Agenda item

Members were reminded they had asked for a more detailed report on staff absence rates, particularly in relation to trends and reasons for absences. Although lots of work had already taken place, it would take time for the results of new practice to become apparent. It was noted the increase in sickness levels was in common with the rest of the private and public sectors. Overall sickness rates were 8.78 days FTE per employee; however, 40 per cent of the workforce had had no absences in the last year and 37 per cent had had fewer than ten days absent.

Bal Jacob (Director of Workforce and Local Service) said there had been a particular focus on very long-term absences, which often involved complex conditions. A key feature had been targeted actions to help managers support their team members in resolving long-term absences. Access to the data dashboard that allowed managers to look at the data had been improved. There had also been a refresh of the attendance at work policy, which improved the support available to individual staff members and helped them to be more proactive in managing their short-term absences. CIPD best practice had been followed as part of a review to help make early referrals to occupational health, particularly in cases regarding stress and mental wellbeing, and to improve an employee programme to get earlier intervention. The health and safety team had been working on organising an education programme relating to musculoskeletal problems.

The highest long-term absence rates were due to stress or mental health issues, which accounted for 46 per cent of absences; musculoskeletal injuries (16 per cent); and cancer (six per cent). Bal Jacob said the data in the report showed a ‘lagging’ measure for the previous 12 months, whereas the leading measures showed greater traction.

Responding to a question from Councillor Sinclair regarding staff members with disabilities having a proportionally higher rate of absence, Bal Jacob said the data may be skewed as there wasn’t a full data set. Kate Sullivan (Head of Workforce Planning and Development) said additional work had taken place with disabled colleagues regarding how their working arrangements could be improved, both generally and in terms of underlying health conditions. Bal Jacob said the Council needed to have regard for the Equality Act and ensuring there was the right environment for people with disabilities to be able to flourish at work.

Councillor Holland said staff were often prone to dealing with stressful or distressing situations. He said it was important there were procedures in place for supporting staff, especially those who helped members of the public. Councillor Humphreys said she was pleased staff were now receiving support resources that had not existed previously. Bal Jacob said she was pleased to give assurances to members that additional support was being given to support employees and it continued to be a priority area. Members said this should be an area of focus and there should be period updates at future meetings.

Members noted the contents of the report, and praised its quality and the depth of work being undertaken.