Basingstoke & Dean Borough Council
Councillors:
54
Wards:
18
Committees:
23
Meetings (2026):
68
Meetings (2025):
75
Meeting
Human Resources Committee - Basingstoke & Dean
Meeting Times
Scheduled Time
Start:
Monday, 2nd March 2026
6:30 PM
Monday, 2nd March 2026
6:30 PM
End:
Monday, 2nd March 2026
9:30 PM
Monday, 2nd March 2026
9:30 PM
Meeting Status
Status:
Confirmed
Confirmed
Date:
02 Mar 2026
02 Mar 2026
Location:
Council Chamber - Deanes
Council Chamber - Deanes
Webcast:
Available
Available
Meeting Attendees
Reserve
Vice-Chair of the Audit and Accounts Committee
Reserve
Leader of the Conservative Group
Council Staff
Head of Human Resources and Organisational Development
Sarah Cragg
Expected
Committee Member
Chair of Development Control Committee
Reserve
Leader
Committee Member
Deputy Leader of the Labour Group and Chair of the Environment and Infrastructure Committee
Chair
Chair of the Human Resources Committee
Vice-Chair
Vice-Chair of the Licensing Committee
Committee Member
Councillor Hannah Golding
Present, as expected
Committee Member
Chair of the Licensing Committee
Councillor Tony Jones
Present, as expected
Committee Member
Councillor Samir Kotecha
Present, as expected
Reserve
Councillor Alex Lee
Not required
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
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.
4
Minutes of the meeting held on the 6th October 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.
Attachments:
- Document Minutes of the meeting held on the 6th October 2025 19 Feb 2026
Minutes
The Chair confirmed that the minutes of the meeting held on the 6th October 2025 were confirmed by the Committee as a correct record.
5
Appointment to the Joint Consultative Committee (JCC)
Councillor Durrant has confirmed he would like to be re-appointed to the JCC.
Together with the confirmed membership of Councillor Johnstone, Councillor Jenkin, the Chairman and the Portfolio Holder for the municipal year 25/26.
Together with the confirmed membership of Councillor Johnstone, Councillor Jenkin, the Chairman and the Portfolio Holder for the municipal year 25/26.
Minutes
The Committee appointed Councillor Durrant to the Joint Consultative Committee (JCC) for the municipal year 25/26.
6
Pay Policy Statement 2026/2027
This report sets out the council’s pay policy statement for 2026/2027.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Pay Policy Statement 2026-2027 Report 19 Feb 2026
- Document Pay Policy Statement 2026-27 Appendix One 19 Feb 2026
Minutes
The Head of Human Resources and Organisational Development introduced the report which proposed the pay policy statement for 2026/2027 for the HR Committee to recommend to the Council. It was based on the statement for 2025/2026.
Any national pay award offer for 2026/2027 had not been determined. Annual pay awards for all employees would be agreed by the Human Resources Committee having regard to any agreement reached by the relevant national negotiating bodies.
The Head of Human Resources and Organisational Development had delegated authority to make amendments to the pay policy statement as a result of any national pay awards which the council was contractually bound to agree.
The Committee discussed the report and referred to section 9.5 of the Pay Policy Statement 2026/27 professional fees. It was confirmed that if an employee required a professional qualification for their specific role than the professional fees would be paid by the Council. However, if the qualification wasn’t essential for the role moving forward then they would not continue to pay the fees.
RESOLVED: That The Committee notes the report.
Any national pay award offer for 2026/2027 had not been determined. Annual pay awards for all employees would be agreed by the Human Resources Committee having regard to any agreement reached by the relevant national negotiating bodies.
The Head of Human Resources and Organisational Development had delegated authority to make amendments to the pay policy statement as a result of any national pay awards which the council was contractually bound to agree.
The Committee discussed the report and referred to section 9.5 of the Pay Policy Statement 2026/27 professional fees. It was confirmed that if an employee required a professional qualification for their specific role than the professional fees would be paid by the Council. However, if the qualification wasn’t essential for the role moving forward then they would not continue to pay the fees.
RESOLVED: That The Committee notes the report.
