SCREENING
Travel and subsistence policy and procedure
Last updated 24 June 2025
The assessment
New or existing service or policy?
Existing
Directorate
Human resources
Officer(s) responsible for:
- Service/policy/project: Cheralyn Chance, Senior HR Advisor
- Completing equality impact assessment: Cheralyn Chance, Senior HR Advisor
Date
24 June 2025
What is the purpose? What are the outcomes?
As part of the HR policy review programme we have completed a review of the policy and updated in line with current legislation, Council procedure and to ensure any subsistence rates are in line HRMC, NJC green book and cost of living rates.
Are there any statutory requirements? Who are the main customer groups / stakeholders?
Statutory requirements as per HRMC, NJC green book. Applicable to employees who make claims for subsistence as a result of conducting business on behalf of the Council and undertaking their role.
Who is intended to benefit from this service/policy? How will they benefit?
This policy is the benefit of employees to ensure they receive the appropriate recompense for any work they undertake on behalf of the Council within their role.
What information are you using? What does the evidence show you?
In reviewing this policy with have checking against HRMC rates and NJC green book and also compared with other Council's in the region to ensure the appropriate subsistence rates are payable to our employees.
What impact does the service/policy/project have on the following equality strands?
Protected characteristics: definitions
Prior to the Equality Act 2010, there were 3 separate public sector equality duties covering race, disability and gender. The Equality Act 2010 replaced these with a new single equality duty covering the following protected characteristics.
| Characteristic and definition | Impact and evidence |
|---|---|
|
1. Age |
Neutral: No specific measure or outcomes for this group. |
|
2. Disability |
Neutral: No specific measure or outcomes for this group. |
|
3. Gender Reassignment |
Neutral: No specific measure or outcomes for this group. |
|
4. Marriage and Civil Partnership |
Neutral: No specific measure or outcomes for this group. |
|
5. Pregnancy and Maternity |
Neutral: No specific measure or outcomes for this group. |
|
6. Race |
Neutral: No specific measure or outcomes for this group. |
|
7. Religion of belief |
Neutral: No specific measure or outcomes for this group. |
|
8. Sex |
Neutral: No specific measure or outcomes for this group. |
|
9. Sexual Orientation |
Neutral Evidence: No specific measures or outcomes for this group |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety |
Neutral: No specific measure or outcomes for this group. |
Review
Can any differential impact be justified? (for example promoting equality of opportunity)
Not applicable
Does any adverse impact amount to unlawful discrimination?
Not applicable
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)
Consulted with managers and CLT members, comparisons with other KG Councils within the region.
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give timescale)
To be reviewed in 3 years as per the policy review schedule or earlier if there is a change in relevant legislation or HRMC rates etc.
Signed: Cheralyn Chance, Senior HR Advisor
Date: 24 June 2025