Tag: employment

Mental health “perfect storm” will affect millions this Winter

A “perfect storm” of mental health stresses is being created with lockdowns, economic anxiety, enforced social distancing, poor weather and isolation – meaning millions of home workers will suffer in silence this Winter.

The UK is possibly facing its biggest ever mental health crisis since the WWII this Winter as a combination of many factors will contribute to the low mood and poor mental health of millions of employees working from home.

According to the ONS (Office of National Statistics) 69% of adults in the UK are staying that Coronavirus is having a negative effect on their life and the drill down statistics are even worse:

  • 63% are worrying about the future
  • 56% are feeling stressed or anxious
  • 49% are bored

“The worrying thing is everyone is in the same boat – we are so busy fighting our own fires – many of us don’t have the time or energy to help others”, says Jonathan Ratcliffe from office company Offices.co.uk.

“People are having a rotten time of it at the moment, and this Winter will be a real crunch point for many”.

Critical stress factors this Winter include:

Lockdowns – working from home and seeing less family/friends mean increasingly isolated lives

Uncertainty – Worries over employment and the economy creating a feeling of anxiousness

Poor Weather – Less daylight, poor weather means less opportunity to leave the house for fresh air and exercise

“The big worry for myself and my colleagues is either a new National lockdown, or the schools will close, because this will tip the balance for many people working from home and just managing to keep things on an even keel”, says Jonathan Ratcliffe

Offices.co.uk offers these general pointers to those working from home and feeling the pressure:

Routine – it’s vital if you want to be motivated that you set a routine. Make sure you get up at a decent time and start work at 9am.

To do list – Start by writing a small list of work to achieve, lower your expectations and work towards ticking all those goals even if they are small.

Talk to someone – If you have a work buddy, you’d usually chew the fat with, why change? Give them a call, maybe first thing – helps you both realise you are not alone.

Food and drink – Make sure you eat properly and stay hydrated throughout the day.

Fresh air – At lunch time take a walk or sit outside, put your phone down, look around and enjoy the peace and quiet.

Finish at 5 – Don’t be tempted to work into the evening, try and finish up around the same time as you would normally.

Put the phone down – After “work” is over, try to forget about it. Enjoy time with a partner or family.

Wine O’clock – It’s tempting to hit the wine each night, we’re under stress. But you didn’t booze like this before, time to reduce intake and get a good sleep.

Sleep – Decent bedtime and try and get 8 hours solid sleep if possible.

Plan for the other side – This will end, we simply don’t know when yet, and when it does you need to be in the best shape possible to seize any opportunities. Get planning!

“Bosses need to be very aware that their remote staff might be struggling, and while they have their own pressures, they need to reach out and monitor staff daily to make sure any issues can be addressed – being sensitive and caring is upmost for employers this Winter period”, concludes Jonathan Ratcliffe from Offices.co.uk

Impact of furlough

Extension of scheme could save thousands of jobs – but UK Government says no

Extending the furlough scheme by eight months could save 61,000 jobs in Scotland, according to new research.

A Scottish Government report estimates that the direct cost of extending the furlough scheme in Scotland to June is around £850 million – and wider economic benefits, such as increasing GDP, mean that it could pay for itself.

It comes as the Business Impact of COVID-19 Statistics, also published today, found that of all Scottish firms surveyed, over two thirds were still furloughing their workforce to some extent. The new data also estimated 15% of the workforce were still on furlough.

Economy Secretary Fiona Hyslop said: “The UK Government must think again about withdrawing blanket support and they must urgently implement some form of extension which would continue to provide help for the sectors that have been most heavily affected.

“Extending the Job Retention Scheme for eight months would save 61,000 jobs in Scotland and help secure a stronger economic recovery from coronavirus (COVID-19). Unlike the Scottish Government, the UK Government has the borrowing powers necessary to fund the extension of the Job Retention Scheme and they must act now to protect jobs and livelihoods.

“New furlough statistics for Scotland published today show wide variation between different sectors of the economy. Even though in some sectors a significant number of people have gone back to work, the outlook is much bleaker in other sectors. In accommodation and food services an estimated 34.4% of staff were still on furlough, and this rises to 57.5% of staff in the arts, entertainment and recreation sector. 

