Tag: employment

Sick pay decision for two million low-paid workers could have huge impact on families’ living standards

How much should someone receive when they are off sick from work?

This is the question that ministers were considering over Christmas. And the answer they arrive at will have a huge impact on many households’ budgets (writes TUC’s TIM CLARK).

For the majority of workers today the answer to that question is straightforward: when they are ill they simply receive their normal salary for a period.

Others, particularly many low-paid workers get less-than-generous statutory sick pay (SSP), currently £116.75 a week, if they are ill. But this only kicks in from the fourth day of absence.

More than a million workers wouldn’t receive anything when absent because they earn too little to qualify under current rules. They are often part-time workers and are predominantly women.

This means many workers face hardship if they suffer illness or injury or risk spreading illness in their workplace by attending while sick.

This could change as ministers implement their promise that “no one should be forced to choose between their health and financial hardship”. 

Measures in the Employment Rights Bill being considered by MPs will scrap the qualifying earnings test and sick pay will be paid from the first day of absence in future.

The options on the table

But how effective these changes will be rest on the percentage rate to be paid to low earners. 

A government consultation on the rate closed earlier this month.

Among the options modelled was an SSP payment as low as 60 per cent of wages.

This would be the entitlement for the lowest paid 2.3 million workers,

Under the current proposals, this could lead to some 1.1 million workers who are currently entitled to full SSP eligible for less under the new system because they currently get full SSP, albeit at less than £117 a week.

The TUC is urging the government to ensure that workers receive the lower of their earnings or statutory sick pay. At the very least they should receive 95 per cent of pay to reflect the payments received by the lowest-earning workers who currently qualify for SSP. 

For this is not a cold exercise in abstract numbers. There is a risk that some low earners could miss out the equivalent of a family’s food budget if ministers opt for lower pay-outs. 

Scenarios set out below show the potential real-world impact of ministers’ decisions.

Scenario one

Rita works 10 hours a week (two hours a day) in an office canteen on the national minimum wage. Her partner is a sales assistant earning £25,000.    

One weekend, Rita sprains her foot and is unable to work that week.

She has no access to occupational sick pay and currently would be unable to claim SSP as she earns under the lower earnings limit of £123 required to qualify. This means that the household income is cut by £114.40 a week. 

She struggles to give her three children money for their daily school meals and out-of-school sports activities and has to use money set aside for the next energy bill.

Under the new system, if the rate is set on the basis of the lower amount of earnings or SSP she would receive £114.40. 

However, a 60 per cent rate, one of the options modelled by the government in its latest consultation would mean she only receives £68.64. This cut of £45.76 is close to what a family spends on school meals for three children every week. 

Scenario two  

Sam is a single parent earning the national minimum wage at a food factory – working part time for nine hours Monday to Wednesday and gets paid weekly. 

Sam catches a nasty cold and is unable to work Monday to Wednesday. She has no access to occupational sick pay, and, under the current system doesn’t earn enough to qualify for SSP.

She claims Universal Credit and by notifying the DWP about a drop in earnings in the next assessment period could receive a higher universal credit payment. But this wouldn’t be paid out for more than a month, leaving her immediate bills to pay.

But if payouts were the lowest of SSP and actual earnings Sam would have received £102.96 in wages.

A 60 per cent rate would mean getting only £61.78. This £41 drop is more than the typical £35.40 that a family in the lowest income decile spends on groceries and non-alcoholic drinks (families overall spent on average £63.50 a week according to the official figures from 2023). 

This means that Sam and her two children would struggle to buy food that week, although they would be better off than currently. 

Scenario three  

Raj works two jobs. On Monday to Tuesday he works part time at a retail store for three hours a day. He works at a florist on Wednesday and Thursday for two hours. 

This is to fit in with caring responsibilities for three children with his wife who works at the local biscuit factory from Monday to Friday (9-5pm). She earns slightly above the national minimum wage, and both Raj’s jobs are on the minimum wage. 

Due to a car accident, he is unable to work for three months – this causes immense pressure on the family finances as during this period Raj receives no earnings.

If he received SSP based on his actual earnings this would have been £114.40 a week.

