Frequently asked questions about human resources

Find out answers to the most common questions we get asked about our human resources department (Freedom of Information).

Contracts

How many staff have been employed on relief contracts?

2023/24 - 340
2022/23 - 300*
2021/22 - 262
2020/21 - 269
2019/20 - 268

*2022/23 figure only includes up to 13 March 2023 (not 31 March) due to switchover of back office systems

Disciplinary cases

What was the total number of council employees suspended on full pay and the total amount they were paid? What was the reason for suspension in each case?

All employees who are suspended receive full pay.

Disciplinary cases
	Sections include	Reasons include
2023/24 27 employees suspended Total amount paid: £398,876.43	Social Services Education Place	Safeguarding issues Theft Criminal conduct outside of the workplace Inappropriate conduct in the workplace Violent and aggressive behaviour in the workplace Unprofessional conduct
2022/23 39 employees suspended Total amount paid: £354,323.55	Corporate Services Social Services Education Place	Safeguarding issues Unprofessional conduct Breach of code of practice Unsatisfactory standards of work Theft Attending the workplace under the influence of alcohol Failure to follow policies and procedures Criminal conduct outside of the workplace Inappropriate behaviour Violent behaviour Providing false information to employer
2021/22 29 employees suspended Total amount paid: £276,943.47	Corporate Services Social Services Education Place	Breach of education workforce council code of conduct Criminal conduct outside of the workplace Failure to follow Covid rules Inappropriate conduct Theft Failure to follow policies and procedures
2020/21 15 employees suspended Total amount paid: £218,432.21	Social Services Education Place	Inappropriate conduct in the workplace Breach of trust and confidence Failure to follow professional code of conduct Criminal conduct outside of the workplace Theft Breach of health and safety Using council property for private use Conduct that adversely impacts an employee suitability to carry out their role Falsification of authority documents
2019/20	Not available	Not available

How many suspended employees subsequently returned?

2023/24 - 7 employees returned to work with a warning, 10 cases are ongoing, 5 employees were dismissed, 5 employees resigned.
2022/23 - 4 employees returned to work with a warning, 8 employees returned to work with no further action, 16 cases are ongoing, 5 employees were dismissed, 4 employees resigned, 2 employees contracts came to an end.
2021/22 - 10 returned to work with warning, 1 returned to work no case to answer, 5 dismissed, 2 resigned (there are 11 ongoing investigations)
2020/21 - 4 (there are 6 ongoing investigations)

It should be noted that suspension is not deemed as a disciplinary sanction and employees are not suspended as a matter of course. Due consideration of the necessity to suspend is taken and reviewed throughout the process to ensure that there is a continued need for suspension. Suspension is always considered as a last resort and handled with tact and sensitivity. If no purpose would be served in suspending the employee, then suspension will not be appropriate. An employee who is suspended will receive their normal / average pay. It will be unusual to suspend an employee who is unfit for work at the time suspension is considered. In circumstances where an employee is suspended whilst receiving less than full pay (or no pay) under the terms of their contract of employment, the reduced level of payment will be paid during the period of suspension.

Employer equality data

Gender pay gap reporting

Salaries

Pay policy statement 2023-24 (PDF) [834KB]

Pensions

Information about pensions and fund investments can be found at: Annual report and accounts (City and County of Swansea Pension Fund) (opens new window)

Employer’s pensions discretions policy 2021 (PDF) [773KB]

Recruitment

How many staff were appointed during the following periods?

2023/24 - 1,300
2022/23 - 1,582*
2021/22 - 1,573
2020/21 - 817
2019/20 - 865

*2022/23 figure only includes up to 13 March 2023 (not 31 March) due to switchover of back office systems

How much has the council spent on the external advertising of job vacancies during the following periods?

2023/24 - £21,880 (includes schools)
2022/23 - £28,453.48 (includes schools)
2021/22 - £43,853.75
2020/21 - £39,548.15
2019/20 - £7,412.34

Sick leave

How many working days were lost to staff sickness per full-time equivalent (FTE)? What were the main 3 reasons given as reasons for sickness?

2023/24
117,439.24 - top 3 reason include stress, anxiety, bereavement

2022/23
116,628.3 - top 3 reason include stress, coronavirus, miscellaneous*

2021/22
116,913.6 - top 3 reason include stress, coronavirus, miscellaneous

2020/21
82,955.87 - top 3 reason include stress, coronavirus, hospitalisation

2019/20
83,461.5 - top 3 reason include stress, hospitalisation, back injury

*2022/23 figure only includes up to 13 March 2023 (not 31 March) due to switchover of back office systems

Staff / senior staff

How many staff are employed by the council?

As at 31 Mar 2024 - total - 11,180

Non schools - 6,271
Schools - 4,909

As at 31 Mar 2023 - total - 11,666

Non schools - 6,519
Schools - 5,147

As at 31 Mar 2022 - total - 11,397

Non schools - 6,291
Schools - 5,106

As at 31 Mar 2021 - total - 10,937

Non schools - 6,045
Schools - 4,892

As at 31 Mar 2020 - total - 10,954

Non schools - 6,062
Schools - 4,892

The structure of the leadership team of the council: Who are we and what do we do

Schools

How many days lost to ill health? How many staff retired? How many staff have been dismissed?

School staff
Year	Days lost to ill health	Number of staff retired	Number of staff dismissed
2023/24	38,438.57	61	8
2022/23	45,117.20	56	11
2021/22	40,122.85	43	8
2020/21	29,236.65	38	4
2019/20	29,211.53	39	20

The figures are for teaching and ancillary staff (including teaching assistants and admin staff).

*2022/23 figure only includes up to 13 March 2023 (not 31 March) due to switchover of back office systems

Gender pay gap reporting

We are required to analyse our workforce data to understand whether there is a gender pay gap under the Equality Act 2010 (Specific Duties and Public Authorities) regulations 2017 for employers with 250 employees or more, based on a 'snapshot date'.