“Of course, the furlough scheme cannot continue indefinitely, but an extension would help keep people in jobs while sectors of the economy currently unable to fully open recover and will lead to sustained economic benefits at a relatively small cost.”

Read the COVID-19: Analysis of Extending the Coronavirus Job Retention Scheme

Read the Business Impact of COVID-19 Statistics

The long shadow of deprivation

Research highlights England’s local councils with the lowest social mobility opportunities

The effect of deprivation in dozens of English local authorities is now so persistent that some families face being locked into disadvantage for generations unless the right action is taken, a new report shows today.

In the most detailed study of regional social mobility ever conducted in the UK, the report from the Social Mobility Commission identifies local councils with the worst and the best social mobility in England.

In the “coldest spots” those from disadvantaged backgrounds, entitled to free school meals, have little chance of making a better life for themselves or their children. They also earn much less than their more affluent peers.

These areas, which range across England, include:

  • Chiltern
  • Bradford
  • Thanet
  • Bolton
  • Wolverhampton
  • Kingston-upon-Hull
  • Fenland
  • Mansfield
  • Walsall
  • Gateshead
  • Kirklees
  • St Helens
  • Dudley
  • Bolton
  • Wigan

Individuals aged 28 from disadvantaged families in these councils earn on average just over half the amount of those from similar backgrounds in the most mobile areas. They also earn much less than those of the same age from more affluent families living nearby.

Steven Cooper, interim co-chair of the commission said: “These findings are very challenging. They tell a story of deep unfairness, determined by where you grow up. It is not a story of north versus south or urban versus rural; this is a story of local areas side by side with vastly different outcomes for the disadvantaged sons growing up there.“

Areas with high social mobility, where those from poorer backgrounds earn more and the pay gap with those from affluent families is smaller include:

  • Forest Heath
  • West Oxfordshire
  • South Derbyshire
  • Cherwell
  • Kingston upon Thames
  • South Gloucestershire
  • Tower Hamlets
  • North Hertfordshire
  • Eden

The research, carried out by the Institute for Fiscal Studies (IFS) and UCL Centre for Education Policy and Equalising Opportunities (CEPEO), links educational data and HMRC earnings for the first time to identify young sons from disadvantaged families – those entitled to free school meals. The sons who were born between 1986 and 1988 and went to state schools in England, were followed from aged 16 to 28.

The results, covering around 320 local councils in England and 800,000 young adults, show a postcode lottery for disadvantaged people. In areas with high social mobility, disadvantaged young adults earn twice as much as those with similar backgrounds in areas with low social mobility – on average, over £20,000 compared with under £10,000. Annual earnings from this group range from £6,900 (Chiltern) to £24,600 (Uttlesford).

Councils with the lowest earnings for disadvantaged individuals include:

  • Bradford
  • Hyndburn
  • Gateshead
  • Thanet

But they also include:

  • West Devon
  • Sheffield
  • Malvern Hills
  • Kensington and Chelsea.

Those with the highest earnings include:

  • Broxbourne
  • East Hertfordshire
  • Forest Heath
  • Havering
  • Uttlesford
  • Wokingham

But those from poor backgrounds also face unfairness on their doorstep. Pay gaps between the most and least deprived individuals in local authorities with the poorest social mobility are 2.5 times higher than in areas of high social mobility.

Education, often blamed for social mobility differences, is only part of the answer. In areas with high social mobility, gaps in educational achievement account for almost the entire pay difference between the most and least advantaged sons. On average it accounts for 80% of the difference.

However, in local authorities where social mobility is low it is much harder to escape deprivation. In such areas, up to 33% of the pay gap between the highest and lowest earners is down to non-education factors, like local labour markets and family background.

Disadvantaged workers are restricted by factors including limited social networks (fewer internships); inability to move to more prosperous areas; limited or no financial support from family; less resilience to economic turbulence due to previous crisis such as 2008 financial crash and less developed soft skills.

The commission is now urging regional and community leaders to use the findings to help draw up tailored, sustained, local programmes to boost social mobility, building on the approach in some Opportunity Areas.

The commission will also ask the government to extend its current Opportunity Areas programme – which gives support to 12 councils – to include several more authorities identified as the areas with the most entrenched disadvantage.