But at a 60 per cent rate he would receive £68.64 a week. This would mean that over the course of 12 weeks he would receive£549.12 less than if he was getting his normal earnings.

This is equivalent to almost two years’ worth of spending on clothes and footwear for a family in the lowest income decile at £5.60 a week.

Conclusion 

The coronarvirus outbreak showed the dangers of an inadequate sick pay system.

Lots of frontline workers were forced to choose between falling into poverty because they got no or little sick pay, or continue to work and risk spreading the virus.

Four years on and many workers continue to face similar dilemmas every week.

The government is making the right choice in extending sick pay to all workers, without an income test.

But when ministers announce payouts for low-paid workers in the coming weeks, they should peg them to SSP or wages, whatever is the lower. And no-one should be entitled to less after the changes, than they are now.

Then the next stage will be ensuring that the headline rate of SSP is improved.

Economic inactivity in England set to be tackled with health funding boost

People with back, joint, and muscle issues living in areas with the worst waiting lists for musculoskeletal (MSK) conditions are set to be treated quicker and supported back into employment as the Government ‘gets Britain working’.

  • £3.5million funding boost to be shared by 17 NHS areas to trial innovative ways to treat musculoskeletal conditions (MSK) 
  • 646,000 people off work with MSK conditions – around 1 in 4 of the record 2.8 million people on long-term sickness benefits  
  • Funding is part of the Government’s Plan for Change to deliver growth, put more money in people’s pockets, and get the NHS back on its feet

As part of the Government’s drive to tackle economic inactivity – where someone is out of work and not looking for work – 17 Integrated Care Boards (ICBs) across England will share part of a £3.5million package to improve MSK services.  

The funding will see each area receive up to £300,000 to treat one of the main drivers of economic inactivity, and is part of the Government’s Plan for Change which will put more money into people’s pockets and get the NHS back on its feet. 

The MSK Community Delivery Programme will be administered through NHS England’s Getting it Right First Time (GIRFT) programme, and will give ICBs the resources and leadership to develop more efficient ways of getting MSK patients treated, off waiting lists and back onto the path of employment. 

Minister for Employment, Alison McGovern MP, said: “For too long people locked out of work with health issues have been forgotten about and denied the support they need to get well and get working.  

“It’s stifling our economy and preventing those eager to progress in life from unleashing their full potential.  

“This multi-million-pound funding boost means musculoskeletal patients across the country will get the help they need, as we give clinical leaders the resources to innovate, get people off waiting lists and get Britain working again.”

There are 2.8million people economically inactive due to long-term health and MSK is the second largest reason given, behind mental health. Around 646,000 people – around 1 in 4 (23%) – said MSK was their primary condition.  

Waiting lists for MSK community services are the highest of all community waits in England, at 348,799 people in September 2024, with approximately 23.4 million working days in the UK being lost due to MSK conditions in 2022 alone.  

Minister for Public Health and Prevention, Andrew Gwynne, said: “With prevention, early detection and treatment, we know that the 17 million people with musculoskeletal issues in England could better manage their conditions, improving their quality of life and enabling them to rejoin the workforce. 

“Through the Plan for Change, the government is taking decisive action to drive down waiting lists, improve treatment options and boost the economy.”

Several of the 17 ICB locations spearheading the delivery of this programme also host NHS England’s Further Faster 20 programme and the Government’s recently announced WorkWell programme – meaning people with MSK conditions will benefit from an amalgamated approach of reduced waiting lists combined with intensive and bespoke employment support. 

Professor Tim Briggs, NHS England’s National Director of Clinical Improvement and Elective Recovery and Chair of the Getting it Right First Time programme, said: “The NHS has a proven record of spearheading improvements through the Getting it Right First Time Programme and this initiative could make a real difference to people with MSK conditions– providing them with the care they need and helping them to return to work. 

“Local health systems will be able to assess their current services and share examples of best practice to roll out innovative ways of working, as well as improving data on how services are performing.”

Deborah Alsina MBE, Chief Executive of Versus Arthritis, said: “With over 20 million people living with musculoskeletal conditions, including 10 million with arthritis, Versus Arthritis understands the devastating impact these conditions can have on working lives. 

