Rutland Council's Employment and Appeals Committee is scheduled to meet on 7 October 2025 to discuss HR policies and a workforce strategy update. The committee will consider updates to the sickness absence management policy and the secondment policy, as well as a new neuro inclusive policy. They will also review the progress of the Workforce Strategy.

HR Policy Updates

The committee will be asked to consider updates to several HR policies, as detailed in Report No 100/2025 - HR Policies.

Neuro Inclusive Policy

A new Neuro Inclusive Policy, detailed in Appendix A of Report No 100/2025 - HR Policies, is scheduled to be discussed. The policy has been co-developed by the Neuro Inclusive Group and HR, and aims to create a neuro inclusive workplace. The report pack states that the policy intends to:

Set out our approach to creating a neuro inclusive workplace. Recognise and inform colleagues of the benefits of a neurodiverse workforce, and the strengths and skills that neurodivergent individuals can bring to our organisation. Affirms commitment to raising awareness and understanding of neurodiversity Promoting a culture and working practices that ensure inclusivity. By adapting our practices to embrace neurodiversity, we aim to create an environment where everyone can thrive.

The policy defines neurodiversity as an umbrella term to refer to the different ways in which an individual's brain processes and learns information. It recognises that neurodivergent individuals can bring strengths to the workplace, and that efforts to create and maintain a neuro-inclusive organisation will help foster creativity, different viewpoints, richer ideas and innovation.

The policy encourages employees to speak to their line manager if they feel any adaptations in the workplace are needed, regardless of whether they have a formal diagnosis.

Sickness Absence Management Policy

The Sickness Absence Management Policy, detailed in Appendix B of Report No 100/2025 - HR Policies, is scheduled to be updated. The report pack states that the policy is complex and can be lengthy to pursue. The proposed changes aim to improve clarity and effectiveness. Key changes include:

• Confirming that the informal stages of absence management are Return to Work Interviews and manager contact, with the formal stage starting when triggers are met for the first time.
• Dividing the policy into short-term and long-term absence management sections, with clarity on the use of triggers for managing absence and the addition of unacceptable patterns of absence.
• Ending the automatic discounting of absence due to disability and industrial injury or illness (renamed work related), ensuring that disability in the workplace is supported and appropriately managed through reasonable adjustments¹.

Secondment Policy

The Secondment Policy, detailed in Appendix C of Report No 100/2025 - HR Policies, is scheduled to be updated to include external secondments with third-party employers, such as the NHS². The current policy was initially developed as a route for internal career development for permanent staff. The report pack states that issues have arisen in managing external secondments, particularly in relation to return to substantive posts, and financial risk taken in recruiting individuals internally or externally on fixed-term contracts rather than secondments. The updated policy aims to improve this by adding external secondments and having clear contractual arrangements.

Appeals Arrangements

The report pack notes that appeals arrangements contained within the Disciplinary Policy, Sickness Absence Management Policy, Performance Policy and Restructure Policy are also scheduled for discussion.

Workforce Strategy Update

The committee will also note the progress on the Workforce Strategy, as detailed in Appendix D of Report No 100/2025 - HR Policies. The Workforce Strategy was approved by Cabinet in November 2024 with a five-year action plan. The report pack states that significant progress has been made in the first year of implementation, including:

• Working with managers to support recruitment and reduce agency workers.
• Actively using the Local Government national recruitment campaign.
• Improving recruitment processes and information through the use of Sharepoint³.
• Increasing workforce headcount and reducing agency workers.
• Changing leadership for Equality, Diversity and Inclusion to the Director of Resources and appointing an Advisor to develop a wider strategy and plan.
• Developing a new approach to prioritising apprentice applications and allocating places for this year, optimising the use of the apprentice levy.
• Commissioning SkillGate as the new Learning Management System provider.
• Signing up to the Healthy Workplace initiative and implementing an action plan.
• Embedding the Unacceptable Behaviour Policy with staff training.
• Supporting organisational change in various departments.
• Completing the staff survey, which has shown notable improvement from 2024.

Other Items

The agenda for the meeting also includes:

• Welcome and apologies
• Declarations of interest
• To confirm the minutes of the Employment and Appeals Committee meeting held on 4 March 2025
• Petitions, deputations and questions from members of the public
• Questions from members of the council
• Notices of motion from members
• Any urgent business
• Date of next meeting