Issue - meetings

The HR Business Partner presented the report to the Committee on the Council’s progress on the continuing development of its Health and Wellbeing Framework (the ‘Framework’) for its employees.

The newly developed 2025-2027 Framework was presented to the Committee 6^th February 2025 and had set out the 5 main pillars of wellbeing: Physical; Mental; Social; Financial; and Career.

A key aim of the Framework was to contribute positively to the Council’s employees’ wellbeing at work.

The Framework and an Updated Action Plan 2024-2027 (the ‘Plan’) were attached respectively at Appendixes 1 and 2.

The Plan identified the progress made over the previous 12 months.

It was noted the Employee Engagement Officer had been a great champion for developing and driving health and wellbeing initiatives and had developed a new action plan to cover the remainder of the framework’s time period.

The Employee Health & Wellbeing Framework 2024-27 Infographic was attached at Appendix 3.

The Council had put in place a number of initiatives and actions undertaken – these were detailed in the report and included: a Team and Individual Walking Challenge; information on the number of apprenticeship requests in the previous 12 months; free NHS Health Checks and Body MOTs; Pension and Financial Wellbeing awareness; and a Menopause Support Group (which now met bimonthly and had increasing numbers in attendance).

Also detailed in the report were employee sickness absences and whistleblowing complaints.

A new action plan (for 2026) with newly identified actions was attached at Appendix 4.

A Member shared attendance of the free NHS Health Checks and Body MOTs and noted they had proven very good.

The Committee was informed the Cycle to Work Scheme had been established 10+ years prior and, with tax savings, paid for through salary sacrifice – it was intended to encourage physical activity.  A Member noted the prices of road bicycles had recently increased – the scheme would help offset these costs.

To a question on further efforts to improve health and wellbeing, the HR Business Partner stated efforts were always ongoing and would continue in future.  The new action plan was reiterated and Members and officers were encouraged to submit ideas on how to support the health and wellbeing of all employees.

Of note was the People Strategy and Values & Behaviours priority, which was expected to launch spring 2026.

A Member thanked the HR Business Partner for the report and the HR Team for the considerable work taking place.

Moved by Councillor Sandra Peake and seconded by Councillor Cathy Jeffery

RESOLVED that Committee Members note the progress update.