This page will be used to consult with you on changes to HR and Health and Safety policies. We review policies on a scheduled basis and following the consultation where appropriate, these will be referred to the Council's Partnership Forum and then to the Executive for approval.

The Acting Up and Secondments Policy has been reviewed and updated to reflect the revised policy format.

The policy updates are designed to:

• Support managers by providing How-to Guides on managing acting up arrangements as well as internal, inward and external secondment
• Support managers by providing a model external secondment agreement

The Dignity at Work Policy has been updated to reflect the new policy format. It also reflects changes implemented to enable the Council’s to meet its obligations under the Worker Protection (Amendment to Equality Act) Act. The act enhances protections against sexual harassment and sets responsibilities for employers in this area.

The changes include:

• New “How to” guides on raising dignity at work concerns (including sexual harassment), dealing with a formal dignity at work complaint and dealing with sexual harassment.
• Updates on the responsibilities of all employees, managers, Elected Members and trade unions under the policy.
• Guidance on reflecting the risk of sexual harassment in activity risk assessments.
• Guidance on reporting sexual harassment or prejudice-based incidents.
• Updated links to other policies and to sources of support available.

This is a newly created policy which defines our obligations towards all employees who are active members of the Reserve Forces or those wishing to join.

This gives practical advice and guidance on managing reservists and for reservists. This takes into account our current terms and conditions in relation to paid leave for training for reservists and explains how mobilisation will be managed.

The purpose of this consultation is to let you know about some changes to the Wellbeing Policy. The main changes are noted below:

• a commitment to improve knowledge of workplace mental health issues among managers and enhance their ability to support employees
• updating of references to “Anytime Anywhere”, a previous initiative aimed at promoting a more mobile and flexible approach to working, to “hybrid working” to reflect the current Hybrid Working Policy
• removing references to the Gold Healthy Working Lives award programme which is not currently operating
• the introduction of employees’ right to disconnect from work outside of worktime
• a reference to the Council’s new Wellbeing Strategy
• the requirement for monitoring employee wellbeing through regular surveys

This is a newly created strategy which outlines the Council’s priorities for employee wellbeing over the 2025 - 2029 period and how the Council will approach achieving them.

We would like you to confirm your understanding and welcome any feedback.