Tag: employment

Save Our Jobs: Casino industry appeals to Scottish Government to lift closure restrictions

·         ‘The Chips Are Down: Save Our Casinos, Save Our Jobs’ campaign is urging First Minister, Nicola Sturgeon to lift restrictions and allow casino venues to reopen in Level 2

·         More than 700 people employed by the casino industry face job uncertainty whilst venues stay closed

After weeks of closure and with hundreds of jobs at risk, the casino industry in Scotland has joined forces to urge the Scottish Government to change its current tiering restrictions which are forcing venues to remain closed.

11 casino venues in Scotland which support more than 700 jobs in Aberdeen, Dundee Edinburgh and Glasgow, have launched a petition encouraging its customers to write to the First Minister, Nicola Sturgeon, to enable the recovery of the sector by allowing casinos to open in Level 2.

Led by Scotland’s largest casino operator, Grosvenor Casinos and with the support of Genting Casinos, Caesars Entertainment and trade association Betting and Gaming Council, ‘The Chips Are Down: Save Our Casinos, Save Our Jobs’ campaign points to the belief that the casino industry is being unfairly singled out.

Whilst pubs, bars, restaurants and cinemas are able to continue to trade in Level 2 or below, the shutters came down on casino venues when the Scotland Strategic Framework was announced, putting jobs and livelihoods at risk.

Casinos are stressing the urgent need for the Scottish Government to lift the current restrictions imposed and allow venues to open in Level 2, and are asking the government to better understand the evidence which clearly points to casinos as ultra-safe venues.

Jonathon Swaine, Managing Director of Grosvenor Casinos, said: “We cannot stress enough how damaging it is that casinos across Scotland are being imposed with these arbitrary restrictions.

“As an industry we provide ultra-safe venues for colleagues and customers to visit. There is not a shred of scientific evidence which supports the decision to keep casinos closed in Level 2 while other hospitality venues are able to stay open.

“If Scottish casinos are forced to remain closed it will have a devastating impact on those customers who enjoy their local venues as a community hub, on team members who will lose their jobs, on the local suppliers it serves, on the charities that they are proud to support, as well as on the wider economy which will lose millions of pounds in tax receipts.”

Out of 30,000 unique admissions through the doors since reopening in August, there has been just one recorded case of coronavirus transmission within any casino in Scotland, with 87% of casino customers saying that they feel safe in a casino compared to other entertainment and hospitality venues.*

Casino businesses have invested millions of pounds to ensure venues are safe for its colleagues and customers to play, installing PPE such as plexiglass screens between gaming tables, ID scanning technology upon entry, hand sanitiser stations and social distancing signage throughout venues.

The casino industry in Scotland contributed £30m in tax a year to the UK economy, but the continued and unjustified closure of casinos in Scotland is threatening to shut their doors for good.

Michael Dugher, Chief Executive of the Betting and Gaming Council, said: “Casinos in Scotland safely re-opened in August, with excellent anti-Covid measures in place, and there is absolutely no evidence that they contribute to the spread of virus.

“Closing them makes no sense, especially when other parts of the hospitality sector are being allowed to stay open. That’s why the industry is rallying together to urge the Scottish Government to think again, remove casinos from Level 2 and let them get back to business.”

To add your support to ‘The Chips Are Down: Save Our Casinos, Save Our Jobs’ campaign petition and for more information www.savecasinossavejobs.com

Upskilling and reskilling opportunities for employees

More employers across Scotland can now apply for funding to provide upskilling and reskilling opportunities for their existing staff.

The Flexible Workforce Development Fund (FWDF) helps businesses continue to invest in their workforce and is available for all of Scotland’s employers who are subject to the UK Government’s Apprenticeship Levy. For the first time, the fund will now be available for both levy payers and SMEs, across the private, public and third sectors.

In August the Scottish Government announced immediate investment in jobs to provide the foundations for a strong economic recovery from coronavirus (COVID-19). As part of this, the FWDF, which is now in its fourth year, was doubled to £20m for 2020/21, with £13 million made available through the first phase to allow colleges to provide additional support for levy paying employers.