“Arthritis can cause debilitating pain, joint stiffness and prevent people doing everyday tasks, with work sometimes made to feel an impossible challenge. 

“MSK Community Services can be an invaluable resource for people with arthritis, and we are delighted to see the launch of this programme in dedicated sites across England, and in the future across the whole country.”

The Government announced the launch of the Get Britain Working White Paper in November as part of the biggest reforms to employment support for a generation, bringing together skills and health to get more people into work and get on in work. 

9 in 10 employees want bosses to prioritise mental health at work

A new survey from workplace expert Acas has found that around nine in ten employees (89%) think it is important for bosses to prioritise staff mental health at work.

Acas is encouraging employers to talk to their staff to ensure mental wellbeing is supported in the workplace.

Not everyone will show obvious signs of poor mental health. Some possible signs include:

  • appearing tired, anxious or withdrawn
  • increase in sickness absence or being late to work
  • changes in the standard of their work or focus on tasks
  • being less interested in tasks they previously enjoyed
  • changes in usual behaviour, mood or how the person behaves with the people they work with.

Acas Head of Inclusive Workplaces, Julie Dennis, said: “Bosses should treat poor mental health at work in the same way as physical illnesses and regularly ask their staff how they are doing.

“Some people with poor mental health can also be considered disabled under the Equality Act, which means an employer must make reasonable adjustments at work.

“Mental health includes emotional, psychological and social wellbeing. It affects how someone thinks, feels and behaves. Having conversations with staff in a sympathetic way can be a good first step.”

By law (Equality Act 2010) someone with poor mental health can be considered to be disabled if:

  • it has a ‘substantial adverse effect’ on their life – for example, they regularly cannot focus on a task, or it takes them longer to complete tasks
  • it lasts, or is expected to last, at least 12 months
  • it affects their ability to do their normal day-to-day activities – for example, interacting with people, following instructions or keeping set working times.

When making reasonable adjustments for mental health, employers should take into account that:

  • every job is different, so what works in one situation might not work in another
  • every employee is different, so what works for one employee might not work for another
  • mental health changes over time, so what works for an employee now might not work in the future
  • most reasonable adjustments are relatively
  • easy and are of little to low cost but can make all the difference.

It’s a good idea to work with the employee to make the right adjustments for them, even if the issue is not a disability. Often, simple changes to the person’s working arrangements or responsibilities could be enough.

They can cover any area of work, be inexpensive to implement and as simple as giving someone more frequent, shorter breaks or providing quiet rest areas.

According to the Office for National Statistics, 18.5million days were lost in 2022 through sickness absence for mental health conditions.

For more information, please visit: 

https://www.acas.org.uk/reasonable-adjustments/mental-health-adjustments

Asylum seekers: Minister calls for right to work pilot in Scotland

Equalities Minister Kaukab Stewart has called for the UK Government to consider a pilot proposal in Scotland which would give people seeking asylum the right to work in some parts of Scotland.

The Scottish Right to Work Pilot Proposal proposes a number of changes to current UK policy, including enabling the right to work from six months instead of twelve months, and removing restrictions on the types of work they can undertake. Additionally, those on the pilot would have access to support around key topics such as employability and language learning.

A report from the Scottish Government’s independent Expert Advisory Group on Migration and Population, published in December 2023, shows that granting people who are seeking asylum the right to work at an earlier stage could improve their wellbeing and integration, reduce their risk of exploitation, and have longer-term benefits to our economy and public service delivery.

Ms Stewart said: “Scotland has a long history of welcoming refugees and people seeking asylum. We believe that giving people seeking asylum the right to work from an earlier point can have a positive impact on them, their families and our communities.

“This means that following a positive decision they will be better equipped to support themselves and their families. 

“These measures would also enable asylum seekers to integrate more quickly, making a positive contribution to our workforce and economy by reducing the cost and demand on our public services.

“We ask that the Home Office engages with us to take forward this pilot proposal, in collaboration with our partners.”

