Aldi is looking to hire 251 colleagues in Edinburgh & Lothians this year as the company looks to open new stores and update others.
Britain’s fourth largest supermarket is on the lookout for people of all levels of experience to fill roles across the region, with salaries of up to £43,440.
The roles include full and part-time positions such as Store Assistant and Deputy Store Manager, all the way up to Assistant Store Manager.
The recruitment push is part of a nationwide expansion drive, with Aldi pledging to create a total of more than 5,500 new jobs up and down the country in 2024.
Store and Warehouse Assistants at Aldi receive a starting salary of £12.00 rising to £12.95 nationally, while those working within the M25 receive £13.55 rising to £13.85.
Aldi is also the only supermarket to offer paid breaks, which for the average store colleague is worth more than an additional £900 a year.
Giles Hurley, Chief Executive Officer of Aldi UK, said: “Our colleagues work incredibly hard, and they are without a doubt a huge part of our success at Aldi. We continue to welcome more and more customers to Aldi stores every week, not just because of our unbeatable prices and local sourcing, but also our amazing colleagues.
“We are looking forward to welcoming even more colleagues up and down the country to Team Aldi during 2024 and this is another step in accelerating progress towards our goal of making affordable, quality food accessible to everyone.”
Aldi recently committed to opening 500 more stores across Britain and is investing more than £1.4 billion throughout 2023 and 2024 as it progresses towards hitting this long-term target. This investment includes work to expand its distribution and store network as well as further improving existing stores and technology infrastructure to support growth.
Those interested in applying for a career with Aldi can visit:
NEW ANALYSIS reveals 2 in 3 zero hours contract workers have been with their current employer for over a year
TUC says a ban on zero-hours contracts is “long overdue”
Union body says “employers need to get on board with the New Deal”- following business calls to scale back the package.
The overwhelming majority of zero-hours contract workers are “stuck” on zero hours contracts in the long-term, the TUC has warned.
The union body warns hundreds of thousands of workers are being trapped in low-pay and insecurity, with bad employers “parking workers on zero-hours contracts for years on end”.
The new analysis reveals:
2 in 3 (66%) zero-hours contract workers have been with their current employer for over a year.
Almost half (46%) of zero-hours contract workers have been with their current employer for over 2 years.
Astonishingly, 1 in 8 (12%) zero-hours contract workers have been with their current employer for over 10 years.
Only a minority of zero hours contract workers are on the precarious contracts as a stop gap, temporary measure. Just 7% of zero-hours workers have been with their current employer less than 3 months.
TUC polling in 2021 showed that by far the most important reason that people take zero-hours contract work is because that is the only work available.
Almost half (45%) of respondents said that this was the most important reason for them being on zero-hours contracts while 16% said it was the typical contract in their line of work.
Just 9% cited work-life balance as the most important reason – and the TUC says many in this group would prefer the opportunity to work flexibly within a secure job.
Structural racism in action
The latest available data show there are 1.15 million people on these contracts.
Black and minority ethnic (BME) women are nearly three times as likely to be on zero-hours contracts as white men (6.8% compared to 2.5%),
TUC analysis published in August revealed the number of BME workers in insecure work more than doubled from 2011 to 2022 (from 360,200 to 836,300).
The TUC says this increase in zero-hours contracts for BME workers reflects “structural racism in the jobs market”.
Lack of control
The TUC says zero-hours contracts hand the employer total control over workers’ hours and earning power, meaning workers never know how much they will earn each week, with their income subject to the whims of managers.
The union body argues that this makes it hard for workers to plan their lives, budget and look after their children.
And it makes it harder for workers to challenge unacceptable behaviour by bosses because of concerns about whether they will be penalised by not being allocated hours in future.
Such insecurity can be particularly challenging for those who have caring responsibilities, who are overwhelmingly women, says the TUC.
New deal
The TUC says a ban on zero-hours contracts is “long overdue” – and is calling for all workers to have a right to a contract that reflects their regular hours.
Recent TUC polling revealed 6 in 10 (63%) already support a ban zero-hours contracts – including 60% of Conservative 2019 voters.
Labour is promising a ban on zero-hours contracts as part of its New Deal for Working People – which it says it will deliver with an employment bill in its first 100 days, if elected.
