The Employment Committee of Leicestershire County Council was scheduled to discuss the council's Pay Policy Statement for 2026/27, receive an update on the workforce for the second quarter of 2025-26, and review action plans related to the Organisational Change Policy and Procedure. The meeting also included a discussion on the Working Arrangements Policy.

Pay Policy Statement 2026/27

The committee was scheduled to consider the council's Pay Policy Statement for the financial year 2026/27. This statement, required by the Localism Act 2011, outlines the council's policies regarding the remuneration of its chief officers, the lowest-paid employees, and the relationship between their pay. The report details the council's approach to job evaluation, additional payments, and the pay multiple, which is the ratio between the highest paid employee and the median average salary. For 2025/26, this pay multiple was reported as 1:6.82, excluding schools. The statement also covers policies on bonus payments, pension entitlements, and severance payments, with specific procedures for payments over £100,000 requiring full council approval. The proposed statement for 2026/27 was appended to the report for review.

Workforce Report 2025-26, Quarter 2 Update

An update on the council's workforce for the second quarter of 2025-26 was scheduled for discussion. This report provides information on headcount, Full Time Equivalent (FTE) figures, absence rates, and the completion of Annual Performance Reviews (APRs). As of October 2025, the council had a headcount of 5869 and an FTE of 4893.2. The report noted an increase in both headcount and FTE compared to the previous year. Notably, Children and Family Services saw a significant rise in staff, largely due to efforts to convert agency social workers to permanent positions. The sickness absence rate for the quarter was 3.48%, exceeding the council's target of 2.88%, with stress, depression, and mental health identified as the leading causes of long-term absence. The report also detailed the progress of the Annual Performance Review completion rate, which stood at 59% as of October 2025, with plans underway to improve the recording and reporting processes.

Organisational Change Policy and Procedure: Action Plans

The committee was set to receive an update on current Action Plans related to the Organisational Change Policy and Procedure, specifically those that include provisions for compulsory redundancy. The report presented a summary of these plans and the progress made in their implementation. Two appendices detailed action plans where implementation was completed and those that were currently underway. For completed plans, the report indicated the number of compulsory redundancies, if any. For ongoing plans, the current position, next steps, and predicted compulsory redundancies were outlined. For example, the Public Health Service Review action plan, approved in June 2025, was predicted to result in 11 compulsory redundancies.

Working Arrangements Policy – Consultation Feedback and Implementation

A significant item scheduled for discussion, with the press and public likely to be excluded, was the Working Arrangements Policy and its consultation feedback and implementation. An exempt report was to be considered, seeking approval to begin consultation on a new policy and guidance. The proposed changes aimed to provide greater clarity and consistency in working arrangements across the council, taking into account operational needs, employee expectations, and external influences. The report indicated that any proposed changes would be subject to consultation with staff and trade unions, followed by a phased implementation.