The Union / Employee Consultation Committee of Bolsover District Council is scheduled to meet on 18 September 2025 at The Arc, Clowne. The committee is expected to discuss the council's sickness absence figures for Quarter 1 (April - June 2025) and a new domestic abuse policy. They will also consider the minutes from their last meeting.

Domestic Abuse Policy

The committee is scheduled to discuss and approve a new Domestic Abuse Policy. According to the report pack, the purpose of this policy is to ensure that Bolsover District Council provides a safe, inclusive and responsive working environment for all employees. The policy aims to formalise the council's approach to recognising, responding to, and supporting those affected by domestic abuse, whether as victims or perpetrators.

The report pack states that the policy includes:

• Adoption of the statutory definition of domestic abuse under the Domestic Abuse Act 2021.
• Recognition that domestic abuse can affect anyone regardless of gender, sexuality, age or background, but that women and children are disproportionately affected.
• Clear guidelines for confidentiality and safe disclosure.
• Support mechanisms including time off for legal, housing or health appointments, access to counselling, and flexible working arrangements.
• Practical guidance for managers on identifying signs of abuse and supporting affected staff.
• A framework for dealing with employees who are identified as perpetrators of abuse, including the potential use of disciplinary procedures.
• Signposting to internal and external sources of support, including local helplines and domestic abuse services.

The report pack states that the policy has been the subject of consultation with the Council's Specialist Domestic Abuse Officer, Service Managers, Senior Leadership Team and on an informal basis, the Council's recognised Trade Union Representatives.

The report pack recommends that the HR Team takes steps to raise awareness of the policy among staff and management and provides training on how to identify and respond to domestic abuse in the workplace.

The report pack also includes the draft Domestic Abuse Policy which states that the council adopts the definition of domestic abuse outlined by the Domestic Abuse Act 2021, which makes it clear that domestic abuse relates to any incident or pattern of incidents of controlling, coercive or threatening behaviour, violence or abuse between those aged 16 or over who are or have been intimate partners or family members regardless of gender or sexuality.

The draft policy also states that the council is committed to promoting zero tolerance of domestic abuse and that it is essential that the working environment promotes the view that domestic abuse is unacceptable and that such abuse will not be condoned and that all employees should play a part in supporting this approach.

The draft policy includes guidance for managers and employees, including how to identify potential victims of domestic abuse, how to respond sensitively to disclosures of domestic abuse, and what practical support can be offered. It also includes guidance on how to deal with employees who are perpetrators of domestic abuse.

The draft policy includes a list of useful contacts, including The Elm Foundation, Derbyshire Domestic Abuse helpline, Refuge, Derbyshire Police, Crossroads Derbyshire, Derbyshire Victim Services and SV2 - supporting victims of sexual violence.

Sickness Absence - Quarter 1 (April - June 2025)

The committee is scheduled to discuss a report on sickness absence figures throughout the council for Quarter 1 (April - June 2025).

The report pack notes that the average number of days lost per employee for Quarter 1 was 2.8 days. The 2025/26 projected outturn figure for the average number of days lost per employee is 11.2 days, against an annual target of 8.5 days.

The report pack also notes that East Midlands Councils are undertaking a benchmarking exercise as neighbouring Councils have highlighted an increase in sickness as an ongoing trend. These results are expected to be provided in future quarterly reports.

The report pack states that long term sickness cases have contributed to the escalation of the absence figures in this Quarter, accounting for 74% of sickness. It also notes that seven services experienced zero sickness during Quarter 1.

According to the report pack, stress/depression has remained in the top three reasons for absence since Quarter 2 of 2019/20. There were 12 cases of absence due to stress/depression during Quarter 1, 7 of which were work related, 5 were none work related.

The report pack notes that there is a direct correlation between employees undertaking physically demanding work and high levels of sickness, and that this is reinforced by Muscular/Skeletal absences regularly being in the top three reasons for sickness absence.

The report pack also notes that there were 12 days sickness recorded for Covid-19 in Quarter 1, which is higher than Quarter 3 in 2024/5.

The report pack lists steps the council has taken to support employees, including:

• Promoting health and wellbeing initiatives, such as Autism Awareness Training, Mental Health Awareness Week, Men's Health Week and Carers Week.
• Heatwave Safety Reminders and Sun Safe Workplace Training as part of the Colin Bloomfield Sun Safe Campaign.
• The launch of a new eLearning platform, SkillGate.
• The Vivup Rewards & Benefits platform, which provides tools and solutions to support mental, financial and physical wellbeing.

The report pack states that since the launch of Vivup in September 2024, the Lifestyle Savings feature has helped employees save a combined total of £1308. It also notes that 28 orders have been approved through the Home & Electronics and Cycle to Work Schemes via Vivup, saving employees a total of £235 and giving them the flexibility to spread the cost of their purchases over 12 months through payroll deductions.

The report pack also notes that 67 employees are subscribing to the Go-Active @ the Arc gym membership scheme, which is 3 up from the last quarter.

The report pack includes a breakdown of sickness absence figures by directorate and service, as well as figures for stress cases during Quarter 1.

Minutes

The committee will also consider the minutes of the last meeting held on 19 June 2025.