Tag: employment

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.

Back to Work plan will ‘help drive economic growth in every region’

On a visit to Leeds Work and Pensions Secretary Liz Kendall will today (Thursday 11 July) confirm the Government’s commitments to its manifesto Back to Work plan, and say tackling economic inactivity is central to the UK Government’s number one mission of growing the economy.

  • New Work and Pensions Secretary today sets out how the Government’s back to work plan is critical to growing the economy
  • On a visit to Leeds with Ministerial team, Liz Kendall identifies tackling economic inactivity as top priority, saying Mayors and local areas will be in the driving seat of change
  • Visit follows Chancellor’s speech earlier this week setting out immediate action to fix the foundations of the economy, rebuild Britain and make every part of the country better off

The visit comes days after the Chancellor, Rachel Reeves MP, unveiled the Government’s first steps to securing sustained economic growth as the only route to improving the prosperity of the country and the living standards of working people.

Ms Kendall said rising levels of economic inactivity are unacceptable and that immediate action must be taken. 9.4 million people are now economically inactive, a record 2.8 million people are out of work due to long-term sickness, and 900,000 young people (1 in 8) are not in education, employment, and training.

On her first visit as Secretary of State, with the rest of the Ministerial team, Liz Kendall MP will confirm the three pillars of the UK Government’s Back to Work plan:

  • A new national jobs and career service to help get more people into work, and on in their work.
  • New work, health and skills plans for the economically inactive, led by Mayors and local areas.
  • A youth guarantee for all young people aged 18-21.

Work and Pensions Secretary, Liz Kendall MP, said: “Growth is our number one mission and, as the Chancellor said, our Back to Work Plan is central to achieving our plans.

“Economic inactivity is holding Britain back – it’s bad for people, it’s bad for businesses, and it’s bad for growth.

“It’s not good enough that the UK is the only G7 country with employment not back to pre-pandemic levels.

“It is time for change in every corner of the country.

“We’ll create more good jobs, make work pay, transform skills, and overhaul jobcentres, alongside action to tackle the root causes of worklessness including poor physical and mental health.

“Change delivered by local areas for local people, driving growth and delivering opportunity and prosperity to everyone, wherever they live.”

Earlier this week the Health Secretary set out how cutting NHS waiting lists will get Britain back to health and back to work, and how by taking bold action on public health we can build the healthy society needed for a healthy economy.  

Under the DWP’s plan, Jobcentre Plus and the National Careers Service will be merged to get more people into work and to support those seeking better opportunities with the means to find better paid work.

The Youth Guarantee will mean more opportunities for training, an apprenticeship or help to find work for all young people aged 18-21 years old, to prevent young people becoming excluded from the world of work at a young age.

More disabled people and those with health conditions will be supported to enter and stay in work, by devolving more power to local areas so they can shape a joined-up work, health, and skills offer that suits the needs of the people they serve.

On their visit to Leeds today the DWP’s new ministerial team will visit a jobcentre to see first-hand how they’re supporting people with health conditions, and those aged 18-24 and over 50.

They will then be joined by Tracy Brabin, West Yorkshire Mayor. They will visit Smartworks – a charity who work to build the confidence of clients and help prepare for interviews by providing free clothing ahead of interviews.

TUC – number of people in insecure work reaches record 4.1 million

1 in 8 workers now in employment that offers little or no security, says union body

  • Insecure work has risen nearly three times faster than secure forms of employment since 2011, analysis shows 
  • TUC accuses Conservatives of presiding over a “race to the bottom” on employment standards 
  • Union body says New Deal for Working People urgently needed 

The number of people in insecure work has reached a record high of 4.1 million, according to new TUC analysis. 

The analysis of official statistics shows the number of people in precarious employment – such as zero-hours-contracts, low-paid self-employment and casual/seasonal work – increased by nearly one million between 2011 and 2023. 