The union body says “employers need to get on board with Labour’s New Deal”- following business calls to scale back the package.
TUC General Secretary Paul Nowak said: “Everyone should be treated fairly at work. But too many workers – especially Black and ethnic minority women – are trapped in low-paid jobs on zero-hours contracts, with few rights and protections and no guarantee of shifts.
“Bad employers are parking workers on zero hours contracts for years on end. It’s not right.
“These precarious contracts hand almost total control over workers’ hours and earning power to managers – making it nigh on impossible to plan budgets and childcare.
“Insecure work has boomed on the Conservatives’ watch over the past 14 years – with the number of workers on zero hours contracts hitting the one million mark.
“That’s why a ban on zero hours contracts is long overdue. Working people should have a right to a contract that reflects their regular hours of work.
“It’s time for a New Deal for Working People, like Labour is proposing – which includes a ban on zero hours contracts, ensuring workers get reasonable notice of shifts and an end to fire and rehire.”
Commenting on reports in The Times on business calls to scale back Labour’s New Deal for Working People, alongside a poll showing the plans are “extremely popular” with the public, TUC General Secretary Paul Nowak said: “Employers need to get on board with Labour’s New Deal for Working People – and good employers will.
“The UK’s long experiment with a low-rights, low-wage economy is a complete failure. The Tories’ lack of an economic plan for jobs, growth and living standards has cost workers and industry dear.
“Labour’s New Deal for Working People stands in stark contrast to the Conservative’s dire record.
“And it would be good for our economy too. Decent, secure jobs are essential to building a motivated, healthy, innovative workforce – all vital for high productivity growth.”
This blog looked at the ways in which the gap in employment rates between disabled and non-disabled people has changed since 2014, finding that Scotland has lower rates of employment for disabled people compared to the rest of the UK. The gap has been closing more quickly, however.
This initial research led us to a question: why has the gap been closing more quickly? And furthermore, what changes have happened for different groups of people with disabilities?
Our full report, published today, models the reasons behind this change, and explores more detailed statistics on employment differences by type of disability.
Our work is based on a previous report by the DWP which looked at changes in the disability employment gap across the UK.
Some of our key findings include:
The employment rate for disabled people in Scotland has increased by 9 percentage points since 2014. Non-disabled employment rates also increased by 3 percentage points during this time period. This increase in the employment rate has been larger in Scotland compared to the rest of the UK, although the employment rate remains lower.
The employment rate has largely increased due to an increase in disability prevalence (70% of the total change), meaning that this change is primarily due to working people becoming disabled. A small portion of the change (10%) was due to a change in working patterns among disabled people.
On average, Scotland’s disabled working age population grew by about 4.6% each year between 2014 and 2022, while Scotland’s total working age population grew by less than 0.1%
Over half of the change in disability prevalence is due to an increase in reporting mental health-related disabilities and learning difficulties. In 2014, over a third of disabled people in Scotland reported musculoskeletal conditions as their main issue, and around a quarter reported a mental health condition or learning difficulty. These proportions have now switched.
Employment rates for all types of disability have increased since 2014. Musculoskeletal conditions – those affecting arms, legs, feet, neck, and back – had significant increases in employment rates, without significant increases in disability prevalence. By comparison, rates of reported mental illness grew substantially in both employment rates and in total prevalence, although the change in employment outpaced the change in population size.
Disabled people are disproportionately less likely to work in manufacturing; professional, scientific, and technical activities; or construction, and are more likely to work in education, retail, and health and social work.
Seasonal staff should check their pay to make sure they are being paid correctly
Festive workers who may be missing out on the National Minimum Wage or National Living Wage are being urged to check their pay.
Seasonal staff and students on short-term contracts over the Christmas period, including those working in shops, hotels, Christmas markets, garden centres, restaurants and warehouses, are legally entitled to the same minimum rates as other workers.
HM Revenue and Customs (HMRC) is reminding all workers to check their hourly rate of pay – in particular, looking out for any unpaid working time, such as time spent opening and closing a shop, training, picking up extra shifts and working longer hours. Deductions, for things like uniforms or tools, can also reduce pay rates.
In the 2022 to 2023 tax year, HMRC identified wage arrears of £13.7 million due to more than 108,000 underpaid UK workers.