Professor Lindsey Macmillan, Director of CEPEO at UCL and Research Fellow at IFS said: “This new evidence highlights the need for a joined up-approach across government, third sector organisations, and employers.

“The education system alone cannot tackle this postcode lottery – a strategy that considers the entire life experience, from birth through to adulthood, is crucial to ensuring fairer life chances for all.”

Laura van der Erve, Research Economist at IFS and co-author of the report, said: “Not only do children from disadvantaged backgrounds have considerably lower school attainment and lower adult earnings than their peers from more affluent backgrounds, we also find large differences in the outcomes of children from disadvantaged backgrounds across the country.

“This highlights that children’s opportunities in England are still defined by both the family they were born into and the area they grew up in.”

Key findings

  • Social mobility in England is a postcode lottery, with large differences across areas in both the adult pay of disadvantaged adults, and the size of the pay gap for those from deprived families, relative to those from affluent families.
  • Disadvantaged young adults in areas with high social mobility can earn twice as much as their counterparts in areas where it is low – over £20,000 compared with under £10,000
  • Pay gaps between deprived and affluent young adults in areas with low social mobility are 2.5 times larger than those in areas with high social mobility.
  • In areas of low social mobility, up to 33% of the pay gap is driven by family background and local market factors, over and beyond educational achievement.
  • Characteristics of the coldest spots: fewer professional and managerial occupations; fewer outstanding schools; higher levels of deprivation and moderate population density.

The Social Mobility Commission is an independent advisory non-departmental public body established under the Life Chances Act 2010 as modified by the Welfare Reform and Work Act 2016. It has a duty to assess progress in improving social mobility in the UK and to promote social mobility in England.

Cut unemployment by unlocking public service jobs, says TUC

  • NEW TUC REPORT identifies 600,000 existing public service vacancies and staff gaps that government could unlock quickly to cut jobless rate  
  • The more people in work, the faster we will work our way out of recession, says TUC 

A new TUC report has set out proposals for a public sector jobs drive to stave off mass unemployment and help the UK quickly recover from the Covid-19 recession. 

The UK entered the Covid-19 crisis with our public services weakened by a decade of cuts. But public service workers gave their all to keep essential services going. 

As we move out of the public health crisis, we are moving towards an economic crisis, with the Bank of England warning of mass unemployment with 2.5 million people out of work by the end of the year. 

Creating decent jobs 

The TUC’s report sets out a plan for public sector jobs to contribute to the fast employment growth the UK now needs. 

It identifies the additional staff required across the public sector to fill vacancies, address shortfalls in provision and meet future need. 

The union body is calling for government to urgently unlock the 600,000 jobs identified, including: 

  • 135,000 in health  
  • 220,000 in adult social care   
  • 110,000 in local government   
  • 80,000 in education  
  • 50,000 in civil service / public administration   

Taken together with proposals published by the TUC in June to create 1.25 million jobs by fast-tracking green infrastructure investment, this plan could deliver a total of 1.85 million new jobs in the next two years. 

Powering recovery 

The TUC says that the government-led jobs drive would help support a stronger and faster private sector recovery too, with opportunities in supply chains and from the boost to spending power across the economy. 

And it would help protect the Treasury from the revenue shortfall arising from the downside recovery scenario set out by the Office for Budget Responsibility (OBR). 

Under the OBR’s downside  scenario, peak unemployment would be two million higher than for the upside scenario. TUC analysis of OBR data finds that the Treasury would lose out on £520bn in revenue over the next five years on the downside scenario relative to the upside. 

The TUC says that the government must invest now to put the UK on the upside path – by preventing mass unemployment.  

Otherwise the nation will suffer the high costs of mass unemployment, weak revenue and slow growth for many years ahead. 

TUC General Secretary Frances O’Grady said:  “Working people carried the burden of the pandemic. They must not bear the brunt of the recession. The government must go all out to protect and create jobs and prevent the misery of mass unemployment. 

“The more people we have in work, the faster the recovery will be. But ministers are sitting on their hands. It’s absurd to leave unfilled vacancies and unmet need in public services when unemployment is rising. Ministers should urgently provide the funding that will unlock existing public services vacancies and create good new jobs.  

