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Summary
The General Purposes Committee met on 1 July 2025, and approved changes to the Acting Up, Honorarium and Secondment Policy, introduced a new Prevention of Sexual Harassment at Work Policy, and approved revisions to the Parental Leave Policy. The committee also noted the People Report.
HR Policies
The committee approved changes to the Acting Up, Honorarium and Secondment Policy, the introduction of a new Prevention of Sexual Harassment at Work Policy, and revisions to the Parental Leave Policy to extend pay and leave provisions for employees who become a special guardian or kinship carer.
The Chief People Officer introduced the HR Policies report, explaining that the proposed changes to the Acting-up and Honorarium Policies were minor and undertaken to remain compliant with employment regulations, and had been discussed with trade unions.
The council is introducing a specific Sexual Harassment Policy to remain compliant with Advisory, Conciliation and Arbitration Service (ACAS) recommendations and with changes to central government regulation regarding sexual harassment reporting. The policy will not change any existing processes in the disciplinary policy.
The proposed changes for employees who become a special guardian or kinship carer were outlined and the council accepted proposed changes to extend pay and leave provisions.
Following questions from members, it was clarified that secondments onto lower grades would be placed onto the maximum spinal point to minimise income loss. Members also enquired about arrangements for foster carers and potential flexibility of policies. Officers explained that there was appropriate flexibility in place for special leave arrangements which is undertaken on a case by case basis.
The key changes to the policies are:
- Acting Up, Honorarium and Secondment Policy: This policy provides guidance for managing acting up[^1], honorarium[^2] and secondments[^3] within the council. The updated policy merges the purpose and scope under the heading
Introduction
, updates the principles section, removes references to practice notes and incorporates relevant content into the policy. The length of an acting up arrangement has been reduced from 24 months to 12 months, with extensions only considered in exceptional circumstances. The length of an honorarium arrangement has been reduced from 12 months to six months, with extensions also only considered in exceptional circumstances. The duration of a secondment remains at 24 months, however the length of time an employee can commence a further secondment upon returning to their substantive post has reduced from 12 months to six months. The policy has also been updated to provide clearer guidance on incremental progression for employees who are temporarily acting in a higher role or receiving an honorarium payment. [^1]: Acting up is when an employee temporarily takes on the duties of a higher-graded post. [^2]: An honorarium is a one-off or short-term payment for undertaking duties outside the scope of their substantive post. [^3]: A secondment is a temporary transfer to another post, department or external organisation. - Prevention of Sexual Harassment at Work Policy: This new policy aims to foster a safe, inclusive, and respectful workplace environment. It reinforces the council's commitment to protecting all employees from inappropriate behaviour and ensures that concerns are handled fairly and effectively. The policy outlines the council's expectations regarding employee behaviour and provides reporting procedures for incidents of sexual harassment.
- Parental Leave Policy: Revisions to the policy extend pay and leave provisions for employees who become a special guardian or kinship carer. Employees in this position will now be entitled to the same leave and pay arrangements as those adopting a child. For those with over one year's continuous service, there is entitlement to 14 weeks full pay or 8 weeks full pay and 12 weeks half pay. Leave beyond these weeks would be unpaid. For those with between 26 weeks and one year's continuous service, there is entitlement to six weeks at 9/10ths pay, with any leave beyond this being unpaid. For those with 26 weeks or less of service, a period of unpaid leave could be discussed.
The committee noted that an additional nine policies are planned to be submitted to the committee for approval throughout the municipal year ending April 2026, as part of the HR Policies Forward Plan. The policies are as follows:
- Code of Conduct Policy
- Menopause in the workplace Policy
- Conflict of interest
- Recruitment Policy
- Employment References Policy
- Induction Policy
- Employee Supported Volunteering Policy
- Relocation Policy
- Trans Equality Policy
People Report
The committee noted the People Report. The Chief People Officer introduced the report, highlighting an increase in the number of staff in the workforce since the last report, but a reduction in the number of agency staff due to the work of managers. The staff headcount increase from December 2024 to March 2025 was partly due to insourcing of Fusion Leisure.
The People Report combines key workforce data and analysis including headcount, the cost of both the permanent workforce and off payroll arrangements, starters/leavers, sickness absence and apprentices.
Key headlines from the People Report include:
- The workforce has grown 2.5% since December 2024, and the council's pay bill has increased a further 2.4%.
- The number of agency workers decreased by 15 compared to December 2024. Compared to the previous financial year (2024/25), the council has reduced agency worker usage by 25.3%, achieving a total cost saving of 24.5%.
- As of March 2025, the council engaged 60 'off payroll' workers earning a daily rate above £500, reflecting a headcount reduction of 3 since December 2024. Compared to the previous financial year (2024/25), the council has reduced its costs by 5% in this workforce group.
- The total workforce has increased by 1.7%, reflecting a minimal change overall.
- Over the past rolling year, 55% of new starters were under the age of 40, reflecting a 1% increase from the previous rolling year. Meanwhile, the proportion of leavers in this age group has remained steady at 36%.
- While the long-term sickness rate has declined over the past rolling year, a slight rise in the average number of sickness days and the short-term sickness rate has led to a 4.5% increase in sickness-related costs.
- The total number of apprenticeships across the council remains at 128, with the top three directorates continuing to be Placemaking & Housing, Adults, Health & Communities and Children's Services.
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