The second phase of the fund, backed by £7 million, will also be utilised to respond directly to the impacts of the pandemic, and will open to applications 16 November 2020.

Of this, £5 million will be available to support SMEs through a college and Open University in Scotland partnership, while Skills Development Scotland will offer a new option which will test the use of private training providers for levy paying businesses who require specialist training.

Business, Fair Work and Skills Minister Jamie Hepburn said: “Opportunities for training are essential for both employers and employees, and in August we doubled funding for our Flexible Workforce Development Fund to £20 million for 2020/21 to ensure businesses across Scotland can continue to invest in their workforce.

“As this fund adapts and responds to the impacts of the pandemic, we will also see the introduction of additional delivery partners including the Open University in Scotland and private training providers for employers who require more specialist training.

“By strengthening upskilling the existing workforce, in partnership with colleges, we can retain jobs and support employers as they pivot and adapt to a new and very different working environment as a result of the pandemic.”

Andrew McRae, FSB’s Scotland policy chair, said: “This new funding could help many Scottish smaller businesses, and their staff teams, navigate the current crisis and ensure they’re prepared to take advantage of the recovery when it comes.

“FSB has been making the case to open up this cash pot to local firms, and we’d encourage all sorts of smaller operators to investigate how to access this support to build their business and develop their employees.”

Susan Stewart, Director of The Open University in Scotland, said: “The Open University in Scotland has led in the development of new skills for those facing redundancy, furlough or sectoral job pressures as a result of COVID-19.

“We welcome this funding which allows us to deliver support at scale to small and medium sized businesses across Scotland providing vital training as they adapt to new ways of working post pandemic.

“We will help businesses with a tailored, flexible package of online training to boost productivity and upskill and retrain employees particularly in those areas where skills gaps exist across Scotland like business management, digital, health and social care and the green economy.”

Find out more about the FWDF through The Open University, Scottish Funding Council, Our Skillforce.

More information on Phase 2 of the FWDF will also be available here shortly.

Race Inequality in the Workforce

Race Inequality in the Workforce: Analysing the state of play in the coronavirus economy

The impact of Covid-19 on the labour market has affected specific groups of workers more than others, including those with an ethnic minority background.  In this new report, we explore evidence that shows the specific impact that the pandemic has had on Black and ethnic minority workers, demonstrating the ways in which they face a range of additional risks during the economic downturn, in terms of both loss of employment and poorer quality work.

The report makes 11 recommendations for government and employers to ensure that job quality is protected for all and that groups at particular risk are safeguarded. 

This short report complements our Good Work for Wellbeing in the Coronavirus Economy report which was launched last month.  It seeks to understand how we can ensure the best possible jobs recovery and achieve good work for all in the coronavirus economy.

You can read Race Inequality in the Workforce: Analysing the state of play in the coronavirus economy here.

You can read Good Work for Wellbeing in the Coronavirus Economy here.

Join the conversation on Twitter @CarnegieUKTrust or please feel free to get in touch via Georgina Bowyer, Policy and Development Officer (georgina@carnegieuk.org).

Sarah Davidson

Chief Executive, Carnegie UK Trust

Twitter: @CarnegieUKTrust

www.carnegieuktrust.org.uk

Job Support Scheme launches

Millions of jobs will continue to be supported over the winter months with the UK government’s Job Support Scheme (JSS) available to businesses across the UK from Sunday, 1 November.

  • combined with the Job Retention Bonus (JRB), the Job Support Scheme (JSS) will cover at least 95% of the total employment costs for average previously furloughed employee until February
  • when factoring in the JRB analysis shows employers will receive the full employment costs of around half of people on JSS Open – which is available to businesses across all parts of the UK from Sunday
  • data shows the Coronavirus Job Retention Scheme (CJRS) has successfully protected jobs – with 90% of people returning to the same job after being furloughed

It comes as analysis reveals the generosity of the government’s income support schemes – with many firms receiving the full employment costs of staff.