Scottish Asylum Right to Work Proposal – gov.scot (www.gov.scot)

Asylum seeker rights: Letter to UK Government – gov.scot (www.gov.scot)

In December 2023, the Scottish Government’s independent Expert Advisory Group on Migration and Population published the report Asylum Seekers – extending the right to work: evaluation, analysis, and policy options.

New protections from sexual harassment come into force

Employers now have a legal duty to take reasonable steps to prevent sexual harassment and create a safe working environment

  • New duty under the Equality Act 2010 will require employers to take “reasonable steps” to prevent sexual harassment of their employees.
  • New guidance for employers on how they can protect their staff.
  • New measure comes into force as further legislation goes through Parliament to boost economic growth by tackling poor productivity, insecure work and broken industrial relations.

From Saturday 26 October, employees can expect their employers to take reasonable steps to protect them from sexual harassment as a new duty comes into force.

Employers now have a duty to anticipate when sexual harassment may occur and take reasonable steps to prevent it. If sexual harassment has taken place, an employer should take action to stop it from happening again. This sends a clear signal to all employers that they must take reasonable preventative steps against sexual harassment, encourage cultural change where necessary, and reduce the likelihood of sexual harassment occurring.

Anneliese Dodds, Minister for Women and Equalities, said: “This government is determined to ensure that we not only Make Work Pay; we also make work safe.

“Too many people feel uncomfortable or unsafe at work due to sexual harassment and we are putting every effort into putting a stop to it. The preventative duty is an important step on the journey, and we will continue to improve protections for workers until everyone can thrive.

“The Equality Act provides legal protections against sexual harassment in the workplace. Despite this, persistent reports and revelations in recent years indicate that it remains a problem. So from today employers will be required to take ‘reasonable steps’ to prevent sexual harassment of their employees.

“We will strengthen this duty through our Employment Rights Bill, which had its Second Reading this week, and will boost economic growth by tackling poor productivity, insecure work and broken industrial relations.”

Guidance for employers on developing appropriate plans and policies has been published by the Advisory Conciliation and Arbitration Service (Acas) and the Equality and Human Rights Commission.

This includes what behaviour needs to be addressed and how complaints should be handled, to help employers protect their staff and avoid tribunals.

Aldi announces 2024 Christmas recruitment drive in Edinburgh and the Lothians

With a wide range of permanent store positions available, Aldi is seeking team members to help replenish stock, assist customers, and maintain its high standards of service during the festive period and beyond.  

Roles on offer in Edinburgh and the Lothians include Assistant Store Manager, Stock Assisant, Store Assistant and Store Cleaner. 

Starting pay for Store Assistants at Aldi remains the best in the industry at £12.40 per hour nationally, and £13.65 per hour inside the M25. Aldi continues to be the only UK supermarket to offer paid breaks, which is worth more than £900 a year for the average store colleague.  

These opportunities form part of Aldi’s continued growth plans to open a further 17 stores before the end of the year. This is in line with Aldi’s long-term commitment to expand its footprint to 1,500 stores in the UK to meet increased customer demand. 

 Kelly Stokes, Recruitment Director at Aldi UK, said: “Our mission is to make affordable, high-quality food accessible to everyone, and that is even more important at this time of year.  

“Our colleagues are essential to ensuring Aldi shoppers have a great experience in store, and we’re once again closing our stores on Boxing Day to give them a well-deserved break as a thank you for their dedication.” 

Those interested in applying for a role with Aldi this Christmas can visit www.aldirecruitment.co.uk for more information. 

Helping disabled people into work

Support to be rolled out across Scotland

People seeking work who are disabled or have long-term health conditions are to be offered help from a dedicated employability adviser.

The initiative will be in place by next summer and involve advisers working with employers to develop roles suited to an individual’s needs.

Included as part of last week’s Programme for Government, it is designed to support people into work, boosting Scotland’s workforce and helping to drive economic growth. It will also help to deliver the Scottish Government’s ambition of creating a fairer labour market and halving the disability employment gap by 2038.

The Scottish Government will partner with local authorities and others including health and voluntary organisations to implement the measures. They build on the existing No-one Left Behind approach which has supported 61,930 people since April 2019, 19% of whom reported having a disability.