Over that period insecure work rose nearly three times faster than secure forms of employment. While the numbers in insecure work increased by 31%, those in secure employment increased by just 11%. 

The TUC estimates that 1 in 8 workers in the UK are now employed in precarious employment. However, in some parts of the country, such as the West Midlands and the South West, this number has risen to 1 in 7. 

Low-paid industries have fuelled most of the growth 

The growth in insecure work since 2011 has been fuelled mainly by lower-paid sectors of the economy. 

In care, leisure, service occupations and elementary occupations the number of people in precarious employment has rocketed by over 600,000 (+70%) since 2011. 

Insecure work pay penalty 

Today’s analysis also shows that people in insecure work face a severe pay penalty compared to other workers. 

People on zero-hours contracts earn over a third (35%) less an hour, on average, than workers on median pay. 

And the pay gap between workers in seasonal (-33%) and casual (-37%) work and median earners is also stark. 

New Deal “urgently needed” 

The TUC says the huge rise in insecure and low-paid work highlights the need for boosting workers’ rights and making work pay. 

The union body says Labour’s New Deal for Working People would be a “game changer” if delivered in full – with the biggest upgrade in workers’ rights in a generation. 

In April the Chartered Management Institute polling of managers revealed strong support for key New Deal policies:   

  • More than 4 in 5 (82%) managers said granting workers fundamental day one rights was important.   
  • 3 in 4 (74%) managers said a ban on zero-hours contracts was important, and 
  • 3 in 4 (74%) managers said the publication of ethnicity and disability pay gaps was important. 

The polling also revealed that 80% managers believe workers’ rights should be a top priority in national policies, while 83% said such changes can positively impact workplace productivity. 

TUC General Secretary Paul Nowak said: “We need a government that will make work pay. But over the last 14 years we have seen an explosion in insecure, low-paid work. 

“The UK’s long experiment with a low-rights, low-wage economy has been terrible for growth, productivity and living standards. 

“Real wages are still worth less than in 2008, and across the country people are trapped in jobs that offer little or no security.” 

On the need for change, Paul added: “We must end the Conservatives’ race to the bottom on employment standards.  

“The New Deal is an opportunity for a reset. Delivered in full – it would be a game changer for millions of working people. 

“As well as preventing workers from being treated like throw-away labour it would stop good employers from being undercut by the bad.” 

If delivered in full Labour’s New Deal will:  

  • Strengthen collective bargaining by introducing fair pay agreements to boost pay and conditions – starting in social care.   
  • Introduce ethnicity pay gap reporting and disability pay gap reporting.   
  • Ban zero-hours contracts to help end the scourge of insecure work.  
  • Give all workers day one rights on the job. Labour will scrap qualifying time for basic rights, such as unfair dismissal, sick pay, and parental leave.   
  • Ensure all workers get reasonable notice of any change in shifts or working time, with compensation that is proportionate to the notice given for any shifts cancelled or curtailed.  
  • Beef up enforcement by making sure the labour market enforcement bodies have the powers they need to undertake targeted and proactive enforcement work and bring civil proceedings upholding employment rights. 

Over 26,000 extra construction workers required in Scotland by 2028 to meet demand 

  • Industry faces ongoing need to match growth with workforce
  • Recruitment and retention are key opportunities for sector resilience 

The annual industry forecast from the Construction Industry Training Board (CITB) highlights the continuing persistent gap between what Scotland needs to keep up with demand and the workforce available to meet the challenge.  

CITB’s Construction Skills Network (CSN) 2024-28 report reveals that in Scotland:  

·         Construction output is set to rise by 2.1% annually between now and 2028 

·         26,100 extra workers (5,220 a year) will be needed in order to meet the continued construction growth expected over the next five years 

·         The major opportunities are in: 

o    Repair and maintenance 

o    Public non-housing 

o    Commercial. 

Despite the industry managing to recruit around 200,000 people every year UK-wide, in 2023, an average of 38,000 vacancies were advertised per month. For almost a third (31%) of construction employers, finding suitably skilled staff remains their key challenge, particularly with more older workers retiring and not being replaced. 

