Agenda item

(A report by James Gilbert, Assistant Director – Corporate)

The Committee received a detailed report from the Head of HR and Organisational Development on the second phase of proposals to align workforce terms and conditions across the South & East Lincolnshire Councils Partnership. Members considered the report and the associated appendices (Appendices A–C), comprising the SELCP Vehicle Purchase Assistance Policy, the SELCP Redundancy and Redeployment Policy extract, and the updated Annual Leave Appendix within the Time Off Policy. Members were informed that the long?term programme of work had been initiated to ensure fairness, consistency and operational coherence across all three partner councils, recognising that many services now operate on a shared basis with officers working across multiple authorities.

Phase 1 of the alignment process had already addressed several major contractual differences, particularly in areas affecting large staff groups. Phase 2 brought forward the remaining nine areas requiring harmonisation which included overtime arrangements, car loan schemes, notice periods, redundancy terms, pay protection, mobility clauses and annual leave provisions, several of which differed significantly between the partner councils due to historic local policies.

Members were advised that the proposals had been assessed against multiple criteria, including financial implications, fairness, operational resilience, HR best practice and alignment with legal requirements. Each proposed revision had been reviewed through the Senior Leadership Team, relevant Portfolio Holders and the Partnership Stakeholder Board before being presented to Overview and Scrutiny for comment.

The Head of HR confirmed that, should Full Council approve the recommendations, the changes would be subject to consultation with staff and recognised Trade Unions.

Members were reminded that the proposals set out in the report aimed to move all staff to the “best of” position wherever feasible. Where Boston Borough Council already offered the most favourable terms, no change was proposed. Where East Lindsey or South Holland had the more favourable provision, the proposal was to align Boston staff to that standard. The Head of HR highlighted that the approach sought to ensure equality whilst maintaining affordability and organisational stability.

A discussion on the proposals took place, reflecting the significance of contractual terms both for staff wellbeing and operational delivery.

Members asked for clarification on the consultation process with Trade Unions and staff, particularly whether any areas might return to Council if significant objections were raised. The Head of HR confirmed that consultation feedback would be carefully reviewed and that, if proposals required amendment, especially where financial impact or statutory provisions were affected, the matter would return through the appropriate governance route before final adoption.

Concerns were raised regarding the mobility clause, especially as some officers had caring responsibilities, disabilities, or restricted access to transport. Members asked what protections would be available should staff be required to work at alternative locations.

The Head of HR explained that the mobility clause had been standardised across the Partnership for new employees for some time, reflecting the modern working arrangements of a shared service structure. For existing staff with older contracts, the proposal aimed to align the wording for consistency. However, it was emphasised that the clause would always be applied reasonably and in accordance with HR policies, considering individual circumstances. Hybrid and agile working practices further reduced the likelihood of significant disruption caused by location changes.

Members then discussed notice periods, particularly the proposal to increase employer and employee notice for senior roles. The impact on business continuity and organisational resilience was explored. Officers advised that aligning notice periods with sector norms would support better succession planning and service continuity, ensuring that services were not left vulnerable during periods of recruitment.

Members examined the proposed revisions to overtime rates, annual leave, and the car loan scheme, noting that most changes aligned Boston staff to the most favourable provision currently offered elsewhere in the Partnership. Clarification was provided that no Boston officer would be placed on less favourable terms as a result of the proposals.

The importance of maintaining a fair and attractive employment offer to support recruitment and retention in key service areas was acknowledged.

Questions were asked regarding staff speculation on the creation of a new authority. The Head of HR explained that any future Local Government Reorganisation (LGR) would be subject to statutory TUPE protections, meaning that new contractual terms introduced through this alignment would transfer with staff into any successor organisation. Although a future authority could seek to review policies after transition, it could not diminish individual contractual entitlements without lawful process.

In response to a query about whether staff would receive new written contracts, the Head of HR confirmed that issuing revised contracts was the most transparent and legally robust approach. Given the scale of historical variations and legacy amendments held by long?serving staff, a consolidated contract would provide clarity, reduce confusion and ensure that all officers were working under a consistent and up?to?date document.

Members noted that the proposals represented a positive step towards organisational coherence and would support the continued development of integrated services across the Partnership. The Chairman thanked officers for the clarity of the report and for addressing Members’ questions.

Resolved:

That the Committee noted the report on Phase 2 of the alignment of workforce terms and conditions across the South & East Lincolnshire Councils Partnership, including the associated appendices, and agreed that the comments made during discussion be submitted to Full Council to inform its consideration of the proposals.

[The Head of HR and Organisational Development PSPS and the HR Projects and Transformation Manager left the meeting at 7.49pm, following consideration of the above item.]