Tag: employment

TUC calls on employers to keep their staff safe as temperatures set to soar

  • Met Office issues extreme heat weather warning for the first time 
  • Forecasters warn temperatures will continue to climb and could reach 33 degrees C (91.4F) in some parts of the country 
  • TUC calls on employers to make sure staff are protected from the sun and heat 

The TUC has urged employers to make sure their staff are protected from the sun and heat, as the Met Office issues one of its new-style extreme amber heat weather warnings for the first time. 

The amber warning covers parts of Wales, all of south-west England and parts of southern and central England and will be in place until Thursday (22 July), when temperatures are expected to peak. 

Health warning 

Working in hot weather can lead to dehydration, tiredness, muscle cramps, rashes, fainting, and – in the most extreme cases – loss of consciousness. 

The TUC says employers can help their workers by:  

  • Allowing flexible working: Giving staff the chance to come in earlier or stay later will let them avoid the stifling and unpleasant conditions of the rush hour commute. Bosses should also consider enabling staff to work from home while it is hot.  
  • Keeping workplace buildings cool: Workplaces can be kept cooler and more bearable by taking simple steps such as opening windows, using fans, moving staff away from windows or sources of heat, or installing ventilation or air-cooling.  
  • Temporarily relaxing their workplace dress codes: Encouraging staff to work in more casual clothing than normal – leaving the jackets and ties at home – will help them keep cool.   
  • Keeping staff comfortable: Allowing staff to take frequent breaks and providing a supply of cold drinks will all help keep workers cool.  
  • Talking and listening to staff and their union: Staff will have their own ideas about how best to cope with the excessive heat. 
  • Sensible hours and shaded areas for outdoor workers: Outside tasks should be scheduled for early morning and late afternoon, not between 11am-3pm when temperatures are highest. Bosses should provide canopies/shades where possible. 
  • Sun protection: Prolonged sun exposure can be dangerous for outdoor workers, so employers should make sun protection available. 

The law 

There’s no law for minimum or maximum working temperatures. However, during working hours the temperature in all indoor workplaces must be ‘reasonable’. 

Guidance suggests a minimum of 16degC, or 13degC if employees are doing physical work. And employers have a duty to keep the temperature at a comfortable level and provide clean and fresh air. 

The TUC would like to see a change in the law so that employers must attempt to reduce temperatures if they get above 24degC and workers feel uncomfortable. And employers should also be obliged to provide sun protection and water for outdoor workers. 

The TUC would also like ministers to introduce a new maximum indoor temperature, set at 30degC – or 27degC for those doing strenuous jobs. 

TUC General Secretary Frances O’Grady said: “We all love the summer sun. But working in sweltering conditions in a baking shop or stifling office can be unbearable and dangerous. 

“Indoor workplaces should be kept cool, with relaxed dress codes and flexible working to make use of the coolest hours of the day. 

“And bosses must make sure outdoor workers are protected with regular breaks, lots of fluids, plenty of sunscreen and the right protective clothing.” 

The TUC is also asking employers to consider additional needs that may arise in hot weather from coronavirus health and safety requirements. Frances O’Grady added: 

“It’s even more important to use PPE safely in this hot weather. Staff will need extra breaks to cool down if their equipment reduces ventilation. 

“And while many offices have air conditioning, few people have it in their homes. Lots of staff are still working from home, so they may struggle to work during the hottest parts of the day. Employers should allow flexible hours so people can work when it’s cooler.” 

Cllr Kate Campbell: “We’re making Edinburgh a Living Wage city”

Councillor KATE CAMPBELL, Convener for Housing, Homelessness and Fair Work, writes about Edinburgh’s ambitions to be a Living Wage city.

Fair work. You’d think in Scotland in 2021 we wouldn’t need the ‘fair’. Just the concept of work in one of the most prosperous, democratically developed and progressive nations in the world – it should just include a presumption that work will be fair.

But sadly, that isn’t the case.

We’ve too many workers in our city paid the minimum, not the living wage – that’s around 38,000 people who earn less than £9.50 per hour.  Many don’t have job security or guaranteed hours. Many have little or no access to training or development and lack any form of representation through trade unions.

