The Employees' Consultative Forum was scheduled to discuss the council's draft revenue budget for 2026/27 and its medium-term financial strategy up to 2028/29. Additionally, the forum was set to review the Annual Workforce Profile Report for 2024-2025, which details the council's employee demographics.

Draft Revenue Budget 2026/27 and Medium Term Financial Strategy to 2028/29

The report presented for discussion outlined the draft revenue budget for the upcoming financial year and the council's financial strategy for the subsequent three years. It highlighted the significant financial challenges faced by local authorities, noting that London boroughs collectively need to make substantial savings. The report detailed the anticipated budget gap for Harrow Council, projected to be £17.061 million for 2026/27, with further gaps of £8.153 million and £7.325 million for the following two years, respectively.

The document explained the proposed changes to the Medium Term Financial Strategy (MTFS), including adjustments related to council tax, technical financial matters, capital financing costs, and pay and non-pay inflation. It also detailed proposed savings and growth within various directorates, with significant growth anticipated in Adult Social Care and Housing, particularly concerning temporary accommodation costs. The report also provided information on the funding for Public Health and Schools for 2026/27, as well as the framework for the Better Care Fund. Considerations regarding reserves and contingencies were also outlined, alongside the council's contribution to the London Borough Grants Scheme. The report noted that public consultation on the draft budget would run from 19 December 2025 to 29 January 2026.

Annual Workforce Profile Report 2024-2025

This report provided a detailed breakdown of the council's workforce for the period April 2024 to March 2025. It aimed to offer an overview of the workforce's diversity profile, comparing it with the population of Harrow and the London average, and to inform the development of workforce initiatives. The report noted that data on religion, sexual orientation, and disability remained underreported.

Key findings from the report indicated that the workforce is predominantly aged between 35 and 64, with an under-representation of 16 to 24-year-olds. While BAME staff comprise over half of the workforce, their representation is lower than in the borough's population and declines in senior roles. Female staff are over-represented in the workforce, though senior-level female representation has seen a decline. The report also highlighted a low disclosure rate for disability, with those disclosing being concentrated in lower pay bands. Data on religion and belief also showed significant underreporting, with diversity concentrated in mid-to-lower pay bands. Regarding sexual orientation, a high proportion of Unknown responses were noted, and LGBT+ representation was below the London average. The report also detailed findings on pregnancy and maternity, including return-to-work rates and early departure trends by ethnicity, contract type, marital status, age, religion, and sexual orientation. The report concluded with a summary of achievements and commitments related to embedding equity, diversity, and inclusion across the organisation.