18 June 2026 – Co Owners Council Meeting

Overview

This summary provides a clear, concise overview of the key discussions, decisions and themes from the Co Owners Council meeting held on 18 June 2026. It is designed to support quick understanding, onward communication and alignment across teams.

Key Areas of Feedback from Co Owners

Mental Health & Wellbeing Support

Colleagues value support but are not always aware of what is available. Clearer communication about the Employee Assistance Programme and wellbeing resources is needed. Personal stories may help increase engagement.

Accessibility of Buildings

Concerns were raised about disability friendly access to facilities. Some improvements may be possible despite landlord constraints.

Breakout & Wellbeing Spaces

Break spaces vary significantly across sites. Some are positive; others feel uncomfortable or unsuitable. Protecting colleagues’ breaks and reducing interruptions was highlighted.

Connection Across a Growing Organisation

Colleagues want help understanding who people are and what different teams do. Ideas included informal introductions, cross department time, and a practical directory with photos and role descriptions.

Staff Healthcare Plan

A suggestion was made to explore healthcare plans. Previous concerns remain about alignment with BrisDoc’s ethos. Wider benefits review is planned in future.

Recognition & Appreciation

Recognition matters but must be simple, fair and meaningful. Not everyone wants public recognition. Personal gestures (cards, messages) are valued. Concerns exist about inconsistent use of “good job” cards and some colleagues being overlooked.

Pay, Cost of Living & Financial Clarity

Colleagues want clearer communication about pay, cost-of-living pressures and bonus expectations. Misunderstandings arise when new roles or projects appear to be funded from general budgets. Clearer explanation of ring-fenced funding is needed.

Shift Swapping & Rota Flexibility

Inconsistency in shift-swap decisions is affecting morale. Flexibility encourages goodwill; inconsistent decisions undermine it. Issue to be taken forward with operational leads.

Communication & Leadership Updates

Communication was a dominant theme. Colleagues want clearer, more human updates about leadership changes and organisational direction. Values are not changing, though wording may be refined.

Employee Ownership Day

Representatives were encouraged to promote pride in co ownership. Site visits and badge distribution planned across all nine sites.

Updates on Previous Items

• Bonus communication clarified: no promise of a March 2026 bonus had been made.
• Pay stream testing progressing well.

Senior Leadership Update – Key Messages

Stability & Values

Leadership emphasised organisational stability and reaffirmed the mission: “patient care by people who care.” Values remain unchanged.

Culture

Culture is central to BrisDoc’s identity. Representatives were encouraged to ask colleagues how they feel, not just what they think.

Communication

Leadership acknowledged communication needs improvement and committed to clearer, more transparent updates.

Financial & Strategic Position

• SevenSide/IUC contract extended to 2029.
• Practice Services progressing with new opportunities and funding.
• Business Services undergoing transformation to improve efficiency.
• External funding (∼£600k) is ring fenced and cannot be redirected.
• Inflationary pressures (∼£420k) are affecting finances.
• Profit distribution likely to be lower but commitment to EOT bonus and Community Fund remains.

Financial Wellness Month

Planned for October. Focus on practical support, clearer signposting, and visibility of existing benefits. Working group includes Sam, Debbie, Rachel and Kelly.

Co Owner Charter & Champions

Work paused temporarily while Council purpose and terms of reference are clarified. Representatives asked to send existing feedback to Louise.

Employee Ownership Conference

BrisDoc’s model is distinctive within the employee owned sector. Opportunities identified for learning from other organisations and potentially contributing as a case study.

Representative Role & Support

Representatives want clearer expectations, guidance and remit. Personal conversations with Louise or Kelly are helpful. Representatives are not expected to fix issues but to route feedback and ensure colleagues hear outcomes.

Key Themes for Leadership Awareness

• Communication is the dominant theme across all areas.
• Transparency builds trust, especially during change.
• Recognition must be meaningful and fair.
• Financial wellbeing is a growing concern.
• Representatives need clarity on their role and remit.

Next Meeting

Scheduled for late September (around 30 September). Representatives asked to submit agenda items in advance and provide feedback on the revised meeting format.

This summary page is designed to accompany the full minutes and provide a quick, accessible overview for coowners.