Tag: employment

St James Quarter and Fuse team up to support Scottish employment market

Following the success of last year’s recruitment fair, St James Quarter has partnered with retail and hospitality recruitment service FUSE to provide a new programme of career opportunities for the sector across Scotland. 

The recruitment fair will be held in St James Quarter’s Level 1 unit beside Next from 10:00 – 17:00 on Tuesday 11th of October and those interested are encouraged to sign up now.  

In 2021, the recruitment fair saw 300 local applicants attend on the day with 150 successful candidates invited for paid trial shifts and second interviews with many offered a job on the same day. The joint initiative is intended to provide a much needed boost for the local economy by creating new job opportunities across Edinburgh’s retail and hospitality industry.  

St James Quarter is on track to sustain the target of 3,000 new job roles for the local economy with an additional 1,500 vacancies set to be created following continual expansion plans within The Quarter and the development of W Hotel. FUSE has already successfully placed 2,000 candidates within The Quarter since its opening.  

This year at the recruitment fair, FUSE will be recruiting for 300 vacancies with a variety of positions from Christmas temp seasonal staff through to full and part time roles in a range of levels in retail, restaurant management, customer service and maintenance. Brands from across the Quarter such as Stradivarius, Bonnie and Wild, John Lewis & Partners, Coach, NEOM Organics and Duck & Waffle will all be looking for their newest team members. 

In a commitment to support the future of retail in Scotland, St James Quarter and FUSE are continuing to work together to help boost employment in the capital after 62% of those working at The Quarter revealed in a staff survey that their previous job was affected by the COVID-19 pandemic, leaving them unemployed and struggling to find work. 

Kitti Hovarth, Sales Assistant at Pull & Bear, who found work at St James Quarter through FUSE shares their experience: “During the pandemic, and like many others, I was left unemployed.

“I was unsure where I wanted to take my career and what opportunities were available to me at such an uncertain time. After finding out about FUSE and the recruitment fair, I was able to land a job at St James Quarter as a Sales Assistant.

“This opportunity has allowed me to not only gain experience and expand my skillset in customer service and teamwork, but it’s also boosted my confidence and taken a huge worry off my shoulders” 

Jennifer Laseen, Hospitality and F&B Director, St James Quarter said: “We are delighted to be working with FUSE again to find the right candidates for some amazing roles we have across the Quarter.

“The team at St James Quarter are proud to continue to support our team members and nurture new talent and we are encouraging all those who are interested to sign up to the recruitment fair now to avoid any disappointment.” 

Niamh Murphy, FUSE Manager, added: “The FUSE team are passionate about supporting St James Quarter and the local Edinburgh communities match employees to the right role within the Quarter.  

“Our expert knowledge of the industry allows us to provide a tailored approach to recruitment and continue to support team members and employers with further training, accredited qualifications, and ongoing networking opportunities” 

Royal Bank of Scotland Jobs report shows permanent placements increase in September, but growth “mild”

  • Fresh uplift in permanent staff appointments, but growth only mild
  • Temp billings rise at quicker pace
  • Pay pressures ease, but remain historically sharp

Scotland’s labour market saw an improvement in overall hiring activity in September, according to the latest Royal Bank of Scotland Report on Jobs survey, with recruiters reporting a fresh rise in permanent placements and stronger temp billings growth.

The seasonally adjusted Permanent Placements Index rose back above the neutral 50.0 mark, rising from 47.3 in August to 52.7 in September, to signal a mild uplift in permanent staff appointments, while temp billings increased at a strong and accelerated rate. 

At the same time, sustained growth of vacancies, combined with another deterioration in candidate availability, led to further upwards pressure on pay. Notably, both starting salaries and temp wages increased at historically sharp rates, despite easing since August.

Permanent placements return to growth

Adjusted for seasonal variation, the Permanent Placements Index rose back above the neutral level of 50.0 in September to signal a fresh rise in permanent staff appointments across Scotland. Panellists attributed the upturn to strong demand for staff and increased hiring activity amongst clients in some sectors. That said, the pace of increase was only mild.

