Agenda item

Report of the Strategic Director, Corporate Services and Governance.

Committee received an update report on progress following its review of absence in the Council. The report covers the period 1 June 2016 until 31 May 2017.

During the period stress, depression and mental health was the biggest cause of sickness absence, at 24% for the whole Council. Post-op recovery was second highest at 18% and also musculo skeletal was at 12%.

The total days lost has reduced to 43672, with the average sickness per FTE due to stress at 2.53 days, which has reduced since the same period last year. Sickness absence due to stress, depression and mental ill health was broken down into service groups, the biggest of which was Care Wellbeing and Learning. Although this has reduced across the Council sickness absence in this group has increased. Data was provided in relation to the numbers of employees on short term and long term sick, it was noted that the vast majority of were long term sickness.

It was reported that management training has been rolled out, which is one of five mandatory modules to enable managers to deal with workforce issues more effectively. A stress course has also been piloted in partnership with Talking Therapies for people suffering from work related stress. A full review of the course will take place after the pilot.  In addition, eight workplace contacts have been recruited who can provide support and guidance to employees experiencing issues with mental health.

It was noted that two Workforce Development Advisers from the Council attended Connect 5 training, which was based on a cognitive behavioural therapy approach to enable them to work with adults to help improve their mental wellbeing.

The Health and Safety E-learning portal is continuing to be monitored, with 200 employees completing modules on stress management.

Committee was advised that sickness absence management training will continue to be rolled out for all managers, which is expected to take six months to complete.  A review of the Council’s health surveillance programme will be undertaken and employees will continue to be trained in mental health first aid.

It was queried whether there was a comparison of the council’s sickness absence to the national picture. It was acknowledged that this has previously been looked at but that not all sickness recording is like for like. It was suggested that this could be looked at in terms of a regional aspect in the future.

It was questioned whether HR support is still in place to help those managers dealing with more complex cases. It was confirmed that HR support is not being withdrawn, however capacity within that service has reduced by 50%. Therefore managers are being given the tools to manage sickness absence but HR will still be available.

It was questioned as to how short term sickness absence is being dealt with. It was noted that this is covered in Council procedure, for example return to work interviews and any relevant action thereafter.

Committee queried what level of absence was related to performance management. It was confirmed that this level of detail was not readily available, although it was noted that one of the modules in training is around capability.

The point was made that there are more inherently pressured jobs within Care Wellbeing and Learning which is reflected in the sickness levels. It was acknowledged that HR advises on frameworks in place to support staff to intervene and due to the group going through significant change this has had a detrimental impact on staff. Concerns were raised that more proactive work needs to be undertaken with staff from this service. It was agreed that these concerns would be looked at further. It was also acknowledged that a recent survey was carried out which identified issues around job roles which are being addressed through action plans. However, improvement figures were not known at present but could be looked at for future reports.

A request was made for a breakdown of age groups in relation to sickness for stress and depression. It was agreed that this could be looked at and also in relation to whether the stress is work related.

It was requested that the Council’s procedure for dealing with sickness absence and managers guidance be brought to Committee when the next update report is presented.

It was suggested that more weight should be placed on sickness absence in terms of the redundancy policy, however Committee was advised that this has to be balanced with a number of other factors. The point was made that since the redundancy criteria has evolved staff are coming into work who should be absent, which can make the situation worse.

Committee was advised that a Senior Occupational Health Adviser is now in post who is looking into responses to work related stress. It was noted that a risk assessment toolkit is now available on the intranet and managers are being encouraged to make occupational health referrals earlier. The toolkit is aimed at individuals, in particular the risks of certain jobs and mitigating stress.

It was questioned how outside factors that impact on work are taken into account. It was acknowledged that the occupational health team is clear on staff taking personal responsibility, for example physio exercises, to show measured improvements. Reports of progress are communicated with managers to deal with should improvements not be made.

The point was made that the national picture shows that one in three people have mental health issues, therefore this is reflective of the picture within the Council. It was also recognised that it is hard to pick out what situations are work related. Committee was satisfied with the introduction of stress risk assessments and early intervention work being implemented.

RESOLVED    -           (i)         That Committee was satisfied that the actions are in

place to reduce sickness absence levels of employees.

                                    (ii)        That the comments of the Committee, in terms of the

scope of the data that is included in the reporting of sickness absence management, be noted.