The Employment and Staffing Committee of Wokingham Council met on Monday 27 July 2026 to discuss the council's People Strategy, Pay Policy Statement, and new policies on alcohol and substance misuse, and gifts and hospitality. The committee also reviewed the Q4 Agency Report.

People Strategy Update

The committee received an update on Wokingham Borough Council's (WBC) People Strategy, which aims to make the council a great place to work, drive success in recruitment and retention, and achieve the best outcomes for residents. The report highlighted achievements in areas such as improving attendance, developing leaders, and strengthening performance management. The strategy is built around four commitments: We Care, We Share, We Learn, and We Belong.

During the discussion, Councillor Imogen Shepherd-DuBey raised concerns about the support for transgender employees, to which officers responded by outlining the existence of a staff network and ongoing work to refresh corporate induction and mandatory EDI training. Councillor Stephen Conway praised the strategy as an excellent piece of work and noted the clear pipeline of future plans. Councillor Pauline Jorgensen suggested that the strategy was too internally focused and should better reflect a commitment to residents. Sally Halliwell, Head of HR and OD, acknowledged this point and committed to ensuring future reports clearly articulate the customer-centric elements. Councillor Yusra Salman inquired about the demonstration of value for money to residents and whether staff survey results would be published externally. It was clarified that staff survey results are typically kept internal to maintain trust, but high-level benchmarking is conducted. Councillor Prue Bray defended the strategy's internal focus, stating it was designed to support the council's overall plan for delivering services to residents. The committee also discussed the upcoming ACT awards, designed to celebrate staff values, and the relaunch of work experience programmes.

Pay Policy Statement

The committee considered the Pay Policy Statement for 2026/27, an annual report required by the Localism Act 2011. Sally Halliwell presented the key points, noting a slight reduction in the median full-time equivalent salary and a pay ratio well below the 20:1 ratio recommended by the Hutton Review. The statement also included updated gender and ethnicity pay gap information, with the mean gender pay gap at 11.49% and the median at 11.60%, while the ethnicity pay gap showed a mean of 5.83% and a median of 0%. The council is not a registered Real Living Wage employer but pays above the rate, with the lowest hourly rate at £13.47, expected to rise to £13.91 after the national pay award. The council also supports apprenticeships, with entry-level positions starting at £24,500 per annum. The committee agreed to recommend the Pay Policy Statement to the full council.

Alcohol and Substance Misuse Policy

A new proposed Alcohol and Substance Misuse Policy was presented, aiming to provide a clear framework for the council's approach to alcohol and substance misuse in the workplace. Sally Halliwell explained that the policy is both preventative and supportive, offering mechanisms for employees to seek help while also outlining consequences for misconduct. Key principles include the council's duty to maintain a safe working environment, a zero-tolerance approach to illegal substances, and a distinction between seeking support and disciplinary action.

During the discussion, Councillor Imogen Shepherd-DuBey inquired about random drug testing, similar to practices in the United States. Sally Halliwell clarified that the council does not plan random testing but will conduct for cause testing if there are reasonable grounds for concern. Councillor Stephen Conway expressed reluctance towards random testing, emphasizing the importance of respecting employees' private lives and focusing on their ability to perform their work safely. He also raised the point of distinguishing between self-inflicted issues and those outside an individual's control, such as medical conditions like diabetes. Councillor Pauline Jorgensen agreed that random testing was not appropriate for all roles but noted that it could be legally implemented if included in employment contracts. Yusra Salman asked about consent for testing, and it was explained that while consent is required, refusal to test could be considered gross misconduct. The committee agreed to approve the policy in principle, subject to consultation and minor amendments.

Gifts and Hospitality Policy

The committee also considered a proposed new Gifts and Hospitality Policy. Sally Halliwell explained that this policy consolidates existing guidance into a single document to clarify the council's position on accepting gifts and hospitality. The policy emphasizes acting with integrity, avoiding any perception of improper influence, and recording all offers, whether accepted or declined. Gifts should generally be refused unless they are low-value token items not exceeding £25. Hospitality should only be accepted if there is a clear business reason, it is proportionate, and prior written approval has been obtained.

Councillor Prue Bray suggested adding the perception of influence to the key principles, which was acknowledged as a valuable point. Councillor Stephen Conway supported the policy, noting its clarity and defensibility. The committee agreed to approve the policy in principle, subject to consultation and minor amendments.

Q4 Agency Report

The committee reviewed the Q4 Agency Report for 2025/26, which detailed agency worker spend across different directorates. Sally Halliwell presented the report, highlighting an overall increase in agency spend for the financial year, attributed to government requirements, competitive market rates, and increased recruitment activity at interim and senior executive levels. The Place and Growth Directorate saw the most significant increase in expenditure, partly due to the inclusion of Housing services at the time of reporting. The report also noted an increase in employer National Insurance contributions as a contributing factor to higher costs.

Councillor Pauline Jorgensen questioned the allocation of costs within the Chief Executive's Office, suggesting that costs benefiting specific directorates should be attributed to those departments for greater transparency. Sally Halliwell agreed to explore this for future reporting. Councillor Stephen Conway acknowledged the necessity of agency and interim appointments in certain circumstances, citing their positive impact on services like Housing and their role in preparing for inspections. He also noted that Wokingham is attracting high-quality interims, some of whom are interested in permanent roles. The committee noted the report and looked forward to a refreshed report in the autumn.

The meeting then moved into Part Two, which involved the exclusion of the public to discuss exempt information related to Chief Executive Remuneration and Service Director Changes in Children's Services.