Although the UK construction industry welcomed 200,000 new workers, it saw the loss of more (210,000 workers). With the ongoing difference between the predicted need for construction work and the available workforce, CITB’s forecast shows how important it is for the industry to tackle the issues with effective recruitment and training to replace those leaving and better prepare for the future, as well as to take advantage of key opportunities such as productivity improvements and meeting net zero retrofit targets. 

In response to the challenges, CITB has invested £267m to help the industry improve diversity, quality and productivity as well as making construction a more attractive career choice for future generations.

Among the areas this investment will directly support are three expanded initiatives:  

·         New Entrant Support Team (NEST) – helping employers to better navigate the recruitment process, access grants and suitable training, when and where needed 

·         Industry Impact Fund – making direct funding available for employers to design and test new solutions for talent recruitment and retention challenges 

·         Employer Network – rolling this out across Great Britain, to enable local employers to set their own funding priorities and meet area-specific skills needs. 

CITB Scotland Engagement Director, Ian Hughes, said: “Construction is an essential sector for our regional and national economic prosperity. We anticipate continued industry growth in Scotland, but we need to meet demand with more people in the workforce with the right skills.  

“CITB’s CSN report highlights how Scotland employers can address the challenge by recruiting and developing a skilled, competent and diverse workforce that is able to meet current and future needs. 

“Scotland has a number of construction investments supported by City Region Deals, Regional Growth Deals and Green Freeports. 

“These wide-ranging projects include the proposed debris flow shelter for the A83 at Rest & Be Thankful, the £25m hydrogen demonstration network in Fife, and £200m towards the mains replacement for Scottish Gas Networks.

“Works are underway for the £91m Clyde Waterfront & Renfrew Riverside development, with a new River Clyde Bridge as part of the Glasgow City Region Deal. Dunfermline’s £250m Learning Campus is due for completion on a purpose-built low carbon site in the eastern expansion area.

“Meanwhile, proposals for the £250m revamp of Charing Cross would bring student accommodation and healthcare facilities followed by mixed-tenure residential, office and leisure space as well as the creation of a new gateway into the city.

“We are committed to ensuring that the skills system is fit for purpose to deliver on the great opportunities across Scotland, now and in the future.

“The industry has shown particular resilience throughout what has been an undeniably tough few years. Here at CITB, we have a crucial role to play in supporting its growth through recruitment, training, development and upskilling.” 

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Aldi Area Manager celebrates National Careers Week as he shares his career success story

Scott Woodburn from Falkirk is celebrating a decade of career success with Aldi Scotland  

A Falkirk man has shared his career success story for National Careers Week, as he marks 10 years of dedicated service with Aldi Scotland.  

Scott Woodburn (32) joined Aldi as a part-time Store Assistant during university. After opening the 100th Scottish store in Hermiston Gate as Store Manager, he has quickly risen through the ranks and was recently promoted to Area Manager.   

National Careers Week, running from 4 to 9 March 2024, raises awareness about the significance of career guidance, which closely aligns with Aldi’s commitment to employee success and career development.  

Scott’s journey with Aldi commenced more than a decade ago when he joined the company as a part-time store assistant while pursuing his degree in Computer Systems and Networks. What started as a job to support his studies quickly transformed into a remarkable career with Aldi. 

Scott said: “Aldi is fantastic place to learn, it’s not like anywhere else. The responsibility is far higher, and the team is so tight knit that you create lasting bonds. You rely on each other so much and there’s a real sense that everyone has each other’s backs.”  

Scott’s commitment and hard work were evident early on, leading to his promotion to Deputy Store Manager within six months, while he was still studying. He transitioned into a full-time role as an Assistant Store Manager after completing his university degree.  

Scott continued: “I enjoyed the idea of working my way up the Aldi career ladder. The structure and the bond within the teams were unique, and I felt supported in my journey.” 

