The Staffing Policy Committee met to discuss several key HR policies and updates. The committee approved amendments to policies regarding compensatory rest, annual leave, and probationary periods, and also approved a new employee volunteering scheme policy. Members also received updates on the council's apprenticeship programme, the No Excuse for Abuse of Our Staff campaign, the 2025 employee experience survey, and the upcoming Employment Rights Bill.

Employee Volunteering Scheme Policy Approved

The committee approved the new Employee Volunteering Scheme Policy, which allows employees one paid day per year (pro-rata for part-time employees) to participate in voluntary activities supporting Wiltshire communities. The policy outlines three routes for employees to volunteer:

• Community Conversations team activities: Pre-arranged activities supporting Wiltshire communities, advertised on HR Direct.
• Team building activities: Activities identified by employees for team participation that benefit Wiltshire's communities.
• Individual ad-hoc requests: Activities that may involve raising money for charity.

The policy states that volunteering must occur during normal working hours, and managers are expected to support requests where possible, considering operational requirements. Time off will be recorded on Oracle using 'volunteering day' as the absence reason. The host organisation is responsible for training, Disclosure and Barring Service (DBS) checks¹, and risk assessments.

Policy Updates Approved

The committee approved amendments to several policies:

• Compensatory Rest: The council's Working Time Regulations (WTR) guidance was updated to clarify and strengthen information regarding compensatory rest, ensuring consistent practice across services and compliance with WTR. The update details scenarios where compensatory rest may apply and provides guidance for services when agreeing to it for employees unable to take their statutory rest entitlement.
• Annual Leave Closure Periods: The annual leave policy was updated to include paragraphs on the requirement for employees to take leave or work hours at a different time or site during short-term closure periods or reduced operating hours, such as over the Christmas period, particularly affecting leisure and libraries services. The policy now states that employees scheduled to work during these times must either use annual leave, work the hours at another time (if feasible), or work at an alternative site (if feasible).
• Probationary Period Changes: The probationary period policy was amended so that all new starters to the council undertake a probationary period regardless of previous local government continuous service. This ensures all new employees are treated equally and are subject to a robust management framework for performance and behaviour. The probationary period allows for proactive review of potential issues and early resolution. This change does not affect existing entitlements to continuity of service provisions for annual leave, sickness, maternity/paternity, and redundancy.

Apprenticeship Programme Update

The committee received an update on the council's apprenticeship programme. As of 21 July 2025, there were 235 staff enrolled in apprenticeship programmes, ranging from Level 2 to Level 7, with 31 directly employed into apprenticeship positions and 204 existing staff undertaking upskilling apprenticeships. There are 43 staff undertaking apprenticeships in maintained schools. Since April 2024, 125 staff have started apprenticeships, and 76 have successfully achieved them, with 11 new apprentices moving into substantive roles within the council. 71% of newly recruited apprentices are under 25.

Under new rules updated in April 2024, employers can transfer 50% of their apprenticeship levy² to other organisations. Wiltshire Council is working with the BANES, Swindon and Wiltshire Integrated Care Board (BSW ICB) group to offer transfers, utilising the Pledge function on the Digital Apprenticeship Service (DAS). The council is supporting Early Years settings, Adult Care settings, and some partners within ICB, with the condition that the receiving employer must be an SME based within Wiltshire. The council also guarantees an interview and support to Wiltshire care leavers who apply for apprenticeships and meet the minimum requirements.

From April 2024 to March 2025, the council paid £1,193,337 into the apprenticeship levy (including a 10% government top-up), spent £847,667, sunset £126,128, and transferred £46,371.5. The council is working to increase levy sharing and support more SMEs in Wiltshire that align with Wiltshire Council priorities.

The report also noted upcoming changes to the Apprenticeship Levy, rebranded as the Growth & Skills Levy, which aim to broaden the scope of how levy funds can be used. These changes include the withdrawal of funding for Level 7 apprenticeships from January 2026 for apprentices aged over 21, and the introduction of Foundation Apprenticeships, which will be Level 2 programmes for 16–21-year-olds.