September data pointed to sustained growth of temp billings across Scotland, extending the current sequence of upturn that began two years ago. The rate of expansion ticked up from August’s seven-month low and was solid overall.

The pace of increase in temp billings in Scotland was broadly in line with the trend seen for the UK as a whole.

Further marked drop in permanent candidate availability

The supply of permanent staff across Scotland continued to decrease in September, stretching the current sequence of contraction to 20 months. Skills shortages and high demand for staff reportedly drove the latest fall. Notably, the rate of decline quickened slightly on the month and was marked overall.

Scotland recorded a much sharper fall in permanent staff supply than that seen on average across the UK, with the pace of decline slowing slightly on the month at the national level.

Adjusted for seasonal variation, the Temporary Candidate Availability Index remained below the neutral 50.0 mark in September, signalling a nineteenth straight monthly deterioration in the supply of temp staff across Scotland and one that was rapid overall. Panellists cited strong demand for short-term workers and a reluctance among candidates to move roles. Although it remained much sharper than that seen at the national level, the pace of contraction was the slowest for six months.

Rate of starting salary inflation eases to 15-month low

September data signalled a sustained uplift in salaries awarded to permanent new joiners in Scotland, amid reports that strong demand for staff led to upwards pressure on pay. Though historically sharp, the rate of salary inflation was the slowest for 15 months, and weaker than that recorded for the UK as a whole.

A twenty-second monthly increase in hourly rates for short-term staff in Scotland was recorded in September. According to survey respondents, skills shortages were the primary cause of the latest rise. The rate of temp wage inflation softened to a four-month low, but was nonetheless sharp and outpaced the UK-wide average.

Permanent vacancies rise at slower rate

As has been the case in each month since February 2021, demand for permanent staff in Scotland increased in September. The rate of expansion was the softest seen for a year-and-a-half, albeit sharp by historical standards.

IT & Computing recorded the fastest rise in permanent vacancies, followed by Nursing/Medical/Care, while Hotel & Catering saw the slowest.

Temporary vacancies across Scotland continued to rise in September, extending the current sequence of growth to two years.  The rate of increase was the slowest since February 2021, but still sharp overall.

Across the monitored sectors, demand for temp staff was strongest in IT & Computing, followed by Accounts & Financial.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “Permanent staff appointments across Scotland rose during September following a moderate fall in August, amid reports of improved hiring activity at clients in some sectors and strong demand for workers.

“The rate of growth was only mild, but nonetheless outpaced the UK-wide average. Temp billings also increased, with growth ticking up since August to a solid pace.

“The imbalance between staff demand and supply continued to place upwards pressure on pay in September.

“The latest survey showed that both permanent and temporary staff availability continued to decline sharply, which drove further increases in temp pay and starting salaries at rates seldom seen in the history of the survey.”

Chancellor Kwasi Kwarteng ‘to get Britain working again’

  • The Chancellor is expected to announce reforms to the welfare system that will encourage thousands more into work and to boost their earnings, helping grow the economy.
  • Around 120,000 more benefit claimants will be asked to take active steps to seek more and better paid work, or face having their benefits reduced.
  • Over 50s to get more support to find work, boosting economic growth.

The Chancellor is this week expected to announce changes to Britain’s welfare system that will help boost people’s earnings, get them into work and support economic growth.

Changes to Universal Credit expected to be announced later this week will require benefit claimants working up to 15 hours a week at National Living Wage to meet regularly with their Work Coach and take active steps to increase their earnings or face having their benefits reduced.

This gradual expansion is an increase from the 12-hour threshold and will bring an additional 120,000 benefit claimants into the Intensive Work Search Regime.

With more than 1.2 million job vacancies across the UK, Work Coaches will set clear expectations with claimants and make sure they stick to their commitments. These commitments could include applying for jobs, attending interviews or increasing their hours. People who don’t fulfil their job-search commitments without good reason could have their benefits reduced in line with existing benefit sanctions policy.