Chancellor of the Exchequer, Rishi Sunak, said: “I’m pleased that the IMF this week called our response to the pandemic one of the best examples of coordinated action globally – the furlough scheme has been central to that, supporting 9.6 million jobs through some of the most challenging economic times.

“But it’s right that as we move towards a more targeted approach to tackle the virus, our support becomes more targeted too.

“The Jobs Support Scheme will continue to protect jobs throughout the difficult months ahead and is part of our comprehensive Plan for Jobs.”

The JSS scheme launches on Sunday and is designed to support businesses across the whole of the UK who are either legally required to close or facing lower demand over the winter months.

Under the JSS Open part of the scheme, which was made more generous last week, the government contributes 62% towards the wages of staff for the hours they do not work, whilst the employers pay just 5% plus NICS and pensions contributions. Employees receive a minimum of 73% of their wages.

Under JSS Closed, which is for businesses legally required to close due to coronavirus restrictions, the government will pay two thirds of each employees’ salary with employers just covering NICs and pension contributions, a very small proportion of overall employment costs.

Firms who retain staff that have previously been furloughed until the end of January will also receive a £1,000 per eligible employee payment under the JRB.

Taken together, the two schemes (JSSO and JRB) will cover 95% of the employment costs of the average previously furloughed employee until the end of January. For those earning less than £1,100 per month the JRB offsets all the employer costs of the JSS Open– meaning businesses will not have to make any contributions. Under the original CJRS around half of furloughed workers had earnings below this level.

For many lower earning employees on Universal Credit (UC), the combined impact of the support of the JSS and UC will mean they could receive around 90% of their normal net income (whilst working only 20% of the hours).

The CJRS closes today on Saturday 31 October ahead of the JSS launch tomorrow on Sunday 1 November.

As the scheme draws to a close new data published by HMRC shows that during the scheme’s eight month life it has protected 9.6 million jobs through some of the most challenging economic times the country has ever faced – with 90% of those coming off furlough by August returning to the same job.

The JSS and JRB are just one part of the UK Government’s package of measures that includes the extended business grants and Self-Employed Income Support Schemes announced last week, which will continue to support businesses and livelihoods across the country over the winter months.

Further information:

  • there is no gap in support between the CJRS and JSS
  • the deadline for submitting CJRS claims is 30 November
  • the JSS launches on 1 November, and employers can submit claims directly to HMRC from December 2020
  • HMRC stats show that 90% of those coming of furlough before August returned to the same job
  • for more information, see the Covid-19 Financial Support Package: Fact Sheet (PDF, 189KB, 10 pages)

Case studies

Example 1 – Job Support Scheme Open

  • Andrew normally works 5 days a week and earns £1400 a month, working in at a restaurant in the hospitality sector. His company is suffering reduced sales due to coronavirus. Rather than making Andrew redundant, the company puts Andrew on the Job Support Scheme, working 20% of his usual hours.
  • His employer pays Andrew £280 a month for these hours.
  • And for the time he is not working (80%), he will get 66.67% of his pay for that time. His total wage package is 73%, equal to £1,027. The government will give a grant worth £691 (61.67% of hours not worked) to Andrew’s employer to support them in keeping Andrew’s job, and his employer will pay a further £56 for hours not worked (5% of wages).
  • In addition, the employer will cover the Employer NICs and autoenrollment pension contribution on the payment (£56).
  • His employer may also be eligible for the Job Retention Bonus worth £1,000, this would cover 94.6% of employers total costs for retaining Andrew on the JSS between November and January.
  • For many lower earning employees on Universal Credit (UC), the combined impact of the support of the JSS and UC will mean they could receive around 90% of their normal net income (whilst working only 20% of the hours).