During National Careers Week, resources and guidance are highlighted as key attributes to career growth and success. Aldi Scotland provides resources to enhance employee development and offers opportunities for employees to explore various roles and responsibilities. For instance, Scott worked in the regional head office in Bathgate during the Christmas period, enhancing his communication skills and preparing him for his current role as an Area Manager.  

Scott attributes his success to the mentorship he received at Aldi: “I felt mentored and supported at each and every stage of my career. When I was approached for the Deputy Store Manager position, I realised that my hard work and ambition had been noticed and as a result, I was being guided into leadership roles. 

“The biggest lesson I’ve learned at Aldi is owning your mistakes. The higher the role, the higher the responsibility. Being honest and learning from mistakes is crucial for personal and professional growth.”  

Richard Holloway, Regional Managing Director for Scotland, said: “I’m delighted to celebrate Scott Woodburn’s remarkable journey in line with National Careers Week and congratulate him on 10 years at Aldi.   

“Scott’s decade of commitment echoes Aldi’s values of hard work, ambition and teamwork and his progression reflects not only his personal growth but also the opportunities for advancement that Aldi provides to its employees.  

“This success story is a shining example of Aldi’s dedication to nurturing talent and fostering a culture that values each team member’s contribution. Aldi won Employer of the Year at the Scotland Food and Drink Excellence Awards 2023 and as we continue to expand, stories like Scott’s underline our commitment to employee success and career development.”  

Aldi is currently looking to recruit over 200 new store colleagues across Scotland.

In a welcome boost to the local economy, the UK’s fourth largest supermarket is looking for people of all levels of experience to fill roles at its stores, including Store Cleaner and Store Assistant, all the way up to Deputy Manager and Assistant Store Manager.  

UK Government unveils new laws to cut migration and tackle care worker visa abuse

Reforms to restrict care workers from bringing family members are now in force, while care providers are required to register if they are sponsoring migrants

New rules to radically cut net migration and tackle visa abuse are now in force as part of the government’s plan to bring down unsustainable levels of legal migration. 

Care workers will now be restricted from bringing dependants, after a disproportionate 120,000 dependants accompanied 100,000 workers on the route last year.  

Care providers in England acting as sponsors for migrants will also be required to register with the Care Quality Commission (CQC) – the industry regulator for Health and Social Care – in order to crack down on worker exploitation and abuse within the sector. 

It forms part of a wider package of measures, which is being implemented as soon as possible, which means a total of 300,000 people who were eligible to come to the UK last year would now not be able to do so.

Home Secretary, James Cleverly MP, said: “Care workers make an incredible contribution to our society, taking care of our loved ones in times of need. But we cannot justify inaction in the face of clear abuse, manipulation of our immigration system and unsustainable migration numbers. 

“It is neither right nor fair to allow this unacceptable situation to continue. We promised the British people action, and we will not rest until we have delivered on our commitment to bring numbers down substantially.  

“Our plan is robust but fair – protecting British workers while ensuring the very best international talent can work and study here, to add value to our society and grow the economy.”

There is clear evidence that care workers have been offered visas under false pretences, travelling thousands of miles for jobs that simply don’t exist or to be paid far below the minimum wage required for their work, exploiting them while undercutting British workers. 

These changes come into force as the government is set to lay rules in Parliament later this week (14 March) to prevent the continued undercutting of British workers, which includes raising the salary threshold that a skilled worker must meet in order to get a visa and removing the 20% ‘going-rate’ discount for migrant workers in shortage occupations. 

Minister for Social Care, Helen Whately MP, said: “International care workers make an invaluable contribution caring for our loved ones, but international recruitment and more immigration are not long-term solutions to our social care needs. These rules provide a more ethical and sustainable approach.

“We are boosting our homegrown workforce by reforming social care careers. These include the first ever national career path for care workers and a new care qualification. 

