The Community, Cultural and Corporate Services Scrutiny Committee of Lancashire County Council met on Thursday, 12 February 2026, to discuss the future of the library service and an update on the council's workforce. Key decisions included the withdrawal from the Libraries of Sanctuary designation and a commitment to further explore commercial opportunities within libraries. The committee also reviewed the council's workforce update, highlighting challenges and priorities for the coming years.

Libraries as Community Hubs

The committee discussed the current provision and future direction of Lancashire's library service. Councillor Salter emphasised the importance of libraries as community hubs, not just for books, but for enriching local communities and driving civic pride. The service currently comprises 64 static library branches, a mobile library service with five vehicles, and 565 public computers offering free internet access. Digital resources, including e-books and audiobooks via services like BorrowBox, are also available.

A key decision made was the withdrawal from the Libraries of Sanctuary designation for all libraries. This decision was made to focus on providing data-driven services, with the understanding that the demand for specific computer access might not justify the designation.

Discussions also touched upon the progress of opening a 65th library at Queen Street Mill, with an acknowledgement that significant work is still required. The role of Friends of Libraries groups was highlighted as crucial for supporting local activities, and the potential for incorporating local history groups into library services was raised.

Concerns were raised about the accessibility of public computers and the need for investment in these facilities. The committee also explored the effectiveness of social media promotion for libraries, with a suggestion that more hyper-local content could be beneficial. The mobile library service's routes and potential for enhanced communication regarding service changes were also discussed.

A significant area of discussion was commercial opportunities within libraries. While acknowledging the potential for income generation, it was noted that some library spaces are limited. However, there is a willingness to work with private companies where services align with the library's mission. The appointment of a new Director of Commercialisation signals a focus on developing these opportunities.

The committee also addressed the operation of The Harris library in Preston, which is managed by Preston City Council. Concerns were raised about potential future decisions by Preston City Council regarding the building, and the county council's statutory duty to provide library services to the people of Preston was affirmed.

Workforce Update Report

The committee received an update on the council's workforce, which is predominantly female with a median age of 48. The report highlighted national trends of sustained pressure on the public sector workforce, with local government employment remaining at a record low. In Lancashire, while the workforce is experienced, there are ongoing challenges with turnover, absence, recruitment, and workforce diversity.

Key developments discussed included:

• Employee Engagement: The 2025 staff survey indicated a reduced response rate and a drop in the employee net promoter score. While staff praised teamwork and supportive management, priorities for improvement included communication during change, fairer pay, more visible leadership, and clearer career pathways. A new Staff Panel and a refreshed Change Influencer Network are being introduced to enhance staff voice.
• Early Careers: The council has a strong Apprenticeship Programme with a high retention rate. The upcoming Growth and Skills Levy will introduce modular courses in areas like digital and AI. The council also supports T Levels placements, work experience, and teacher and student encounters to promote careers within the council.
• Recruitment and Retention: Focus has been on high-need areas like accessible transport, SEND, and social care, using development roles and centralised recruitment. Targeted recruitment for hard-to-recruit areas like digital is ongoing. Recruitment to senior leadership roles presents challenges due to the complexity of responsibilities.
• Employee Relations: Organisational change has led to an increase in employee relations cases, particularly concerning absence management and disciplinary/grievance cases involving senior employees. Measures are being taken to improve manager capability and provide practical tools for managing these issues.
• People Policy and Practice: The council is preparing for the Employment Rights Act 2025, which introduces significant reforms to employment law. This includes reviewing policies on sick pay, parental leave, and flexible working. A review of hybrid working arrangements is also underway to develop a clear framework. A Fairness, Equality, and Inclusion Workforce Framework has been approved, aiming to make the council an employer of choice.
• Leadership Development: The Leading Lancashire framework and the Manager's Journey development programme are strengthening leadership capability across the council, leading to improved decision-making, people management, and team performance.

The report also outlined future priorities, including workforce stability during potential Local Government Reorganisation, leadership capability, reviewing employment policies, and ensuring a smooth transition for staff.

Community, Cultural and Corporate Services Scrutiny Committee Work Programme 2025/26

The committee reviewed and confirmed its work programme for the 2025/26 municipal year. Key items scheduled for future meetings include discussions on the Property Strategy and Disposal of Buildings, the Farington Cricket Facility, and the Lancashire County Council Improvement Plan 2025–2027. The committee also reviewed responses to recommendations from previous meetings concerning the Transformation Portfolio and the Digital Strategy.