The Human Resources and Council Tax Committee of Tendring Council is scheduled to convene on Thursday, 30 July 2026. The meeting's agenda includes discussions on the Council's workforce, updates on employment legislation, and a verbal report on the Career Track service.

Workforce Update

The Committee is scheduled to receive an update on the Council's workforce statistics, covering key trends in staffing levels, recruitment, retention, and diversity. This report aims to support the Committee's oversight of workforce matters and reflects the Council's commitment to transparency and continuous improvement in its employment practices. As of 31 May 2026, Tendring District Council employed 783 individuals, comprising 501.2 full-time equivalent roles. The report notes that recruitment and retention remain stable, with no significant impact yet observed from the forthcoming Local Government Reorganisation. It also highlights that the Council continues to attract strong interest in vacancies and has successfully recruited to roles that have historically been difficult to fill. The workforce spans a broad age range, and while retention levels are strong, effective workforce planning is deemed important for retaining skills and experience. The report indicates no change in workforce diversity figures since the last reporting period, with 1.3% of contracted staff identifying as being from an ethnic minority background, compared to 3.8% within the wider Tendring population. The gender profile is broadly balanced, with senior management roles being evenly split between men and women. The Council is also exploring a partnership with Colchester City Council and Braintree District Council to share a dedicated Equality, Diversity and Inclusion Lead Officer.

Employment Legislation Update

A report is scheduled to update the Committee on the implications of the Employment Rights Act 2025 for the Council's employment policies, procedures, and working practices. The Act, which received Royal Assent on 18 December 2025, introduces a significant programme of employment law reform, with provisions being implemented in phases throughout 2026 and 2027. The Council has conducted a comprehensive audit of its employment policies to ensure compliance and has identified areas requiring further action. Key implementation dates for the Act are outlined, including changes to collective redundancy protective awards, paternity leave, whistleblowing protections, and statutory sick pay from 6 April 2026. Further changes are anticipated in August 2026, October 2026, January 2027, and throughout 2027, covering areas such as employment tribunal time limits, unfair dismissal qualifying periods, flexible working reforms, and bereavement leave. The report details that a number of core employment policies have already been updated to reflect changes now in force and to prepare for forthcoming reforms.

Career Track - Verbal Update

The Committee is expected to receive an oral update regarding the Council's Career Track service. This service is designed to support workforce development and provides apprenticeships internally and to other public sector employers, fostering shared skills development across the region. The Career Track programme is noted as playing an essential role in supporting the Council's commitment to workforce development, particularly in enhancing progression routes and increasing access to accredited training.

The meeting documents can be accessed here: Public reports pack and Agenda frontsheet.