Example 2 – Job Support Scheme Open

  • Elena normally works part-time and earns £1,100 a month. Her company is suffering reduced sales due to coronavirus. Rather than making Elena redundant, the company puts Elena on the Job Support Scheme, working 20% of her usual hours.
  • Her employer pays Elena £220 a month for these hours.
  • And for the time she is not working (80%), she will get 66.67% of her pay for that time. Her total wage package is 73%, equal to £807.
  • The government will give a grant worth £543 (61.67% of hours not worked) to Elena’s employer to support them in keeping Elena’ job, and her employer will pay a further £44 for hours not worked (5% of wages).
  • In addition, the employer will cover the Employer NICs and autoenrollment pension contribution on the payment (£19).
  • Her employer may also be eligible for the Job Retention Bonus worth £1,000, this would cover over 100% of employers total costs for retaining Elena on the JSS between November and January.
  • For many lower earning employees on Universal Credit (UC), the combined impact of the support of the JSS and UC will mean they could receive around 90% of their normal net income (whilst working only 20% of the hours).

Example 3 – Job Support Scheme Closed

  • Charlie normally earns £1,400 a month and his company needs to close due to coronavirus. Rather than making Charlie redundant, the company puts Charlie on the Job Support Scheme Closed.
  • The government will give a grant worth 66.67% of Charlie’s pay to his employer to support them in keeping Charlie’ job.
  • That means for the time he is not working, he will get 66.67% of his pay. His total wage package is equal to £933.
  • The employer will cover the Employer NICs and autoenrollment pension contribution on the payment.
  • For many lower earning employees on Universal Credit (UC), the combined impact of the support of the JSS and UC will mean they could receive around 90% of their normal net income (whilst working only 20% of the hours).

Example 4 – Job Support Scheme Closed

  • Dalia normally earns £1,100 a month part-time and her company needs to close due to coronavirus. Rather than making Dalia redundant, the company puts Dalia on the Job Support Scheme Closed.
  • The government will give a grant worth 66.67% of Dalia’s pay to her employer to support them in keeping Dalia’s job.
  • That means for the time she is not working, she will get 66.67% of her pay. Her total wage package is equal to £733.
  • The employer will cover the Employer NICs and autoenrollment pension contribution on the payment.
  • For many lower earning employees on Universal Credit (UC), the combined impact of the support of the JSS and UC will mean they could receive around 90% of their normal net income (whilst working only 20% of the hours).
https://twitter.com/i/status/1316334131811356672

The Joseph Rowntree Foundation says there are still gaps in support that need to be filled, despite the Treasury’s support schemes.

The mortgage holiday scheme introduced at the start of the Covid-19 crisis ends on Saturday as does the job furlough scheme, which is being replaced by the Job Support Scheme.

It will leave a fifth of mortgage holders – around 1.6 million households – worried about paying their mortgage over the next three months, according to the poverty charity.

JRF said: “There is a real risk that mortgage-holders on low incomes will be pulled into poverty and hardship.

“890,000 working households with a mortgage expect to see a drop in earnings over the next month, but 85% of them – 750,000 households – aren’t eligible for any government support with their housing costs.

“It’s not right that during a time of huge uncertainty, many households are discovering that they are excluded from the only lifeline that could help meet their housing costs,” said Darren Baxter, policy and partnerships manager at the charity.”

The Joseph Rowntree Foundation wants the Support for Mortgage Interest payment to be reformed to help people who lose their jobs to keep their homes as they weather the coronavirus storm.

New research from Zero Waste Scotland and Circle Economy reveals scale of sustainable jobs

More than 200,000 jobs are already contributing to a cleaner, more sustainable Scotland, while thousands more roles could be created through the green recovery post-Covid19, experts have found.

A landmark report from Zero Waste Scotland and Circle Economy published today (Wednesday 28 October, 2020) shows the number of existing Scottish jobs operating within the circular economy, which keeps goods and materials in a ‘loop’ of use to maximise their value and minimise waste and the carbon emissions that causes.

It comes as Scotland’s decision-makers look to grow new ‘green’ jobs as they plan the country’s economic recovery from the coronavirus pandemic.

Scotland’s circular economy expert organisation, Zero Waste Scotland, helps businesses and consumers reduce waste and emissions to combat climate change. It produced the report – the first national assessment of ‘circular’ jobs and of future requirements for roles and skills in three priority areas in Scotland – working with fellow experts at Circle Economy in the Netherlands.