Eligible claimants over 50 years old, including new claimants and the long-term unemployed, will also get extra support from Work Coaches. The newly unemployed will get 9 months of targeted sessions, and people who are long-term unemployed will receive a booster session followed by 3 months of intensive employment support.

Rising economic inactivity in the over 50s is contributing to shortages in the jobs market, driving up inflation and limiting growth. Returning to pre-pandemic activity rates in the over 50s could boost the level of GDP by up to 1 percentage point.

Chancellor Kwasi Kwarteng said: “Our jobs market is remarkably resilient, but it is not perfect. While unemployment is at is at its lowest rate for nearly fifty years, the high number of vacancies that still exist and inactivity in the labour market is limiting economic growth.

“We must get Britain working again. These gradual changes focus on getting people back into work and maximising the hours people take on to help grow the economy and raise living standards for all.

“It’s a win-win. It boosts incomes for families and helps businesses get the domestic workers they need, all while supporting economic growth.”

Secretary of State for Work and Pensions Chloe Smith MP said: “As we continue to face economic challenges and labour market shortages, we are committed to helping people on lower incomes to boost their pay – because we know work is one of the best ways to support your family and help grow our economy.

“Whether it’s increasing their hours in their current role, entering a new sector or switching careers, we want people of all ages and all stages to be able to progress into fulfilling careers.

“The expertise our dedicated DWP Work Coaches bring, will help to drive this change by removing barriers to progression and opening up opportunities for training and building skills, to increase earnings.”

These changes will be Great Britain-wide and, in line with usual practice, the UK Government will work with the Northern Ireland Civil Service to determine the most suitable way to deliver support in Northern Ireland in due course.

Certain groups will remain exempt from sanctions, including people who are unable to work due to long-term sickness or a disability.

M & S Ocean Terminal store to close

Marks and Spencer is to close it’s food store in Ocean Terminal. The store will close before the end of the year, but the company insists ‘the vast majority’ of Leith staff will be offered new jobs other M & S stores.

Scott Munro, M&S’s regional manager for the east of Scotland, said: “Shopping habits are changing and we’re reshaping our store estate across Scotland and the UK to make sure we’re reflecting the needs of our customers.

“As part of this transformation, we have today announced to colleagues our decision to close the M&S Ocean Terminal store at Ocean Terminal later this year.

“Our priority is to support our colleagues through these changes and we are confident of being able to offer new roles to the vast majority of those affected.

“We are committed to Edinburgh and this decision means there are more opportunities to invest in our eight other stores across the city.”

A spokesperson for Ocean Terminal said:  “Proposals by M&S to downsize its portfolio of stores across the UK have been well known for some time. Owing to the changing direction of M&S’s business needs, they have taken the decision not to renew their lease at Ocean Terminal. We wish them well for the future.  

“But their decision does not impact on our plans. Instead, it has allowed us to actively pursue a range of opportunities for partnership with alternative food retailers as part of ongoing plans to reconfigure Ocean Terminal and shape the ongoing transformation of the centre and its important waterfront location.” 

Responding to news of the closure of the Marks & Spencer store in Ocean Terminal, Foysol Choudhury MSP said: “I was shocked to find out today that the M&S store in Ocean Terminal is set for closure with the loss of a number of jobs. This could be the death knell for Ocean Terminal.

“Marks & Spencer is one of Ocean Terminal’s remaining flagship outlets for the area.

“With the tram set to arrive before long, I fear that this is a short-term decision that will damage Leith in the long-term.

“I will be writing to Marks & Spencer to seek a meeting to urgently review this decision.”

Expert reveals CV Red Flags to avoid

The average recruiter or hiring manager spends 6 to 8 seconds looking at a CV before they decide if it is suitable or not. 

On average in the UK, one position attracts around 250 CVs, which means that employers can immediately spot the red flags. CVs with cluttered layouts, lack of headings, or ones that are too long or too short will more than likely not be successful.  

However, if you are looking for a new job, experts at CV Maker have revealed the top red flags you should avoid when creating your CV, to help you be successful in applying for your dream role. Be sure to avoid these mistakes!  

