FULL
Annualised hours contracts
Last updated 8 September 2023
A Full Equality Impact Assessment needs to work through the following stages:
- Establish clear aims and objectives- What is the purpose? Who will benefit? What are the intended outcomes?
- Consideration of data and information- National and local data; service data; satisfaction/feedback data; complaints; research
- Assessing the impact- Who does/does not use service? Have you consulted? Does it reflect varied needs of community?
- Reviewing/scrutinising the impact- Is there a differential impact on different groups? Is it adverse? Is it directly or indirectly discriminatory? Show justification if applicable
- Addressing the issues- Measures to alleviate impact; alteration to policy; action plans
- Formal consultation- Use appropriate methods; consult those affected or with legitimate interest; consult widely; ensure consultation is open, inclusive and accessible
- Making a decision- Explain decision and intended effects/benefits; monitor any actions
- Publication of results- Accessible and user friendly; add website and intranet; notify consultees
The assessment
Name of service or policy being assessed
HR Service – Annual leave entitlement review
New or existing service or policy?
Existing provision
Officer(s) completing the assessment
Emma Ruffinato, Human Resources and Organisational Development Manager
Date
8 September 2023
What is the purpose? What are the outcomes?
This document is a proposal to revise the current annual leave entitlement offering to increase the provision so that this benefit remains competitive in line with our nearest councils/competitors
Are there any statutory requirements?
No
Who are the main customer groups / stakeholders?
Employees
Who is intended to benefit from this service/policy? How will they benefit?
Employees – will receive a great annual leave entitlement
What information are you using? What does the evidence show you?
Benchmarking and statutory entitlements
What impact does the service/policy/project have on the nine protected characteristics as defined by the Equality Act 2010 ?
| Characteristic | Impact and evidence |
|---|---|
|
Age |
Neutral, not a factor in policy implementation
|
|
Disability |
Neutral, not a factor in policy implementation |
|
Gender Reassignment |
Neutral, not a factor in policy implementation |
|
Sexual orientation |
Neutral, not a factor in policy implementation |
|
Religion of belief |
Neutral, not a factor in policy implementation |
|
Race |
Neutral, not a factor in policy implementation |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety, marriage and civil partnership, pregnancy and maternity. |
Positive effect in terms of offering parity of uplift due to length of service. |
Review
Can any differential impact be justified? (e.g. promoting equality of opportunity)
There is a differential in offering dependent upon salary banding, however, this proposal is pared back on existing provision and if normal practice when determining entitlement.
Does any adverse impact amount to unlawful discrimination?
No
What alternative actions could be taken to mitigate any adverse impact? (add these to the action plan)
Not applicable
Consultation
Detail any specific consultation on this service/policy (if there is insufficient data, further consultation will need to be undertaken and included in the action plan)
Not applicable
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give timescale)
Monitored annually and review of entitlements based on statutory provision and market competition.
Signed: E. Ruffinato
Agreed: E Ruffinato
Date: 08/09/2023