What is the policy/strategy/function/trying to achieve/do?
This saving forms part of the Council’s wider financial strategy and reflects the requirement to reduce support service budgets.
Within Legal and Democratic, the saving seeks to:
- Review the existing staffing structure across Legal and Democratic;
- Prioritise deletion of vacant posts;
- Identify structural efficiencies;
- Align staffing levels to the future size and operating model of the Council;
- Increase use of digital processes and technology to maintain service delivery;
- Protect statutory and high-risk legal functions while reducing overall cost.
The objective is to deliver a sustainable, proportionate and efficient support service that continues to meet statutory obligations and governance requirements.
If this is a budget saving, how will the saving be achieved?
The saving will be achieved through:
- Workforce planning and structural review;
- Deletion of existing vacant posts where operationally feasible;
- Review of roles and responsibilities to remove duplication;
- Reallocation and redesign of duties;
- Increased use of case management systems and digital committee processes;
- Efficiency measures in non-employee budgets;
- Alignment of service provision to revised Council operating model.
There is no proposal for targeted reduction of posts based on protected characteristics. Any staffing changes will be subject to HR policy, consultation and equality monitoring.
Give details of the impact it has on groups and individuals
Internal stakeholders:
- Employees within Legal and Democratic (solicitors, paralegals, licensing, democratic services, registration and elections staff)
- Chief Executive and Corporate Management Team
- Elected Members
- Trade Unions
- HR and Organisational Development
External stakeholders:
- Council services who rely on legal advice and governance support
- ALEOs
- Members of the public accessing licensing and registration services
- Participants in statutory processes (e.g. court proceedings, hearings, committees)
- Regulatory bodies
Beneficiaries include the wider Council through improved financial sustainability and alignment of support services with operational priorities.
This is a desktop assessment informed by:
- Strategic Workforce Plans;
- Budget modelling and medium-term financial strategy;
- Current staffing establishment data;
- Vacancy levels and turnover data;
- Demand and caseload data within Legal and Democratic;
- Stakeholder feedback on service performance;
- Previous service reviews and internal audit findings;
- HR equality monitoring data;
- Legislative framework governing statutory functions (e.g. child protection, housing, governance, elections).
No evidence has been identified suggesting disproportionate impact on any protected group at this stage. However, detailed workforce planning will include equality analysis prior to implementation.
At this stage, no additional research or data is required.
However, prior to implementation of any structural changes:
- Equality monitoring data relating to affected posts will be reviewed;
- Workforce impact analysis will be undertaken; and
- Consultation feedback from staff and Trade Unions will be considered.
What actions/measures will be put in place or are planned to mitigate any adverse impact or promote equality?
Although no specific equality risks have been identified at this stage, the following measures will strengthen compliance with equality and human rights duties:
- Prioritisation of statutory and high-risk legal functions (e.g. child protection, housing litigation, governance).
- Transparent workforce planning supported by HR and equality monitoring.
- Use of technology to mitigate reduced staffing (case management optimisation, digital committee processes).
- Ongoing stakeholder engagement (Elected Members, Senior Management, ALEOs).
- Monitoring of workload allocation to prevent disproportionate impacts.
What is the result/recommendations of the EqIA
Introduce the Policy.