The Warwickshire Council Staff and Pensions Committee met on 8 September 2025, and members reviewed the minutes of a previous meeting, received updates on pension fund regulations and administration, and discussed workforce-related issues. The committee approved extending occupational maternity pay for eligible operational staff of Warwickshire Fire and Rescue Service (WFRS).

Here's a more detailed look at the key discussion points:

Maternity Leave for Firefighters

The committee agreed to extend occupational maternity pay for eligible operational staff (Grey Book) in Warwickshire Fire and Rescue Service to 48 weeks. This decision was made in light of evidence suggesting firefighters face increased risks of cancer and other diseases due to occupational exposure to toxic fire effluents¹. The Fire Brigades Union (FBU) has been lobbying for increased paid maternity leave, citing concerns about risks to expectant mothers, foetuses, and newborn babies, as well as the under-representation of women in the fire and rescue service. The report, which included a letter from the FBU, noted that several other fire and rescue services have already adopted 52 weeks full pay maternity provision for firefighters. The report also referenced the University of Central Lancashire's Report (Uclan report) on minimising firefighters' exposure to toxic fire effluents². The decision to increase maternity pay aims to support nursing mothers in operational roles, allowing them to take sufficient time off work to continue breastfeeding and minimise the risk of contaminant exposure in breast milk. The report stated that when combined with accrued paid annual leave, this will provide the equivalent of 52 weeks paid leave. The financial implications of this change would be an additional cost of £16,067 per person, to be covered by the annual WFRS budget.

Teachers' Pay

The committee approved the application of the national pay award to Warwickshire County Council staff employed under the School Teachers' Pay and Conditions Document (STPCD). This includes a 4% uplift to all pay points and allowances for both teachers and leaders, backdated to 1 September 2025. The committee agreed that, in future, only changes outside the nationally determined pay uplift and advisory pay points (as set out in the STPCD) will require committee approval, streamlining the process for implementing standard pay awards. The report noted that the Department for Education (DfE) has advised that schools will be expected to fund approximately the first 1% of pay awards through improved productivity and smarter spending, with the remainder covered by additional funding to schools. Councillor Sam Jones asked for clarification on the rules following comments made by Reform nationally relating to whether new starters could join the LGPS and the suggestion that existing staff may get 'lower pay rises to compensate for their generous pensions'. He was advised that the regulations were clear on employees joining the fund and there were different rules about how staff could join, particularly in relation to admitted bodies or scheduled bodies.

Annual Strategic Workforce Assessment

The committee endorsed the Interim Annual Strategic Workforce Assessment for 2024/2025, as detailed in the Annual Strategic Workforce Assessment document. The assessment provides an analysis of the council's workforce capabilities, identifies gaps, and develops strategies to align the workforce with organisational needs. It also enables the council to meet publication requirements related to the Public Sector Equality Duty. Key highlights from the assessment include:

• A stable and committed workforce
• Strong retention and engagement
• Pay equity on track
• Sickness absence as a key focus area
• Embedding workforce planning for the future
• Investing in talent and early careers
• Workforce Services Transformation

The committee also endorsed the implementation of the Work-Life Balance Policy refresh.

Pension Fund Regulatory and Policy Report

The committee considered and commented upon the updates within the Pension Fund Regulatory and Policy Report and approved the updated Administration Strategy, which is appended to the report. The Administration Strategy has been reviewed following suggested amendments highlighted in the external governance review. A summary of the updates is in the table below:

| Section | Summary of Amendment |

In summary, the committee addressed a range of important issues, including firefighter safety, teacher pay, and workforce planning. The decisions made and discussions held during the meeting will likely have a significant impact on council employees and the wider community.