Haringey Council has significantly reduced its reliance on agency workers, achieving a 24.5% cost saving, according to the People Report for March 2025. This reduction is attributed to the work of managers across the Council, as well as an increase in permanent staff recruitment, including the bringing in-house of leisure services. The council remains committed to minimizing agency worker engagement, while recognizing their role in addressing short-term staffing gaps and workload fluctuations.

The General Purposes Committee heard on Tuesday, 1st July 2025, that the number of agency workers decreased by 15 compared to December 2024. This reduction reflects a 25.3% decrease in agency worker usage compared to the previous financial year (2024/25). According to the minutes from the previous meeting on April 3, 2025, the number of agency workers had decreased across all directorates, with Digital Services and Properties Services having the most interim and consultant staff within its cohort.

The People Report, which combines key workforce data and analysis, was presented to the committee for review. It highlighted that while the workforce has grown by 2.5% since December 2024, the council's pay bill has increased by 2.4%. The council engaged 60 'off payroll' workers earning a daily rate above £500, a headcount reduction of 3 since December 2024.

Other key points from the report included that over the past year, 55% of new starters were under the age of 40, a 1% increase from the previous year. While long-term sickness rates have declined, a slight rise in the average number of sickness days has led to a 4.5% increase in sickness-related costs. The total number of apprenticeships across the council remains at 128.

The General Purposes Committee also discussed proposed changes to HR policies, including those related to acting up, honorariums, secondments, parental leave, and the introduction of a new policy on the prevention of sexual harassment at work. The committee will also be asked to agree the minutes of the previous meeting held on 3 April 2025.

Specifically, the proposed changes to HR policies include:

  • Acting Up, Honorarium and Secondment Policy:
    • Reducing the maximum length of acting up arrangements from 24 months to 12 months, and honorarium arrangements from 12 months to 6 months, unless there are exceptional circumstances.
    • Updating the policy to provide clearer guidance on incremental progression for employees who are temporarily acting in a higher role or receiving an honorarium payment.
    • The length of time an employee can commence a further secondment upon returning to their substantive post has reduced from twelve months to six months.
  • Parental Leave Policy: Revisions are proposed to extend pay and leave provisions for employees who become a special guardian or kinship carer, giving them the same provisions as those adopting a child. For those with over 1 year's continuous service, this would mean 14 weeks full pay or 8 weeks full pay and 12 weeks half pay.

The new Prevention of Sexual Harassment at Work Policy aims to foster a safe, inclusive, and respectful workplace environment. The policy reinforces the council's commitment to protecting all employees from inappropriate behaviour and ensures that concerns are handled fairly and effectively. The policy references the Equality Act 2010 and the Worker Protection Act, which places a legal duty on employers to take reasonable steps to prevent sexual harassment.

The policy outlines reporting procedures, both informal and formal, and support for those who have made a complaint and those who have been accused. It also emphasizes confidentiality. Preventative measures include making it clear that sexual harassment will not be tolerated, encouraging employees to report incidents, including discussions about sexual harassment in risk assessments, and offering relevant training.