I’m not going to pretend that the City of Edinburgh Council alone can fix this. We can’t. But there are some things we can do.

Firstly – we’re going to make Edinburgh a Living Wage city.

Step one is to acknowledge all the fantastic employers in our city. We need to champion the people and organisations who recognise the value of their staff. And the benefit of investing in them. And we need to come together to promote those benefits.

We’re setting up a group of existing living wage employers across different sectors. We’ll work together to understand the barriers that prevent organisations becoming living wage employers, and how we can break down those barriers. And then we’ll put together an action plan.

It’s clear that in Edinburgh tourism is a major employer, and we know that hospitality is one of the areas that has historically struggled to pay the living wage.

But hospitality businesses have also been hit hard during the pandemic – reduced capacity due to social distancing, closure due to lockdowns, outbreaks and the need to self-isolate.

As labour shortages arise from Brexit there will be a need for businesses to offer more to retain skilled staff. Fair work and the living wage will be absolutely key.

Over recent years we’ve seen customers ask more of businesses – sustainability is a good example. People want to spend money with organisations that they believe are contributing to saving the planet, or at least working hard to mitigate any negative impacts from their activity. It costs more – but customers value sustainability so it pays for itself.

So, it’s important that as customers we are asking for the same ethical values of fair employment – because as citizens we will all benefit.

The pandemic has hit many hard but people on the lowest wages, and small businesses, have undoubtedly borne the brunt. Let’s all be part of the recovery to a better city. It’ll be hard for some businesses to make the leap to becoming living wage employers – so let’s make sure we support and encourage them.

This article first appeared in the Evening News

Half of employers expect more flexible working requests from staff after pandemic

A new survey from Acas has found that half of employers in Great Britain expect an increase in demand for flexible forms of working from employees after the country comes out of the Coronavirus (COVID-19) pandemic.

Acas commissioned YouGov to ask British businesses about changes to working practices that they are expecting once the COVID-19 pandemic is over compared to before the pandemic. The poll found that:

  • Over half of employers (55%) expect an increase in staff working from home or remotely part of the week; and
  • Nearly half of employers (49%) expect an increase in staff working from home or remotely all week.

Acas has published new advice on hybrid working that can help employers introduce it and manage requests from staff who wish to split their time between working remotely and in their employer’s workplace.

Acas Chief Executive, Susan Clews, said: “The pandemic has greatly impacted working life and it’s unsurprising that many employers and their staff have seen the benefits of flexible working during this difficult period.

“Hybrid working existed before Covid and our survey reveals that more than half of employers in Britain expect this type of flexible working to increase once we come out of the pandemic.

“Our new advice can help employers look at the potential benefits of hybrid working, consider whether it is suitable for their workplace, and fairly manage any staff requests.”

Acas advice is that hybrid working can help businesses attract and retain staff as well as increase staff productivity as the flexibility allows them to balance work and personal responsibilities.

Employees can benefit by saving costs and the time spent travelling to work as well as enjoying a better work life balance.

Acas’s advice for employers includes:

  • Consult widely with staff or their representatives about introducing hybrid working and discuss practical considerations such as regular communication, technology, performance management and health and safety;
  • A company hybrid working policy could look at which roles are eligible, how someone can request it and any principles such as allowing remote working for a maximum number of days a week;
  • Ensure staff who are working remotely are not excluded and have access to the same opportunities as those in the workplace such as team building activities, training and development;  
  • Decisions around whether to approve a request for hybrid working should be fair, transparent and other forms of flexible working that could work as possible alternatives can be discussed with employees;
  • Think about training line managers and staff to help them prepare for and manage hybrid working; and
  • Consider a trial period to see if it works and if any further adjustments to arrangements are needed.