Employment Minister Tom Arthur visited the Routes to Work South, Cook and Learn Café in Cambuslang to find out how people facing challenges in getting back to work are currently being helped.

Mr Arthur said: “Our commitment to deliver specialist employability support from summer 2025 will ensure that more disabled people are able to secure fulfilling jobs.

“Tackling discrimination and stigma faced by those with disabilities and long-term health conditions is key to building a diverse workforce and creating a more prosperous and resilient economy.

“The project that I am visiting today demonstrates how supporting those furthest away from employment into work helps us to address labour market inequality and provide people with a better of quality-of-life.”

This support is being brought forward as part of the Scottish Government’s No One Left Behind Strategic Plan launched earlier today.

no-one-left-behind-employability-strategic-plan-2024-2027Download

Kendall launches blueprint for fundamental reform of employment support

Changing the DWP from a ‘Department of Welfare’ to a ‘Department for Work’

  • Hundreds of thousands more people out of work due to long-term sickness since the pandemic.
  • Experts on new board will help to shape government work ahead of groundbreaking White Paper this autumn.

Liz Kendall will today set out how Britain’s system of employment support must be fundamentally reformed to tackle the “most urgent challenge” of spiralling economic inactivity.

Experts advising the Westminster government on how to tackle the ‘greatest employment challenge for a generation’ met with the Work and Pensions Secretary for the first time yesterday (Monday 9 September).

The new Labour Market Advisory Board – appointed by Work and Pensions Secretary Liz Kendall MP – is made up of labour market experts from across business, industrial relations and academia.

At its first meeting, members offered new approaches to shape government work on economic inactivity, tackling the root causes for people remaining out of work such as poor physical and mental health, and how the group can help the government reach its ambition of an 80 per cent employment rate. 

The Board will develop new ideas and initiatives for the Work and Pensions Secretary to consider as she sets about bringing down the levels of economic inactivity, with the UK being the only G7 country whose employment and inactivity rates haven’t returned to pre-pandemic levels, part of the dire inheritance left by the previous government.

Work and Pensions Secretary, Liz Kendall MP, said: “Spiralling inactivity is the greatest employment challenge for a generation, with a near record 2.8 million people out of work due to long-term sickness.

“Addressing these challenges will take time, but we’re going to fix the foundations of the economy and tackle economic inactivity.

“The board’s knowledge, expertise and insight will help us to rebuild Britain as we deliver our growth mission, drive up opportunity and make every part of the country better off.”

As the Health Secretary Wes Streeting has previously set out, cutting NHS waiting lists will get Britain back to health and back to work. and the Board’s first meeting will examine the impact of ill-health on inactivity and how the Government can support more people into good work.

Paul Gregg, Chair of the Labour Market Advisory Board said: “Having studied the UK’s labour market across several decades, it is clear that the current labour market faces a deep-seated set of challenges.

“We have seen a sharp increase in economic inactivity and long-term sickness, most notably in our young people post-pandemic. Further, real wage growth has been heavily supressed for 15 years hitting living standards and government tax revenues. Reversing these trends will be key to ensuring the long-term prosperity of the UK’s labour market. 

“I look forward to working with members of the board and the Secretary of State to support her vision for growth and examining positive solutions to address inactivity and harness the true potential of the UK’s labour market.”

The Secretary of State is also expected to outline her plans to devolve power to local areas so they can tackle inactivity with bespoke work, health, and skills plans, which are expected in a White Paper in the autumn. 

It will also include plans for a new youth guarantee for 18-21-year-olds, and the overhauling of jobcentres by merging them with the National Careers service.

Inactivity levels and rates across the UK & regions as of 13/08/2024:

AreaLevel (000s)Rate
United Kingdom9,41022.0%
Great Britain9,09022.0%
England7,75621.6%
North East45427.4%
North West1,11223.6%
Yorkshire and The Humber86225.0%
East Midlands61620.1%
West Midlands87523.5%
East85121.7%
London1,26320.7%
South East1,08018.7%
Wales54128.3%
Scotland79323.1%
Northern Ireland31927.1%

TUC: Over 8 in 10 zero-hours contract workers want regular hours

Poll reveals that three-quarters of people on zero-hours contracts have experienced financial difficulty due to lack of work

  • Survey shows “one-sided nature” of zero-hours contracts with shifts cancelled regularly and people feeling they have to work when unwell 
  • TUC says forthcoming Employment Rights Bill is “badly needed” to drive up employment standards and to make work pay 

The vast majority of workers on zero-hours contracts want regular hours, according to a new TUC poll. 

