The Personnel Committee of Charnwood Borough Council is scheduled to meet on 7 October 2025 to discuss several policies and guidance documents related to employee well-being and conduct. These include updates and reviews of policies concerning attendance management, workplace dignity, equality, and support for employees' health, religious beliefs, neurodiversity, and disabilities.

Attendance Management Policy

The committee will be asked to approve minor updates to the Attendance Management Policy and Attendance Management Guidance. According to the Attendance Management Policy minor updates report, the changes aim to ensure best practice and legal compliance, with amendments relating to a process change.

The report pack states that the Attendance Management Guidance was amended to include attendance and performance issues relating to menopause, to confirm that reasonable adjustments should be considered and provides advice on recording menopause related absences and time off for medical appointments.

The report also notes that a revised Return to Work e-form would simplify the process for managers, whilst providing additional Attendance Management guidance.

Dignity and Behaviour in the Workplace Policy

The committee will be asked to approve an updated version of the Dignity and Behaviour in the Workplace Policy. According to the report, the policy has been reviewed to ensure the process following complaints of unacceptable behaviour is clearer for employees and to condense and simplify the information provided.

The APPENDIX A Dignity and Behaviour in the Workplace Policy includes wording on sexual harassment, to ensure the council covered the statutory duty to take reasonable steps to prevent acts of sexual harassment of employees under the Worker Protection (Amendment of Equality Act 2010) Act 2023¹. The report pack also notes that the collective complaints procedure has been added to outline where a complaint is held by more than one employee, and that the importance of confidentiality regarding complaints of unacceptable behaviour has been highlighted, with a note that breaches of confidentiality may give rise to disciplinary action.

Equalities Policy Statement

The committee will be asked to approve an updated version of the Equalities Policy Statement. According to the report, the Equalities Policy Statement was amended to ensure best practice, and to take account of legislative changes that employers now have a statutory duty to take reasonable steps to prevent acts of sexual harassment of its employees under the Worker Protection (Amendment of Equality Act 2010) Act 2023.

The APPENDIX Equalities Policy Statement outlines the Sexual Harassment Risk Assessment, to show the council's commitment to prevent any acts of sexual harassment.

Managers Guide to Supporting Employees Health and Wellbeing

The committee will be asked to approve an updated version of the Managers Guide to Supporting Employees Health and Wellbeing. According to the report, the guidance has been reviewed to comply with recommended guidelines and to provide more clarity to managers on how they can support their employees' mental health.

The report pack notes that the guidance is proposed to be renamed to Managers' Guide to Supporting Employees' Health and Wellbeing in line with feedback received from the Equality Working Sub-Group to remove the wording 'mental health'.

The guidance explains the process of a Wellness Support Action Plan, and notes that if initial discussions between a manager and employee regarding the employee's stress have gone beyond this conversation, the next step is to then escalate to the newly introduced Stress Risk Assessment.

Supporting Employees During the Menopause

The committee will be asked to approve an updated version of the Supporting Employees During the Menopause guidance. According to the report, the guidance has been amended to ensure best practice.

The APPENDIX - Supporting employees during the menopause includes sections to give a full comprehensive understanding on menopause, what causes menopause, how is the menopause diagnosed, how can menopause symptoms be managed and related experiences of menopause, such as menstruation and endometriosis.

The report pack also notes that the guidance highlights the duty under Management of Health and Safety at Work Regulations 1999² to carry out risk assessments that include any specific risks to anyone experiencing menopausal symptoms, and that the Equality Act 2010 has been referenced to outline that some menopause symptoms can be classed as a disability if it fits within the legal definition. The guidance also includes the council's commitment to produce a Menopause Action Plan which will include what it has and aims to have in place to support employees who experience menopause symptoms, and guidance on how managers can support trans and non-binary employees and employees with neurodivergent conditions.

Supporting Employees Religious Beliefs and Practices

The committee will be asked to approve an updated version of the Religious Observance and Beliefs Policy, to be re-titled Supporting Employees Religious Beliefs and Practices Guidance. According to the report, the review of this guidance is in line with best practice and ensures that the policy is in a clear format and accessible for employees to read.

The Supporting Employees Religious Beliefs and Practices guidance includes provisions for fasting and food in the workplace, and outlines any actions or behaviours that are offensive relating to religion and beliefs as a breach of this guidance.

Supporting People with Neurodivergent Conditions

The committee will be asked to approve the Thinking Differently - Supporting People with Neurodivergent Conditions Guidance. According to the report, the guidance has been created to demonstrate the council's commitment to supporting neurodivergent conditions, and demonstrating how the council aims to recognise and value all employees.

The report pack notes that the guidance is designed to be used by employees, managers and as an attraction tool at recruitment stage for applicants, and that the employees' and managers' responsibilities are outlined as a guide to how employees can feel comfortable to disclose their neurodivergent condition, and how their managers can support them in this process.

Valuing Difference – Supporting People with Disabilities

The committee will be asked to approve an updated version of the Valuing Difference – Supporting People with Disabilities guidance. According to the report, the guidance has been reviewed to ensure best practice and legal compliance.

The report pack notes that the guidance has been renamed to Valuing Difference Supporting People with Disabilities, and is presented as an accessible, easy to navigate document designed for employees, managers and job applicants.