For Acas’s full advice on hybrid working, please see: www.acas.org.uk/hybrid-working

More than half of UK students considering dropping out as mental health plummets

University degrees lose value with employers

  • 55% of students are considering dropping out of their courses, while 63% say their mental health and wellbeing worsened since the start of the academic year
  • Three in 10 businesses say a job candidate’s degree doesn’t matter at all, while 56% say that it is generally not important
  • However UCAS data reveals university applications have risen

More than half of UK students were considering dropping out this academic year, while two thirds have suffered a decline in mental health, a new study has found, alongside the fact that 56% of companies do not consider a degree important when recruiting.

The research by money transfer service RationalFX found that student mental health is declining, with a recent ONS survey revealing that 63% of students said their mental wellbeing had worsened since the start of the academic year in September 2020. Furthermore, 55% of students say they are considering dropping out of their courses.

In addition, new graduates will encounter a job market where 30% of business owners say a degree is not important at all when recruiting, while a further 26% rate the qualification as not very important, according to a poll by YouGov.

Despite this, the numbers for university applications this year have risen. New data from UCAS reveals that there have been 10% more applications for this Autumn, rising from 281,000 last year to a record 311,000, with 44% of school leavers applying for university places.

Commenting on the study, a spokesperson for RationalFX said: “Choosing whether to study for a degree has always been a big decision, but the impact of the pandemic has probably made it even more significant.

“For the majority of employers, a degree is far from essential, and for many students the last academic year has been very difficult. And with the cost of attending university higher than ever before, it is certainly not a decision to be taken lightly.”

Only 14% of businesses say a degree is very important while one in four consider it somewhat important. Larger businesses are more likely to consider a degree valuable when hiring a new employee, with 56% saying that it is important, compared to one in five small businesses.

The employment sector that places the greatest importance on degrees during the hiring process is Legal, with IT & Telecoms coming in second.

Finance and Accounting comes in third, followed by Media & Marketing, Manufacturing and Construction.

Marketing is split with 47% of businesses believing a degree is important, and 50% saying it is not. The sector that places the least importance on having a degree is hospitality and leisure.

Younger business owners are much more likely to value a degree, with 23% of those aged under 35 rating one as very important, compared to just 8% of UK business owners aged 55 and over.

Businesses in London are more likely to value a degree when they are looking for new hires, with 62% considering it at least somewhat important, while nearly of half of businesses in Wales (46%) say the qualification is not important at all.

The analysis was conducted by RationalFX, which is one of Europe’s leading international payment providers. Its competitive exchange rates, market expertise, suite of FX products and online payment platform enable bank transfers in more than 50 currencies worldwide.

Employment Sector and their opinion on the importance of a degree for a new hire
SectorVery importantSomewhat importantNot important at all
Legal402611
IT & Telecoms193917
Finance and Accounting213318
Media/Marketing/advertising/ PR & Sales182923
Manufacturing132531
Construction112540
Retail141635
Hospitality and Leisure61348
UK businesses and their opinion on the importance of a degree, split by region
RegionVery importantSomewhat importantNot important at all
London273517
Southeast72529
Southwest72437
Wales111346
Scotland141936
North62239
Midlands152128
https://www.rationalfx.com

BME workers bearing the brunt of coronavirus cuts

Black and minority ethnic (BME) workers are three times more likely than white workers to have lost working hours during the pandemic, according to a new TUC poll published on Friday.

The survey – carried out for the TUC by Britain Thinks – found that around 1 in 11 (9%) BME workers had their normal 35-48 hours a week cut back during the Covid-19 pandemic. Only 1 in 33 (3%) white workers said their working hours were reduced.

Nearly 1 in 8 (13%) BME workers told the TUC that their hours were cut without them requesting it in the last 12 months, compared to 1 in 11 (9%) of white workers. And 1 in 4 (25%) BME workers said they were now working between 1-24 hours a week, compared to 1 in 5 (20%) white workers.

The poll also found that:

  • Second jobs: BME workers were nearly twice as likely to say they’d had to take on more than one job in the last 12 months than white workers. Around 1 in 14 (7%) BME workers had more than one job during the past year, compared to just 1 in 25 (4%) white workers.
  • Pressure to go into work: 1 in 5 (20%) BME respondents told the TUC they were worried that if they did not go into their workplace this would impact negatively on their status at work, for example in terms of their job security or their chances of getting a pay rise. Around 1 in 7 (14%) white respondents shared this concern.