1. Typos and grammatical errors  

Probably the first red flag that employers look out for, mistakes on your CV show that you don’t pay attention to detail. Minor mistakes shouldn’t be a cause for concern, however, if a CV is full of mistakes, it immediately sends the wrong message to a recruiter or hiring manager. 

Consider resending your CV if you notice multiple typos or other major mistakes after you click send. While it might feel awkward, there are professional ways to resend a CV. It’s best to include a short explanation with your updated CV. Politely explain that you are sending an updated file and to please excuse yourself for the mistake. 

Make sure to use a spellchecker and have at least two people proofread your CV before you apply for a position.  

2. Unprofessional email address 

An unprofessional email address is another huge red flag for employers. Your CV is your professional calling card, the first impression a hiring manager creates for you before they have even met you. Make sure to get yourself a separate email account for your job search and keep your account name professional.  

Make sure you don’t use the email address you created when you were 15. This shows employers that you’re too lazy to create a new email address, or that you don’t value your professional career.  

If you’re struggling, use your last name and first initial or first and last name. This is clear and professional.  

3. Employment gaps 

Large gaps of time between them are one of the biggest CV red flags that head-hunters, recruiters, and hiring managers will immediately notice. One gap in employment isn’t that unusual, especially if you’ve travelled or started a family. However, if multiple gaps seem out of place, make sure you have a valid reason to explain these.  

Breaks in employment raise red flags because they could have a range of negative implications. There are exceptions, but most high performers don’t have huge gaps in their employment history. Employers might also fear you could do this again and quit the job when under pressure.  

Explaining a gap in a cover letter might help. If you do get invited to an interview, be ready with an honest and clear reason for the gap.  

4. Job hopping 

People job search for a new career for all kinds of reasons. Increased pay, improved benefits, better work-life balance, etc. However, frequent job hopping can be a cause for concern as an employer.  

Employers want to hire people they can invest in. One year, or less, isn’t enough time for an employee to become truly proficient in their role or make a meaningful impact on a company.  

If you have switched positions frequently, and your CV shows this, make sure you have valid reasons for this. Don’t mention that you just “needed a change” as this can indicate that you are inconsistent or unreliable.  

Some better reasons for job hopping, that you can explain in an interview, could be that you were recruited by another company, as this shows that you are a valuable team member. You could also mention that your previous role shifted from what you were initially hired to do, or even that you weren’t advancing as quickly as you’d like.  

5. Too much personal information 

Too much non-relevant personal information on your CV can also be a big red flag. Your CV is a document to highlight your skills, accomplishments, and work history. This needs to stay professional. 

Whilst showing a little personality on a CV is a green flag, too much personal information can deter employers from hiring you. Try to keep it short and concise and wait until the interview to let your personality shine through.  

The best way to show a little personality, that isn’t overbearing, is through your hobbies and interests. However, make sure these are relevant to your job role. 

Royal Bank of Scotland Report on Jobs

Permanent staff hires fall for first time in 20 months

  • Permanent placements fall for the first time since December 2020
  • Temp billings growth softens to seven-month low
  • Sustained pressure on pay amid candidate shortages 

August data revealed a renewed fall in permanent staff hires across Scotland, according to the latest Royal Bank of Scotland Report on Jobs survey.

The seasonally adjusted Permanent Placements Index fell below the 50.0 no-change mark, to signal a modest drop in permanent staff appointments that ended a 19-month period of expansion. Growth in temp billings meanwhile moderated to a seven-month low in August. According to panellists, skills and candidate shortages weighed on hiring activity.

However, some recruiters also noted that an economic slowdown and rising market uncertainty added to the loss of momentum across the Scottish labour market. At the same time, demand for staff continued to rise, which drove further increases in both starting salaries and hourly wages. 

Permanent placements fall for first time since December 2020

Scottish recruiters reported a fall in permanent staff appointments during August, thereby ending a 19-month period of expansion. Anecdotal evidence suggested that the contraction stemmed from a slowdown in market conditions and candidate shortages.