7
Gender Pay Gap Report
This report updates the Committee on the council’s Gender Pay Gap and details how the council will fulfil its statutory obligation to report this information.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Gender Pay Gap Report 19 Feb 2026
Minutes
The HR Manager explained that it was a requirement for Basingstoke and Deane Borough Council (BDBC) to publish information relating to the relative pay gap between male and female employees within The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
Overall, therefore the council was in a good position comparing favourably with the gender pay gap of other organisations. This reflected the council’s aspiration to be a fair and inclusive employer, making best use of its talent regardless of gender.
The Committee discussed the report, and it was clarified that there was a typo in section 4.5 of the report “Men made up 20% of employees in the lower quartile.” The figure should read 82% consistent with the table at 4.7.
RESOLVED: That the Committee notes the report.
Overall, therefore the council was in a good position comparing favourably with the gender pay gap of other organisations. This reflected the council’s aspiration to be a fair and inclusive employer, making best use of its talent regardless of gender.
The Committee discussed the report, and it was clarified that there was a typo in section 4.5 of the report “Men made up 20% of employees in the lower quartile.” The figure should read 82% consistent with the table at 4.7.
RESOLVED: That the Committee notes the report.
8
Updated Human Resources Policies
The HR Committee are requested to review and approve the updates to two policies, Disciplinary Policy and Procedure and the Sickness Absence Policy and Procedure.
HR Committee is to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wishes to amend the delegations for any certain policies.
Contact Officer: Sarah Cragg
HR Committee is to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wishes to amend the delegations for any certain policies.
Contact Officer: Sarah Cragg
Attachments:
- Document Updated Human Resources Policies Report 19 Feb 2026
- Document Appendix One - Disciplinary Policy and Procedure 19 Feb 2026
- Document Appendix Two - Sickness Absence Policy and Procedure 19 Feb 2026
- Document Appendix Three- List of Employment Policies 19 Feb 2026
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 Disciplinary Policy and Procedure had been updated with minor revisions, and the Sickness Absence Policy had been comprehensively revised. The report outlined both policies and the changes made.
The Statutory Officer Disciplinary Policy and Procedure was scheduled for the March Committee but there were currently no changes proposed. The policy was previously approved by the HR Committee in February 2024.
The HR Committee were constitutionally required to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wished to amend the delegations for any certain policies.
RESOLVED that: The committee:
1. Approve the Disciplinary Policy and Procedure and the Sickness Absence Policy.
2. The delegations to Officers for employment policies remain unchanged.
The Disciplinary Policy and Procedure had been updated with minor revisions, and the Sickness Absence Policy had been comprehensively revised. The report outlined both policies and the changes made.
The Statutory Officer Disciplinary Policy and Procedure was scheduled for the March Committee but there were currently no changes proposed. The policy was previously approved by the HR Committee in February 2024.
The HR Committee were constitutionally required to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wished to amend the delegations for any certain policies.
RESOLVED that: The committee:
1. Approve the Disciplinary Policy and Procedure and the Sickness Absence Policy.
2. The delegations to Officers for employment policies remain unchanged.
9
HR Operations and Workforce Information Update
This report sets out key people indicators and management information to the end of the third quarter of 2025/2026 and makes comparisons with previous years’ performance where applicable.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document HR Operations and Workforce Information Update Report 19 Feb 2026
Minutes
The HR Manager introduced the report sets out key people indicators and management information to the end of the third quarter of 2025/2026 and makes comparisons with previous years’ performance where applicable. She advised the headcount and full-time equivalent had increased during the first three quarters of 2025/26.
The number of staff that had left the organisation in the first three quarters of 2025/26 (6.29%) had reduced by 0.59% compared with the same period (01 April – 31 December) 2024/25 (6.88%). The voluntary resignation rate also decreased by 1.78% when compared with the same period in 2024/25. Of the 41 leavers so far in 2025/2026, 11 completed an exit questionnaire (26.83%).
The average days lost in quarters one to three of 2025/26 was 6.12 which is currently above the pro-rata target of 5.85. The top reasons cited for sickness absence during the first three quarters of 2025/2026 were: Anxiety / Stress / Depression / other Psychiatric illnesses.
The Council promoted a variety of health-based initiatives which was organised by the Wellbeing Group. This was made up of staff from across the Council and chaired by the HR team. The purpose of the Wellbeing Group was to assist in the delivery of the Council’s Wellbeing Strategy by promoting a safe and healthy work environment.