Previous TUC analysis revealed that the unemployment rate for BME workers has risen three times as fast as the unemployment rate for white workers during the pandemic.

The BME unemployment rate shot up from 6.3% to 8.9% between the first quarter of 2020 and the first quarter of 2021, an increase of 41%. Over the same period the unemployment rate for white workers rose from 3.6% to 4.1%, an increase of 14%.

Around 1 in 11 (8.9%) BME workers are now unemployed, compared to 1 in 25 (4.1%) of white workers.

TUC General Secretary Frances O’Grady said: “Covid-19 has shone a spotlight on the structural discrimination that has been hidden in our jobs market for too long.

“BME workers have shouldered the burden of the pandemic. They’ve faced the double whammy of being more likely to be working in industries that have been hit hardest by unemployment. And it’s now clear they’ve also have been more likely than white workers to lose hours – and therefore pay. Too many BME workers are having to take on second jobs now just to make ends meet.

“We know that BME workers are more likely to be in low-paid, insecure work with less employment rights. Through the pandemic, many have paid for this discrimination by losing hours, jobs and wages. Tragically, many more have paid with their lives.

“Enough is enough. Everyone deserves a decent job, with decent pay and with decent terms and conditions. Ministers must address this inequality once and for all and challenge the structural discrimination that holds BME workers back at every level of the labour market.”

Chair of the TUC anti-racism task force and NASUWT General Secretary Patrick Roach said: “This latest evidence comes on top of other data showing that Black workers are bearing the brunt of precarious employment, zero-hours contracts and employers using ‘fire and rehire’ to drive down wages.

“With rates of unemployment rising fastest amongst Black workers, we need to see urgent action from the Government to tackle these inequalities and secure a recovery that works for everyone.

“It will also be important that employers consider and are held to account for how their decisions are impacting on Black and White workers.”

The TUC is calling on government to:

  • Introduce mandatory ethnicity pay gap reporting and make employers publish action plans to ensure fair wages for BME workers in the workplace.
  • Ban zero-hours contracts and strengthen the rights of insecure workers – which will have a disproportionate impact on BME workers.
  • Publish all the equality impact assessments related to its response to Covid-19 and be transparent about how it considers BME communities in policy decisions.

Local MSP urges young people to apply for Job Start Payment

Gordon MacDonald, MSP for Edinburgh Pentlands, is urging young people in the area to apply for the Job Start Payment if they are starting a new job after a period of unemployment.

The Job Start Payment is available to 16-24-year-olds who have been on certain benefits for six months or more. Eligible young people can apply for the one-off payment worth £252.50, or £404 if they have children.

The payment will help with the costs of starting a job including travel, new clothes or childcare. People can apply via www.mygov.scot/job-start-payment or by calling 0800 182 2222.

SNP MSP for Edinburgh Pentlands, Gordon MacDonald said: “The pandemic has been particularly difficult for young people in Edinburgh and the Job Start Payment is a fantastic source of support for young people to ensure they can get off to a good start in a new job.

“Starting a new job can be very expensive for young people when you take into consideration the costs of travel, buying clothes and other costs associated with a new job.

“I would encourage all young people who have been unemployed for a long period of time and are starting a new jo or have recently started one to apply for this support.”

Plan for Jobs: Numbers on furlough halve in three months

More than one million workers came off furlough in the four weeks between the end of April and the end of May, which coincided with the start of restrictions being lifted and non-essential retail, restaurants and pubs reopening.

  • Latest government statistics show more than one million workers came off furlough in May alone
  • Milestone moment as the lowest amount of people on furlough since the pandemic began
  • Comes as scheme begins to wind down ahead of closure in September

More than one million workers came off furlough in the four weeks between the end of April and the end of May alone, which coincided with the start of restrictions being lifted and non-essential retail, restaurants and pubs reopening.

New figures published today show 2.4 million people moved off the scheme between the end of February and the end of May as businesses reopened.

