Basingstoke & Dean Borough Council
Councillors:
53
Wards:
18
Committees:
23
Meetings (2026):
63
Meetings (2025):
75
Meeting
Human Resources Committee - Basingstoke & Dean
Meeting Times
Scheduled Time
Start:
Monday, 6th October 2025
6:30 PM
Monday, 6th October 2025
6:30 PM
End:
Monday, 6th October 2025
9:30 PM
Monday, 6th October 2025
9:30 PM
Meeting Status
Status:
Confirmed
Confirmed
Date:
06 Oct 2025
06 Oct 2025
Location:
Council Chamber - Deanes
Council Chamber - Deanes
Webcast:
Available
Available
Meeting Attendees
Council Staff
Head of Human Resources and Organisational Development
Sarah Cragg
Expected
Committee Member
Chair of Development Control Committee
Committee Member
Deputy Leader of the Labour Group and Chair of the Environment and Infrastructure Committee
Chair
Chair of the Human Resources Committee
Committee Member
Chair of the Licensing Committee
Committee Member
Reserve
Leader
Reserve
Leader of the Conservative Group
Agenda
1
Apologies for absence and substitutions
Minutes
Councillor Durrant sent his apologies.
2
Declarations of interest
Minutes
There were no declarations of interest.
3
Appointment of Vice-Chair
To appoint a Vice-Chair to the Human Resources Committee for the 2025/26 municipal year.
Minutes
Councillor Jenkin was appointed Vice-Chair for the 2025/26 municipal year.
4
Urgent matters
To consider any items of business, other than those shown on this agenda and which, by reason of special circumstances to be stated at the meeting, in the opinion of the Chairman, should be considered at the meeting as a matter of urgency.
Minutes
There were no urgent matters.
5
Minutes of the meeting held on the 3rd March 2025
The Chair will move that the minutes of the meeting be signed as a correct record.
The only part of the minutes that can be discussed is their accuracy.
The only part of the minutes that can be discussed is their accuracy.
Attachments:
- Document Minutes of the meeting held on the 3rd March 2025 25 Sep 2025
Minutes
The Chair confirmed that the minutes of the meeting held on the held on the 3rd March 2025 were confirmed by the Committee as a correct record.
6
Appointment to the Joint Consultative Committee
The Human Resources Committee to appoint three councillors to attend the JCC, plus the Chairman and the Portfolio Holder will also attend.
Minutes
The Committee appointed Councillor Johnstone, Councillor Jenkin with the Chairman and the Portfolio Holder to the Joint Consultative Committee (JCC) for the municipal year 25/26.
The Chair advised that she would contact Councillor Durrant to ask if he would like to continue to be a member of the JCC.
The Chair advised that she would contact Councillor Durrant to ask if he would like to continue to be a member of the JCC.
7
Annual Review of Health and Safety for 2024/2025
This report provides an annual review of occupational safety and health for 2024/2025 and indicates the key proposed areas of focus for the annual health and safety action plan for 2025/2026.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Annual Review of Health and Safety for 2024-2025 25 Sep 2025
Minutes
The Head of Human Resources and Organisational Development advised that the overall number of incidents/accidents reported during 2024/2025 was 67 not (94) as stated in the report. The breakdown of the figures was as follows: -
46 in Parks and Streetscene 18 from the other teams across the council 3 related specifically to volunteers.
She confirmed that she would circulate the updated figures to the committee after the meeting.
The Corporate Health and Safety Advisor introduced the report which provided an annual review of occupational safety and health for 2024/2025 and indicated the key proposed areas of focus for the annual health and safety action plan for 2025/2026.
The committee debated the report and asked questions which established:
Staff were actively encouraged to report accidents through the annual health and safety staff briefing, corporate induction and line managers.
The Health, Safety and Wellbeing Policy was currently being reviewed, and the updated version would be sent to UNISON for their comments before the end of the year.
It was requested that future reports include examples of an injury and the remedial action taken to prevent the accident reoccurring.
RESOLVED: That the committee notes the report subject to the amended incidents/accidents figures.