The circular economy is about making things last: through smarter design, and reusing, repairing and remanufacturing to create new items from old – all to keep products and materials within the economy for as long as possible.

It promises to maximise value from the goods we already have in circulation while relieving pressure on finite natural materials, like oil and precious metals. These resources are in high demand to create new products, yet those products are often thrown away by consumers after only a short amount of time.

Findings from the report, entitled The Future of Work: Baseline Employment Analysis and Skills Pathways for the Circular Economy, show Scotland is in a strong position to benefit from the circular economy, with 8.1% of jobs already linked to the circular economy. That’s on a par with other countries where similar  assessments have been conducted, like the Netherlands and Belgium.

The research also identifies a wide-ranging mix of new circular roles and skills needed to help Scotland Build Back Better by forging a truly national circular economy. It sets out a vision of the future of work in three priority areas – construction, the bioeconomy and capital projects, such as decommissioning energy infrastructure from oil rigs to wind turbines.

Iain Gulland, Chief Executive of Zero Waste Scotland, said: “Scotland has long been recognised as a leading nation on the circular economy so it’s heartening to see that so many jobs are already operating within circular business models, and we know there is scope for many more.

“As a nation we are preparing to Build Back Better following the coronavirus pandemic – while we’re just 12 months away from some of the most important climate negotiations of recent times in COP26, being held in Glasgow next year¹. What better time to make sure we stimulate growth while respecting the limits of our natural environment.

“The circular economy offers a way forward that can help Covid-hit businesses futureproof their operations, making them less vulnerable to future supply chain issues, while also generating opportunities for inward investment and new ‘green’ jobs.”

Scotland’s Environment Secretary, Roseanna Cunningham, said: “In these uncertain times, it’s more important than ever that we design a better future and see things put back together differently.

“It is vital that we draw on our experience of coronavirus – the things we’ve learned about how we work, travel and live – and apply this to our approach to Scotland’s green recovery, and to achieving net-zero.

“A thriving circular economy will play a critical role in ending Scotland’s contribution to climate change, and we must all – government, businesses, industry and individuals – be a part of driving this – and to ensuring our journey to net-zero is fair for everyone.

“I welcome the Future of Work report, which shows we are well on our way to evolving jobs that help drive our net-zero ambitions while ensuring we deliver a fairer economy in which everyone in Scotland can thrive.”

The study has been launched alongside a Circular Jobs Monitor tool from partner Circle Economy. This online tool enables users to see how many of a country’s existing jobs are associated with the circular economy, and how it compares to other nations.

Scotland’s figure includes directly circular jobs – such as those in the repair sector, design-related fields like architecture, or renting and leasing activities – as well as indirectly circular jobs, such as teachers, which provide services to primary circular activities.

The study shows that most circular jobs in Scotland are concentrated in southwestern and eastern regions, together accounting for more than 75% of all circular Scottish jobs – although in relative terms, all regions show a similar circular share of employment of between 7% and 9.8%.

Further information about regional circular jobs can be found on pages 18 to 23 of the report.

Mr Gulland continued: “For Scotland to maximise the benefits of a more sustainable economy we need to work towards all jobs being ‘circular’. It’s important to ensure we overcome Covid-19 and end our nation’s contribution to the climate crisis by 2045.

“Our landmark report identifies how we can do that, highlighting gaps which we need to fill and exciting new job opportunities in three key sectors. The circular economy is an opportunity for all parts of Scotland, urban and rural, to benefit from forward-looking jobs that are less susceptible to market pressures and help preserve our environment at the same time.”

The Future of Work: Baseline Employment Analysis and Skills Pathways for the Circular Economy is available on the Zero Waste Scotland website.

Construction: A plan for recovery

The Construction Leadership Forum (CLF) has published a plan for the sector’s recovery from the impact of coronavirus (COVID-19).

The plan, which has been created following extensive consultation, focuses on the joint action required between the industry and the public sector to respond to the pandemic.

The plan will work towards maximising support for employers and employees and establishing new ways of working to manage infection control, health and safety and shared learning opportunities.

