Agenda item

Update on the Improving Attendance and Health and Wellbeing

Minutes:

The Select Committee received a report providing an update on the position in relation to improving attendance activity for the financial year 2018/19; information relating to sickness absence percentages per weekday per Directorate, levels of compliance and Return to Work Interview statistics per Directorate, and the top reasons for absence; and summarising progress on the Health and Wellbeing Programme – ‘Fit For Oldham’ (FFO).

 

The outturn for 2018/19 showed an average of 9.611 working days lost per employee, amounting to 3.79% of time lost, the Council target for this period being 6 working days lost.  This compared with Greater Manchester local authority average of 10.35 days and the 2017/18 Nationwide Local Authority average of 9.8 days.

 

The principal reasons for time lost were advised, the Committee noting that mental health (including stress) and musculo-skeletal reasons represented near to 60% of time lost.  The support offered to address these issues, together with the support offer related to cancer related absence, was further advised.  Members queried support available to address musculo-skeletal issues, being advised that the occupational health provision would refer to appropriate services.  For office based staff, the health and safety team were available for desk/workplace assessments.  There was no specific provision related to issues that might be caused by domestic violence, but this would be referred to FFO to consider in conjunction with the Mental Health Champions project.  Noting the prevalence of mental health and musculo-skeletal reasons and querying the adequacy of the NHS offer, Members were advised that staff were encouraged to seek support through work and to participate in preventative activities.

 

With regard to mental health issues specifically, it was advised that this was spread across the authority, though was higher in particular areas.  There was no policy in relation to ‘time out’ periods, but discussions had been held about a policy around attendance at FFO events and activities.  Considering whether mental health issues arose through understaffing or overwork, it was reported that recording for stress did not differentiate between personal or work reasons was not recorded, but the support offered was available for all reasons.  The Committee was asked to note that, from an insurance perspective, the Council did not have lot of claims citing work related stress.

 

There remained a continuing focus on improving managerial compliance in conducting return to work interviews in a supportive and timely manner and this had been promoted through a variety of means.  While managers were required to undertake Return to Work interviews, the current HR/payroll system did not record the holding of such interviews: the issue had been raised with the Programme Team working on the new system.  Such information as was available at this time would be requested and made available to Members.  

 

Sickness absence statistics were presented by the average number of sickness by days lost per Service, by age, by gender, by short-term and long–term sickness absence, and by weekday.  Noting that sickness absence was particularly high on Mondays, Members queried the use of disciplinary action in relation to sickness absence.  The amount of such action was considered to be low, but Members were advised that action would be taken if sickness was proven not to be genuine or if clear patterns emerged.

 

The FFO programme delivered a variety of activity across several locations and continued to respond to feedback from the workforce about how employee health and wellbeing may best be enhanced.  Particular features of the programme, including bespoke training ‘Supporting Mental Wellbeing in the Workplace’ that had been introduced and received positively by all participants, the offer of regular Healthchecks for employees and the launch of a Health and Wellbeing hub on the Council intranet, were advised.  The levels of engagement with FFO by each Council Division was advised within the submitted report.  A suggestion that the Council produce or use posters promoting breast checks to support the early identification of breast cancer would be referred to FFO.

 

Going forward, the Committee was advised of a range of activities, including the commissioning of a whole system review of the Council’s approach to the management of employee health, wellbeing and absence management to further reduce the level of sickness absence among employees.

 

In consideration of the report Members noted that, while the Council performed well against other local authorities, they needed previous years statistics to be able to fully review sickness absence and note any trends emerging.

 

RESOLVED – that (1) the report on sickness absence and the actions being undertaken to improve attendance at work be noted;

            (2) the sickness position for the financial year 2018/19 be noted;

            (3) the update on the health and wellbeing programme ‘Fit for Oldham’ be noted.

 

Supporting documents: