Agenda item

A report by the Director, Human Resources & Organisational Development is attached.

                                                                                                                                                                                         Thought was given to a report by the Director, Human Resources & Organisational Development which provided an update on the Council’s sickness absence position following a request for a more detailed analysis of sickness absence at its previous meeting.

The Committee noted that in Wiltshire, the absence rate over the 2018/19 financial year was 9 days lost per FTE, which cost the Council around £3M; this was consistent with the previous long-term trend.

The current 2019/20 financial year rate was projected to be around 8.7 days lost per FTE, indicating an improvement from the consistently stable long-term trend.

A report by the Local Government Association stated that the average absence rate for single/upper tier authorities only was 10.2 days, which was significantly above Wiltshire’s absence rate.   

It was noted that the Council’s sickness absence followed a very clear seasonal trend with an increase in short term absences in the latter two quarters (October to March) of the financial year due to the cold and flu season. This was particularly prevalent in frontline areas that were working closely with the public or vulnerable residents.

Accordingly, the social care services had the highest absence rates at the Council, projecting for the 2019/20 financial year as follows:

-       22.7 days lost per FTE in Learning Disabilities and Mental Health (LDMH)  

-       19.9 days in Access and Reablement

-       8.0 days in Families and Children’s Services

All other directorates were projected to be under the corporate average for 2019/20.

The Committee was informed as to what measures had been taking place to address this issue and it was noted that Families & Children’s Services had been working diligently to reduce stress related absences.  To date, alongside  a consistently reducing absence rate, they had also reduced stress related absence by 20%.

Members were informed that HR would continue to monitor absence trends in other directorates and undertake early interventions when required.

During discussion, Members noted in particular the higher than average absence rate in the LDMH teams and the significant number of staff leaving during the 2019/20 half year period. The service had been reviewing whether there were any underlying issues that might be causing this and considered that difficulties with management, the structure and case load management might be contributory factors.

In the Mental Health Service, absence in the Western team was significantly lower than in the North and South teams. Members were pleased to note that HR was working with the service to understand if there was anything that could be learnt that could be applied to the other teams to help reduce their absence rates and accordingly, an action plan was being drawn up in consultation with Occupational Health.

Members were also pleased to see a continuing improvement in the sickness absence trend in Families & Children’s Services since 2017/18.

Resolved:

(1)      To note the contents of the report.

(2)          To request an update in 6 months’ time on progress that was being made to reduce the sickness rates in those areas with the highest rates of absence.