A range of immediate actions in the plan are almost complete, with remaining ones now moving into implementation. Short and medium term initiatives include work to help apprentices into trades and preparing the industry to deliver a net-zero built environment.

The recovery plan will be flexible and able to respond to industry needs and economic conditions going forward.

Housing Minister Kevin Stewart said: “This recovery plan has been developed through unprecedented levels of collaboration across industry and with Government. We will now also work with the sector to help implement the plan’s actions.

“There is no doubt that the COVID-19 pandemic has had a significant impact on construction. It is absolutely vital for the economic recovery, and to protect jobs, that we get the sector back up to speed as quickly and as safely as possible.

“This plan sets out practical actions for how this can be achieved and we thank everyone who has taken part.”

Ken Gillespie, chair of Construction Scotland, said: “A huge amount of thought, energy and commitment from participants across Government and the Construction Industry has allowed us to prepare and publish this plan at pace and we are grateful to all those who have contributed.

“The hard work required to implement the plan and find the solutions to the challenges we face continues.

“We are indebted to the Minister for the leadership and support he has provided to the sector through this pandemic in his role as Chair of the CLF.”

Peter Reekie, chief executive of the Scottish Futures Trust, said: “Endorsement by Scottish Government shows testimony to the sector’s shared vision of an industry that promotes a safe, productive, profitable, innovative, sustainable and socially responsible construction industry, offering quality jobs and fair work to a highly skilled and diverse workforce and a quality and life-time value product to its customers.”

The Scottish Construction Leadership Forum is a collaborative initiative of Construction Scotland and the Scottish Government. It was established in March 2019 to develop and implement an action plan of improvements.

The Recovery Plan is available online.

TUC: government must do more to end inequality 10 years on from Equality Act

The TUC yesterday called on the UK government to implement the Equality Act in full on its tenth anniversary. The Equality Act became law on 1 October 2010.

The union organisation is also challenging ministers to show how they have delivered on the legal duties in the act in their response to the Covid-19 pandemic. 

It protects working people from discrimination based on age, sex, disability, race, religion or belief, sexual orientation, marriage or civil partnership status, pregnancy or maternity, or gender reassignment. It was also designed to improve the lives of working class people through tackling inequality, but that part of the act, the socio-economic duty, was never brought into force. 

The TUC is concerned that ten years since it was introduced, the full powers of the act have still not been implemented. And there is little evidence that the government is fulfilling its legal duty to consider the impact on inequalities in the decisions it makes. 

The TUC says that Covid-19 has deepened inequality and discrimination at work, and is calling on the government to: 

  • Bring the socio-economic duty into force: This was included in the original act but never implemented. It would require government and the public sector to deliver better outcomes for lower income people and make narrowing inequality a priority.  
  • Reintroduce protections subsequently taken out: Previous governments have stripped away protections that were originally in the Equality Act – such Section 40, which would make employers liable for harassment of their employees by customers or clients. The union body says that in the current situation where hostility and assaults on retail and hospitality staff are increasing during the pandemic, this should be reinstated urgently.   
  • Publish equality impact assessments for all government policies, as the law requires: in particular, the government should publish every equality impact assessment that they carried out to inform their response to Covid-19 – and should be held to account for those that are missing.  

TUC General Secretary Frances O’Grady said: “Everyone has the right to respect and equal treatment at work – and in wider society. 

“The Equality Act should have been a gamechanger. But ten years on, it still isn’t fully in force. Now is the time for the government to implement it in full.   

“The pandemic has shown that the UK is still riven with discrimination.  

“Black workers are more likely to be in frontline jobs with inadequate PPE – and more likely to die. Pregnant and disabled workers are too often first in line for redundancy. And the disappearance of much childcare provision has left women struggling to hold on to their jobs.  

“Without the protection of Section 40 of the Equality Act, staff have less protection from abuse and harassment. Yet during the pandemic, we have seen a rise in hostility and assaults on shop workers and hospitality staff.   

“Britain can be a more equal, more prosperous country. Equality must not be an afterthought for ministers.”  

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.