“Our plan to invest in good public services jobs will help workers avoid unemployment. It will strengthen the vital services that we all rely on. And it will get people out spending in local business and services. That’s how to drive the recovery forward.” 

congress-jobs-story_reportDownload

– TUC Congress 2020: The TUC’s 152nd annual Congress takes place today and tomorrow (Monday 14 and Tuesday 15 September).

For full details of the programme, how to watch debates and how to participate in digital fringe meetings, go to: https://www.tuc.org.uk/Congress2020  

Pubs and bars ‘on the brink’, says trade organisation

Scotland’s pubs and bars face unprecedented challenges with fears up to 12.5k jobs could be lost

The Scottish Licensed Trade Association has released a snapshot survey of the challenges facing Scotland’s pubs and bars, sponsored by KPMG UK.   The survey contains key insights into the significant impacts of the COVID crisis on Scotland’s pubs and bars.

The survey which represents over 10% of Scotland’s On-trade premises, highlights that 45% of business owners do not expect a return to any sort of normal trading until a vaccine is found.   

The survey also revealed that up to 25% of the 50,000 jobs in the sector could be lost and coupled with the introduction of reduced opening hours for many businesses and a subsequent reduction in working hours for staff, all jobs in the sector are effectively under threat. 

Colin Wilkinson, Managing Director of the SLTA, said: “Our snapshot survey covers all types of licensed premises and is an indicator of the key issues facing the wide range of small to large businesses which trade within the wider hospitality sector.

“Our survey is based upon quantitative research from over 600 outlets covering the length and breadth of the country and is supported by major food and drink chains, independent pubs, bars and hotels in Scotland’s hospitality sector.

“The impact of COVID has been more severe for Scotland’s pubs and bars than virtually any other sector, and we now face the stark reality that up to 12,500 jobs could be lost as nearly 90% of premises report that their revenue is down versus last year, with 38% reporting revenue decreases of over 50%.  

“Our own survey reinforces a recent survey by the University of Edinburgh on behalf of the tourism industry, which shows the devastating impact on employment in pubs, bars and the wider hospitality sector.

He went on: “Our sector has worked very hard to prepare for reopening and to ensure customers enjoy a safe environment. The average pub or bar spent £2,500 on training and social distancing measures, and this equates to a £15m investment across the entire sector.

“Also, many pubs and bars have adapted by making increased use of digital technology and offering restaurant quality food and cocktails for home delivery.  However, with many people working from home, and local restrictions, one of Scotland’s major employment sectors faces unparalleled difficulties and the current business climate is leading to a real threat of permanent business closures and job losses.’’

The sector welcomed the support from both the UK and Scottish Governments, but notably support from Banks and UK Government had a higher rating than Scottish or Local Government.

Alistair McAlinden, head of hospitality and leisure for KPMG in Scotland, said: “It’s incredibly concerning, but not entirely surprising, to hear that so many licensed trade operators across Scotland are worried about largescale job losses and possible business failures over the next twelve months. The industry is facing a battle for survival and there will inevitably be some casualties.

“KPMG’s Economic Outlook research gives some cause for cautious optimism, forecasting that Scotland’s economy should regain lost ground in 2021, provided a vaccine programme is successful and rolled out quickly.   But, for many pubs and bars, the crisis is happening right now and time is running out.

“The sector has worked tirelessly to reopen and rebuild consumer confidence. A collaborative effort and increased support from political leaders will be essential to ensure the industry survives an incredibly challenging few months ahead. 

“As part of this, KPMG’s multidisciplinary team are already supporting a number of licensed trade operators as they seek to navigate their way through these financial headwinds.”

Colin Wilkinson concluded: “The SLTA, is currently celebrating our 140thanniversary, and has been the voice of the independent licensed On-trade in Scotland since 1880. Right now, our industry is fighting for its survival with many businesses on the precipice of business failure.

“The sector is a critical part of Scotland’s tourism and food and drink economies and we urge UK, Scottish and Local Governments to provide continuing support for our pubs and bars and protect the jobs that they provide directly, and the associated jobs in the wholesaling, brewing/distilling and food producing sectors.”

