Redundancy Policy. Link to Public Health Wales commitment and priorities for action: (please tick which commitment(s) is/are relevant) x

Size: px
Start display at page:

Download "Redundancy Policy. Link to Public Health Wales commitment and priorities for action: (please tick which commitment(s) is/are relevant) x"

Transcription

1 Public Health Wales Redundancy Policy Redundancy Policy Author: Alison Barrell-West, HR Manager Date: 24 January 2017 Version: 0c Sponsoring Executive Director: Phil Bushby, Director of People and Organisational Development Who will present: Hywel Daniel, Assistant Director of People Date of Committee meeting: 07 February 2017 Committee/Groups that have received or considered this paper: JNC, Executive Team The Board / Committee are asked to: (please select one only) Approve the recommendation(s) proposed in the paper x Discuss and scrutinise the paper and provide feedback and comments Receive the paper for information only Link to Public Health Wales commitment and priorities for action: (please tick which commitment(s) is/are relevant) x Priorities for action include relevant priority for action(s) Date: 19 January 2017 Version: v0c Page: 1 of 2

2 Public Health Wales Redundancy Policy 1 Introduction The Redundancy Policy is being submitted to the Committee for approval. This Policy was written to replace an old Velindre Policy which was out of date and no longer reflected current employment legislation. 2 Background The purpose of this policy is to outline the Organisation s commitment to supporting individuals who find themselves in a redundancy situation. It sets out the Organisation s aim to ensure services are supported and developed for the future, whilst also providing a stable working environment for staff. This policy describes the various redundancy situations, sets out the Redundancy procedure and links together the appropriate policies and procedures to manage the situations. Consultation This policy was developed through the policy development group with input from trade union representatives and staff. It was also put out for consultation through the appropriate consultation routes and has also been through the Joint Negotiating Committee (JNC) for comments and approval. All comments received as part of the process have been incorporated into the policy. Implementation The primary source for dissemination of this document within the organisation will be via the intranet. It will also be made available to the wider community and our partners via the internet site. The policy will be available on the Public Health Wales Policies Intranet page and publicised via the staff intranet. Managers will also be required to bring the policy to the attention of their staff. No training will be required on the policy, however the People and Organisational Development Team will provide any guidance and support with the policy. 3 Recommendation(s) The Committee is asked to: APPROVE the Redundancy Policy in accordance with the Public Health Wales Publication Scheme Date: 19 January 2017 Version: v0c Page: 2 of 2

3 REDUNDANCY POLICY Reference Number: xxxx Version Number: 0c Date of next review: January 2020 Policy Statement Public Health Wales takes all steps that are reasonable to avoid the need for redundancy and to provide a stable work environment, retaining valuable skills, knowledge and experience. There may be circumstances where it is necessary to make organisational changes and these changes may impact individual jobs or groups of jobs and lead to redundancies. In the application of this policy all employees will be treated with dignity and respect, taking into account equality legislation. Policy Commitment Public Health Wales aims to ensure that services are supported and developed for the future, providing a stable working environment and maintain employment opportunities. Public Health Wales will minimise or avoid redundancies as far as possible, by means such as: (i) Reductions in overtime (ii) Natural turnover of staff/retirements/voluntary Early Retirement/Voluntary Early Release Scheme (VERS) (iii) (iv) (v) (vi) Consideration of voluntary reduction in hours/job share Reviewing of temporary and fixed term contracts Holding of vacancies and restricting external recruitment Redeployment and Retraining Where redundancy is unavoidable, Public Health Wales will ensure that selection for redundancy is undertaken in a way that does not discriminate.

4 Public Health Wales Redundancy Policy Public Health Wales will comply with any legislative requirements relating to consultation or collective redundancies. Employees have the right to be consulted and represented by a trade union or work colleague (not acting in a legal capacity). Employees will be informed and given access to all support mechanisms, including occupational health and counselling. This policy aims to draw together different types of redundancy situations including but not limited to organisational change, conclusion of funding and ending of fixed term contracts. Supporting Procedures and Written Control Documents Other related documents are: NHS Wales Organisational Change Policy Public Health Wales Redeployment Policy Agenda for Change NHS Terms and Conditions of Service Handbook VERs Application Procedure Procedure for Managing the Expiry of Fixed Term Contract All Wales Grievance Policy ACAS Guidelines for Handling large-scale (collective) redundancies and Handling small-scale redundancies Scope This policy applies to all employees employed by Public Health Wales. Employees with more than two years continuous service may be entitled to redundancy and redundancy payment; this includes employees on fixed term contracts who have more than two years NHS reckonable continuous service at the time of the termination of their fixed term contract. Employees with less than two years' service will not qualify for redundancy payment however the reason for terminating the contract will still be redundancy and a fair process should be followed. Date: 21 December 2016 Version: 0c Page: 2 of 12

