Wandsworth Council is grappling with high absence rates, with mental health concerns identified as the leading cause of long-term and overall employee absences. Exit interviews suggest that career development opportunities and a positive work culture are key factors in retaining talent.
Data presented at the Richmond and Wandsworth Joint Staffing Committee meeting on Thursday, 10 July 2025, revealed that over 25% of all absences are related to mental health issues. The Workforce Indicators and Trends Report showed that while overall sickness absence rates have remained stable at 8.0 days, mental health continues to be a significant driver of lost work time. While multiple categories are used to track mental health-related absences, the specific conditions are not detailed in the report.
The council's absence levels have historically been slightly above the average levels recorded across London but have now aligned.
The Workforce Indicators and Trends Report also highlighted other key workforce trends:
- Employee Age: Over one quarter of employees are aged 55 to 64 (27%).
- Employee Retention: A relatively high proportion of employees are leaving with less than two years' service (37%), emphasizing the importance of attracting and retaining talent, succession planning, and career progression, as well as the need for workforce planning.
- Turnover: The voluntary resignation rate exceeds the London median by 4.8%. The specific reasons are not detailed in the report.
These trends underscore the importance of attracting and retaining talent, succession planning, and career progression, as well as the need for workforce planning. A proposed People Strategy is expected for review by the end of the year.
In related news, the committee also received updates on the Decision-Making Accountability (DMA) Rollout Project, and the Wandsworth Skills Offer and Apprenticeships Delivery Update. The DMA Rollout Project aims to create efficient and effective structures, improve governance, implement financial savings and efficiencies, and minimize overlapping management. The LGA suggests potential benefits of implementing the DMA model, including: Clarity, Empowerment, Talent ('Headroom and elbow room' with space to learn and grow, Clearer development pathways), and Efficiency. The Wandsworth Skills Offer and Apprenticeships Delivery Update aims to improve opportunities for residents by widening access to skills and career development, including apprenticeships. The Councils will lead by using its people development strategies and recruitment plans to support local talent. Both initiatives could positively impact employee wellbeing and retention by providing clearer roles, development opportunities, and a more efficient work environment.