The Employment Sub-Committee of Barnet Council was scheduled to discuss the council's Workforce Strategy for 2026-2028 and the Pay Policy Statement for 2026-2027. The meeting's agenda also included the minutes of the previous meeting and any urgent items the Chair deemed necessary.

Workforce Strategy 2026–2028

The committee was set to consider the Barnet Council Workforce Strategy for the period 2026-2028. This strategy aims to develop a workforce capable of meeting the council's current and future needs, taking into account its priorities, staff feedback, and the evolving external environment, including technological advancements and financial challenges. The strategy is built around four key areas: building a future-ready workforce, attracting and retaining diverse talent, supporting staff well-being and growth, and delivering sustainable and quality services. The report highlighted that not having a workforce strategy would pose a significant risk to the council's ability to deliver services efficiently and effectively. The strategy is intended to support the council's corporate plan, Our Plan for Barnet, by focusing on people and ensuring an engaged and effective council. It also considers the needs of care leavers and aims to mitigate risks related to skills, recruitment, and employment. The strategy has been informed by various staff surveys, including the Employee Voice Survey, Digital Skills Survey, and Stress Survey. It also aligns with the council's obligations under the Equality Act 2010, with specific attention paid to eliminating discrimination, advancing equality of opportunity, and meeting the different needs associated with protected characteristics. The report recommended that the Employment Sub-Committee approve the Workforce Strategy and refer it to Full Council.

Pay Policy Statement 2026-2027

The committee was scheduled to review a draft Pay Policy Statement for 2026-2027, which is a requirement under the Localism Act 2011. This statement outlines the council's policies regarding the remuneration of its chief officers and lowest-paid employees, as well as the relationship between their pay. The statement is intended to ensure transparency in the council's approach to staff remuneration and complies with guidance from the Department for Communities and Local Government. The report indicated that the Pay Policy Statement would be referred to the Full Council for approval on 5 March 2026. The statement details remuneration arrangements for all employees, including senior management and the rest of the council's workforce, outlining pay scales, progression, and other elements of remuneration such as pay protection, recruitment and retention premia, and severance arrangements. It also addresses the relationship between chief officer remuneration and that of other employees, including pay dispersion and the ratio between the highest and lowest paid roles. The statement includes information on the gender pay gap, noting that as of 31 March 2024, the average hourly rate of pay for female employees was higher than for male employees in terms of both mean and median averages. Work is also underway to report on ethnicity pay gap information. The statement also covers payments for additional responsibilities and outstanding contributions, as well as recruitment and retention payments, with data provided for April to December 2025.