Haringey's workforce has grown by 2.5% since December 2024, leading to a corresponding 2.4% increase in the council's pay bill, according to the People Report for March 2025. The 2.4% increase equates to £287,377 monthly, or £3,448,527 annualised, bringing the total annualised cost base pay to £149,913,204. The report was presented at the General Purposes Committee meeting on 1 July 2025.

The People Report combines key workforce data and analysis including headcount, the cost of both the permanent workforce and off payroll arrangements, starters/leavers, sickness absence and apprentices.

The number of agency workers has decreased by 15 since December 2024. The council has reduced agency worker usage by 25.3% compared to the previous financial year (2024/25), achieving a total cost saving of 24.5%. This reduction is attributed to the work of managers across the Council, who are committed to minimising agency worker engagement while recognising their role in addressing short-term staffing gaps, workload fluctuations and ongoing recruitment processes. This approach ensures the continued delivery of critical services to residents.

The council engaged 60 'off payroll' workers earning a daily rate above £500, a headcount reduction of 3 since December 2024. Over the past rolling year, 55% of new starters were under the age of 40, a 1% increase from the previous rolling year.

While the long-term sickness rate has declined over the past rolling year, a slight rise in the average number of sickness days and the short-term sickness rate has led to a 4.5% increase in sickness-related costs. Sickness rates were generally higher in frontline work and lower in back-office staff. Strategic HR and OD Business Partners continue to work closely with Corporate Directors and Directors to tackle sickness rates across the Council.

The total number of apprenticeships across the council remains at 128, with the top three directorates continuing to be Placemaking & Housing, Adults, Health & Communities and Children's Services.

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 proposed changes to the HR policies regarding acting up, honorariums, and secondments include:

  • 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.
  • Reducing the length of time an employee can commence a further secondment upon returning to their substantive post from twelve months to six months.

The rationale for these changes is to ensure the policies are in line with ACAS best practice, any legal/ statutory requirements and the Council's local requirements, to improve the management of employee relations cases, and to simplify the policies for all managers and employees. The change to policies is to make the management of people more effective.

The new Prevention of Sexual Harassment at Work Policy Final aims to foster a safe, inclusive, and respectful workplace environment. It 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. Examples of preventative measures include:

  • making it clear that sexual harassment will not be tolerated
  • encouraging employees to report any incidents of sexual harassment
  • encouraging employees to report situations where they felt at risk
  • including discussions about sexual harassment when undertaking risk assessments, especially for lone working or resident-facing duties
  • offering and undertaking relevant training.

The committee meeting agenda is available here.