The Employment Committee of Leicestershire County Council met on Thursday, 5 February 2026, to discuss the council's work programme, gender pay gap, workforce updates, and organisational change policies. The meeting also included discussions on attendance management and working arrangements, which were scheduled to be held in private.

Work Programme 2026

The committee was scheduled to review and approve the proposed work programme for 2026. This programme outlines the reporting timetable for various workforce matters, including regular updates on workforce profiles, employee turnover, recruitment trends, and employment contracts. The aim is to ensure the committee has a clear understanding of the opportunities and challenges in managing the council's large and diverse workforce. The terms of reference for the committee, which include a standing agenda item for Workforce Updates, were also to be noted.

Gender Pay Gap Reporting

A report was presented detailing the Gender Pay Gap results for Leicestershire County Council as of 31 March 2025, with a comparison to the previous three years. This reporting is a statutory requirement under the Equality Act 2010¹ for employers with over 250 staff, aiming to provide transparency on pay differences between male and female employees. The report indicated a narrowing of the gender pay gap, with females' mean hourly rate being 5% lower than males' in March 2025, and the median pay gap also at 5%. The report explained that this gap is not due to unequal pay for the same work but rather the distribution of roles across the organisation, with men more likely to hold higher-graded positions. The council's ongoing efforts to mitigate this gap include focusing recruitment on skills and capability, ensuring equal opportunities for progression, and reviewing policies that promote work-life balance. The committee was asked to note the report and support its publication by 30 March 2026.

Workforce Report 2025-26 Quarter 3 Update

This report provided an update on workforce information and performance measures for the third quarter of the 2025-2026 financial year. It included details on headcount, Full Time Equivalent (FTE) figures, absence rates, and the completion of Annual Performance Reviews (APRs). As of December 2025, the council's headcount was 5881, with an FTE of 4916.39. The report noted an increase in both headcount and FTE compared to the previous year, partly due to converting agency social workers to permanent positions. Agency spend was also detailed, with a reduction in Children's and Family Services offset by an increase in Environment & Transport. The sickness absence rate for the council was reported as 3.47%, which remains above the council's target of 2.88%. Stress, depression, and mental health were identified as the leading causes of long-term sickness absence. The report also highlighted the completion rate of APRs, noting that while reviews were being conducted, the central recording system was not always being updated, and plans were in place to improve this process.

Organisational Change Policy and Procedure: Action Plans

The committee was presented with an update on current Action Plans that include provisions for compulsory redundancy. These plans detail the progress made in their implementation. The report indicated that there were no outstanding comments or concerns from members regarding these plans. Summaries of completed and underway action plans were provided, with no compulsory redundancies predicted for the plans currently underway.

Other Scheduled Items

The agenda also included standard items such as the minutes of the previous meeting, question time, and the presentation of petitions. Additionally, the committee was scheduled to discuss the date of its next meeting, which was set for 21 May 2026. Certain items, including Attendance Management – Focus on Adults and Communities and the Working Arrangements Policy, were scheduled to be discussed with the press and public excluded, in accordance with Section 100(A) of the Local Government Act 1972.