Key Findings

  • 63% of businesses are employing less people now than in January (a traditional quiet month), and it is forecast this will increase to 70% less employees by Christmas.
  • 45% of businesses do not expect a return to normal trading until a COVID vaccine is found.
  • 85% of outlets are seeing a downturn in footfall and 89% in revenue.
  • 38% have seen revenue drop by over 50% versus same period last year. 
  • There is evidence that venues in rural and tourist locations are faring slightly better than in urban areas with 77% showing a revenue decline versus 89% nationally.
  • Retailers have spent significant sums on preparing to meet social distancing standards, with an average investment of £2,500 per outlet, which equates to £15m across Scotland’s pubs and bars.
  • There are major implications for employment.
  • Most respondents felt positive about government support provided, but notably support from Banks and UK Government had a higher rating than Scottish or Local Government.
  • The Eat Out to Help Out scheme was well received amongst those serving food with an enthusiasm to extend.
  • Retailers have adapted to new ways of working and serving their customers with 43% increasing their use of digital technology and 35% offering food for takeaway.

Follow Scottish Government guidelines on Working From Home, says STUC

As the UK Government embarks on a massive push back to work campaign, the STUC is urging employers and workers in Scotland to follow Scottish Government guidelines.

Roz Foyer, STUC General Secretary said: “The UK’s government’s plan to drive people back into their offices are adding even more confusion to an already shambolic Coronavirus response.

“In Scotland, we have taken a different track and are still in Stage 3 of the route map out of lockdown. It’s highly dangerous for the UK Government to be pressuring workers who don’t have to be based there back into the workplace and it needs to be made clear to all Scottish workers that this is not in line with public health guidance here in Scotland.

“Many offices, particularly call centres, are potential Coronavirus hot beds. Employers and Governments should be ensuring that they’re doing everything they can to assist workers to work effectively from home, until we can be confident that the virus has been sufficiently suppressed. We also need to keep the pressure off our public transport systems as far as possible at this key time.

“We understand that working from home can have its own challenges for workers and there are economic impacts on city centres, but continuing this where viable is still one of the best things we can do to prevent an autumn/winter spike in Coronavirus cases.

“Nothing could be more damaging for our economy than a second lockdown, which is why we must continue to show caution and restraint in the business of reopening our economy.

“The UK Government should be standing firmly in agreement with the Scottish Government that if you can work from home, you should work from home.”

MacDonald welcomes youth guarantee

SNP MSP Gordon MacDonald has welcomed a new £60million Youth Guarantee announced in the Programme for Government, which guarantees everyone in Edinburgh aged 16-24, a job, a place in education or a place in training.

The new partnership between the Scottish Government and Scotland’s employers is backed by £60 million of government investment, which will be broken down as follows:

  • £30 million through local authorities to help local partnerships to deliver employability support for young people
  • £10 million to create additional opportunities in colleges
  • £10 million additional funding for Developing the Young Workforce, the Scottish Government’s internationally recognised Youth Employment Strategy
  • £10 million to support pathways to apprenticeships

This autumn, the Scottish Government will also launch the National Transition Training Fund, which is backed by initial funding of £25 million and will help up to 10,000 people of all ages retrain for jobs in growth sectors.

SNP MSP for Edinburgh Pentlands, Gordon MacDonald,said: “Governments have rightly taken unprecedented steps to protect workers and businesses through this pandemic, but it’s vital that young people are not left behind. 

“This SNP government is absolutely determined that youth unemployment will not become the legacy of the Coronavirus pandemic.

“The new £60 million Youth Guarantee, announced in the First Minister’s Programme for Government, will guarantee every young person in Edinburgh aged 16-24 a job, a place in training, or a place in education.

“This is backed by additional funding for employers to recruit and retain apprentices, and the new Job Start Payment to help with the costs associated with starting a new job.

“I urge all employers who are able, to work with the Scottish Government to create more opportunities that recognise the valuable contribution our young people have to make in growing our economy.

“These steps to support for those most adversely affected by the Covid-19 pandemic are most welcome, and the SNP will continue to work to ensure every young person in our capital is given the opportunity to succeed”

100+ jobs at Amazon in Bathgate

Amazon to Create 10,000 New Permanent Jobs Across the UK in 2020

Amazon today announced that 10,000 new permanent roles are being created across the UK in 2020, taking the company’s total permanent UK workforce to more than 40,000. 

Amazon has already added 3,000 new permanent roles to its workforce across its UK network of fulfilment centres, sort centres and delivery stations – including at a new hi-tech fulfilment centre in the North East of England which opened in May.

