Agenda and draft minutes

There were no apologies for absence.

To note any urgent items of business which the Chairman has consented to being considered under the provisions of Section 100(B) 4(b) of the Local Government Act 1972.

There were no urgent items of business to be considered.

Members should declare the existence and nature of any Disclosable Pecuniary Interest and Non Statutory Interest as defined by the Members’ Code of Conduct in respect of:

a)  any business on the agenda

b)  any urgent additional items to be considered

c)  any matters arising out of those items

and if appropriate, withdraw from the meeting at the relevant time.

There were no declarations made at the meeting.

To consider the minutes of the last meeting held on 23^rd September 2024.

Moved by Councillor Sandra Peake and seconded by Councillor Duncan Haywood           

RESOLVED that the minutes of a meeting of the Union / Employee Consultation Committee held on 23^rd September 2024 be approved as a true and correct record.

The HR Business Partner presented the report to the Committee.

The average number of days lost per employee was 2.35 for Quarter 2 2024/25.  The 2024/25 projected outturn for the average number of days lost was 9.22 days.  This would likely change once Quarter 3 2024/25 was reviewed and Quarter 4 2024/25 data was finalised.

Attached at Appendix 1 were Tables 1, 2 and 3, which detailed the key patterns and trends being experienced corporately in relation to sickness absence.

Key trends included:

·       The overall average days lost due to sickness in Quarter 2 2024/25 was 2.35 days – higher than Quarter 1 2024/25 but lower than Quarter 2 2023/24;

·       6 Services experienced zero sickness in Quarter 2 and a further 3 Services experienced less than 1 day per Full Time Equivalent (FTE) employee;

·       Stress/Depression had remained in the top three reasons for absence since Quarter 2 of 2019/20;

·       There were 6 cases of absence due to Stress/Depression during Quarter 2 2024/25 (2 were work related, 3 none work related, and 1 a combination of home and work-related issues);

·       COVID-19 accounted for 15 days lost due to sickness in Quarter 2 2024/25 – an increase from 12 days lost in Quarter 1 2024/25; and,

·       There were 16 long-term cases in Quarter 2 2024/25.

Steps the Council had taken to support employees in their health and wellbeing included:

·       Mental Health awareness sessions were now available ‘on demand’;

·       Mental Health awareness initiatives and possible support were published every week and included:

o   Suicide Prevention Day;

o   Mental Health Awareness Day;

o   Mental Health First Aider Training;

o   High-Quality Conversations Training;

o   Alcohol Awareness Week; and,

o   Vivup Rewards & Benefits;

·       The number of Employees subscribing to the Gym for Quarter 2 2024/25 was 57;

·       Managers and Employees had accessed Occupational Health, Counselling, Physiotherapy, the Council’s Employee Assistance Programme and other support;

·       Employees were signposted to incentives which were available via Leisure i.e.:

o   To encourage health and wellbeing staff could take up membership for Go!Active for £15 per month;

o   There was a Health Referral Programme (Physical Activity & Lifestyle Support) available.

The Council had arranged free NHS health check referrals and body MOTs (feedback from staff had been positive).

Menopause and Pension Awareness Sessions had also taken place (support like the Pension Awareness Sessions would help provide financial wellbeing).

Work with the Leisure Team had taken place to promote wellbeing walk challenges outside of work (team based and independent challenges).

A Member shared amazement at what the Council was doing to support its staff – far removed from what many Members would have experienced in their careers.  The HR Team and those organising this support were greatly appreciated.

The Chair agreed, adding it was good the take up of support provided was high.  It was also stated the helpline for staff to use if required was excellent.

The HR Business Partner stated many staff had also downloaded the accompanying Vivup Rewards & Benefits app and were making use of vouchers for grocery shopping and  ...  view the full minutes text for item UECC19-24/25