Issue - meetings

The Human Resources Advisor introduced the report outlining sickness absence levels across the Council, including comparative and benchmarking data.

Members heard that overall sickness absence was slightly above the East of England average. Long-term sickness accounted for 69% of all absence, with the Council’s workforce age profile identified as a contributing factor (44% of employees aged between 50 and 64)..

Short-term sickness stood at four days per employee, in line with the Council’s target. Minor illnesses, such as colds, were the most common cause,  accounting for over half of these absences.

Members were informed that the Council continued to support staff through a range of measures, including occupational health referrals, stress risk assessments, return-to-work meetings, flexible working arrangements, and the Employee Assistance Programme. In addition, further support had been introduced through the expansion in the number of Mental Health First Aiders and the creation of a dedicated safe space, “The Snug,” with further improvements planned for 2026/27.

The Chair thanked officers for the report.

Members sought clarification on the timeframe for training the additional Mental Health First Aiders. They also questioned why mental health and stress-related absences were recorded separately, noting that these figures were prominent and significant.

Members were advised that three of the nine additional Mental Health First Aiders had already completed the 13-week online bootcamp, which was undertaken in their own time. Once all participants are qualified, a full rollout of the expanded provision will commence.

It was further explained that the separate recording of mental health and stress-related absences was standard practice, as mental health conditions were clinically diagnosed, whereas stress may arise from both personal and work-related factors.

Members referred to the Council’s ageing workforce and asked whether preventative measures, such as voluntary medicals, were utilised. They also questioned whether there was a link between mental health and stress-related absences and the blended working model.

Members were advised that free staff vaccinations and similar initiatives had previously been provided through Hertfordshire County Council; however, this funding had recently been withdrawn due to cost reductions. Officers undertook to explore what provisions could be delivered within the existing wellbeing package.

It was acknowledged that blended working did not suit all employees. Members were informed that guidance was provided to staff, and that a further staff survey was planned. It was agreed that this area would receive additional focus and promotion through the mental health programme to help ensure that any associated issues did not go unrecognised.

It was moved by Councillor Swainston and seconded by Councillor Boylan, that the recommendations, as detailed, be approved. After being put to the meeting and a vote taken, this motion was declared CARRIED.

RESOLVED – that the annual Employee Health and Wellbeing Report 2025/26 including the actions (in section 8.0) planned for 2026/27 be considered.