The Corporate Services Committee met on Wednesday 9 September 2026, discussing key policy updates and strategic talent pipeline initiatives. The committee considered proposals regarding the Early Careers Talent Pipeline, the Preventing Sexual Harassment Policy, and the Probation Policy, alongside updates on Programme Sapphire.

Early Careers Talent Pipeline

The committee discussed a report on the future delivery model for the City Corporation's Impact Leadership Graduate Programme and apprenticeship provision. Due to rising employment costs and changes in national apprenticeship funding, a more sustainable model is required. The proposal includes reducing centrally funded apprenticeships from up to 100 to approximately 65 by the end of 2026, and further to around 55 by the end of 2027. Departments will be encouraged to use vacant Grade A, B, C, and D roles as locally funded apprenticeship opportunities, particularly in hard-to-fill areas. The graduate intake for 2026/27 will reduce to five within the existing central budget, with a review to see if departmental contributions can support a return to nine graduates from 2027/28. The committee discussed the financial, workforce, and delivery implications of this approach.

Preventing Sexual Harassment Policy Proposal

A new policy for the prevention of sexual harassment was presented for approval, in response to the Employment Rights Act 2025, which mandates employers to take all reasonable steps to prevent sexual harassment. This policy, effective from 1 October 2026, aims to provide a clear and structured approach to preventing and resolving sexual harassment concerns. It includes mandatory training for all employees and managers, stronger provisions for third-party harassment, and a more robust reporting framework. The policy was developed in consultation with trade unions, senior employee representatives, and HR colleagues. The committee discussed the implementation of this new policy, with a commitment to making the whistleblowing policy more visible and ensuring clear communication to staff.

Probation Policy

The committee considered a revised Probation Policy, also in response to the Employment Rights Act 2025, which reduces the qualifying period for protection against unfair dismissal to six months from January 2027. The proposed policy shortens the standard probation period from six months to four months and the maximum extension period from three months to four weeks, with extensions limited to exceptional circumstances. It also introduces a more structured framework for managing probation, including enhanced support for employees, clearer review requirements, and a formal appeal process. The committee approved the Probation Policy.

Programme Sapphire Update

An update was provided on Programme Sapphire, focusing on the implementation of the new payroll solution. While the primary role of this update was for the Digital Services Committee, it was shared with Corporate Services due to its impact on payroll. The Chamberlain confirmed that the payroll system implementation was on track and did not foresee any impact on Ambition 25 deadlines. The committee noted that a written paper would be beneficial for future updates.

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

This report provided an update on the progress of the Comptroller & City Solicitors Department's business plan for the period 1 April to 30 August 2026. It detailed the department's role as an enabling service, supporting corporate projects and delivering legal advice, governance, and elections services. The report highlighted an increase in complex cross-cutting corporate work and litigation, alongside successes in key legal cases. Despite resourcing challenges due to high staff turnover and reliance on agency staff, the department exceeded its external income target. The committee noted the report.

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

This report provided an update on the progress of the People & HR Business Plan for Q1. The department has focused on strengthening services, investing in staff, and building foundations for long-term organisational improvement, supporting strategic priorities such as Ambition 25 and Programme Sapphire. Key achievements included manager readiness training for Ambition 25, strong operational performance in resolving service desk tickets and supporting resourcing campaigns, and developing a more joined-up wellbeing offer. The committee noted the update.

Resolution of Policy and Resources Committee to Corporate Services Committee

The committee considered a resolution from the Policy and Resources Committee, inviting grand committees with sub-committees to empower their sub-committees to take decisions without unnecessary recourse to the parent committee, aiming to balance due diligence with efficiency. The committee noted this resolution.

Questions on Matters Relating to the Work of the Committee

During the meeting, Councillor James Tumbridge raised a question regarding a draft report from an external organisation called Manifesto, which suggested the corporation was not legally compliant in certain aspects of GDPR and other areas. The Chair noted that this was an exceptional question and that the matter would be discussed offline with the Comptroller.