“Our reforms will grow the domestic workforce and build on our success over the last year that saw more people working in social care, fewer vacancies and lower staff turnover.”

The Home Secretary will also, today, commission a review of the graduate route for international students to prevent abuse, protect the integrity and quality of UK higher education, and ensure it works in the best interests of the UK.

He will ask the Migration Advisory Committee (MAC) to ensure that demand for the graduate route, through which a total of 175,872 visas have been granted since it was established, is fit for purpose and focused on attracting the best and brightest to the UK.

This follows concerns raised after analysis by the MAC revealed that the number of international postgraduate students attending institutions with the lowest UCAS entry requirements has increased by over 250% between 2018 and 2022.

This follows reforms to student visas which came into force at the start of January, ending the ability of nearly all postgraduate students to bring dependants to the UK. 

The government expects to see a drastic fall in student dependant applications this year, with early indications already of this downward trend.

In further changes, the Shortage Occupation List (SOL) will be abolished, to be replaced with a new Immigration Salary List on 4 April. This follows a recommendation from the independent MAC, which has also advised the government on which occupations should be temporarily added to the new list initially.  

The UK government has been clear that roles should only be included where they are skilled and in shortage, and that no sector should be permanently reliant on immigration. Inclusion on the list must not serve to reduce pay and undermine the recruitment of British workers. 

From 4 April, the minimum salary required for those arriving on the Skilled Worker visa will increase from £26,200 to £38,700 – a 48% increase.

This will further drive down numbers, reduce pressure on public services and prevent the undercutting of British workers by employers who look to recruit cheap labour from overseas.

The UK government’s ‘robust’ approach will prioritise the most talented and highly-skilled people from abroad who will add value and contribute significantly to growth of the economy, whilst encouraging employers to invest in training, upskilling, and recruiting domestic workers. 

The minimum income requirement for family visas will also rise, starting at £29,000 from 11 April. By early 2025 this will be increased to £38,700, helping to ensure dependants brought to the UK are supported financially. 

The UK government has been clear that immigration is not the long-term answer to social care needs and care providers should hire more British workers. The Department for Health and Social Care is leading a programme of work to grow and support the domestic social care workforce. This includes better training, clearer career paths and improved job prospects through a new accredited qualification.

The Department for Work and Pensions is taking decisive action in one of the biggest employment interventions in a generation through its £2.5 billion Back to Work plan, which will help 1.1 million people who are long-term unemployed or long-term sick or disabled break down barriers to work.

Edinburgh apprentices help Amazon celebrate 1,000 new apprenticeship opportunities for 2024

  • Amazon offers one of the top private sector apprenticeship programmes in the UK, with opportunities across more than 30 different schemes
  • New apprenticeship opportunities on offer in 2024, including digital product manager, are in addition to schemes in buying and merchandising, cyber security, marketing and creative design 
  • Over 50% of the apprenticeships will be offered to existing Amazon employees to retrain and gain new skills
Amazon, ADCS, Tiphaine Brydniak

Two apprentices at Amazon’s Development Centre in Edinburgh are encouraging others to start an apprenticeship and boost their careers after Amazon announced the expansion of its apprenticeship programme with the addition of 1,000 new positions across the UK in 2024.

Amazon offers one of the UK’s top private sector apprenticeship schemes according to the Top 100 Apprenticeship Employers[1], including entry-level placements and more than 230 degree-level apprenticeships in programmes including accounting and data analysts.

Recruitment has now started for more than 30 different schemes, from sustainability to engineering, project management to product buying, and warehouse team leaders to health and safety technicians.

This year, Amazon is also launching new programmes including the digital product manager apprenticeship and the commercial procurement and supply apprenticeship. The range of different apprenticeship schemes reflect both Amazon’s diverse workforce and the communities it serves every day across the UK.