5 Public Health Wales Redundancy Policy Equality and Health Impact Assessment Approved by Insert link to completed Integrated Screening Tool. Board/Committee Approval Date Review Date 3 years or sooner if required Date of Publication: Group with authority to approve supporting procedures Accountable Executive Director/Director Author People and Organisational Development Committee Phil Bushby, Director of People and Organisational Development Alison Barrell-West, HR Manager Disclaimer If the review date of this document has passed please ensure that the version you are using is the most up to date either by contacting the document author or Corporate Governance. Summary of reviews/amendments Version number Date of Review Date of Approval Date published Summary of Amendments Date: 21 December 2016 Version: 0c Page: 3 of 12

6 Public Health Wales Redundancy Policy Table of Contents 1 INTRODUCTION/BACKGROUND ROLES AND RESPONSIBILITIES Line Managers Employees People and OD PROCEDURE Consultation Selection for Redundancy Alternative Employment Support Notice Periods Redundancy Payment APPEAL IMPLEMENTATION PLAN EQUALITY AND WELSH LANGUAGE AUDIT DISTRIBUTION REVIEW Date: 21 December 2016 Version: 0c Page: 4 of 12

7 Public Health Wales Redundancy Policy 1 Introduction/Background Redundancy is defined by the Employment Rights Act 1996 (Section 139-1) as a dismissal, which is wholly or mainly attributed to: a) the fact that the employer has ceased, or intends to cease, to carry on the business for the purposes of which the employee was employed by them, or has ceased or intends to cease to carry on that business in the place where the employee was so employed; or b) the fact that the requirements of that business for employees to carry out work of a particular kind or for employees to carry out work of a particular kind in the place where they were so employed, have ceased or diminished or are expected to cease or diminish. This policy is written in accordance with the Organisational Change Policy (OCP) for NHS Wales. This policy covers the management of redundancies including those that are outside the scope of the Organisational Change Policy. This policy is written in accordance with good practice, current employment legislation and Section 16 of the Agenda for Change NHS Terms and Conditions of Service Handbook. The OCP for NHS Wales document sets out the details regarding managing internal organisational change within the NHS, including redundancy situations. The OCP outlines the procedure for redundancy situations and contains the All Wales Redundancy Policy as an appendix. The Public Health Redeployment Policy sets out the process of redeployment, providing support and advice to managers and employees. This policy covers all aspects of redeployment including the process for those in redundancy situations. The Procedure for Managing the Expiry of Fixed Term Contracts contains details specifically relating to redundancy arrangements for those on fixed term contracts. Date: 21 December 2016 Version: 0c Page: 5 of 12

8 Public Health Wales Redundancy Policy 2 Roles and responsibilities 2.1 Line Managers Managers have a duty to familiarise themselves with the process and treat employees fairly and equitably. Managers will have responsibility for identifying situations where redundancy may be an option to consider and lead on the selection process for redundancy. Managers will support employees through the process, signposting them to additional support as identified. 2.2 Employees Employees have a duty to comply with the policy and to engage in the process. 2.3 People and OD The People and OD department have a duty to support managers and employees to adhere to the policy, providing advice and guidance and to ensure the policy is applied fairly and consistently throughout the organisation. Where there is a potential for more than 20 employees to be made redundant in a 90 day period, Welsh Government and NHS Wales Employers may need to be notified. Date: 21 December 2016 Version: 0c Page: 6 of 12