Though only modest, the reduction in Scotland contrasted with the trend seen across the UK as a whole, which saw a slightly quicker increase in permanent placements in August.

Temporary staff billings across Scotland increased for the twenty-fourth successive month during August. Though solid, the rate of expansion eased to the slowest since January and was below its long-run average. The uptick in temp billings was in part attributed to increased activity at clients. Where a reduction was reported, panellists cited, lingering COVID-19 impacts and rising economic uncertainty.

Moreover, the rate of increase in Scotland was weaker than that seen across the UK as a whole.

Decline in permanent candidate availability weakest since March

August data highlighted a further reduction in the supply of permanent candidates across Scotland. The respective seasonally adjusted index has now posted below the neutral 50.0 threshold for the nineteenth month running. Acute skill and candidate shortages were linked to the latest decline.

However, though the extent to which permanent staff availability contracted was the slowest in five months, it remained sharper than the UK-wide trend.

The availability of candidates to fill temporary roles in Scotland continued to decline during August, stretching the current run of contraction that began in March 2021. However, the rate of deterioration eased for the third month running and was the slowest since March.

Compared to the UK-wide average, Scotland registered a faster fall in temp candidate availability for the fifth successive month.

Starting salary inflation remains elevated in August

Recruitment agencies across Scotland reported a twenty-first consecutive monthly rise in salaries awarded to new permanent joiners during August. The rate of starting salary inflation quickened fractionally from July and was sharp, albeit the second-softest in 13 months. According to Scottish recruiters, labour shortages drove up salaries.

However, Scotland continued to record a softer rate of increase in starting salaries than that seen at the UK level.

August data revealed yet another sharp increase in average hourly pay for short-term staff across Scotland. The latest uptick extended the current run of expansion to 21 months. Moreover, the rate of growth picked up from July and was the second-fastest since December 2021. According to anecdotal evidence, firms continued to raise wages to attract workers amid labour and skill shortages.

Temp pay also increased at a quickened rate at the UK level during August, albeit one that remained weaker than that seen in Scotland.

Softest increase in demand for permanent staff for 17 months

Adjusted for seasonal variation, the Permanent Vacancies Index posted above the neutral 50.0 level to signal a nineteenth successive monthly increase in demand for permanent workers across Scotland during August. Though sharp and well above the series average, the rate of growth was the weakest since March 2021.

Of the eight monitored sectors, Nursing/Medical/Care saw the strongest upturn in permanent staff vacancies, followed by IT & Computing.

Demand for temporary staff in Scotland rose for the twenty-third month in a row during August. The respective index indicated a strong increase demand overall that was unchanged from July. Notably, the rate of expansion continued to outpace that seen across the UK as a whole.

Engineering & Construction recorded the fastest rise in temp vacancies across the monitored sectors, followed by IT & Computing.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “Since April, growth in permanent placements had softened, and now the latest data finally recorded the first fall in permanent staff hires in 20 months during August.

“A loss of momentum was also observed for temp billings, which rose at the softest pace since January. The weaker trends were accompanied by reports that rising economic uncertainty had limited recruitment activity.

“Moreover, labour supply and demand imbalances persisted. Acute skill and labour shortages weighed on the availability of candidates, while demand for labour continued to rise, albeit not as quickly as earlier in the year.

“With firms competing for labour, this resulted in further steep increases in starting salaries and temp wages during August.”

RBS-Scotland-Jobs-report-Sept-2022Download

Edinburgh community organisation to benefit from newly-refurbished office

A not-for-profit organisation helping people to live happier and healthier lives has officially opened its refurbished office in Edinburgh city centre.  

Fedcap Scotland works in the city to help people tackle health conditions, learn new skills, find new jobs and progress their careers. Across the country, its teams have been responsible for supporting more than 14,000 people in the last three years.   

The newly branded and refurbished office in Edinburgh was visited by partners and employers last week. During the visit, attendees were given an insight into how Fedcap Scotland helps people overcome the barriers they face – including tackling health concerns and poverty – to realise their ambitions and reach their long-term goals.  