2.4 million people remain furloughed or flexi-furloughed down from a peak of nearly 9 million at the height of the pandemic in May last year.

Chancellor of the Exchequer Rishi Sunak said: “Our Plan for Jobs has supported people’s jobs and livelihoods throughout the pandemic and it’s fantastic to see so many people coming off furlough and into their workplaces with our restaurants, pubs and shops reopened.

“These figures show what we always hoped would happen – that the scheme is naturally winding down as the economy reopens, but continuing to support those businesses and employees that need our help.”

Today’s ONS Business Impact of Covid-19 Survey show numbers may have fallen even further – with estimates that between 1.3 and 1.9 million people are still on furlough.

These figures reinforce other positive signs about how the recovery is progressing. The number of employees on payroll is at its highest level since last April, business and consumer confidence have improved significantly and economic growth is outperforming expectations.

The figures show the largest reduction in the hospitality, retail and accommodation sectors, with nearly 180,000 people in pubs, bars and clubs alone returning to work between April and May.

Furlough was extended until September to allow for businesses to adjust after the end of the Roadmap and to bring people back to work.

Now, as the economy begins to reopen and demand returns, employers are being asked to contribute more and from today, they will contribute 10% towards the cost of paying for unworked hours.

This employer contribution will increase to 20% in August and September, before the scheme closes, with the Plan for Jobs still in place to provide support, including traineeships and more work coaches to help people find jobs.

New statistics for the Self Employment Income Support Scheme, also published today, show more than £25bn has been claimed to date in support for the self employed.

350,000 properties have paid no business rates for 15 months thanks to an unlimited rates relief between March 2020 and July 2021. Over 90% of businesses will now be able to benefit from a 66% reduction in business rates bills until March 2022.

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Don’t pull the plug on economic recovery by cutting support too soon, warns TUC

  • New TUC analysis shows employment in hard-hit sectors is struggling to recover from the pandemic 
  • Government should delay hiking up business contributions while Covid restrictions are in place – and extend furlough for as long as necessary 
  • Many employers are using furlough flexibly to support a gradual return to business as usual, says TUC 

The TUC has warned ministers not to “pull the plug” on the UK’s economic recovery by cutting off support for businesses and workers too soon. 

The warning comes as new TUC analysis reveals that employment in hard-hit sectors is struggling to recover from the pandemic. 

The analysis shows that just 1 in 8 (110,000) of the 790,000 jobs lost across manufacturing, retail, hospitality and the arts during Covid have been recovered. 

By contrast, nearly all the jobs lost in business services and administration – which saw a 220,000 fall in employment – have been recovered. 

The union body says ministers must provide ongoing, targeted support for at-risk industries and halt plans to increase furlough contributions for employers while Covid restrictions remain in place. 

The analysis also reveals that 6 in 10 workers currently on furlough are working in manufacturing, retail, hospitality and the arts – sectors hit hard by the continuing restrictions. 

The TUC fears that if the job retention scheme is ended too abruptly tens of thousands of additional jobs could be lost from these industries. 

TUC General Secretary Frances O’Grady said: “Furlough has played a vital role in protecting jobs and keeping businesses running during this pandemic.  

“Ministers must not pull the plug on our recovery by cutting off support too soon. 

“The government should hold off hiking up employer contributions until all restrictions have been lifted. 

“And we need a cast-iron commitment from the chancellor that he will extend furlough for as long as is needed, rather than ending it abruptly in three months’ time.  

“Working families need this certainty now – not a rollercoaster approach to protecting livelihoods.” 

The TUC highlighted that workers can only be furloughed if their employers decides to use the scheme, meaning that the scheme is well-targeted only to those businesses that need it. 

They also note that around two-fifths of furloughed staff (41.6%) are now only furloughed for part of the working week and are working for the rest of it, enabling businesses to use furlough to manage their gradual return to full operations. 