46 in Parks and Streetscene 18 from the other teams across the council 3 related specifically to volunteers.
She confirmed that she would circulate the updated figures to the committee after the meeting.
The Corporate Health and Safety Advisor introduced the report which provided an annual review of occupational safety and health for 2024/2025 and indicated the key proposed areas of focus for the annual health and safety action plan for 2025/2026.
The committee debated the report and asked questions which established:
Staff were actively encouraged to report accidents through the annual health and safety staff briefing, corporate induction and line managers.
The Health, Safety and Wellbeing Policy was currently being reviewed, and the updated version would be sent to UNISON for their comments before the end of the year.
It was requested that future reports include examples of an injury and the remedial action taken to prevent the accident reoccurring.
RESOLVED: That the committee notes the report subject to the amended incidents/accidents figures.
8
Updated Human Resources Policy
The Purpose of the report is to review and approve the updated Bullying and Harassment Policy and Procedure.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Updated Human Resources Policy 25 Sep 2025
- Document Appendix One- Bullying and Harassment Policy and Procedure- tracked 25 Sep 2025
- Document Appendix Two- Bullying and Harassment Policy and Procedure- clean copy 25 Sep 2025
Minutes
The Human Resources (HR) Manager introduced the report and advised that
Constitutionally, the HR Committee was responsible for the approval of a set of policies that had a significant impact on staff and/or on costs to the council.
The Bullying and Harassment Policy and Procedure had minor revisions which were outlined within the report.
The proposed revisions to the policy had been shared with the local representatives of the council’s recognised trade union, UNISON for comment.
She advised that two other policies were originally scheduled for review in October 2025, the Sickness Absence Policy and Procedure and the Staff Code of Conduct. However, those policies were going to have a major review with significant changes and as such further work and engagement was required before they could be presented to the HR Committee for approval.
The committee debated the report, made comments and asked questions which established:
The Sickness Absence Policy was currently being updated, and the aim was to present it to the Committee prior to March 2026.
The update policy was shared with the Senior Leadership Team and UNISON for comments.
Once the policy was approved by the Committee it would be sent to all staff via the Monday mailer with the revisions visible for clarity.
As part of the process UNISON had been consulted to review and comment on the policy and supported the revisions.
RESOLVED that: The committee approves the Bullying and Harassment Policy and Procedure.
Constitutionally, the HR Committee was responsible for the approval of a set of policies that had a significant impact on staff and/or on costs to the council.
The Bullying and Harassment Policy and Procedure had minor revisions which were outlined within the report.
The proposed revisions to the policy had been shared with the local representatives of the council’s recognised trade union, UNISON for comment.
She advised that two other policies were originally scheduled for review in October 2025, the Sickness Absence Policy and Procedure and the Staff Code of Conduct. However, those policies were going to have a major review with significant changes and as such further work and engagement was required before they could be presented to the HR Committee for approval.
The committee debated the report, made comments and asked questions which established:
The Sickness Absence Policy was currently being updated, and the aim was to present it to the Committee prior to March 2026.
The update policy was shared with the Senior Leadership Team and UNISON for comments.
Once the policy was approved by the Committee it would be sent to all staff via the Monday mailer with the revisions visible for clarity.
As part of the process UNISON had been consulted to review and comment on the policy and supported the revisions.
RESOLVED that: The committee approves the Bullying and Harassment Policy and Procedure.
9
HR Operations and Workforce Information Update
This report sets out key people indicators and management information to the end of 2024/2025 as well as Q1 (April – June 2025) and makes comparisons with previous years’ performance where applicable.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document HR Operations and Workforce Information 25 Sep 2025
Minutes
The Head of Human Resources and Organisational Development introduced the report which set out key people indicators and management information to the end of 2024/2025 as well as Q1 (April – June 2025) and made comparisons with previous years’ performance where applicable.
Overall, the picture emerging from the workforce information was positive. The council had a relatively stable workforce and was achieving against the majority of the key performance indicators.
