Tag: employment

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.

Aldi hiring 251 colleagues across Edinburgh & Lothians

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:

 www.aldirecruitment.co.uk

Clear majority of zero-hours contracts workers “stuck” in insecure jobs

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.” 

Why is the gap in employment between disabled and non-disabled people in Scotland so large?

by FRASER of ALLANDER INSTITUTE’s Allison Cataleno and Chirsty McFadyen

Back in September, we published some initial findings on the disability employment gap in Scotland, in collaboration with the Scottish Parliament Information Centre (SPICe).  

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. 

Read the full report here. 

NHS Health & Social Care Job Fair

WEDNESDAY 24th JANUARY at TYNCASTLE STADIUM

We are holding recruitment event on the 24 January 2024 in the Gorgie Suite, Tynecastle Stadium, McLeod St, Edinburgh EH11 2NL.

Come along and find out about roles in the Health & Care Sector with the City of Edinburgh Council and the NHS.

Tickets are available via Eventbrite and can be found here:

https://edinburgh.gov.uk/hscjobs

‘Check your pay’ call to people in Christmas jobs

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:

They can also contact the Acas helpline for advice.

For further information about the National Minimum Wage visit GOV.UK at:

And the Acas website.   

Festive bonus as UK Government progresses on workers’ rights package

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.

Asylum seekers’ right to work

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.”

Extending the Right to Work to Asylum Seekers in Scotland: evaluation, analysis, and policy options

NHS Job Information Sessions at Muirhouse Millennium Centre

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.

You can book your place here:

https://www.eventbrite.co.uk/e/763393429297…

50PLUS Champions doubled ahead of National Older Workers Week

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.