The company will add a further 7,000 new permanent roles by the end of 2020 across more than 50 sites, including Corporate offices and two new fulfilment centres launching in the autumn in the North East and in the Midlands.

The new roles, including engineers, graduates, HR and IT professionals, health and safety and finance specialists, as well as the teams who will pick, pack and ship customer orders, will help Amazon meet growing customer demand and enable small and medium sized enterprises selling on Amazon to scale their businesses. 

Amazon has already offered temporary roles to thousands of people whose job was impacted at the height of the Covid-19 pandemic, many of whom will now be able to transition into a permanent role with the potential for a career within Amazon.

In addition, Amazon is creating more than 20,000 seasonal positions across the UK ahead of the festive period at its sites across England, Scotland, Wales and Northern Ireland and at three pop-up fulfilment centres.

At the centre of the job creation programme are three new, state-of-the-art fulfilment centres in Darlington, Durham and Sutton-in-Ashfield, Nottinghamshire, each fitted out with advanced Amazon Robotics technology and each creating more than 1,000 new permanent roles. Construction of these new fulfilment centres began last year. Darlington started operations in May and the sites in Durham and Sutton-in-Ashfield will launch later this autumn.

In addition, Amazon has recruited more than 700 apprentices during 2020, helping young people begin their careers in fields ranging from automation engineering and IT to digital marketing and fashion buyers, with pay of up to £30,000 a year for degree-level apprenticeships.  A typical apprenticeship combines theoretical learning with hands-on training, enabling participants to obtain qualifications and degrees and earn money in the process.

Amazon provides some of the most advanced workplaces of their kind in the world, with industry-leading pay, processes and systems to ensure the wellbeing and safety of all employees.

Pay starts at a minimum of £10.50 p/h in the London area and £9.50 p/h in other parts of the UK for all full-time, part-time, temporary and seasonal roles in Amazon’s fulfilment centres, sort centres and delivery stations.

Employees are offered a comprehensive benefits package, including private medical insurance, life assurance, income protection, subsidised meals and an employee discount – which combined are worth more than £700 annually – as well as a company pension plan. 

Amazon also offers employees an innovative programme called Career Choice that provides funding for skills development through nationally recognised courses of up to £8,000 over four years.

Business Secretary, Alok Sharma said: “While this has been a challenging time for many businesses, it is hugely encouraging to see Amazon creating 10,000 jobs in the UK this year.

“This is not only great news for those looking for a new job, but also a clear vote of confidence in the UK economy as we build back better from the pandemic. The government remains deeply committed to supporting retailers of all sizes and we continue to work closely with the industry as we embark on the road to economic recovery.” 

Stefano Perego, Amazon’s Vice President of European Customer Fulfilment, said: “We’re proud to be creating 10,000 new permanent roles across our UK network of fulfilment centres, sort centres and delivery stations offering competitive wages and comprehensive benefits starting on day one. 

“Our people have played a critical role in serving customers in these unprecedented times and the new roles will help us continue to meet customer demand and support small and medium sized businesses selling on Amazon.

“The new state-of-the-art robotics fulfilment centres in the North East and the Midlands, as well as the thousands of additional roles at sites across the country, underline our commitment to the people and communities in which we operate. We are employing thousands of talented individuals in a diverse range of good jobs from operations managers and tech professionals through to people to handle customer orders.”

He added: “We prepare year-round for the festive season and we’re also excited to have over 20,000 seasonal positions available this year to help delight our customers. We look forward to welcoming back seasonal workers who return year-after-year to work at Amazon and welcome new faces to the seasonal team.”

Amazon’s workforce will increase from more than 30,000 people in the UK at the beginning of the year to more than 40,000 people by the end of 2020. Amazon has invested over £18 billion in its UK operations since 2010 to provide convenience, selection and value to UK consumers, while helping to digitally empower more than 373,000 small businesses and content creators. 

People interested in applying for both permanent and seasonal roles at Amazon should visit www.amazonjobs.co.uk

More people than ever work in Scotland’s social services …

… and one in ten social care workers are migrants making a vital contribution

The new immigration system being proposed by the UK Government would leave Scotland’s vital social care sector critically short of staff, according to a new report. It would also damage a number of other important sectors in Scotland.