The poll of zero-hours contract workers reveals that over 8 in 10 (84%) want regular hours of work – compared to just 1 in 7 (14%) who don’t. 

Financial pressures 

The poll reveals that many zero-hours workers are struggling financially due to being underemployed. 

Three-quarters (75%) of those polled say they have experienced difficulty meeting living expenses due to not being offered enough hours. 

This is backed up by other findings from the poll which show that: 

  • Two-thirds of (66%) of people employed on zero-hours contracts are seeking extra work. 
  • Well over half (58%) of zero-hours workers’ requests for more hours are being refused by employers. 

One-way flexibility 

The TUC says the poll also shows the one-sided nature of zero-hours contracts: 

  • Over half of zero-hours contract workers (52%) have had shifts cancelled at less than 24 hours’ notice. 
  • Two-thirds (66%) of zero-hours contract workers say they received no compensation for cancelled shifts – with just 1 in 20 (5%) fully compensated. 
  • Over three-quarters (76%) say they felt they had to work despite feeling unwell. 

Work-life balance 

The poll also reveals how many zero-hours contract workers have struggled to balance caring responsibilities and family commitments with their work: 

  • Half (50%) say they have experienced difficulty managing childcare with their work. And this number rises to two-thirds (67%) for mothers on zero-hours contracts. 
  • Three-quarters (76%) say they have missed out on a planned family or social event due to needing to work. 

The poll shows that mums (35%) and carers (38%) on ZHCs are more likely than those not on ZHCs (22% and 20% respectively) to often find it hard to manage care alongside their work – putting paid to the idea that ZHCs are the best way to help working parents and carers balance paid work and unpaid caring commitments.   

The majority (80%) of students on zero-hours contracts also reported that they had experienced difficulties managing studying and education alongside their work.   

The poll further reveals that even amongst the minority of zero-hours contract workers who report working in this way because of their need for flexibility (for care or for study) – 6 in 10 (61%) – would prefer a contract with guaranteed shifts (compared to less than a quarter, 23% of this group for whom this arrangement would not be preferable) 

Making work pay 

The TUC says the findings highlight the importance of the government’s forthcoming Employment Rights Bill that will ban the use of zero-hours contracts and other exploitative practices. 

Analysis published by the union body in June revealed that 4.1 million people in the UK were currently employed in low-paid and insecure work – including around 1 million workers on zero-hours contracts. 

Separate TUC polling published in July revealed that the vast majority (67%) of voters in Britain – across the political spectrum – support banning zero-hours contracts by offering all workers a contract that reflects their normal hours of work and compensation for cancelled shifts.  

TUC General Secretary Paul Nowak said: “Most people on zero-hours contracts would much rather have the security of guaranteed hours and to be able to plan their lives properly.   

“The so-called ‘flexibility’ these contracts offer is hugely one-sided with shifts regularly cancelled at the last minute – often without any compensation.  

“I would challenge anyone to try and survive on a zero-hours contract not knowing from week to week how much work they will have. 

“It’s time to drive up employment standards in this country and to make work pay for everyone. 

“The government’s forthcoming employment rights bill will help create a level playing field – and stop good employers from being undercut by the bad.” 

Mubin Haq, Chief Executive of the abrdn Financial Fairness Trust, said: “The major problem with zero-hours contracts is the insecurity they cause and the knock-on effects on people’s daily lives.  

“From participating in family and social events, to balancing caring responsibilities, those on zero-hours contracts report greater challenges.  

“Moreover, the financial penalties are significant with just a third receiving any compensation for loss of income. Addressing problems such as this are essential to delivering greater financial security.” 

