Progress on a series of innovative programmes to help support the health and wellbeing of council staff and their families were welcomed by councillors today (Monday 24 June).
The Staff Governance committee was updated on the Developing the Young Workforce programme, Employee Mental Health Action Plan and Family Friendly Policies Project, each of which is designed to help employees thrive in their professional and personal lives while enhancing the council’s status as a caring employer.
Committee Convener, Councillor Neil Copland, said: “We value our employees and their welfare and development is important to us. We recognise the challenges staff face and by implementing these policies we will continue to make Aberdeen City Council the employer of choice.“
Vice Convener, Councillor Gill Al-Samarai, said: “Our staff do a fantastic job delivering services for the people of Aberdeen and it is only right that we do all we can to ensure that the work life balance is right and the correct support is in place if needed.”
In addition to noting the Family Friendly Policies update, councillors also approved changes to the Special Leave Policy to ensure compliance with the Carer’s Leave Act 2023 and Paternity Leave (Amendment) Regulations 2024 which came into effect earlier this year.
Employees are entitled to up to one week’s unpaid leave per year to care for a dependant with a long-term care need while parents will have more flexibility in deciding when to take paternity leave rather than take the entire entitlement in two consecutive weeks.
The Developing the Young Workforce programme includes involvement in employability programmes to support delivery of the Local Outcome Improvement Plan (LOIP) in terms of increasing the number of young people achieving positive destinations, and minimise risk of long-term unemployment.
The programme includes opportunities for young people to join Aberdeen City Council in a range of employment options including internships, apprenticeships andentry level roles, , and the chance to apply for permanent vacancies with, in some cases, a guaranteed interview, as part of our guaranteed interview commitments.
The Mental Health Action Plan sets out a range of range of mental health and wellbeing interventions and support for staff through the cost of living crisis, maintaining a good work/life balance and reducing sickness absence.
Interventions include, a cohort of trained Mental Health First Aiders, a new Zero Tolerance policy to help protect customer-facing staff from abuse and upskilling managers to have conversations about mental wellbeing with their staff and take appropriate supportive measures.