Issue - meetings

The Chief People Officer introduced the report.

It was explained that the proposed changes to the Acting-up and Honorarium Policies were minor and were undertaken to remain compliant with employment regulations. It was explained that the proposed changes had been discussed with Trade Unions.

It was explained that the Council was proposing to introduce a sepcific Sexual Harassment Policy in order to remain compliant with Advisory, Conciliation and Arbitration Service (ACAS) recommendations and with changes to Central Government regulation regarding sexual harassment reporting. It was stressed that the policy would not change any existing processes in the disciplinary policy, which were considered sufficient. 

The proposed changes for employees who become a special guardian or kinship carer were outlined and it was explained that the Council accepted proposed changes to extend pay and leave provisions.

Following questions from Members, it was outlined:

• That secondments onto lower grades would be placed onto the maximum spinal point to minimise income loss.
  
  
• Members asked about arrangements for foster carers and potential flexibility of policies. Officers explained that there was appropriate flexibility in place for special leave arrangements which is undertaken on a case by case basis.

RESOLVED:

That the Committee:

1.            Approved the changes to the Acting Up, Honorarium and Secondment Policy and the introduction of a new Prevention of Sexual Harassment at Work Policy.

2.            Approved the proposed revisions to the Parental Leave Policy to extend pay and leave provisions for employees who become a special guardian or kinship carer.

3.            Noted the HR policies to be presented to this Committee throughout municipal year ending April 2026.

The Head of Employee Relations, Business Partners and Reward introduced the report. It was explained that there were proposed changes to the Ill Health Retirement and Parental Leave policies, which were outlined within the report. The rationale for the proposed changes were explained.

Following questions from the Committee, the following responses were given:

• Members asked whether there could be a minor amendment for clarity, to include parental leave in the Parental Leave Policy, Paragraph 5.7.1. Officers agreed to this amendment.
  
  
• It was noted that shared parental leave was uncommon across the Council, whereas parental leave was reasonably commonly taken across the Council. It was stressed that it would be difficult to model shared parental leave costs to the Council.
  
  
• It was explained, following questions, that parental responsibility for Children under special guardianship or Kinship arrangements leave arrangements would likely have low uptake if it was adopted by the Council.
  
  
• Information on benchmarking with other authorities on shared parental leave was asked for by the Committee. It was noted that a few authorities across London had equalised shared parental leave and that officers would provide information on the implications of this to the Committee.

RESOLVED:

That the Committee agreed:

1. That proposals for support for parental responsibility for Children under special guardianship or Kinship arrangements would be provided for the next meeting of General Purposes Committee.
   
   
2. That benchmarking with other authorities on shared parental leave would be shared with the Committee.
   
   
3. Approved the changes to the Ill Health Retirement and Parental Leave policies.

The Head of Employment, Reward and Transformation introduced the report. She explained that the processes that were in the report were developed in line with the Advisory, Conciliation and Arbitration Service’s (ACAS) best practice. It was noted that polices were being developed to be simpler to ensure ease of access.

Officers explained the rationale for the development of the Probation, Purchasing Annual Leave and Organisational Change policies.

Following questions from Members it was noted that:

·       Officers explained that they had strengthened the probation policy to allow for final review meetings to take place on time.

·       Officers explained the development of the “closed ringfence” which had been developed during restructures, to ensure that those that were experienced in any similar role would be prioritised during any role restructure.

·       Officers noted that, in the case of purchase of additional annual leave, the cost saving from the purchase offset the potential reduction of resource. Officers explained that the purchase of leave was an application process, and not a right, which would not be approved if there would be significant loss of resource to the Council. Officers explained that, on exception, there was a method to modify annual leave, but stressed that upon the approval of annual leave and purchase of annual leave, that this had been completed. It was stressed that officers would communicate very clearly to those purchasing annual leave what expectations and requirements were.

·       Officers explained that there was an application window to purchase annual leave which was set to ensure a smooth administrative process.

·       Members asked for a report in mid-2026 to understand take up of the purchasing of annual leave with a year’s worth of data.

RESOLVED:

1.  That the Committee approved the proposed changes to the Probation, Purchasing Annual Leave and Organisational Change policies.

2.  That a report be developed in mid-2026 to understand the impact of the HR policies on the organisation.