Julian Richer, Founder and Managing Director of Richer Sounds, and Founder of the Zero-Hours Justice campaign – said: “Most people work for good employers who pay decent wages and provide secure conditions. 

“Working people need basic security, to know when they will be working and how much they will earn. But a minority of employers exploit the ability to hire people on zero-hours contracts. 

“It is time to rid the economy of these contracts so that every worker who wants a secure contract can have one. 

“Driving up employment standards is in everyone’s interests. A ban on exploitative zero-hours contracts is well overdue.” 

New research reveals half of Scottish workers want more flexibility at work

Half of Scottish workers want more flexibility – and more than 1 in 3 with children would consider term-time-only working, according to new survey

  • New survey from YouGov, commissioned by Amazon, explores Scottish views on workplace flexibility
  • While 51% of workers in Scotland would like more flexible working options from their employer, almost half (44%) say they have NO option to work flexibly at all
  • More than one in three (34%) of all parents with children aged 18 and under would consider term-time working; an innovative option recently introduced by Amazon for its Operations employees in Dunfermline and across the UK
© Tim George/ UNP 0845 600 7737 Amazon PRIDE: EMA2 Dan Neilson

As parents across Scotland plan ways to keep their children active and entertained during the school holidays, new research reveals that more than one in three working Scottish parents would consider term-time only working to improve work/life balance.

A YouGov poll commissioned by Amazon, reveals half (51%) of working parents in Scotland want more flexibility in their jobs, while more than one in three (34%) parents in Scotland said they would consider switching to a term-time contract.

Furthermore, almost half (44%) of those questioned in Scotland say their current employer offers no opportunity to work flexibly at all.

The survey follows a recent expansion of Amazon’s own ground-breaking term-time working option which aims to help employees and their families. The flexibility guarantees time off during the summer, Christmas and Easter school holidays for parents, grandparents and guardians of school-age children.

Launched as a response to employee feedback, term-time working is now available to thousands of people across Amazon’s operations network following a pilot in the company’s larger fulfilment centres to understand how the option could better support families during school holidays.

The company also recently introduced Amazon Anytime; a flexible part-time contract for a minimum of 80 hours a month, which lets employees pick and mix the shifts which suit their needs – part-day or full-day, day or night, weekday or weekend.

The new survey also reveals:

  • Three quarters (74%) of working parents in Scotland say flexible working is a priority when thinking about their next job
  • A better work-life balance (63%) and less commuting (53%) are the top perceived benefits of flexibility for working parents in Scotland

John Boumphrey, Amazon’s UK Country Manager, said: “These findings clearly demonstrate the huge importance of workplace flexibility, and why it matters so much to employees in Scotland and across the UK.

“At Amazon, we’re always listening to our employees and innovating for our people, and we’re delighted to offer these ground-breaking contracts to help provide employees and their families more flexible options. 

“We have a variety of different full-time and part-time contracts, and we’ve also provided a four-day working week for our fulfilment centre employees for many years. Term-time working and Amazon Anytime are examples of how we continue to use feedback to support our people, help with childcare needs, and give families more time together.”

Amazon employees can also take advantage of Amazon’s pioneering Career Choice programme, which pre-pays up to 95% of costs for nationally accredited courses in high-demand fields (up to £8,000 over four years), regardless of whether the skills are relevant to a career at Amazon.

Competitive pay, comprehensive benefits and a modern, safe and engaging work environment are provided for Amazon employees. The roles pay a minimum of £12.30 per hour depending on location, as well as up to £33,500 a year for degree-level apprenticeships.

All employees can also benefit from a package that includes private medical insurance, life assurance, income protection, and an employee discount – which combined are worth thousands annually – as well as a company pension plan.

Amazon has been named as a ‘Top Employer UK 2024’ by the Top Employer Institute, one of the world’s most prestigious certifications in the field of human resources management.

This award recognises Amazon’s commitment to the development and well-being of its employees. In addition to the UK accolade, Amazon has also been certified as one of the Top Employers in Europe for a second consecutive year.

Amazon was also recently ranked first in the top 50 employers of veterans in the UK by the GREAT British Employers of Veterans, a comprehensive benchmark of the leading companies that employ veterans.