The Scottish Government’s response to the Migration Advisory Committee’s call for evidence on the UK Shortage Occupation List (SOL) highlights that the social work and residential care sectors are heavily reliant on migrants, with almost 10% of roles filled by workers from outside the UK – the majority of whom would not qualify for a visa under the so-called ‘skilled worker’ route currently being proposed by the UK Government.

Ben Macpherson, Minister for Public Finance and Migration said the remarkable contribution of non-UK citizens working in health and social care, and other sectors, has been brought into especially sharp focus during the ongoing coronavirus (COVID-19) crisis.

He said social care roles must now be added to the SOL, in order to prevent a labour shortage in this crucial sector.

The response shows 29,300 non-UK nationals work in health and social care.

Mr Macpherson said: “Care professionals from all over the world have played a vital role in caring for our communities during the COVID-19 crisis.

“It is mind-boggling that the UK Government has introduced a ‘Health and Care visa’, intended to show the UK’s gratitude to frontline workers in these sectors, but that this initiative bizarrely continues to exclude and disregard the huge contribution of social care workers.

“I urge the UK Government to do the right thing and include care workers as eligible for the recently announced ‘Health and Care visa’, so that people who make and have made such an important contribution to our society, particularly recently, can benefit from reduced fees, a fast-track application service, and exemption from the Immigration Health Surcharge.

“This report, responding to the Migration Advisory Committee’s call for evidence on the UK Shortage Occupation List (SOL), shows how the UK Government’s ending of freedom of movement, and no replacement general route for what they have wrongly and offensively deemed ‘lower-skilled’ migrants, will be damaging to social care provision and key Scottish sectors of the Scottish economy.

“Adding social care roles to the SOL would allow employers to recruit international workers at a lower salary threshold of £20,480, instead of the proposed £25,600.

“The Scottish Government is clear – we greatly value the skills and contributions of all people who come and settle in Scotland. Inward migration enriches our society for the better and migrants make a net contribution to our economy, our public services and our public finances. Family migration also contributes positively to our demography, and the sustainability of rural and remote communities.”

Read SG response to Migration Advisory Committee on review of Shortage Occupation List 2020

A new report published by the Scottish Social Services Council (SSSC) shows that more people than ever before work in Scotland’s social services. There are some 206,400 people in the workforce, which makes up approximately 7.8% of all Scottish employment or one in 13 jobs.
The figures are revealed in the Scottish Social Service Sector: Report on 2019 Workforce Data.

The report highlights the size and importance of the social service workforce, which has played a vital role during the COVID-19 pandemic.

Lorraine Gray, SSSC Chief Executive said: ‘The challenges of the COVID-19 pandemic have brought Scotland’s social service workers to the fore and this report shows the size and breadth of the sector.

‘They play a vital role in protecting and supporting some of society’s most vulnerable citizens and represent one in 13 of all employment in Scotland, so make a significant contribution to the economy too.

‘As well as being skilled and qualified roles, people must also bring the right values and we can see from the report that this is a committed workforce with just over three quarters in the same post as the previous year.

‘One of the largest increases this year was in the day care of children sub-sector, with an extra 2,360 workers, as recruitment continues towards the expansion of free early learning and childcare. Although COVID-19 has delayed this deadline we expect increased recruitment to day care of children’s service to continue.’

Key points from this year’s workforce data report

The size of the workforce has increased to 206,400, a rise of 0.8% since 2018. This is the highest level recorded since these reports began.
The social service workforce makes up approximately 7.8% of all Scottish employment.This increase has been driven mainly by increases to the day care of children sub-sector and with public provision.
The whole time equivalent (WTE) measure of the workforce is 155,330, an increase of 1.3% since 2018.
The stability index of the workforce is 76.8%. This means just over three-quarters of the workforce remained in the same post since last year.
The largest employer type differs between local authority areas, with services in Orkney, Shetland and Na h-Eileanan Siar (the three island authorities) provided mainly by the public sector. However, in most areas the private sector is the largest employer.
The three largest sub-sectors are housing support/care at home, care homes for adults and day care of children; together these account for almost 78% of the workforce.
The median age of the workforce is highest in the public sector (47) and lowest in the private sector (41).
Early years workers in the private sector have the lowest median age (28).
The percentage of men working in the sector is 15%, although it is around double or greater that proportion in criminal justice and residential children’s services.
The workforce is mainly employed on permanent contracts (82%).
The median figure for the typical weekly hours worked by staff is 32 and 51% of the workforce work full time (more than 30 hours per week).