The council remained committed to improving skills and providing training, education, and work-based experience through apprenticeships. There were five apprentices in post currently, and ten staff members who are undertaking training via an up-skill apprenticeship qualification. We are also currently exploring Level 3 and Level 5 management apprenticeships.
The Chair invited public speaker Lucy Wain to address the committee with her comments which included.
Concern that there was no agenda item on the council’s data protection approach following a significant data breach on a member of the public by the council during the Down Grange Campaign.
Queried that only 78% staff completed the mandatory GDPR training in 2025 and 71% in 2024. Councillor training was once every 3 years and within that period not all members had completed the training which included some cabinet members.
Disagreed that the elected members GDPR training could not be compulsory.
Asked what measures the council would put in place to ensure that a breach of the publics data would not happen again.
The Head of Human Resources and Organisational Development responded and advised that the HR Committee covered employee training but not councillors. Therefore, she would discuss the question raised with colleagues in the information governance team and provide a written response.
The committee debated the report and asked questions which established:
· Training compliance for staff would be in the remit for the HR Committee.
· Confirmed GDPR training was available to all councillors yearly.
· Questions on member development should be directed to Democratic Services as it was outside the scope of the HR Committee.
· Officers’ completion rate on mandatory training would be provided to the Committee and be included in future reports.
· Managers would be undertaking training in the next couple of weeks on managing mental health in the workplace.
· MIND template for the wellness plan was used at the council as a supportive tool.
RESOLVED: That the Committee notes the report.
The number of staff that had left the organisation in the first three quarters of 2025/26 (6.29%) had reduced by 0.59% compared with the same period (01 April – 31 December) 2024/25 (6.88%). The voluntary resignation rate also decreased by 1.78% when compared with the same period in 2024/25. Of the 41 leavers so far in 2025/2026, 11 completed an exit questionnaire (26.83%).
The average days lost in quarters one to three of 2025/26 was 6.12 which is currently above the pro-rata target of 5.85. The top reasons cited for sickness absence during the first three quarters of 2025/2026 were: Anxiety / Stress / Depression / other Psychiatric illnesses.
The Council promoted a variety of health-based initiatives which was organised by the Wellbeing Group. This was made up of staff from across the Council and chaired by the HR team. The purpose of the Wellbeing Group was to assist in the delivery of the Council’s Wellbeing Strategy by promoting a safe and healthy work environment.
The council remained committed to improving skills and providing training, education, and work-based experience through apprenticeships. There were five apprentices in post currently, and ten staff members who are undertaking training via an up-skill apprenticeship qualification. We are also currently exploring Level 3 and Level 5 management apprenticeships.
The Chair invited public speaker Lucy Wain to address the committee with her comments which included.
Concern that there was no agenda item on the council’s data protection approach following a significant data breach on a member of the public by the council during the Down Grange Campaign.
Queried that only 78% staff completed the mandatory GDPR training in 2025 and 71% in 2024. Councillor training was once every 3 years and within that period not all members had completed the training which included some cabinet members.
Disagreed that the elected members GDPR training could not be compulsory.
Asked what measures the council would put in place to ensure that a breach of the publics data would not happen again.
The Head of Human Resources and Organisational Development responded and advised that the HR Committee covered employee training but not councillors. Therefore, she would discuss the question raised with colleagues in the information governance team and provide a written response.
The committee debated the report and asked questions which established:
· Training compliance for staff would be in the remit for the HR Committee.
· Confirmed GDPR training was available to all councillors yearly.
· Questions on member development should be directed to Democratic Services as it was outside the scope of the HR Committee.
· Officers’ completion rate on mandatory training would be provided to the Committee and be included in future reports.
· Managers would be undertaking training in the next couple of weeks on managing mental health in the workplace.
· MIND template for the wellness plan was used at the council as a supportive tool.
RESOLVED: That the Committee notes the report.
10
Review of the Work Programme
The committee is asked to note and review its Work Programme.
Attachments:
- Document Work Programme 19 Feb 2026
Minutes
The Head of Human Resources (HR) Communications and Organisational Development confirmed the work programme which the Committee noted.
Previous Meetings
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