The Employment Committee of Leicestershire County Council met on Thursday 10 September 2026 to discuss the National Joint Council (NJC) Pay Award and Chief Executive Pay Award for 2026-2027, the workforce update for the first quarter of 2026-2027, and the implementation of the new Working Arrangements Policy. The committee also reviewed its terms of reference and work programme, and received the Health, Safety and Wellbeing Annual Report.

National Joint Council Pay Award and Chief Executive Pay Award 2026-2027

The committee formally approved the application of the nationally agreed 3.3% pay award for National Joint Council (NJC) staff, covering grades 2 to 17, and a similar increase for the Chief Executive. This award, effective from 1 April 2026, will be implemented in the September payroll, with backdated pay to be included. The committee also noted the implementation of the pay award for Chief Officers (grades 18-21) which had already been actioned in July 2026.

Workforce Update 2026-2027 Quarter 1

The committee received a comprehensive update on the council's workforce for the first quarter of the financial year. It was noted that while the overall headcount had decreased by 72, the Full-Time Equivalent (FTE) had increased by 127.96. This trend, indicating fewer employees but more contracted capacity, was attributed to changes in working patterns, the balance of full-time and part-time roles, and structural service changes. This shift was seen as potentially simplifying workforce management.

Sickness absence remained a key focus, with the council's rate at 3.53% (8.98 days lost per FTE), above the target of 7.5 days. Adults and Cultural Services reported the highest departmental absence rate at 4.09%. Stress, depression, and mental health continued to be the leading causes of long-term sickness absence. While the council's absence rates compare favourably to some external benchmarks, including the NHS, sustained improvement is needed to meet the internal target.

The committee heard that stress, depression, and mental health remain the primary reasons for long-term sickness absence, accounting for 32.2% of cases in the first quarter of 2026-2027. The council's Wellbeing Service, staffed by five counsellors, supported 308 employees in the past year, delivering 2,808 sessions. Despite the challenges, 84% of employees who accessed support remained in work. A new course, 'Managing Stress at Work for Managers', was piloted to equip managers with the skills to address stress in the workplace.

Working Arrangements Policy - Implementation Update

The committee was updated on the implementation of the new Working Arrangements Policy, which came into effect on 31 May 2026. The policy, agreed with trade unions, aims to ensure working arrangements support service delivery, productivity, and employee wellbeing. Managers have been engaging with teams to determine appropriate arrangements based on service needs and individual circumstances. The policy maintains the right to request flexible working and the Council's duty to consider reasonable adjustments for disabled employees. While the policy has been implemented, ongoing monitoring and review will occur, with future updates to the committee provided by exception.

Review of Employment Committee Terms of Reference and Work Programme

The committee discussed a proposal to refocus its work to align more closely with its constitutional duties, concentrating on matters requiring member decision or assurance. This would involve moving away from routine operational workforce data and towards strategic issues, significant policy changes, employment law compliance, and senior officer matters. The committee voted to request a report on the council's involvement in its pay policy, including the National Joint Council and sick pay arrangements, and to review options for these. The committee also approved the proposed decision and assurance-based approach for its terms of reference, work programme, and report templates.

Health, Safety and Wellbeing Annual Report 2025-2026

The committee received the annual report on health, safety, and wellbeing. It was noted that there had been a 12% reduction in reported injuries and a 23% reduction in RIDDOR reportable incidents, alongside a 45% increase in near miss reporting, which is seen as a positive indicator of improved risk identification. Mandatory health and safety training compliance has also improved, with significant increases in Management of Health and Safety and Health and Safety Essentials training. The report highlighted the success of the Men's Mental Health Awareness Week and ongoing work to support employees with various wellbeing initiatives. The committee endorsed the work undertaken by the Health, Safety and Wellbeing Service.

Organisational Change Policy and Procedure: Action Plans

The committee noted the update on current action plans related to organisational change, which included provisions for compulsory redundancy. The report indicated that for the Children & Families - Early Years Inclusion and Childcare Service (CET) action plan, consultation was ongoing due to strike action and dispute negotiations, with 15 predicted compulsory redundancies. For other action plans, implementation was either completed or underway, with varying numbers of predicted redundancies.