The Appointments and Conditions of Service Committee of Derbyshire Council met on Thursday 24 September 2026. The meeting's agenda included discussions on several key policies, including updates to the Harassment and Bullying Policy, changes to the 'Working for Us' booklet regarding recall to work and standby payments, and the adoption of a Reserve Forces and Cadet Force Adult Volunteer Policy. Additionally, the committee was scheduled to consider the ratification of various pay agreements for 2026/2027.

Harassment and Bullying Policy

A significant item on the agenda was the proposed revision of the Harassment and Bullying Policy. The report highlighted the policy's importance in ensuring a workplace free from unacceptable behaviour and outlined the process for addressing complaints. It noted that while reported cases were low, the policy was essential for employee awareness and manager obligations. The review was prompted by upcoming legislative changes, including those related to the Employment Rights Act 2025, which will impose more stringent requirements on employers to prevent sexual harassment and address third-party harassment. The revised policy aimed to align with guidance from ACAS and the Equalities and Human Rights Commission (EHRC), incorporating principles for employee-centred language and streamlined procedures with supporting factsheets. The report recommended the approval and adoption of this revised policy to ensure legal compliance and a zero-tolerance approach to harassment and bullying.

Changes to 'Working for Us' Booklet: Recall to Work and Standby Payments

The committee was also scheduled to consider changes to the 'Working for Us' booklet concerning recall to work and standby payments. The proposal was to remove the existing grade limit, which prevented employees on Grade 14 and above from claiming these allowances. The report indicated that while these higher-grade roles historically had an expectation of greater flexibility, the current additional annual leave entitlement for these grades was only marginally more than for those on Grades 10-13. The report argued that employees at higher grades are increasingly required to participate in standby arrangements and respond to emergencies outside normal working hours, impacting their personal time and creating recruitment and retention challenges. The proposed amendment would allow employees on Grade 14 and above to claim these allowances, subject to authorisation by the Executive Director, with the aim of enhancing the council's resilience and ability to respond effectively to emergencies.

Reserve Forces and Cadet Force Adult Volunteer Policy

Another key item was the proposed Reserve Forces and Cadet Force Adult Volunteer Policy. This policy was developed following an unsuccessful application for the Defence Employer Recognition Scheme (DERS) Gold Award, where feedback indicated a need for a dedicated policy. The report noted that the council already supported employees who served as Reservists and Cadet Force Adult Volunteers (CFAVs), but identified areas for improvement, specifically regarding paid leave for CFAVs to attend annual training camps and clearer guidance for managers. The proposed policy aimed to consolidate existing support arrangements and introduce these additional provisions, demonstrating the council's commitment to supporting employees in these roles and potentially improving its standing in the DERS.

Ratification of Pay Agreements 2026/2027

The committee was also set to consider the ratification of several pay agreements for the 2026/2027 period. These included agreements for Chief Executives, Chief Officers, Local Government Services employees, and Soulbury officers. The reports detailed the proposed pay increases, which were generally around 3.3% for most staff and 3.6% for Soulbury officers, effective from April and September 2026 respectively. The documents outlined the national pay agreements reached by various negotiating bodies, such as the Joint Negotiating Committee (JNC) for Chief Officers and the National Joint Council (NJC) for Local Government Services employees. The ratification of these agreements was presented as a contractual requirement and a fulfilment of the council's employer responsibilities.

Minor Amendments to Employment Policies

Finally, the committee was to be informed of minor amendments to various employment policies, approved under the delegated authority of the Director of People & Organisational Change. These included clarifications to the Grievance Procedure regarding the right of appeal, changes to the Disciplinary Procedure to allow for joint investigations in cases of suspected fraud, and updates to the Employee Leave Schemes. The latter involved revisions to wording and formatting, the inclusion of time off for diabetic screening, and updates to Parental Leave, Paternity Leave, and Shared Parental Leave entitlements, including the removal of qualifying periods for some and the introduction of new entitlements such as Parental Bereavement Leave and Bereaved Partner's Paternity Leave. These amendments were presented as operational improvements and to ensure compliance with the Employment Rights Act (ERA).