9 Public Health Wales Redundancy Policy 3 Procedure 3.1 Consultation Consultation will take place with employees and recognised trade unions as soon as it becomes known that there may be a redundancy situation in line with good practice and legal requirements. Consultation will discuss the reasons for the proposed redundancies, the redundancy process and ways in which the redundancy can be avoided or reduced. Consultation will begin at least 30 days before notice of redundancy is issued for proposals affecting between 20 and 99 employees across the organisation within a 90 day period. Consultation will begin at least 45 days before notice of redundancy is issued for proposals affecting 100 or more employees across the organisation within a 90 day period. There is no set consultation period for proposals affecting less than 20 employees; however consultation should take place as soon as possible to provide an appropriate time to be meaningful to the situation. Consideration needs to be given to any other possible redundancy situation across the organisation which could increase the proposed number of redundancies within a 90 day period. Public Health Wales will consult with recognised trade unions over any proposed redundancies where required to do so. Benefits of meaningful consultation include: (i) (ii) (iii) (iv) a better chance of finding alternative jobs for staff increased employee morale as they will feel included and see they have an input into the process ideas and options can surface that you had not considered/identified previously an opportunity for you to become aware of other relevant issues early on. During consultation the following will be covered: (i) The reasons for the proposed redundancies Date: 21 December 2016 Version: 0c Page: 7 of 12

10 Public Health Wales Redundancy Policy (ii) (iii) (iv) (v) Ways to avoid dismissals and minimise the number of staff affected (e.g. reducing hours) The selection process and criteria Redeployment opportunities Listening to concerns about the process and ways to mitigate them Staff will individually be informed in writing: (i) (ii) (iii) (iv) (v) (vi) Why their job is at risk and that redundancy is a possibility Number of staff that may be made redundant Selection criteria Right to representation Consultation period and how any dismissals will be carried out Redundancy payment calculation (vii) Arrangements for time off for employees to seek alternative employment opportunities and retraining Individual meetings will be offered to discuss individual situations. 3.2 Selection for Redundancy Selection for redundancy will be fair, objective and non-discriminatory and will be based on objective criteria. The objective criteria for selection will be discussed with staff and trade union representatives during consultation and take into account all relevant legislation. Examples of criteria that may be used are: (i) (ii) (iii) (iv) (v) Knowledge, skills and experience Qualifications essential to the role Attendance and sickness record (taking account of the Equality Act 2010) Disciplinary record Performance record Date: 21 December 2016 Version: 0c Page: 8 of 12

11 Public Health Wales Redundancy Policy (vi) Cessation of funding directly linked to the provision of the service provided by one or more employees The criteria chosen will be subject to the need to retain a balance of skills and knowledge after the redundancies have taken effect. Criteria for selection may be weighted appropriately and this will be discussed with employees. Employees may volunteer for redundancy. Employees who volunteer for redundancy are subject to operational requirements and the level of affordability within the financial constraints of the organisation. Employees may also explore the Voluntary Early Release scheme (VERS). This scheme is where there is mutual benefit to both the employee and the organisation, for an individual to voluntarily choose to leave the organisation in return for a severance payment. VERS is not a redundancy and is not covered by the NHS terms and conditions of service handbook. Please refer to the VERS Process. 3.3 Alternative Employment Suitable alternative employment (redeployment) will be explored with individuals at risk in order to avoid redundancy. Please refer to the Public Health Wales Redeployment Policy. Employees accepting alternative employment may be entitled to pay protection and excess travel depending on the individual situation. Please refer to the Redeployment Policy and OCP Policy for further details. 3.4 Support Employees at risk of redundancy have access to various support options: (i) (ii) (iii) (iv) (v) Reasonable paid time off to attend interviews Use of facilities and assistance in applying for alternative roles Assistance in accessing or restricting vacancies as appropriate Contact and access to training opportunities Access to counselling and pension advice Date: 21 December 2016 Version: 0c Page: 9 of 12

12 Public Health Wales Redundancy Policy 3.5 Notice Periods Employees who have been selected for redundancy will be given notice in writing in line with their terms and conditions of employment. Employees may be released before the expiry of their notice period, on a mutually agreeable date. This date would then become the date of redundancy for the purpose of calculating any entitlement to redundancy pay. Payment in Lieu of notice may be made where working the notice period may not be possible or appropriate. 3.6 Redundancy Payment To qualify for redundancy pay the employee must be working under a contract of employment for the organisation and must have at the date of termination of their contract at least 104 weeks of continuous reckonable NHS service. Redundancy payments will be paid in line with the employee s terms and conditions. For staff on Agenda for Change Terms and Conditions, payments are set out in Section 16 of the Agenda for Change NHS Terms and Conditions of Service handbook. 4 Appeal 4.1 Employees who have a dispute arising from the application of the redundancy policy may lodge a grievance in accordance with the Grievance Policy. 4.2 Employees who wish to appeal against the decision to select them for redundancy need to set out their appeal in writing to People and OD within 21 days of written notification of redundancy The Letter of appeal should set out the grounds for appeal An Appeal Officer will be appointed and the appeal heard within 28 calendar days of the notification being received. The appeal panel will consist of an Appeal Officer and a member of People and OD and where appropriate a further panel member. In exceptional circumstances it may be necessary to extend this Date: 21 December 2016 Version: 0c Page: 10 of 12