The sickness absence target had been revised from 6.5 to 7.8 days annually effective from 1 April 2025. The change reflected the national increase in sickness absence over the past decade, while the council’s target had remained unchanged for at least six years. There was a continued focus on sickness absence in both prevention and response for example the delivery of absence management training for line managers and promoting staff wellbeing covering both mental and physical health.
The council remained committed to improving skills and providing training and work had commenced on the reviewing and redesigning of the appraisal process, with the council’s values set to play a central role in shaping the new approach.
A newly designed recruitment website hosted on the council’s job website launched at the end of June.
As requested previously and update on the Local Government Reorganisation (LGR) had now been included within the report.
The committee debated the report, made comments and asked questions which established:
The voluntarily resigned table 4.5 of the report advised that the Environment and Community Services had a higher figure of 22 compared to the other service areas. However, the percentage was low due to the average headcount of 267.
It was requested that the proportion of all leavers by grade table 4.7 of the report include the number of staff in each grade in future reports.
Pleased that UNISON had been provided with feedback on the LGR.
RESOLVED: That the Committee notes the report.
Overall, the picture emerging from the workforce information was positive. The council had a relatively stable workforce and was achieving against the majority of the key performance indicators.
The sickness absence target had been revised from 6.5 to 7.8 days annually effective from 1 April 2025. The change reflected the national increase in sickness absence over the past decade, while the council’s target had remained unchanged for at least six years. There was a continued focus on sickness absence in both prevention and response for example the delivery of absence management training for line managers and promoting staff wellbeing covering both mental and physical health.
The council remained committed to improving skills and providing training and work had commenced on the reviewing and redesigning of the appraisal process, with the council’s values set to play a central role in shaping the new approach.
A newly designed recruitment website hosted on the council’s job website launched at the end of June.
As requested previously and update on the Local Government Reorganisation (LGR) had now been included within the report.
The committee debated the report, made comments and asked questions which established:
The voluntarily resigned table 4.5 of the report advised that the Environment and Community Services had a higher figure of 22 compared to the other service areas. However, the percentage was low due to the average headcount of 267.
It was requested that the proportion of all leavers by grade table 4.7 of the report include the number of staff in each grade in future reports.
Pleased that UNISON had been provided with feedback on the LGR.
RESOLVED: That the Committee notes the report.
10
Pay and Benefits Review Update
This report provides a final update on the council’s pay and benefits review. It details the changes since the previous HR Committee on 3 March 2025 when the progress of the second phase of the review was discussed.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Pay and Benefits Review 25 Sep 2025
Minutes
The HR Manager introduced the report which provided a final update on the council’s pay and benefits review. It detailed the changes since the previous HR Committee on 3 March 2025 when the progress of the second phase of the review was discussed.
Consultation on the proposals within scope of phase two of the review was undertaken from 24 April to 30 May 2025, with responses to this considered by the project sponsor. The final outcome was shared with employees in June 2025 and was implemented from 1 August 2025.
The final part of the second phase of the pay and benefits review was a contractual review of key staff benefits providers.
HR were working with the Procurement team to ensure that the council was able to provide competitive benefits at the best price and to leverage commercial frameworks already in place.
The work was ongoing and was anticipated to be completed by the end of the 2025/26 financial year.
The committee debated the report, made comments and asked questions which established:
· Pleased that the apprentice pay had been increased.
· Confirmed that the increased pay had contributed to attracting a larger volume of applicants to a recent advertised apprenticeship role.
RESOLVED: That the Committee
1) Notes the report on the progress of phase two of the pay and benefits review.
2) Notes that this will be the last report on the pay and benefits review to come to the Committee.
Consultation on the proposals within scope of phase two of the review was undertaken from 24 April to 30 May 2025, with responses to this considered by the project sponsor. The final outcome was shared with employees in June 2025 and was implemented from 1 August 2025.
The final part of the second phase of the pay and benefits review was a contractual review of key staff benefits providers.
HR were working with the Procurement team to ensure that the council was able to provide competitive benefits at the best price and to leverage commercial frameworks already in place.
The work was ongoing and was anticipated to be completed by the end of the 2025/26 financial year.