Some 92.7% of Fedcap Scotland’s ‘customers’ (Eh?- Ed.) in Edinburgh have been unemployed for more than a year, while 80.6% have been unemployed for more than two years. After receiving health and wellbeing support from the organisation, customers showed a 59% improvement, on average, in their health conditions. 

The Fedcap Scotland team are also working with some of Scotland’s leading employers to help the region bounce back from the coronavirus pandemic with reliable workers. 

Fedcap Scotland is currently delivering the Fair Start Scotland service in partnership with The Lennox Partnership in Edinburgh and the surrounding area, helping people to pick up new skills, confidence and experience and into suitable, sustainable jobs. 

People who receive employability support from Fedcap Scotland find work on average within three months.   

Stephanie Lang, Employer Relationship Manager for Capital City Partnership, said: “Capital City Partnership co-ordinates employability strategy and delivery through partnership working to tackle inequality and poverty, support job growth, and help more people into employment and skills.  

“We welcome every opportunity to work in partnership with key agencies and services and are pleased to welcome Fedcap into the city as a trusted partner, already evidenced in their support of the FUSE Recruitment & Skills Hub for the St James Quarter and city centre recruiting businesses.” 

Eaman Abdel-Rahman, a Fedcap Scotland participant in Fair Start Scotland said: “I was a cancer patient and I think I lost a bit of me. Fedcap’s courses helped to get me back to where I am. 

“The new Fedcap Hub is like, wow! I like that very much. Shirley Ann Grey, my Personal Adviser, helped me into a DPSI translator course and a job in a local bank, giving me the confidence I need. 

“Thanks to Fedcap Scotland, I have regained my confidence and got my life back.” 

Brian Bell, Fedcap Chief Executive Officer, said: “You’ve seen today the passion of our people, helping participants who’ve been out of work for a long time. 

“There is a real need for our service, and Fedcap is investing in its portfolio across Scotland to further improve our delivery for participants and employers.” 

Fedcap has also recently opened new offices in Dumfries and Dunfermline.

For more information on how Fedcap Scotland helps communities across the country, visit www.fedcapscotland.scot 

  

Over 50s to be hardest hit by the cost-of-living crisis and the financial impact of the Covid pandemic

A report by leading UK data scientists has revealed that the over-50s are being hit hardest by the current financial crisis and could face a lifetime of financial insecurity.  

That’s according to new research from the University of Edinburgh’s Smart Data Foundry, supported and funded by abrdn Financial Fairness Trust. 

According to the report, economic inactivity rates have risen a third amongst the over 50s since 2019, and people aged 50-54 face double the financial vulnerability risk than those aged 70-74.  

Findings reveal that people in their 50s and 60s are facing the ‘perfect storm’ of circumstances including redundancy, ill health or caring commitments combined with a lack of savings and pension provisions.   

To offset this loss of income, many people are being forced to withdraw lump sums from their pension pots to deal with pre-retirement income shocks.  

And with the majority of pension pots worth under £30,000, this is causing knock-on issues with income tax and entitlement to benefits.  Worryingly, the research also identified that those people who do cash in their pension pots early are 1.75 times more at risk of financial vulnerability in the future.   

To tackle this, Smart Data Foundry is calling on the Department of Work and Pensions to act now to reduce the risk of pension assets being spent before retirement. It recommends an increase to the current capital limit of £16,000 for means tested benefits and, for those on Universal Credit, the reform of the Support for Mortgage Relief (SMI) loan facility by removing the zero earnings rule. 

Chair of Smart Data Foundry, Dame Julia Unwin, explains: “We are seeing a pattern of people in their early to mid-fifties going from being in positions of comfortable, middle-aged breadwinners eyeing their future retirement over the horizon, to a generation suddenly finding themselves facing long-term financial hardship.  

“A combination of being unable to secure viable work, confused messaging over pensions, little by way of state aid, and the savage cost-of-living rises resulting in many making decisions that could have long-term negative consequences.  