13 Public Health Wales Redundancy Policy deadline with the agreement of both parties but every effort should be made to hear the appeal promptly The purpose of the appeal is to determine if the policy has been adhered to in relation to the redundant employee. The decision reached by the appeal panel is considered final. No further appeal mechanism will operate within Public Health Wales When a decision is reached by the Appeal panel they should inform the appellant of the outcome immediately or within 7 calendar days. In either case, the decision will be notified in writing within 7 calendar days of the appeal If the Appeal panel finds in favour of the redundant employee, reinstatement will be such that full continuous service occurs and a payment of back pay is made. 5 Implementation Plan All staff need to be made aware of the existence of this policy. It can be obtained on the Public Health Wales Policies Intranet page, and will be publicised via the staff intranet. Line managers should bring the policy to the attention of their staff for information only. Training will not be offered on this policy however guidance must be sought from the People and OD team when following the policy. 6 Equality and Welsh Language The policy will be made available in Welsh should a member of staff request it. Correspondence can be made available in Welsh should a staff member request it. Date: 21 December 2016 Version: 0c Page: 11 of 12

14 Public Health Wales Redundancy Policy 7 Audit The policy lead will monitor this policy to ensure it is compliant with current legislation, to ensure it is effectively implemented, and ensure that it is reviewed in accordance with the policy review timetable. 8 Distribution All staff will be made aware of this policy upon commencement with Public Health Wales and when approved. Copies can also be viewed on Public Health Wales Intranet or obtained via the People and OD department. 9 Review This policy will be reviewed in 3 years time or sooner if required. Date: 21 December 2016 Version: 0c Page: 12 of 12

15 Equality & Health Impact Assessment for Redundancy Policy Please note: The completed Equality & Health Impact Assessment (EHIA) must be Included as an appendix with the cover report when the strategy, policy, plan, procedure and/or service change is submitted for approval Published on the UHB intranet and internet pages as part of the consultation (if applicable) and once agreed. Formal consultation must be undertaken, as required Appendices 1-3 must be deleted prior to submission for approval Please answer all questions:- 1. For service change, provide the title of the Project Outline Document or Business Case and Reference Number 2. Name of Clinical Board / Corporate Directorate and title of lead member of staff, including contact details 3. Objectives of strategy/ policy/ plan/ procedure/ service N/A Public Health Wales Policy Author/Lead Alison Barrell-West, HR Manager The Redundancy Policy outlines Public Health Wales approach to dealing with redundancy situations, including the process for

16 consultation, selection criteria and redeployment. This policy aims to draw together different types of redundancy situations including but not limited to organisational change, conclusion of funding and ending of fixed term contracts. The main aims and objectives are detailed below: Public Health Wales aims to ensure that services are supported and developed for the future, providing a stable working environment and maintain employment opportunities. Public Health Wales will minimise or avoid redundancies as far as possible, by various means. Where redundancy is unavoidable, Public Health Wales will ensure that selection for redundancy is undertaken in a way that does not discriminate. Public Health Wales will comply with any legislative requirements relating to consultation or collective redundancies. Employees will be informed and given access to all support mechanisms, including occupational health and counselling. 4. Evidence and background information considered. For example population data Organisational Profile Age Profile

17 staff and service users data, as applicable needs assessment engagement and involvement findings research good practice guidelines participant knowledge list of stakeholders and how stakeholders have engaged in the development stages comments from those involved in the designing and development stages Population pyramids are available from Public Health Wales Observatory and the Shaping Our Future Wellbeing Strategy provides an overview of health need. Age % < % % % % % % % % % > % In looking at the redundancy data for the organisation (including end of foxed term contracts), over the last year the majority of individuals affected by the redundancy process were between years old (31%) followed by those aged years old (14%). Disability 2% of our staff have indicated that they have a disability, but this information is not known for 51% of staff. In looking at the correlation of the redundancy data for the organisation and those who declare a disability 43% did not have a disability, 3% did declare themselves to have a disability and 54% chose not to declare.

