The Corporate Services Committee met on Wednesday 9 September 2026 to discuss and approve a new Probation Policy, and to receive updates on Programme Sapphire and the People & HR Business Plan. The committee also reviewed the Comptroller & City Solicitors Department Business Plan.

Probation Policy

The committee approved an updated Probation Policy, which will reduce the standard probation period from six months to four months, and the maximum extension period from three months to four weeks. This change is in preparation for the Employment Rights Act 2025, which will reduce the qualifying period for protection against unfair dismissal to six months from January 2027. The new policy also introduces a more structured framework for managing probation, including enhanced support for employees, clearer review requirements, emphasis on evidencing meetings, greater emphasis on reasonable adjustments, and a formal appeal process. The policy was developed following consultation with recognised Trade Unions, Senior Employee Representatives, HR colleagues, and the Equality, Equity, Diversity and Inclusion team.

Programme Sapphire Update

An update was provided on Programme Sapphire, the implementation of a new payroll solution. The committee heard that user acceptance testing (UAT) had been completed, with the payroll meeting the required criteria. While 89% of payroll data was reported as accurate, remaining issues were data-related and expected to be resolved within the week. The committee was informed that the programme was on track to meet Ambition 25 deadlines, with the payroll system expected to go live as planned. The Chamberlain's department is moving towards recommending a go-live date for the transfer of payroll.

People & HR Business Plan Quarter One (Q1) Progress Report

The committee received a progress report on the People & HR Business Plan for Q1. The report highlighted that the department had continued to strengthen services, invest in staff, and build foundations for long-term organisational improvement. Key achievements included supporting the Ambition 25 initiative, embedding Project SAPphire, and strengthening leadership capability and employee wellbeing. The department is moving towards greater operational maturity, supporting the embedding of pay reform, digital capability, strengthened leadership practice, and improved workforce planning.

Comptroller & City Solicitors Department Business Plan 2026–2028: Quarter 2 Progress Report

The committee noted the Quarter 2 progress report for the Comptroller & City Solicitors Department Business Plan. The report detailed the department's role as an enabling service, providing legal and data protection advice, governance, and support. It summarised challenges, successes, and current performance against the department's KPIs. The report highlighted a significant increase in complex cross-cutting corporate work, which had created resourcing challenges. The department has also seen an increase in litigation work volumes, including employment tribunal claims and housing disrepair cases. Despite resourcing pressures, the department has achieved several litigation successes, including a significant Court of Appeal case concerning a non-domestic rate mitigation scheme. The department is also developing an in-house legal case management solution, which is forecast to deliver savings.

Early Careers Talent Pipeline

The committee was asked to endorse a more sustainable future delivery model for the City Corporation's Impact Leadership Graduate Programme and apprenticeship provision. Due to rising employment costs and changes to national apprenticeship funding, it was proposed to reduce centrally funded apprenticeships from up to 100 to approximately 65 by the end of 2026, and further to 55 by the end of 2027. Departments would also be encouraged to use vacant posts as locally funded apprenticeship opportunities. The graduate intake for 2026/27 will be reduced to five, with a review to support a return to nine from 2027/28. The proposal aims to maximise the use of remaining levy-compliant standards, including AI and technical apprenticeship provision.

Preventing Sexual Harassment Policy Proposal

The committee was recommended to approve the implementation of a dedicated Preventing Sexual Harassment Policy, effective from 1 October 2026. This policy is in preparation for the Employment Rights Act 2025, which will strengthen the duty on employers to prevent sexual harassment. The new policy focuses on prevention rather than reaction, includes stronger third-party harassment provisions, and places greater emphasis on managers' roles. It has been developed in consultation with relevant stakeholders, including recognised Trade Unions and Senior Employee Representatives.

Other Matters

The committee also received updates on the Forward Plan and Action Tracker, and noted decisions taken under delegated authority. The meeting concluded with the exclusion of the public for confidential agenda items.