“With this report and our key recommendations, we are calling for UK Government to intervene to protect and support the most vulnerable before it is too late. If they don’t act now, we will undoubtedly see even bigger problems in the years ahead. Data doesn’t lie; the evidence is there – older workers are at very real risk of financial vulnerability, but it is not yet too late to act.” 

The research study also uncovered a widespread lack of understanding about the benefits system, confusion about claims processes, and hardship arising from payment frequency.  To improve the transition to retirement, the report calls for increased government investment in the Pension Wise guidance service and expansion to include the state pension. 

According to the findings, older workers are encountering barriers to returning to work, including lack of digital skills, unavailability of flexible working, lack of specific government initiatives, ageism, psychological barriers, and retraining needs.  

The longer the unemployed worker remains out of work, the harder it is for them to find a suitable position and the greater their risk of falling into forced retirement.

The report calls for a government-funded employment programme targeted at those who need support in changing careers, starting from the first day of unemployment for the over 55s. 

Lead researcher Dr Lynne Robertson-Rose from the University of Edinburgh added: “We set out to understand the financial vulnerability amongst those in their 50s and 60s and have been surprised by the bleak picture that the data paints.

“Any disruption in earning capability in the decade before the state pension is forcing older workers to draw down on savings earmarked for retirement with little ability to top up the pot, leading to the risk of financial vulnerability becoming lifelong. 

“We have access to rich data supplied to Smart Data Foundry by UK financial institutions and these insights have furnished us with the information that enabled us to make policy recommendations.  It also flags  opportunities for the financial services and fintech sector to innovate in order to help individuals better manage their finances.” 

Karen Barker, Head of Policy and Research at abrdn Financial Fairness Trust, added: “Making decisions about your pension is tricky to navigate, and for those on lower incomes, advice is too expensive.

“The Government needs to improve access to advice on pensions planning for those on lower incomes to avoid a living standards catastrophe.”  

ABRDN-OWLL-SDF-FullDownload

Poppyscotland wins Gold award for supporting Armed Forces community

Poppyscotland has been recognised by the Ministry of Defence for its outstanding help with employment for members of the Armed Forces community.

The Edinburgh-based charity was awarded the Defence Employer Recognition Scheme (ERS) Gold Award, the highest badge of honour given by the MoD.

The charity is one of 16 businesses and organisations in Scotland to receive the Gold award, with the scheme now in its ninth year. Poppyscotland, and its subsidiary, Lady Haig’s Poppy Factory, which employs a number of veterans with disabilities, both achieved the Silver award last year.

The Defence Employer Recognition Scheme encourages employers to support the Armed Forces community and inspire others to do the same. It runs bronze, silver and gold awards for employer organisations that demonstrate their support.

To win the gold award, they must provide 10 extra paid days leave for reservists and have supportive HR policies in place for veterans, reserves, Cadet Force adult volunteers, and spouses and partners of those serving in the Armed Forces.

They must also advocate the benefits by encouraging others to sign the Armed Forces Covenant and engage with the Employer Recognition Scheme. The Covenant is a promise to treat current and former service personnel and their families fairly, in areas from healthcare to housing.

Poppyscotland is Scotland’s leading Armed Forces charity, providing a wide range of services, including advice, financial support, and help with physical and mental health issues.

Austin Hardie, Director of Poppyscotland, said: “As an employer working directly at the heart of the Armed Forces community, we felt it was important that we show leadership and highlight the many benefits this scheme brings to both employer and employee. 

“Being awarded the Gold recognition is testimony to the values of Poppyscotland and our commitment to those who have served and are serving currently.  By espousing these values publicly, we also hope that it will encourage others to be involved in our life-changing welfare work that we provide to those in need in the Armed Forces community in Scotland.” 

Leo Docherty MP, Minister for Defence People, said: “Regardless of size, location or sector, employing members of the Armed Forces community is good for businesses.

“These awards recognise the outstanding support for our armed forces from employers across the UK and I would like to thank and congratulate each and every one.”

Scottish winners will be honoured at a ceremony at Stirling Castle on November 3rd.