18 Gender The gender breakdown of the organisation is approximately 80% female and 20% male. The gender breakdown of part time workers is approximately 90% female and 10% male. Of those individuals involved in the redundancy process over the last year 66% were female and 34% were male. Marital Status Marital status % Civil Partnership 0.84% Divorced 6.27% Legally Separated 0.73% Married 54.56% Single 27.70% Unknown 8.79% Widowed 0.84% (blank) 0.28% Grand Total % Over the last 12 months of those employees involved in redundancy situations 63% were married, 31% were single and 6% did not wish to disclose.

19 Ethnicity 69% of our staff have indicated their ethnic group; of this proportion, 67% are White, and the remainder are Mixed - Any other mixed background 0.1%, Asian or Asian British Indian 0.6%, Asian or Asian British Pakistani 0.2, Asian or Asian British Bangladeshi 0.1, Asian or Asian British - Any other Asian background 0.2, Asian Tamil 0.1, Black or Black British Caribbean 0.1, Black or Black British African0.3, Chinese 0.1, Any Other Ethnic Group 0.2 and Japanese 0.1. Of those involved in redundancy situations in the last year 54% were white, 6% were Asian and 40% did not specify their ethnicity. Religious Belief Belief % Atheism 11.70% Buddhism 0.11% Christianity 36.93% Hinduism 0.34% Islam 0.45% Not Disclosed 20.82% Other 6.49% Sikhism 0.22% Unspecified 22.94% In the organisation over the last 12 months, of those involved in

20 redundancy situations 57% did not wish to disclose, 31% were Christians, 3% were atheists, 3% were Muslims and 6% classified themselves as other. Sexuality Of the 61% of our staff who have disclosed this information, 59.4% indicated they are heterosexual, 0.42% gay, 0.42% bisexual and 0.24% lesbian. The data held by the organisation regarding those involved in redundancy situations over the last year 51% were heterosexual and 49% did not wish to disclose. We currently do not collect information regarding the following: Gender re-assignment Socio-economic status Engagement In preparing this policy consultation has taken place through the Policy Development Group and the Joint Negotiating Committee. Research and Good Practice A range of other organisational policies and EQIAs as well as relevant case law has been reviewed to look at good practice and to review different impacts Redundancy processes have on diverse

21 groups. 5. Who will be affected by the strategy/ policy/ plan/ procedure/ service This policy applies to all employees of Public Health Wales who are involved in redundancy situations.

22 6. EQIA / How will the strategy, policy, plan, procedure and/or service impact on people? Questions in this section relate to the impact on people on the basis of their 'protected characteristics'. Specific alignment with the 7 goals of the Well-being of Future Generations (Wales) Act 2015 is included against the relevant sections. How will the strategy, policy, plan, procedure and/or service impact on:- 6.1 Age For most purposes, the main categories are: under 18; between 18 and 65; and over 65 Potential positive and/or negative impacts Older employees may be more likely to apply for VERs and voluntary redundancy. Older employees may find it more difficult to get a new job or access training. Recommendations for improvement/ mitigation Considerable scrutiny of all requests to approve VERs and voluntary redundancy. Support provided by OD with regards to training. Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate 6.2 Persons with a disability as defined in the Equality Act 2010 Those with physical impairments, learning Employees with a disability may score lower on selection criteria, for example their disability means they are less able to be flexible. Reasonable adjustments should be considered and disability related absences are excluded from consideration.

23 How will the strategy, policy, plan, procedure and/or service impact on:- disability, sensory loss or impairment, mental health conditions, long-term medical conditions such as diabetes Potential positive and/or negative impacts Employees with a disability may find it more difficult to get a new job. Recommendations for improvement/ mitigation Support provided by the OD department in accessing training. Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate 6.3 People of different genders: Consider men, women, people undergoing gender reassignment NB Gender-reassignment is anyone who proposes to, starts, is going through or who has completed a process to change his or her gender with or without going through any medical procedures. Sometimes Females have been found to have higher absence levels and therefore may be considered for redundancy. The selection criteria should use relevant weighted criteria which takes into account different types of assessment.