A copy of the analysis can be found here: 

https://www.tuc.org.uk/sites/default/files/2021-06/Jobs%20and%20recover…

Joint call for mandatory ethnicity pay gap reporting

The TUC, CBI and Equality and Human Rights Commission (EHRC) yesterday issued a joint call for the government to introduce mandatory ethnicity pay gap reporting. 

In a joint letter to the Chancellor of the Duchy of Lancaster, Michael Gove, the heads of the three organisations say: “Introducing mandatory pay reporting on ethnicity would transform our understanding of race inequality at work and most importantly, drive action to tackle it where we find it.” 

The letter – signed by TUC General Secretary Frances O’Grady, CBI Director General Tony Danker and EHRC chairwoman Baroness Kishwer Falkner – urges ministers to set out a clear timeframe for introducing ethnicity pay gap reporting to help “ethnic minorities reach their full potential in the workplace.” 

TUC General Secretary  Frances O’Grady  said:  “Everyone deserves the chance to thrive at work, and to have a decent, secure job they can build a life on. But the sad reality is that even today race still plays a significant role in determining people’s pay and career progression. 

“This problem isn’t going to magic itself away. Without robust and urgent action many BME workers will continue to be held back. 

“Unions stand ready to work with employers, regulators and government on practical steps to tackle inequality and discrimination in the workplace. 

“Mandatory ethnicity pay gap reporting is an obvious first step in helping to improve transparency and bring about change. 

“We need ministers to commit to introducing ethnicity pay reporting now and to bring forward a clear timetable for getting it into law.” 

The full letter reads: 

Dear Chancellor of the Duchy of Lancaster 

The case for mandatory ethnicity pay reporting 

We are writing to set out our shared priorities to the inter-ministerial group established to consider the recommendations of the Commission on Race and Ethnic Disparities. Respectively, we represent millions of workers, thousands of businesses, and enforce the Equality Act 2010 in Britain to ensure that people have equal access to and are treated fairly at work. 

We agree with the Commission’s statement that the report comes at a pivotal moment for the country, at a time when the inequalities facing ethnic minority people are under scrutiny. Outcomes at work are no exception. However we believe the report’s recommendations, in particular those related to pay disparities, could go further in order to effectively increase the participation and progression of ethnic minorities in the workplace and create a fairer Britain. 

Introducing mandatory pay reporting on ethnicity would transform our understanding of race inequality at work and most importantly, drive action to tackle it where we find it. This has been a longstanding goal for all of us. It will enable employers to identify, consider and address the particular barriers facing ethnic minorities in their workplace, and will complement and enhance the work many already do to address gender pay gaps under existing regulations. 

Together we’re asking the Government to make it mandatory for employers to report on their ethnicity pay gaps, building on the successful framework already in place for gender. Reporting, done well, can provide a real foundation to better understand and address the factors contributing to pay disparities. To further enable this, we also support the Commission’s recommendation that pay gap data should be supported by a narrative – comprised of key data, relevant findings and actions plans to address race inequalities. 

Some employers are already voluntarily reporting on their ethnicity data and taking action to address race inequality in their workplaces. While this is welcome and should continue to be supported in the interim, introducing mandatory ethnicity pay reporting will put greater focus on race at work, contribute to a greater number of employers reporting their ethnicity pay gap figures, and achieve the change across the labour market that is required. 

We urge Government to set out a clear timeframe to implement this and encourage you to work with us to develop the tools and resources required to ensure that employers are supported, and that workers are confident in disclosing data in advance of making reporting mandatory. 

In so doing, we firmly believe that this will help ethnic minorities reach their full potential in the workplace, make business more inclusive, and ensure Government has a rich source of robust evidence to inform future labour market and industrial strategies. 

Frances O’Grady, General Secretary, TUC 

Tony Danker, Director General, CBI 

Baroness Kishwer Falkner, Chairwoman, EHRC 

FACENorth summer activities

Are you ready for a new, fantastic summer?

FACENorth (Focusing on Alternatives to Crime Edinburgh North) will be continuing with their regular service throughout the summer holidays, providing 1:1, crisis and family support and help with employment and training.

Have a look below to see the activities that’ll be offered and don’t miss the chance to participate!