The Human Resources and Council Tax Committee of Tendring Council met on Thursday, 30 July 2026, to discuss workforce updates and the implications of new employment legislation. The meeting's agenda also included an update on the Council's Career Track service.

Workforce Update

The committee was scheduled to receive an update on the Council's workforce statistics, including staffing levels, recruitment, retention, and diversity. As of 31 May 2026, Tendring District Council employed 783 individuals, equating to 501.2 full-time equivalent (FTE) roles. The report indicated that recruitment and retention remained stable, with no significant impact from the forthcoming Local Government Reorganisation. The Council continued to attract interest in vacancies and was monitoring trends to address any emerging workforce risks.

The report highlighted that 1.3% of contracted staff identified as being from an ethnic minority background, compared to 3.8% in the wider Tendring population. The gender profile was broadly balanced, with 47.5% of full-time employees identifying as male and 52.5% as female. At senior management level, representation was evenly balanced at 50% male and 50% female. The Council was also exploring a partnership with Colchester City Council and Braintree District Council to share a dedicated Equality, Diversity and Inclusion Lead Officer.

Employment Legislation

A report was scheduled to update the committee on the implications of the Employment Rights Act 2025 for the Council's employment policies, procedures, and working practices. This Act, which received Royal Assent on 18 December 2025, introduced a significant programme of employment law reform, with provisions being implemented in phases throughout 2026 and 2027.

Key changes scheduled for implementation included:

• 6 April 2026: Doubling of collective redundancy protective awards to 180 days; Day 1 Paternity Leave and Unpaid Parental Leave; strengthened protection for whistleblowers on sexual harassment; Bereaved Partners' Paternity Leave; removal of the Lower Earnings Limit and waiting period for Statutory Sick Pay (SSP); and encouragement for employers with 250 or more employees to publish gender equality action plans and steps to support employees experiencing menopause.
• 7 April 2026: Establishment of the Fair Work Agency.
• August 2026: Electronic and workplace balloting for Statutory Trade Union Ballots.
• October 2026: Duty to inform workers of their right to join a Trade Union; requirement for employers to take 'all reasonable steps' to prevent sexual harassment; introduction of employer obligations regarding third-party harassment; and changes to employment tribunal time limits.
• January 2027: Reduction of the unfair dismissal qualifying period from two years to six months; changes to compensatory awards for unfair dismissal claims, including the removal of the statutory cap.
• During 2027: Mandatory gender equality action plans and menopause action plans; enhanced dismissal protections for pregnant women and new mothers; specific steps employers must take to prevent sexual harassment; changes to collective redundancy consultation thresholds; flexible working reforms; bereavement leave, including pregnancy loss; and the introduction of the right to guaranteed hours, reasonable notice of shifts, and short notice payments.

The Council had undertaken a comprehensive compliance audit of its employment policies and procedures to ensure it remained compliant with current and forthcoming legislation.

Career Track - Verbal Update

The committee was scheduled to receive an oral update regarding the Council's Career Track service. This service aims to support workforce development through apprenticeships and other training programmes.