24 How will the strategy, policy, plan, procedure and/or service impact on:- Potential positive and/or negative impacts Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate referred to as Trans or Transgender 6.4 People who are married or who have a civil partner. There is no specific evidence to suggest the policy impacts on people due to their marital status. The policy prevents discrimination by setting out the processes that should be followed in redundancy situations. Managers may not use the selection criteria appropriately when a individual is pregnant or on maternity leave with regards 6.5 Women who are expecting a baby, who are on a break from work after having a baby, or who are The people department are able to support managers in how to apply the selection criteria correctly.

25 How will the strategy, policy, plan, procedure and/or service impact on:- breastfeeding. They are protected for 26 weeks after having a baby whether or not they are on maternity leave. Potential positive and/or negative impacts to assessing their work. Recommendations for improvement/ mitigation The law provides additional protections for these employees. Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate 6.6 People of a different race, nationality, colour, culture or ethnic origin including non-english speakers, gypsies/travellers, migrant workers There is no specific evidence to suggest the policy impacts on people due to their race, etc. The policy prevents discrimination by setting out the processes that should be Pregnancy related sickness absence is excluded from consideration.

26 How will the strategy, policy, plan, procedure and/or service impact on:- Potential positive and/or negative impacts Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate followed in redundancy situations. 6.7 People with a religion or belief or with no religion or belief. The term religion includes a religious or philosophical belief There is no specific evidence to suggest the policy impacts on people due to their belief. The policy prevents discrimination by setting out the processes that should be followed in redundancy situations. There is no specific evidence to suggest the policy impacts on people due to who they are attracted to. 6.8 People who are attracted to other people of: the opposite sex (heterosexual); the same sex (lesbian

27 How will the strategy, policy, plan, procedure and/or service impact on:- Potential positive and/or negative impacts Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate or gay); both sexes (bisexual) The policy prevents discrimination by setting out the processes that should be followed in redundancy situations. There is no specific evidence to suggest the policy impacts on people due to communicating using the Welsh Language. 6.9 People who communicate using the Welsh language in terms of correspondence, information leaflets, or service plans and design Well-being Goal A Wales of vibrant culture and thriving Welsh language The policy prevents discrimination by setting out the processes that should be followed in redundancy situations. The policy will be made available in Welsh should a member of staff request it. Correspondence can be made available in Welsh should a staff member request it.

28 How will the strategy, policy, plan, procedure and/or service impact on: People according to their income related group: Consider people on low income, economically inactive, unemployed/workless, people who are unable to work due to ill-health 6.11 People according to where they live: Consider people living in areas known to exhibit poor economic and/or health indicators, people unable to access services and facilities Potential positive and/or negative impacts There is no specific evidence to suggest the policy impacts on people due to their income. The policy prevents discrimination by setting out the processes that should be followed in redundancy situations. There is no specific evidence to suggest the policy impacts on people due to where they live. The policy prevents Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate

29 How will the strategy, policy, plan, procedure and/or service impact on:- Potential positive and/or negative impacts Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate. Make reference to where the mitigation is included in the document, as appropriate discrimination by setting out the processes that should be followed in redundancy situations. N/A 6.12 Consider any other groups and risk factors relevant to this strategy, policy, plan, procedure and/or service

30 7. HIA / How will the strategy, policy, plan, procedure and/or service impact on the health and well-being of our population and help address inequalities in health? Questions in this section relate to the impact on the overall health of individual people and on the impact on our population. Specific alignment with the 7 goals of the Well-being of Future Generations (Wales) Act 2015 is included against the relevant sections. How will the strategy, policy, plan, procedure and/or service impact on:- 7.1 People being able to access the service offered: Consider access for those living in areas of deprivation and/or those experiencing health inequalities Potential positive and/or negative impacts and any particular groups affected There is no specific evidence to suggest the policy impacts on people being able to access the service. Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate Make reference to where the mitigation is included in the document, as appropriate Well-being Goal - A more equal Wales 7.2 People being able to improve /maintain healthy lifestyles: There is no specific evidence to suggest the policy impacts on people

31 How will the strategy, policy, plan, procedure and/or service impact on:- Consider the impact on healthy lifestyles, including healthy eating, being active, no smoking /smoking cessation, reducing the harm caused by alcohol and /or nonprescribed drugs plus access to services that support disease prevention (eg immunisation and vaccination, falls prevention). Also consider impact on access to supportive services including smoking cessation services, weight management services etc Potential positive and/or negative impacts and any particular groups affected being able to improve/maintain healthy lifestyles. Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate Make reference to where the mitigation is included in the document, as appropriate Well-being Goal A healthier Wales

