The Richmond and Wandsworth Joint Staffing Committee was scheduled to meet on Tuesday, 24th February 2026, to discuss key workforce indicators, the proposed pay policy for the upcoming year, and a review of politically restricted and sensitive posts. The meeting agenda also included consideration of family leave policies.

Workforce Indicators and Trends

A report was scheduled to be presented detailing workforce indicators and trends for the third quarter of the 2025/26 financial year. This report, prepared by the Executive Director of Change and Innovation, was intended to provide the committee with updated information on key workforce metrics. These included staff turnover rates, which had declined to 11.8% for the year ending 31st December 2025, below the London average of 13%. The report also highlighted an increase in the overall number of Full Time Equivalent (FTE) staff by 89 during the calendar year 2025, with a focus on recruiting permanent staff and reducing reliance on agency workers. The reduction in the 'time to hire' was noted as a success, attributed to more efficient processes and improved customer service. Expenditure on agency workers was also detailed, showing a significant spend of over £21.8 million for 2025/26, with a trend of increasing non-Adecco spend. The report also covered health, wellbeing, and sickness absence, noting a positive trend with an average of eight days lost per employee, and that mental health issues remained a significant contributor to long-term sickness. Employee relations were described as stable, with low levels of formal casework, although cases relating to improving performance had slightly increased.

Proposed Pay Policy Statement for 2026/27

The committee was scheduled to consider the proposed Pay Policy Statement for 2026/27. This statement, required under the Localism Act 2011, details chief officer pay, the pay of the lowest-paid employees, and pay ratios to ensure transparency and fairness. The report indicated that recruitment and retention were expected to remain significant challenges for Richmond and Wandsworth Councils in 2026/27, with turnover rates continuing above sector averages. It also highlighted the ongoing trend of high levels of retirement, with 35% of the workforce aged 55 or over. The statement aimed to address these pressures by regularly reviewing pay, benefits, and working conditions, and launching targeted initiatives to attract and retain talent. The report noted that the mean Gender Pay Gap as at 31 March 2025 was 5.6%, and the pay multiple between the Chief Executive and median employee was 6.46.

Review of Politically Restricted and Politically Sensitive Posts

A review of politically restricted and politically sensitive posts was on the agenda, prepared in line with legislative requirements under the Local Government and Housing Act 1989. Employees in politically restricted posts are unable to engage in political activities or hold elected office. The report presented an updated list of these posts, noting that the council's practices were consistent with those of peer organisations. It was also stated that the council was undergoing significant transformation, which could lead to considerable changes in the list of posts.

Family Leave Policies

The committee was also scheduled to consider reports relating to family leave policies. The specific details of these policies were not elaborated upon in the provided agenda documents, but their consideration was part of the meeting's planned business.