The committee debated the report, made comments and asked questions which established:
· Pleased that the apprentice pay had been increased.
· Confirmed that the increased pay had contributed to attracting a larger volume of applicants to a recent advertised apprenticeship role.
RESOLVED: That the Committee
1) Notes the report on the progress of phase two of the pay and benefits review.
2) Notes that this will be the last report on the pay and benefits review to come to the Committee.
11
Employment Termination Costs 2024/2025
This annual statement provides information to the committee about the cost of redundancies, early retirements and settlement agreements (previously known as compromise agreements) that have been paid during the last complete financial year.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Termination Costs Report 25 Sep 2025
Minutes
The Head of Human Resources and Organisational Development introduced the report which provided information to the committee about the cost of redundancies, early retirements and settlement agreements (previously known as compromise agreements) that have been paid during the last complete financial year.
The council paid termination costs totalling £211,342.98 in 2024/2025. This compared with a total of £101,537.71 in 2023/2024.
The total of £211,342.98 comprised of £0 in redundancy costs, £89,675.92 related to pay in lieu of notice (PILON) payments, £0 related to early retirement costs and £121,667.06 related to termination payments.
All the payments referred to in the report were made in accordance with the council’s Pay Policy Statement, constitution and financial regulations.
She advised that when termination payments were made under settlement agreements, they were the result of a negotiation process which sought to balance the need to compensate individuals for loss of office, whilst protecting the council from future claims.
The committee debated the report, made comments and asked questions which established:
It was clarified that although there was a significant increase from 2023/24, the amounts fluctuated yearly and could be significant depending on the individual’s circumstance.
Requested future reports provide additional historical payments to provide context to the previous year’s figures.
It was confirmed that there was not a standard approach for employees above a certain grade to receive a set payment when they leave. Payments made were on an individual basis considering the merits of the circumstance around that individual.
Confirmed that if the total payment made to an individual was £100,000 and above it would need to be approved by Full Council.
Members expressed their disappointment that the termination figure had increased significantly from 2023/24.
RESOLVED: That the Committee notes the report on termination payments made during 2024/2025.
The council paid termination costs totalling £211,342.98 in 2024/2025. This compared with a total of £101,537.71 in 2023/2024.
The total of £211,342.98 comprised of £0 in redundancy costs, £89,675.92 related to pay in lieu of notice (PILON) payments, £0 related to early retirement costs and £121,667.06 related to termination payments.
All the payments referred to in the report were made in accordance with the council’s Pay Policy Statement, constitution and financial regulations.
She advised that when termination payments were made under settlement agreements, they were the result of a negotiation process which sought to balance the need to compensate individuals for loss of office, whilst protecting the council from future claims.
The committee debated the report, made comments and asked questions which established:
It was clarified that although there was a significant increase from 2023/24, the amounts fluctuated yearly and could be significant depending on the individual’s circumstance.
Requested future reports provide additional historical payments to provide context to the previous year’s figures.
It was confirmed that there was not a standard approach for employees above a certain grade to receive a set payment when they leave. Payments made were on an individual basis considering the merits of the circumstance around that individual.
Confirmed that if the total payment made to an individual was £100,000 and above it would need to be approved by Full Council.
Members expressed their disappointment that the termination figure had increased significantly from 2023/24.
RESOLVED: That the Committee notes the report on termination payments made during 2024/2025.
12
Review of the Work Programme
The committee is asked to note and review its Work Programme.
Attachments:
- Document Work Programme 25 Sep 2025
Minutes
The Head of Human Resources (HR) Communications and Organisational Development confirmed the work programme and advised that the Sickness Absence Policy and Procedure and the Staff Code of Conduct Policy were currently being updated and would be included on the agenda at the next Committee meeting.
13
Exclusion of press and public
To consider whether, in view of the nature of the remaining items on the agenda, any of them are likely to involve the disclosure of exempt or confidential information within the terms of [] Schedule 12A of the Local Government Act 1972
14
Confidential/exempt items for information
Previous Meetings
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