The Richmond and Wandsworth Joint Staffing Committee met to discuss workforce trends and consider a report on resident services. The committee reviewed workforce indicators, noting improvements in employee retention and stability in agency staffing, while also discussing strategies for managing employee wellbeing and recruitment. Due to the discussion of exempt information, the public and press were excluded from part of the meeting.

Workforce Indicators and Trends

The committee reviewed the Richmond and Wandsworth Councils' Workforce Indicators and Trends report for the first quarter of 2025/26. The report provided updated information on key workforce indicators, including:

• headcount
• turnover
• sickness absence

The report noted that the turnover rate had decreased compared to the previous year, which indicated improved employee retention. Exit interviews suggested that career development opportunities and a positive work culture were key factors in retaining talent.

The full time equivalent (FTE) for permanent and fixed term employees had increased, with 123 additional FTE in the past 12 months. Reasons for this included:

• successful conversion of agency staff to fixed term permanent contracts
• transferring in of staff from Enable¹ to the Councils' direct employment
• growth in the Chief Executive's / Place, ECS and ASC&PH² directorates

Agency usage through Adecco³ had remained stable for the past two quarters. However, non-Adecco engagement for other agency workers and consultants was relatively high. Work to interrogate these areas of spend and implement control measures had begun, and the committee was told that progress would be reported at the next meeting.

The average time to hire was highlighted as eight weeks, which was also the average for the past 12 months. Recruitment activities had been robust, with a focus on attracting diverse talent. The implementation of targeted recruitment campaigns and partnerships with educational institutions had resulted in a higher number of qualified applicants.

Sickness absence rates had remained stable at 8.1 days, with a slight decrease in short-term absences. The Councils' average number of days lost to absence was currently 1.5 less than the London Boroughs' median. Colds and flu remained the primary reason for short-term absences year-round. Stress and mental health-related issues continued to be the leading cause of long-term and overall absence, with over 25% of all absences related to stress and mental health concerns. A new contract with Health Assured, the Employee Assistance Programme provider, provided an opportunity to publicise the benefits of seeking appropriate counselling, support and advice from this 24/7 EAP service.

The Executive Director of Finance commented that the financial impact of the data in this report was being monitored across the Councils within the budget monitoring processes.

The committee noted the contents of the Workforce Indicators and Trends report.

Exclusion of the Public

The committee resolved to exclude the public and press from the meeting while the following item was considered. This was because it was likely that exempt information as described in paragraphs 1 and 2 of Part I of Schedule 12A to the Local Government Act 1972⁴ would be disclosed. The information was considered personal and related to an identifiable individual, and disclosure would inhibit the free and frank provision of advice or exchange of views for the purposes of deliberation.

Resident Services

The committee considered the report of the Executive Director of Change and Innovation on resident services. The details of the discussion were not included in the provided documents.