As well as offering hundreds of new roles to external candidates, more than half of the new apprenticeships will be offered to existing employees who will have the opportunity to retrain and gain new skills for an exciting new career path. In 2023, two thirds (67%) of new apprentices at Amazon were aged 25 and over, an increase of 10% year on year, which demonstrates the support apprenticeships provide in helping people pursue new careers.

An apprentice who is currently taking part in the programme is Tiphaine Brydniak, from the Amazon Development Centre in Edinburgh.

Tiphaine is a software development engineer (SDE) apprentice at the Amazon Development Centre in Edinburgh. She’s been in the role since 2021 and is due to complete the apprenticeship in 2025 in conjunction with Edinburgh Napier University.

Tiphaine had been working as an accountant in London for seven years before switching her career path to tech. She’d been interested in the industry since school, initially in web development and video game design, but her lack of experience made her nervous to explore new job opportunities.

When she was on a career break from accountancy, Tiphaine’s partner bought her access to an online course in programming. At the same time, she started building a mobile app for herself to track the birds she spotted. She found she enjoyed the broad scope of tech, and became determined to make a career switch.

In 2021, Tiphaine was accepted onto the Amazon Software Development Engineering apprenticeship, and she hasn’t looked back since.

“At the beginning of my apprenticeship I felt like I knew nothing, and I definitely had a bit of imposter syndrome,” Tiphaine said. “Over the years, I’ve realised that even senior development engineers feel that way sometimes, and it’s part of our growth. I’ve never once felt like I can’t ask my managers questions, and have been supported every step of the way – it’s been brilliant.”

Tiphaine shared what her favourite thing about working at Amazon is, saying: “I’ve rotated through a number of roles during my apprenticeship, which has allowed me to experience different parts of the business. On every team, I’ve played a part in high-impact projects that have complex and interesting problems to solve. You’re not restricted by being an apprentice at Amazon; you get to be fully part of the team.”

Tiphaine has some advice for people thinking of applying for an apprenticeship with Amazon, particularly if it involves changing career later in life: “If you’re worried about going back to uni, you don’t need to be. The split of ‘mature’ students and first timers on this apprenticeship course is about 50/50, which made the experience less daunting for me. It’s important to reflect on how far you’ve come and how much you’ve achieved, and you can do that again in something new.”

Declan Fisher from Livingston is also software development engineer apprentice at Amazon in Edinburgh. He started at the company in August 2021 and is due to complete his apprenticeship later this year.

Declan left school in 2019 and started a degree at Heriot-Watt University studying Maths with Computer Science. He says:

“I had just left school and wanted some freedom, but I don’t think I was ready for university. After two months, I left and took a year out while working part-time at a supermarket. The pandemic also hit that year, so I spent a lot of time considering what it was I wanted to do going forward. I knew I wanted something to challenge me a bit while I was also earning money.

“My mum had told me to look at apprenticeships when I was at school, but it wasn’t until I was older that I went back and had a look at apprenticeships online. I liked the sound of getting paid while I work and study.

“I applied for a few apprenticeships, really anything technical I could find at the time. I knew I liked computers, but I didn’t know how to program at all. I got offered a data analytics role at a different company and did that for a year. During my time there, I realised I enjoyed the programming side but in that role we only did quite simple data analysis. It was a bit repetitive, and I wanted something more, so I started looking for something new and applied for an SDE role at Amazon.”

Declan explains what he is enjoying most about his apprenticeship at Amazon: “It’s such a different way to learn compared to university. I learn a lot more on the job than I would’ve at university, and other apprentices in my cohort have said the same. I like that it’s hands-on experience, and it’s good to be getting paid at the same time.

“I was drawn to Amazon specifically because I’ve always wanted to work in tech, and it’s a household-name tech company, so my heart was set from the beginning. Amazon is a really exciting company to be a part of and there’s lots to get involved in. Just recently we had a social night in the office, had a takeaway and doing some fun team activities.

“The field of technology is constantly developing, and I’ve realised there’s never going to be a time where you’re not learning something new. I always assumed if you were higher up in the company, you’d know everything, but that’s not the case. We’re always learning And developing our skills and knowledge further.

