The Employment Committee of Leicestershire County Council met on 18 September 2025 to discuss several reports and updates. These included the Health, Safety and Wellbeing Annual Report, the National Joint Council Pay Award, a review of employer discretions regarding pension regulations, a workforce report, and action plans related to organisational changes. The committee was also scheduled to discuss the Working Arrangements Policy and Guidance, but the press and public were likely to be excluded from this part of the meeting.

Health, Safety and Wellbeing Annual Report

The committee was scheduled to review the Health, Safety and Wellbeing Annual Report 2024-2025, which provides an overview of the council's performance in these areas. The report included:

• Accident and incident data
• Health and safety audits
• Mandatory health and safety training
• Key performance indicators
• Priorities and projects
• Wellbeing service

The report noted that while there had been a 12% increase in reported injuries during the year, the number of injuries reported was still lower than the 1,082 recorded in 2019/20. The Health, Safety and Wellbeing Annual Report 2024-25 also stated that the number of near misses reported had decreased by 28%, and that the Health, Safety and Wellbeing team would be relaunching a near miss reporting campaign in 2025.

The report also provided information on mandatory health and safety training compliance.

The Wellbeing Service reported that referrals had more than doubled over the past five years, rising from 213 to 455. In 2024–2025, 401 individual employees accessed support, with work-related stress being the most prevalent issue, reported by 33% of clients.

The report recommended that the Employment Committee note the report and endorse the work undertaken by the Health, Safety and Wellbeing Service.

National Joint Council Pay Award

The committee was scheduled to discuss the implementation of the National Joint Council (NJC), Joint National Council (JNC) for Chief Officers, and Joint National Council for Chief Executive's pay award for 2025-2026. The National Joint Council Pay Award Chief Officer Pay Award and Chief Executive Pay Award 2025-26 report noted that the Chief Executive had already agreed to implement the pay award for employees on grades 2 to 22, after consulting with the Chair and Spokesmen of the Employment Committee.

The key points of the pay award were:

• A 3.2% increase applied to all pay points between grade 2 and 17 inclusive, effective from 1 April 2025.
• A 3.2% increase applied to all pay points between grade 18 and 22 inclusive, effective from 1 April 2025.

The Leicestershire County Council Grade Structure for April 2025 to March 2026 was included as an appendix to the report.

Review of Employer Discretions - Pension Regulations

The committee was asked to approve certain policy decisions related to the Local Government Pension Scheme (LGPS). The Review of Employer Discretions - Pension Regulations report sought approval for a change to allow the provision of Shared Cost Additional Voluntary Contribution¹ via a Salary Sacrifice scheme.

The report also asked the committee to note non-mandatory discretions under LGPS Regulations and Leicestershire County Council's operational approach to Pensions Regulations.

The mandatory discretions under LGPS Regulations included:

• Additional pension
• Flexible retirement
• Switching on Rule of 85² (R85)
• Waiving of Early Retirement Reductions actuarial reduction

Workforce Report 2025-2026 - Quarter 1 Update

The committee was scheduled to receive an update on workforce information and performance measures for Quarter 1 of 2025/2026. The Workforce Report 2025-26 Quarter 1 Update included details on:

• Headcount
• Full Time Equivalent (FTE)
• Absence rates and reason
• Reported Annual Performance Reviews (APR)

The report noted that as of August 2025, the council had a headcount of 5841, which is a full time equivalent (FTE) of 4792.47. Overall, the council had experienced a decrease in both Headcount (21) and FTE (39.95 FTE) compared to the previous year. The Workforce Report Q1 2025-2026 Update also noted that the average number of Full-Time Equivalent (FTE) days lost to sickness per employee had increased slightly from 8.75 in 2024 to 8.92 in 2025.

The most common reasons for long term absence were:

• Stress/depression, mental health
• Other Musculo-skeletal
• Combined covid-19 & cough/cold & flu

Organisational Change Policy and Procedure: Action Plans

The committee was scheduled to receive an update on the current Action Plans which contain provision for compulsory redundancy. The Organisational Change Policy and Procedure - Action Plans report included summaries of current action plans, including their current position, next steps, and predicted compulsory redundancies.

Two action plans had been completed:

• Adults & Communities - Adult Learning Service
• Corporate Resources - Coalville Community Resource Centre

Four action plans were underway:

• Corporate Resources - Fin Ops 2025
• Public Health - Public Health Service Review
• Adults & Communities - SCIP
• Adults & Communities - Adult Learning Service - Curriculum Team

Working Arrangements Policy and Guidance

The committee was scheduled to discuss the Working Arrangements Policy and Guidance. However, the press and public were likely to be excluded from this part of the meeting in accordance with Section 100(A) of the Local Government Act 1972³.