendments to Probation Procedure and Probation Terms and Conditions

The committee was informed that the proposed amendments for the probation procedure and probation terms and conditions item had been pulled and would be resubmitted to a future meeting. The committee was asked to respond to proposals to update probation wording in the GLA's terms and conditions of employment and implement an improved probation procedure. These changes are in response to the Employment Rights Act 2025, which reduces the qualifying period for protection from unfair dismissal from two years to six months from January 2027.

The proposed amendments include:

• Reduction in the standard probation period from six months to three months, with a possible two-month extension, ensuring the entire process concludes within the six-month qualifying period for unfair dismissal rights.
• Reduction in notice during probation from one month to one week, aligning with statutory minimums and enabling timely conclusion of unsuccessful probation cases.
• Amendments to the first incremental pay increase, standardising it to 1 April annually for all staff, except in specific circumstances such as promotion or if probation is not completed by 1 April.

These changes are intended to ensure legal compliance, fairness, and transparency, while continuing to support effective probation management. The revised procedure includes updated guidance for staff, managers, and hearing officers. UNISON was consulted on the proposals, with concerns raised regarding the reduction in notice periods during probation, though these changes will only apply to new starters.

GLA Oversight Committee Work Programme

The committee noted its meeting dates and work programme for the 2026/27 Assembly year. The work programme includes ongoing scrutiny of the GLA's budget, workforce, and governance, as well as specific topics such as countering fraud and reviewing mayoral decisions.

Other Matters

The committee also noted the minutes of the previous meeting held on 20 May 2026 and a summary list of actions arising from previous meetings. Actions taken under delegated authority regarding the State of London Debate 2026 were also noted.