Declan has some advice for anyone considering an apprenticeship at Amazon:

“Make sure you’re passionate about the subject you’re applying for and know it well before you go for an interview. In the same vein, don’t be afraid to apply if you feel underqualified, because the apprenticeship is designed to take someone who doesn’t have any experience and train them to be a skilled engineer.”

After he completes his apprenticeship later this year, Declan hopes to stay at Amazon and progress within the company as a software development engineer.

Nicola Drury, Head of Skills and Apprenticeships at Amazon, said: “Every year we look forward to recruiting ambitious and enthusiastic apprentices to join our teams working to deliver for customers all over the UK. Whether they’re retraining to begin a new and exciting career, or gaining new skills to take their career in a new direction, we’re proud to provide opportunities for people to find their dream roles.”

The 1,000 new apprenticeships highlight Amazon’s ongoing commitment to creating jobs and training opportunities for people across the UK. Once qualified, apprentices will have the opportunity to work across Amazon’s UK sites including fulfilment centres, delivery stations, sortation centres as well as corporate offices in London and Manchester, and four development centres in Cambridge, Edinburgh, London, and Swansea.  

Amazon apprentices work across a wide variety of different schemes in hundreds of teams, from software developers in Prime Video, buyers in fashion, and production in Amazon Studios. This year apprentices could be a solutions architect in Amazon Web Services, a marketer in Amazon Music, or work with cutting-edge technology in operations as an engineer. 

Since 2021, Amazon has pledged £8m supporting over 400 SMEs with apprenticeships via the apprenticeship levy transfer service. To date, Amazon has supported over 750 apprentices across a wide range of schemes including adult care, data, dental nurses and broadcast production assistants.

In addition to the apprenticeship schemes, Amazon employees can also take advantage of Amazon’s pioneering Career Choice programme, which pre-pays up to 95% of tuition and fees for 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 is provided for its employees. The roles pay a minimum of £11.80 or £12.50 per hour, rising from April to between £12.30 and £13 per hour, depending on location, and up to £33,500 a year for degree-level apprenticeships. All employees also receive a benefits 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 the second consecutive year. https://www.aboutamazon.co.uk/news/top-employer-2024  

Applications are now open for Amazon’s apprenticeship programme. For more information, visit: www.amazonapprenticeships.co.uk 

Fort Kinnaird to host employment training course next week

·       Fort Kinnaird Recruitment & Skills Centre is hosting a free one-week Retail and Customer Service course for 16- to 24-year-olds, starting on Monday 11th March.    

·       The course will help participants develop the skills needed for a successful career in retail, as well as giving them the chance to speak directly with Fort Kinnaird employers about current vacancies and opportunities.  

·       Everyone who completes the course will also receive the Customer Service: Principles and Practices Award at SCQF level 5.  

·       For more information or to register, individuals should contact the team at enquiries@rscfortkinnaird.co.uk or call 07934485859.   

Kenny Hall, Integrated Employer Engagement Manager at Fort Kinnaird Recruitment & Skills Centre, said: “Our Retail and Customer Service course aims to support young people in the local community into roles within the fast-paced, exciting industry that is customer service.  

“Not only does the course offer the opportunity to learn new skills and grow in confidence, but those who complete it will take home a formal qualification to set them apart when applying for future roles.” 

Liam Smith, Centre Director at Fort Kinnaird, said: “Courses like this one at our Recruitment & Skills Centre are so valuable in helping individuals to grow in confidence and capability.    

“It’s also a great opportunity for young people to build their network and meet with retailers from across the centre, so I’d encourage anyone in the local area looking for a new opportunity to get involved and kickstart their next adventure!”  