Marc Gill, HMRC’s Director Individuals and Small Business Compliance, said: “We want to make sure that all workers, including seasonal staff and students, are being paid what they are due this festive period, which is why we are reminding everyone to check their pay.
“People should check their hourly rate and look out for any deductions or unpaid working time. It could take them below the minimum wage.
“HMRC looks into every minimum wage complaint, so if you think you are being short-changed you should get in touch. Don’t lose out – report it.”
The National Minimum Wage hourly rates are currently:
£10.42 – Age 23 and over (National Living Wage)
£10.18 – Age 21 to 22
£7.49 – Age 18 to 20
£5.28 – Age under 18
£5.28 – Apprentice
Anyone not being paid what they are entitled to, or people concerned that someone they know may not be getting paid correctly, can report it online at GOV.UK. It is an easy process that takes around 10 minutes and reports can be made after the employment has ended.
To speak with someone, raise a concern or get further information, people can also phone the Acas Pay and Work Rights helpline on 0300 123 1100 for confidential, free advice (Monday to Friday, 8am to 6pm). In Northern Ireland contact the Labour Relations Agency.
Employers can access support at any time to ensure they are paying their workers correctly:
view the online employers’ guide on calculating the minimum wage
Government sets out the next stages for a number of new Workers’ Rights Acts to support UK workers
UK Government sets out next steps to improve the lives of workers across the UK
Benefits include tips worth £200 million a year in the pockets of hardworking people and more say over working patterns
Government ‘also backing British workers’ by introducing the biggest ever increase to the National Living Wage
Millions are set to benefit as the Westminster government sets out the next stages for a number of new Workers’ Rights Acts – giving more money and more say back to UK workers.
Benefits range from £200 million more back in the pockets of hard-working people, to greater flexibility over when, where and how you work.
Business and Trade Minister Kevin Hollinrake said: “As we approach Christmas, it’s more vital than ever that we do what we can to support workers and families across the country.
“I’d like to encourage businesses to be as flexible as possible and give their hard-working employees the tips they deserve.
“I want to thank the MPs who brought forward this legislation to support hard working families and shape the UK’s outstanding workers’ rights record.”
The Employment (Allocation of Tips) Act 2023, which became law in May this year, requires employers to pass all tips on to workers.
Most employers already pass on tips to the staff who earn them. However, there are still some unacceptable tipping practices by unscrupulous employers, which must be stopped.
Christmas is an incredibly busy season for hospitality workers, and usually a time of year when customers are more generous with their tips. All employees deserve to receive their fair share of tips, so the Government has launched a public consultation on the Tipping Act’s Code of Practice to gain feedback from employers, workers and other stakeholders on the fair and transparent distribution of tips.
Acas Chief Executive Susan Clews said: “The shift in recent years towards increased use of flexible working by organisations has allowed more people to better balance their working lives and enabled employers to attract and retain skilled staff.
“Acas has recently consulted on a new draft Code of Practice which outlines good practice around requests for flexible working and explains the forthcoming changes in the law to employers and employees.”
New rights to protect new parents from redundancy, give carers extra support and help all employees work flexibly are also a step closer as government has laid legislation with plans for the measures to come in next spring.
These measures will improve the lives of hard-working families across Britain, aiding workers who have caring responsibilities or parents at risk of redundancy and ensuring everyone is able work as flexibly as needed into the new year.
An extra 2.6 million workers across the UK will benefit from the removal of the 26 week qualifying period that is currently required before making a flexible working request.
Those with caring responsibilities will also be entitled to a brand new employment right to a week’s leave to care for a dependent.
Redundancy protections are also being extended to cover pregnancy, as well as to new parents.
The UK Government is are also backing British workers by introducing the biggest ever increase to the National Living Wage, worth over £1,800 a year for a full-time worker, fulfilling the pledge to end low pay.
When this increase comes into effect in April, the National Living Wage will be worth nearly £21,000 a year for a full time worker – almost double, in cash terms, the amount which a full time worker on the National Minimum Wage earned in 2010.
For the first time, 21 years olds will be legally entitled to the National Living Wage, which is set to reach two-thirds of average earnings.
Changes could add £30 million to Scotland’s economy annually
Allowing asylum seekers the right to work could help them settle into communities better while boosting Scotland’s economy and workforce.
