FULL
Annualised hours contracts
Last updated 11 March 2025
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
New or existing service or policy?
New
Officer(s) completing the assessment
Debbie Craven, HR Advisor
Date
11 March 2025
What is the purpose? What are the outcomes?
To convert those staff on casual agreements or permanent variable hours contracts to annualised hours contracts.
Are there any statutory requirements?
No
Who are the main customer groups / stakeholders?
Staff currently on casual agreements (total of eight situated across facilities and museum services) or permanent variable hours contracts (total of six situated across facilities and museum Services).
Who is intended to benefit from this service/policy? How will they benefit?
Managers and payroll’s workload would reduce; staffing budgets would be more accurate; employee retention and staff commitment; proactive response to the Employment Rights Bill and forthcoming (2026) legislation regarding zero hours contracts. Staff concerned will benefit from a fixed salary each month, even during months they may not have worked at all and for which they would currently receive no pay at all; a commitment from the Council of guaranteed hours; recognition as a permanent employee and enjoying the terms and conditions that entails such as occupational sick pay entitlements, length of service related annual leave increases, notice period entitlements, automatic enrolment into the Local Government Pension Scheme.
What information are you using? What does the evidence show you?
Business case. Employment Rights Bill October 2024.
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 |
No impact. Evidence: not aware of any impact on people with this characteristic
|
|
Disability |
No impact. Evidence: not aware of any impact on people with this characteristic |
|
Gender Reassignment |
No impact. Evidence: not aware of any impact on people with this characteristic |
|
Sexual orientation |
No impact. Evidence: not aware of any impact on people with this characteristic |
|
Religion of belief |
No impact. Evidence: not aware of any impact on people with this characteristic |
|
Race |
No impact. Evidence: not aware of any impact on people with this characteristic |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety, marriage and civil partnership, pregnancy and maternity. |
No impact. Evidence: not aware of any impact on people with this characteristic |
Review
Can any differential impact be justified? (e.g. promoting equality of opportunity)
No impact
Does any adverse impact amount to unlawful discrimination?
No impact
What alternative actions could be taken to mitigate any adverse impact? (add these to the action plan)
No impact
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)
Consultation was carried out in full with the staff affected.
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give timescale)
Monitored annually when contracts are reviewed and renewed and/or as required due to significant change in either service need or legislation.
Signed: E. Ruffinato
Agreed: E Ruffinato
Date: 17/03/2025