Landmark review calls on employers to boost support for autistic people

A bold new government-backed review has set out a vision for workplace culture changes to support autistic people to start and stay in work

  • Review sets out 19 recommendations to support more autistic people to start, stay and succeed in work.
  • Despite most autistic people wanting to work, just 3 in 10 are currently in employment due to stigma and lack of understanding of their needs.
  • More neuro-inclusivity in the workplace can help fill vacancies and grow the economy by unlocking the potential of thousands more people.

A bold new government-backed review has set out a vision for workplace culture changes to support autistic people to start and stay in work.   

DWP figures show only around 30 percent of working age autistic people are in employment, compared with half of all disabled people and 8 in 10 non-disabled people, despite the majority saying they would like to be employed.   

Commissioned by Secretary of State for Work and Pensions Mel Stride and led by Sir Robert Buckland KC, the Review’s 19 recommendations for businesses and government include:  

  • signing up for the Autistica Neurodiversity Employers Index to access guidance on designing inclusive processes and procedures
  • encouraging career progression by developing packages of training focused on autistic staff
  • improving recruitment by ensuring careers advisers can provide appropriate advice to autistic jobseekers
  • supporting autistic people who are already in the workplace by producing “autism design guides” to create appropriate premises, furnishings and equipment
  • working with software suppliers to develop IT systems that meet autistic people’s needs.

The Buckland Review of Autism Employment was supported by charity Autistica and includes the views of hundreds of employers and autistic people.   

It sets out how businesses and government can work together over the next five years – whether that is showcasing the successes of autism employment, developing pilot programmes in national and multinational companies, or providing tailored support for autistic staff at work.  

Secretary of State for Work and Pensions, Mel Stride MP, said: “I want autistic people to have every opportunity to benefit from work, and recognise that businesses and government must come together if we are to create the cultural change needed to move the dial. 

“Backed by the extra employment support provided through our £2.5 billion Back to Work Plan, this report provides employers with practical and inexpensive steps to open up workplaces to autistic people, boost employment rates and, above all, change autistic people’s lives.”

Sir Robert Buckland KC MP said: “It has been a tremendous privilege to compile this report, and to hear from hundreds of autistic people about their experiences. This is all about them, and we couldn’t have done it without their help.

“The review can make a truly radical difference to the lives of autistic people and their families. I call on employers and government to lead this change and make these recommendations a reality.”

It is all part of the Government’s long-term plan to build a stronger economy – which has seen unemployment compared to 2010 decline, with four million additional people in work. 

The Government has already succeeded in getting one million more disabled people into employment by 2027, five years ahead of schedule, with tailored support helping claimants realise their potential.  

Access to Work grants worth up to £66,000 made working easier for nearly 50,000 people last year. The Government’s flagship Universal Support programme is set to provide up to 25,000 people with highly personalised employment support, working closely with employers to navigate any workplace adjustments required to accommodate individual needs.  

Minister for Disabled People, Health and Work, Mims Davies MP, said: “There are so many benefits and positives autistic people can bring to the workplace, and this is matched by what employment can bring to them. We must make sure they get the work opportunities they want and deserve. 

“This welcome and important review will help ensure autistic people can thrive and progress in the labour market. I am keen employers get behind these recommendations, and partner with us to truly make our workforce more inclusive and welcoming.”

Minister for Social Care, Helen Whately MP, said: “We want autistic people to have equal opportunities to flourish in society and contribute to the economy.

“For too long there have been too many barriers for them in the workplace; this review is a major step to changing that. 

“This builds on our five-year autism strategy and shows our continued commitment to helping autistic people are able to lead happier, healthier and more fulfilling lives.”

The review is the latest milestone in the Government’s mission to make the UK the most accessible place in the world, following the publication of the Disability Action Plan earlier this month, the launch of the Lilac Review, which will investigate the barriers disabled entrepreneurs face, and the longer-term National Disability Strategy, which will transform disabled people’s everyday lives for the better.  

It also builds on the Government’s employment and welfare reforms – including the new £2.5 billion Back to Work Plan which will help thousands more disabled people and people with health conditions to start and thrive in work.