Research by the Scottish Government’s independent Expert Advisory Group on Migration and Population sets out how enabling asylum seekers to gain employment could improve health and wellbeing and reduce the risk of exploitation.
Changes could also benefit the Scottish economy, help fill gaps in the workforce and see increased council tax paid directly to local authorities which host asylum seekers.
The report will underpin the development of proposals for a Scottish Asylum Right to Work pilot, to be submitted for consideration to the Home Office in 2024.
Migration Minister Emma Roddick said: “Scotland provides a welcoming home to many people seeking asylum, with policies underpinned by dignity, respect and compassion.
“This independent report shows how enabling asylum seekers to find work could reduce anxiety and improve the wellbeing of vulnerable people, while supporting Scotland’s economy by helping fill skills shortages and addressing population challenges.
“As the UK Government continues to pursue repugnant policies on asylum and immigration, we are developing mitigations as far as possible within our devolved powers and budget, including through our New Scots refugee integration strategy.
“The Scottish Government will now use this report to design a proposal to work within the current devolution settlement, but only independence would give us power to implement a full Scottish asylum system rooted in respect for human rights.”
Chair of the Scottish Government’s independent Expert Advisory Group on Migration and Population Rebecca Kay said: “Our report shows strong international evidence that strict restrictions on the right to work have negative consequences for asylum seekers’ material and emotional well-being, and for long-term integration outcomes.
“We also find substantial evidence of the considerable barriers which people seeking asylum are likely to face on entering the labour force. These will require careful consideration by Scottish Government, and deliberate remedy, when designing a pilot proposal.
“Wider measures to provide adequate reception, settlement and integration services will be required in order to realise the full benefits of a right to work policy for asylum seekers.”
Join us for the NHS Facilities Information Event, where you can meet some of the hiring managers from various departments.
The event will be held on Wednesday 6 December 2023 and is your chance to discover a range of roles available within NHS Facilities.
We look forward to seeing you there. Please note you must have tickets for the event as we are limited to how many people we can accommodate at each session.
The number of 50PLUS Champions helping older workers into work has been doubled in Jobcentres up and down the country, the Minister for Employment has announced.
Network of dedicated 50PLUS Champions across Great Britain is increased ahead of National Older Workers Week
This builds on millions invested to support the over 50s into work as Minister for Employment and B&Q back older workers
The number of 50PLUS Champions helping older workers into work has been doubled in Jobcentres up and down the country, the Minister for Employment has announced.
Ahead of https://www.nationalolderworkersweek.co.uk, 77 50PLUS Champions – up from 37 – are now in place across England, Wales and Scotland, working directly with Jobcentres and employers to remove barriers that are keeping older people out of work.
50PLUS Champions work with jobseekers to change preconceptions about hiring older workers and ensure Jobcentre staff are supporting jobseekers to find roles or opportunities tailored to their skills to deliver for employers.
There are 83,000 more over 50s in work compared to this time last year. The DWP is supporting older jobseekers, with Midlife MOTs both online and in Jobcentres, helping people assess their skills and, make long-term plans for their work, wealth and wellbeing.
The news comes following a recent visit made by the new Minister for Employment, Jo Churchill, to B&Q’s New Malden branch. The company prides itself on having a multi-generational workforce with 35 percent of staff being over 50.
Minister for Employment, Jo Churchill MP said: “I know that work brings benefits to all ages, whether that’s improved wellbeing, making important friendships, or earning more.
“As a Government, we are working hard to get more people into work and tackle inactivity.
“Doubling the number of our 50PLUS Champions means even more jobseekers can access tailored support.
“On this National Older Workers Week, I urge all businesses to step up and put age diversity at the heart of what they do.”
Andy Moat, B&Q’s HR Director added: “We were delighted to recently welcome the new Minister for Employment to B&Q New Malden for her to hear at first hand from some of our older workers the benefits of working.
“B&Q is a very multigenerational workforce, and we believe in creating an environment where people can grow, thrive, and truly be themselves.
“We do this in many ways, including through our Apprenticeship programme, and we have Apprentices aged from 17 to 70 years studying to gain new knowledge and skills to help develop their careers, whilst continuing to earn the same rate of pay as others doing their role.”