The report combines administrative data collected by the Care Inspectorate with data collected by the SSSC directly from local authorities to form a comprehensive picture of the paid workforce employed in the social service sector in Scotland at the end of 2019.

The SSSC is an official statistics provider.

Read the Scottish Social Service Sector: Report on 2019 Workforce Data here.

Retirement around the world

With the Tories seemingly considering changes to the retirement age, how does the UK compare to other countries aroud the world?

Men and women in the Netherlands and South Korea work longer than adults in any other country according to new research.

The team at personal finance experts TheMoneyPig.com have looked at 41 countries around the globe to find the age for retirement.

People in the Netherlands work until they’re 68 with South Koreans working until they’re 68 and 67 for men and women respectively.

Norway, Italy, Israel, Iceland and Greece are close behind with the age of retirement set at 67 years old.

Many countries in Europe retire at around 65 – 66 years old, including the UK, although that age looks set to rise over the coming years.

Others with 65 years as the retirement age include New Zealand, Mexico, Jamaica, Hong Kong, Canada and Brazil. In Asia countries including China, Japan and Thailand retire at 60 years old.

The country with the lowest retirement age is the United Arab Emirates with Emiratis able to retire at just 49 years old. Expats aren’t quite so fortunate, retiring at 65 years.

There is still some discrepancy between the ages men and women can retire. In most countries the retirement age is the same although women are able to retire at a younger age in China, Qatar, Turkey, Russia, the Czech republic, Austria, Brazil, Gibraltar, Jamaica, Poland, Switzerland, Israel and South Korea.

A spokesperson for TheMoneyPig.com said: “Retirement ages differ slightly around the world but not massively. Looking at the data it would be fair to say that mid 60s is around the average age for retirement.

“What is important wherever you live, is to plan for your retirement so you can enjoy it without the financial concerns it can bring.

“It’s important to think about this early and to be realistic on just how much money you need, how much you can afford to pay in now and if there are ways you can boost your pension pot.

Here are TheMoneyPig.com’s tips for planning for retirement:

1. Your retirement income

It’s important to work out your potential retirement income. Factor in your state pension and any private pensions you pay in to and you should come up with an accurate figure. Also factor any savings or investments you have available to use when you retire.

2. Boost your pension pot

Think about paying in more to your pension if you can. This will give you a greater sum when you retire. To boost it further you could set you retirement date later.

3. Day to day spending

Think about what you’ll spend when you retire. Work related costs like commuting, lunch and work clothes will all stop. Do factor in increases elsewhere like leisure and healthcare.

4. Clear your debts

Aim to clear any debts before you retire. If you can get the mortgage paid off, then do. Look at credit cards and any other debts too and pay off those with the highest interest first.

5. Retirement age

Consider what age you want to retire at and be realistic about if you can afford to.

6. Get advice

If you’re not sure, it’s always worth getting some financial advice. A good adviser will be able to talk you through the options to help you work out what’s right for you.

Table in full:

CountryRetirement age – MENRetirement age – WOMEN
UAE49 for emiratis, 60  – 65 for expats49, 65 expats
China6050 – 55
Japan6060
Qatar6055
South Africa6060
Thailand6060
Turkey6058
India60 – 6560 – 65
Russia60.555.5
Singapore62 – 6562 – 65
France62 – 6762 – 67
USA62 – 6762 – 67
Czech Republic62.858 – 62
Hungary6363
Austria6560
Belgium6565
Brazil6562
Canada6565
Cyprus6565
Denmark6565
Gibraltar6560
Hong Kong6565
Jamaica6560
Mexico6565
New Zealand6565
Poland6560
Sweden6565
Switzerland6564
Spain65.2565.25
Germany65.565.5
United Kingdom65.565.5
Australia6666
Ireland6666
Portugal66.366.3
Greece6767
Iceland6767
Israel6762
Italy6767
Norway6767
Netherlands6868
S.Korea6867