Agenda item

Julie Foy, Director of Human Resources was present and outlined in the report

During consideration of the report the following main points were made –

·         The corporate target for sickness absence is 7.5 days per employee and the 12 month period reported has been impacted by COVID which has increased the overall absence sickness figures. Despite this the average number of days taken as sickness has fallen to 7.4 days. If the COVID figure is taken out this reduces to 5.8 days

·         If absence related COVID is removed this decreases to 5.4 days

·         E&R is the Directorate with the most sickness with 35.76% of the total, followed by People, Housing and Resources

·         Long term sickness is defined as absence over 20 working days and forms 79.41% of all working days lost. 67.3% fall within the 50+ days category

·         Main causes of absence were stress and depression, COVID 19 infection, other musculoskeletal problems, other and back and neck problems

·         Challenges – improved sickness management procedure is driving numbers downwards, coaching and support available to line managers, improvements being made to the HR system, and a full time HR Business Partner employed to assist E&R in order to address high levels of sickness

·         Mental Health and COVID initiatives – broad range of new and contributing support is available to managers and staff, and wellbeing surveys were carried out. An online questionnaire and telephone consultation introduced to support any members of staff returning to the workplace. Council’s health and wellbeing plan is being refreshed to take account of COVID

·         There is also an occupational health contract, and employee assistance programme, Able Futures initiative, in place

·         There are higher levels of sickness amongst older age groups in the workforce, and there is an ageing workforce

·         A Member expressed the view that it was likely in future there would be more hybrid working, and that this would reduce carbon emissions by savings on energy and travel

·         It was noted that campaigns were taking place to reduce the stigma of reporting mental health and future management training would include modules on mental health awareness

·         Discussion took place as to the awarding of additional benefits to staff who had coped excellently during the pandemic and it was stated that this was being looked at

·         Noted that the employee assistance programme had not been utilised as much as in the previous year, and it was stated that this was felt to be because other avenues such as Able Futures and mental health awareness programmes put in place had been accessed. Staff had been provided with equipment to work from home

·         A Member enquired whether there was any data gathered on mental illness and stress in the call centre, given some of the calls were distressing of from irate residents. It was stated that whilst data was not collected on this, there was data collected in relation to transactions and any reports on specific incidents reported were collected, but this was not matched against sickness data. It was stated that it would be beneficial to collect this data if this was possible

RESOLVED:

That the report be noted

                     The Chair thanked Julie Foy for her attendance