Agenda item

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.  The annual target for the Local Performance Indicator to the end of March 2025 was 8.5 days.

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, this was 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.

Health checks were also available (56 members of staff had received blood sugar tests).

Menopause and Pension Awareness Sessions had taken place, along with wellbeing walk challenges outside of work.

A Member asked, with numbers of Stress/Depression proving consistent, despite work being undertaken to help mitigate / manage the mental health and wellbeing of staff, would the numbers be worse if no action had been taken.

The HR Business Partner believed the work was making a difference and what was not included in the figures was the measurable benefits on staff through support like the Go!Active subsidised membership.

The Strategic Director of Services agreed, reiterating previous comments made on the issue of Stress/Depression of staff was only really known when staff were absent from work.  Stress/Depression coping mechanisms were also different per person, as was the situations staff might find themselves in.

A UNISON Representative added the opportunities being provided were likely preventing some instances of Stress/Depression from emerging or deteriorating further.  Feedback from the recent staff survey may prove useful.

The Chair noted the free health checks were good to have – recounting a personal experience, the Chair stated free health checks could save lives. 

Awareness sessions on subjects like Menopause were also great to see.

Moved by Councillor Jeanne Raspin and seconded by Chris McKinney (Unison)

RESOLVED that the report be noted.

Approved by Councillor Clive Moesby, Portfolio Holder for Resources