The Human Resources and Council Tax Committee of Tendring Council met on Thursday, 22 October 2026, to discuss and approve a revised Retirement and Flexible Retirement Policy and to receive an annual update on Market Forces Supplement arrangements. The committee also received a verbal update on the Council's Career Track apprenticeship programme.

Career Track Apprenticeship Programme

The Work Based Learning Manager provided a verbal update on the Career Track apprenticeship programme, reporting that there were 53 active apprentices, with 25 employed by Tendring District Council. The programme, which partners with several local authorities, offers qualifications in Customer Service, Business Administration, and Public Service Operational Delivery Officer, with a new Administration Assistant apprenticeship introduced in August 2026. The programme has dedicated funding for 2026/27, leading to 17 new apprentice starts, with six more expected. Apprentices have been recruited across various service areas, and the programme maintains a 95% success rate and an Ofsted rating of Good. The Chairman requested a follow-up report on the 3-year funding for Career Track to be presented at the meeting on 8 July 2027. The Committee expressed its continued support for the programme, thanking the Leader of the Council and the Chief Executive for their advocacy.

Retirement and Flexible Retirement Policy

The committee considered a report on the revised Retirement and Flexible Retirement Policy, which establishes a clear framework for managing retirement and flexible retirement applications. The policy confirms that the Council does not have a compulsory retirement age and aligns with employment and equality legislation, as well as the Local Government Pension Scheme (LGPS). Key provisions include a standard notification form, a five-stage process for applications, and the requirement for employees to obtain pension information and consider financial implications. Eligibility for flexible retirement requires a permanent reduction in contractual hours of more than 25%, a reduction of at least one grade, or both. Applications will be considered on their individual merits, taking into account business continuity, service provision, and operational impact. The policy outlines a decision-making process involving the relevant Corporate Director and the Workforce Panel, with the final decision resting with the Corporate Director. Flexible retirement is not an automatic entitlement and is generally expected to be at no additional cost to the Council.

The committee resolved to:

• approve the Retirement and Flexible Retirement Policy.
• note that flexible retirement applications would be considered in line with the approved Policy and determined according to the Council's Constitution.
• authorise the Director of People to implement the approved Policy and make any minor, consequential, or legislative amendments to associated procedures, guidance, and documentation that do not materially alter the Policy.

Annual Update on Market Forces Supplement Arrangements

The committee received an annual update on the Council's Market Forces Supplement arrangements, reinforcing the commitment to equal pay for work of equal value. Market Forces Supplements are considered exceptional, temporary, and objectively justified payments made when external labour market conditions materially affect the Council's ability to recruit or retain staff. The Council's Discretionary Market Forces Policy, last updated in 2024, clarifies decision-making responsibilities and evidence requirements. Decisions on approving, continuing, varying, or withdrawing supplements are delegated to the Head of Paid Service, following consultation with the Director of People and the Chair and Vice-Chair of the Human Resources and Council Tax Committee. The committee's role is to receive collated information to monitor the policy's use and ensure supplements remain evidence-based and proportionate.

The committee resolved to:

• note the current Market Forces Supplement arrangements across the organisation.
• note that the report formalised the structured annual reporting arrangements under the Council's Discretionary Market Forces Policy.
• note that decisions relating to Market Forces Supplements are delegated to the Head of Paid Service, subject to consultation and evidence requirements.

The report included Appendix A, detailing current Market Forces Supplement eligibility requirements by service or professional area, including roles in Payroll and Payments, IT, People (HR), Planning, Environmental Health, Legal, Elections, and Building and Property.