While in New Malden, the Minister saw first-hand how the business is supporting the over 50s into work, meeting with older Apprentices who highlighted the impact retraining can have on this age group.
The Government is investing £6 billion to tackle economic inactivity to get more people into work, including older people. This includes £2.5 billion announced this week as part of our Back to Work Plan, an ambitious package of employment support which will keep more people in work by helping them to manage their health conditions.
To mark National Older Workers Week, the DWP is organising numerous events across Great Britain, including jobs fairs in Oldham, Edinburgh, Bath and Newport all specifically targeted at jobseekers who are over 50.
“But our message is clear: if you are fit, if you refuse to work, if you are taking taxpayers for a ride – we will take your benefits away.”
Changes are part of the new Back to Work Plan which will help up to 1,100,000 people with long-term health conditions, disabilities or long-term unemployed to look for and stay in work.
Additional support comes alongside tougher sanctions for people who don’t look for work, as part of the next generation of welfare reforms.
Includes exploring reforms of the fit note system, expansion of available treatment and employment support, and formal launch of the WorkWell service to help people start, stay and succeed in work.
The Chancellor Jeremy Hunt and the Secretary of State for Work and Pensions Mel Stride will unveil their Back to Work Plan– a package of employment focused support that will help people stay healthy, get off benefits and move into work – as part of the Autumn Statement.
Building on the ambitious £7 billion employment package from Spring Budget the Chancellor is using his Autumn Statement to outline a new Back to Work Plan, which will expand the employment support and treatment available and reform the ways that people with disabilities or health conditions interact with the state.
Getting more people into work and ensuring work pays remains a key priority for the government. It is important for growing the UK economy, managing inflation, controlling spending, and improving living standards. Getting more people into good jobs is also good for those individuals and the best route out of poverty.
The government is boosting four key programmes – NHS Talking Therapies, Individual Placement and Support, Restart and Universal Support – to benefit up to 1.1 million people over the next five years and help those with mental or physical health conditions stay in or find work.
The new WorkWell service as announced at Spring Budget and delivered by the Departments for Work and Pensions and Health and Social Care is also being formally launched today and will support almost 60,000 long-term sick or disabled people to start, stay and succeed in work once rolled out in approximately 15 areas across England.
The prospectus that will be launched in the coming weeks will provide information for all Integrated Care Systems across England to develop their localised work and health strategy.
Ministers are also planning to trial reforms to the fit note process to make it easier and quicker for people to get specialised work and health support, with improved triaging and signposting. Since the pandemic the number of people inactive in the UK due to long-term sickness or disability has risen by almost half a million to a record high of 2.6 million, with mental health, musculoskeletal conditions and heart disease being some of the main causes.
Stricter benefit sanctions will also be enforced by the Department for Work and Pensions for people who are able to work but refuse to engage with their Jobcentre or take on work offered to them. Benefit claimants who continue to refuse to engage with the Jobcentre will face having their claim closed. The latest published data shows that there were 300,000 people who had been unemployed for over a year in the three months to July.
The announcement today forms part of wider plans to grow the economy expected in the Autumn Statement on Wednesday 22 November. The Chancellor is set to reveal a raft of changes to get the UK economy growing including getting people back into work.
Chancellor of the Exchequer, Jeremy Hunt, said:“We’re serious about growing our economy and that means we must address the rise in people who aren’t looking for work – especially because we know so many of them want to and with almost a million vacancies in the jobs market the opportunities are there.
“These changes mean there’s help and support for everyone – but for those who refuse it, there are consequences too. Anyone choosing to coast on the hard work of taxpayers will lose their benefits.”
Secretary of State for Work and Pensions, Mel Stride, said:“We are rolling out the next generation of welfare reforms to help more people start, stay and succeed in work. We know the positive impact work can have, not just on our finances, but our health and wellbeing too.
“So we are expanding the voluntary support for people with health conditions and disabilities, including our flagship Universal Support programme.
“But our message is clear: if you are fit, if you refuse to work, if you are taking taxpayers for a ride – we will take your benefits away.”
The plans announced today set out how the government will tackle long-term unemployment by supporting Universal Credit claimants to find work while strengthening work search requirements for job seekers through all stages of their Universal Credit claim.
