The Human Resources and Council Tax Committee of Tendring Council met on Thursday 30 July 2026 to discuss workforce updates and the implications of new employment legislation. The meeting's agenda also included a verbal update on the Council's Career Track service.

Workforce Update

The committee was scheduled to receive a report from the Director (People) providing an update on current workforce statistics. This report was intended to cover key trends in staffing levels, recruitment, retention, and diversity within Tendring District Council. The report aimed to support the committee's oversight of workforce matters and reflect the Council's commitment to transparency and continuous improvement in its employment practices. It was noted that as of 31 May 2026, Tendring District Council employed 783 individuals, equating to 501.2 full-time equivalent (FTE) roles. The report indicated that recruitment and retention remained stable, with no significant impact from the forthcoming Local Government Reorganisation. It also highlighted that despite national recruitment challenges, the Council had successfully recruited to roles that have historically been difficult to fill. The report also detailed workforce diversity figures, noting that 1.3% of contracted staff identified as being from an ethnic minority background, compared to 3.8% within the wider Tendring population. The gender profile was reported as broadly balanced, with 47.5% of full-time employees identifying as male and 52.5% as female. The report also mentioned the Council's exploration of a partnership with Colchester City Council and Braintree District Council to share a dedicated Equality, Diversity and Inclusion Lead Officer.

Employment Legislation

Another scheduled item was a report from the Director (People) concerning the implications of the Employment Rights Act 2025 for the Council's employment policies, procedures, and working practices. The report was intended to outline the actions being taken to ensure compliance with current and forthcoming employment legislation. The Employment Rights Act 2025, which received Royal Assent on 18 December 2025, introduces a significant programme of employment law reform, with provisions being implemented in phases during 2026 and 2027. The report detailed key implementation dates, including changes effective from 6 April 2026, such as the doubling of collective redundancy protective awards to 180 days, day one paternity leave, and strengthened protections for whistleblowers on sexual harassment. Further changes were anticipated in August 2026, October 2026, January 2027, and throughout 2027, covering areas such as trade union ballots, employer obligations to prevent sexual harassment, employment tribunal time limits, unfair dismissal qualifying periods, and flexible working reforms. The report indicated that a comprehensive compliance audit had been undertaken, resulting in a prioritised action plan to manage compliance risk and support timely policy review. Several core employment policies had already been updated to address identified gaps and prepare for further reforms.

Career Track - Verbal Update

The committee was also scheduled to receive a verbal update regarding the Council's Career Track service. This service is designed to support the Council's commitment to workforce development and apprenticeships. The previous meeting's minutes, which were to be confirmed, indicated that this service plays an essential role in supporting apprenticeships internally and for other public sector employers, contributing to shared skills development across the region. The update was expected to cover current numbers of apprentices, national apprenticeship initiatives, and statistics related to apprentices at Tendring District Council.

The meeting also included standard agenda items such as noting apologies for absence, confirming the minutes of the last meeting, and declarations of interest. Members also had the opportunity to ask questions on notice pursuant to Council Procedure Rule 38.