Agenda item

The HR and Payroll Manager presented the Sickness Absence Quarter 1 report for April to June 2024.  The report set out the average number of days lost per employee for Quarter 1 2024/25 was 2.24 days – the projected outturn figure for the average number of days lost per employee for 2024/25 was 8.96 days.  The annual target for the Local Performance Indicator to the end of March 2024 was 8.5 days.

Tables 1, 2 and 3 of the attached Appendix 1 detailed the key patterns and trends experienced corporately in relation to sickness absence.  Table 1 showed the total loss from sickness absence for Quarter 1 2024/25 was £88,097.39.  Table 2 showed the Long Term (72%) and Short Term (28%) percentages.  Table 3 showed the top 3 reasons of absence, being “Other Muscular/Skeletal”, “Operations/Hospital” and “Stress/Depression”.

Key trends in the data revealed the following:

·       The overall average days lost due to sickness in Quarter 1 2024/25 was 2.24; this had decreased from Quarter 4 2023/24 and was the lowest Quarter 1 in terms of average days lost since 2022/23;

·       There was a direct correlation between employees undertaking physically demanding work and high levels of sickness.  This was reinforced by Muscular/Skeletal absences regularly being in the top three reasons for sickness absence;

·       Three services had experienced zero sickness in Quarter 1 and a further six services had experienced less than 1 day per FTE employee;

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

·       There were ten cases of absence due to Stress/Depression during Quarter 1 2024/25, five of which were work related, five none work related;

·       COVID-19 accounted for 12 days lost due to sickness in Quarter 1 2024/25, which had slightly increased in comparison to five days lost in Quarter 4 2023/4;

·       There were 18 long term cases in this quarter; 14 were due to physical health ailments and four cases were related to Stress/Depression (all of which were work related).  Appropriate support and assistance were being provided to facilitate support for those who had returned to work and those planning to do so.  Five employees had since returned to work and eight remained absent, five of which had left the Council’s employ.

Managers had support from the HR Advisor and were issued monthly sickness absence information.  Managers were also able to access sickness information for their teams daily via HR21 Self Service.

The report set out the steps the Council had taken to support employees.

In answer to a question regarding Minute SF49-23/24 of the previous meeting, the HR and Payroll Manager confirmed that the Employee Engagement Officer had now started and had run a mental health awareness campaign.  The HR and Payroll Manager also reported that Mental Health First Aider Training, run by Derbyshire County Council, had been offered and advertised to staff and the new employee benefit scheme, Vivip had launched this week and included a staff support service.

In answer to a question regarding flu vaccinations, the HR and Payroll Manager confirmed that the Council had changed its practice this year and instead of issuing vouchers, staff could get a flu vaccination at their preferred provider and reclaim the cost (up to £18).

Moved by Councillor Justin Gilbody and seconded by Councillor Tom Munro

RESOLVED that the report be noted.