As a result of these reforms, no claimant should reach 18 months of unemployment in receipt of their full benefits if they have not taken every reasonable step to comply with Jobcentre support.
The plans to tackle long-term unemployment include:
Testing Additional Jobcentre Support in England and Scotland – testing how intensive support can help claimants into work who remain unemployed or on low earnings after 7 weeks into their Universal Credit claim.
Extending and expanding the Restart scheme in England and Wales for 2 years – expanding tailored, intensive support to people who have been on Universal Credit for more than 6 months rather than 9, helping them to tackle barriers to entering employment through coaching, CV and interview skills, and training. The scheme will be extended for two years until June 2026.
Introducing a claimant review point – Universal Credit claimants who are still unemployed after the 12-month Restart programme will take part in a claimant review point: a new process whereby a work coach will decide what further work search conditions or employment pathways would best support a claimant into work. If a claimant refuses to accept these new conditions without good reason, their Universal Credit claim will be closed.
Rolling out mandatory work placement trials – through the claimant review point, claimants who have not yet moved into work by the end of Restart will be required to accept a job or to undertake time-limited work experience or other intensive activity to improve their employability prospects. Failure to do so at this stage will lead to immediate sanction, with the full removal of the Universal Credit standard allowance.
Stricter sanctions for people who should be looking for work but aren’t – including:
targeting disengaged claimants by closing the claims of individuals on an open-ended sanction for over six months and solely eligible for the Universal Credit standard allowance, ending their access to additional benefits such as free prescriptions and legal aid;
rooting out fraud and error using the government’s Targeted Case Review to review the Universal Credit claims of disengaged claimants on an open-ended sanction for over eight weeks, ensuring they receive the right entitlement;
digital tools to track claimants’ attendance at job fairs and interviews.
Plans set out also include expanding key health and employment programmes, to benefit over half a million people over the next five years and help those with mental health conditions stay in or find work:
NHS Talking Therapies – increasing the number of people benefitting from courses of mental health treatment by an additional 384,000 people over the next five years and increasing the number of sessions available.
NHS Talking Therapies provides evidence based psychological therapies including Cognitive Behavioural Therapy (CBT), for treatment of mild and moderate mental health conditions such as depression and anxiety disorders.
Individual Placement and Support (IPS) – aiming to help an additional 100,000 people with severe mental illness to find and keep jobs over the next five years. IPS is an employment support programme integrated in community mental health services. IPS employment specialists:
Work with people accessing the service to find them employment that matches their aims, interests and skills, and offer continued support once they are in post.
Integrate with the mental health team to support the individual with any issues that affect their work and recovery.
Build relationships with employers to negotiate job opportunities.
Universal Support in England and Wales – matching 100,000 people per year with existing vacancies and supporting them in their new role, an increase on the 50,000 people outlined at Spring Budget, also helping people with disabilities and from vulnerable groups.
Participants will access up to 12 months of personalised ‘place and train’ support. The individual will be supported by a dedicated keyworker who will help the participant find and keep a job, with up to £4,000 of funding available to provide each participant with training, help to manage health conditions or help for employers to make necessary accommodations to the person’s needs.
WorkWell – The service announced at Spring Budget 2023 is being formally launched to Integrated Care Systems across England and will help support people at risk of falling into long-term unemployment due to sickness or disability, through integrated work and health support. Integrated Care Systems across England will be supported to develop a localised work and health strategy, and then services will be provided in approximately 15 pilot areas.
Secretary of State for Health and Social Care, Victoria Atkins, said:“We know that tailored work and health support initiatives can help break down the kinds of barriers that can make finding and staying in a job more difficult for those with mental health conditions.
“Backing them with further investment means they’re more widely available, enables personalised help and will get thousands back to work by overcoming any issues that may be preventing them from fulfilling their career potential.”
Kate Shoesmith, Recruitment and Employment Confederation (REC) Deputy Chief Executive, said:“Today’s announcements will help the Restart scheme keep making a real difference to people’s work and life chances.
“It contributes to efforts to overcome our labour and skills shortages and to further growing our economy. Bringing public and private employment services together is vital to get people into work and not look back.
“Our own award-winning Restart scheme, which sees recruiters work with employability services provider Maximus, has helped place 1700 long-term unemployed people into work since 2021.”
