Minutes:
Committee considered a detailed report which provided an update on the Council’s progress in promoting and engaging Health and Wellbeing for employees.
The Health and Wellbeing Framework had been agreed in 2017 and described how employees would be supported to ensure a healthy, motivated, and high performing workforce to achieve the Council’s aims and priorities. A copy of the updated Framework (2023) was attached at Appendix 1 to the report.
A key feature of the Framework was the action plan, which detailed the three key aims, namely:
• Create a Healthy Work Environment
• Develop a supportive Workplace Culture
• Encourage employee engagement in healthy lifestyles
Work continued with the Council’s Senior Leadership Team, Service Managers, and employees to ensure steps were being taken to achieve the above aims and a number of significant activities had taken place, which were outlined in the report.
In relation to employee sickness absence, the report noted that in the last financial year the sickness absence out-turn figure was 9.4 days lost per employee. This was an increase on the previous year and was over the target of 8.5 days per employee. Due to the Covid 19 Pandemic, many additional sickness days were taken whilst requirements were in place for employees to self-isolate with some employees not able to work from home (1.6 days per employee).
The actions currently being taken to address sickness absence were set out in the report. However, it was recognised there was still further work to be done. The importance of Health and Wellbeing for employees at BDC was very much recognised by the HR and Payroll Manager and HR Business Partner, both of whom had a responsibility to deliver continuing progress in supporting the wellbeing of others.
A Member noted that for the past three quarters, stress and depression were the main issues for sickness absence and he felt that a richer data set was needed to better explore why this was; i.e., employee surveys. He also queried if the new Employee Engagement Officer would carry out any investigations.
The HR Business Partner agreed that more information was needed and noted that stress and depression had been in the top three issues for sickness absence over the last four years. When the newly appointed Employee Engagement Officer was in post, this was something they could look at.
A Member queried the number of staff who had taken up physio examinations. He also expressed his concern on the low number of take up for flu vaccinations (67) and queried if this had been extended to all staff.
The HR Business Partner confirmed that the offer of flu vaccinations was intended for staff over the age of 60. HR staff carried out promotional work in relation to the offer and 67 was an increase in take up on previous years. Free eye tests were available for staff including discounts on new eyewear for display screen equipment (DSE) purposes.
In response to another Member’s query, the HR Business Partner advised that there were no recognised mental health first aid champions currently at the Council, however, again, this was something the Employee Engagement Officer could look at when they were in post. He added that the Council also offered an Employee Assistant Programme by way of a 24/7 telephone counselling service which covered a range of issues, including financial counselling.
Moved by Councillor Rob Hiney-Saunders and seconded by Councillor Emma Stevenson.
RESOLVED that the update on the Health and Wellbeing Framework be noted.