32 How will the strategy, policy, plan, procedure and/or service impact on:- Potential positive and/or negative impacts and any particular groups affected Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate Make reference to where the mitigation is included in the document, as appropriate 7.3 People in terms of their income and employment status: Consider the impact on the availability and accessibility of work, paid/ unpaid employment, wage levels, job security, working conditions Well-being Goal A prosperous Wales The redundancy policy impacts specifically on people in terms of their income and employment status. The policy sets out the process to follow to ensure the policy is applied correctly and fairly. The policy details the legal provisions for redundancy pay in different situations. The organisation aims to avoid redundancy situations at all costs, and looks at different measures in order to do this, for example redeployment. Where redundancy is

33 How will the strategy, policy, plan, procedure and/or service impact on:- 7.4 People in terms of their use of the physical environment: Consider the impact on the availability and accessibility of transport, healthy food, leisure activities, green spaces; of the design of the built environment on the physical and mental health of patients, staff and visitors; on air quality, exposure to pollutants; safety of neighbourhoods, exposure to crime; road safety and preventing Potential positive and/or negative impacts and any particular groups affected There is no specific evidence to suggest the policy impacts on the physical environment. Recommendations for improvement/ mitigation unavoidable, the organisation supports those individuals in obtaining a new job and accessing training. Action taken by Clinical Board / Corporate Directorate Make reference to where the mitigation is included in the document, as appropriate

34 How will the strategy, policy, plan, procedure and/or service impact on:- injuries/accidents; quality and safety of play areas and open spaces Potential positive and/or negative impacts and any particular groups affected Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate Make reference to where the mitigation is included in the document, as appropriate Well-being Goal A resilient Wales 7.5 People in terms of social and community influences on their health: Consider the impact on family organisation and roles; social support and social networks; neighbourliness and sense of belonging; social isolation; peer pressure; community identity; cultural and spiritual ethos There is no specific evidence to suggest the policy impacts on people in terms of social and community influences. Well-being Goal A Wales

35 How will the strategy, policy, plan, procedure and/or service impact on:- of cohesive communities 7.6 People in terms of macro-economic, environmental and sustainability factors: Consider the impact of government policies; gross domestic product; economic development; biological diversity; climate Potential positive and/or negative impacts and any particular groups affected There is no specific evidence to suggest the policy impacts on people in terms of macro-economic, environmental and sustainability factors. Recommendations for improvement/ mitigation Action taken by Clinical Board / Corporate Directorate Make reference to where the mitigation is included in the document, as appropriate Well-being Goal A globally responsible Wales

36 Please answer question 8.1 following the completion of the EHIA and complete the action plan 8.1 Please summarise the potential positive and/or negative impacts of the strategy, policy, plan or service The policy may have impacts with regards to age, disability, gender and pregnancy. However the policy aims to address this through fair selection criteria, making reasonable adjustments and following legal requirements. In making individuals redundant it may impact on people in terms of their income and employment status. In order to address this, the organisation will support individuals to find a new job and in training/re-trainig. Action Plan for Mitigation / Improvement and Implementation Action Lead Timescale Action taken by Clinical Board / Corporate Directorate

37 8.2 What are the key actions identified as a result of completing the EHIA? Action Lead Timescale Action taken by Clinical Board / Corporate Directorate Applying the policy fairly and consistently Providing support and guidance to managers and staff People and OD department People and OD department Ongoing Ongoing Monitor redundancy situations Executives Ongoing

38 8.3 Is a more comprehensive Equalities Impact Assessment or Health Impact Assessment required? Action Lead Timescale Action taken by Clinical Board / Corporate Directorate No This means thinking about relevance and proportionality to the Equality Act and asking: is the impact significant enough that a more formal and full consultation is required? 8.4 What are the next steps? Some suggestions:- Decide whether the strategy, policy, plan, procedure and/or service proposal: Policy to continue for approval

39 o continues unchanged as there are no significant negative impacts o adjusts to account for the negative impacts o continues despite potential for adverse impact or missed opportunities to advance equality (set out the justifications for doing so) o stops. Have your strategy, policy, plan, procedure and/or service proposal approved Publish your report of this impact Action Lead Timescale Action taken by Clinical Board / Corporate Directorate

40 assessment Monitor and review Action Lead Timescale Action taken by Clinical Board / Corporate Directorate