No Excuse for Abuse of Our Staff Campaign

The committee received a briefing on the No Excuse for Abuse of Our Staff campaign, launched on 1 August to raise awareness and clarify that abusive behaviour towards staff will not be tolerated. The campaign was launched in response to an increasing number of reports of abuse across all services, particularly in the People and Place directorates. The communication included details on how employees can report abuse.

The council has employment legislation and employer duties in place to protect employees from abuse and harassment, including the Equality Act 2019, the Sexual Harassment Act, and the Worker Protection Act 2024. Future changes as part of the Employment Rights Bill will build on the Worker Protection Act, requiring employers to take all reasonable steps to prevent sexual harassment in the workplace and making them liable for harassment by third parties across all protected characteristics. Whistleblowing legislation will also be expanded to explicitly protect disclosures of sexual harassment.

The council has updated its dignity at work framework to include preventative duties and strengthened messages around behaviours and responsibilities. Policies have been updated to cover third-party harassment, and risk assessments are undertaken when work activities involve working with the public. Incidents of abuse are reportable via the H&S online portal, enabling the council to analyse trends and identify areas for action.

From 1 July 2024 to 30 June 2025, there were 228 reported incidents of abuse against employees, including physical attacks, verbal abuse, and online abuse. The service areas most affected are Highways and Transport, Adult Social Care, and Leisure, Culture and Communities. A working group is being set up to review all policies and processes in place to ensure staff are appropriately supported.

Employee Experience Survey Headlines

The committee received an update on the results of the 2025 Employee Experience Survey, which achieved a response rate of 68.9% (3,541 staff), a significant improvement from 50% in 2023. The survey analysis was undertaken by the council's data and insight team, using data science tools to better understand the workforce.

The overall employee engagement score, measured by the Net Promoter Score (NPS), was +27, an improvement from +14 in 2023. The highest NPS score was in Public Health (+60), and the lowest was in Leisure, Culture and Communities (+7).

The survey also measured inclusion and belonging, with 74% of respondents agreeing or strongly agreeing that they feel valued by their team, and 72% agreeing or strongly agreeing that they feel they belong at Wiltshire Council. There were some significant differences in responses by different age groups to this question.

In terms of wellbeing and work environment, 68% of respondents agreed or strongly agreed that they have the resources they need to do their job, and 65% agreed or strongly agreed that their workload is manageable.

A full report will be shared with the Staffing Policy Committee in November, following review by the Corporate Leadership Team (CLT) and the production of an action plan.

Employment Rights Bill Update

The committee received a briefing on the key features of the government's Employment Rights Bill, introduced to Parliament in October 2024, and its potential impact on the council's HR policies. The bill is designed to deliver changes to employment law across Great Britain.

The HR Strategy team is reviewing all measures to assess their potential impact on the council's HR policies and procedures. The proposals included in the bill include trade union reform, reinstating negotiating bodies, statutory sick pay from the first day of absence, parental leave and paternity leave as day-one rights, establishing a new Fair Work Agency, increasing the maximum protective award a tribunal can make, and disclosures made around sexual harassment qualifying as a protected disclosure .

Other proposals include ending bullying fire and rehire practices, employers being required to take all reasonable steps to prevent sexual harassment in the workplace and being liable for third-party harassment, a trade union statement, unfair dismissal protection from day-one with a statutory probation period, a new right to bereavement leave, flexible working being made the default, extended collective redundancy procedures, and enhanced dismissal protections for pregnant women and new mothers. Zero-hours workers will be entitled to reasonable notice of shifts and compensation for shifts that are cancelled or changed, and large employers will be required to introduce action plans on supporting employees through menopause and reducing their gender pay gap.

Financial implications will be fully assessed once outcomes from consultation on the bill are known. The measures relating to extensions to day-one rights and removal of qualifying length of service for unfair dismissal claims could represent additional financial risks to the council.