Amazon offers new term-time contracts, providing its operations employees in Dunfermline and across the UK guaranteed time off during Summer, Easter and Christmas holidays, enabling more time with their children
The innovative contract is part of a wider flexibility boost which also includes a part-time pick-your-shift option
Amazon has launched an innovative new contract that offers parents, grandparents and guardians of school-age children the choice to work term-time only.
The new contracts, available at the Dunfermline fulfilment centre, guarantee time off for the six-week Summer break, as well as the two-week Easter and Christmas holiday periods, without affecting the comprehensive range of benefits they receive, including private medical insurance and life assurance.
The contracts, aimed at better supporting family needs, were successfully trialed at three sites following employee feedback, and are now being phased in for employees in Dunfermline and across all Amazon’s fulfilment centres – the places where Amazon store, pick and pack items for sale. They will be rolled out to sort centres and delivery stations across the UK later this year.
Amazon also announced a new flexible part-time contract for a minimum of 80 hours a month which lets employees pick and mix the shifts which suit their needs; part-day or full-day, day or night, weekday or weekend. The contract will support people who are unable to find work due to family or other commitments that require flexibility, return to the workplace.
As with all roles at Amazon, a current employee could refer a friend or family member to this option, which could also provide similar, required flexibility to a partner at home. The part-time contract, piloted at five fulfilment centres and now being expanded to a further seven sites, was also introduced as a result of employee feedback.
Jamie Strain, General Manager at Amazon in Dunfermline, said:“We’ve listened to our employees’ views on flexible working and I’m really proud that we’ve introduced new and innovative options based on their feedback.
“Both of these contracts put a really important emphasis on work-life balance and I’m certain they’re going to make a positive difference for many of our people.”
John Boumphrey, Amazon’s UK Country Manager, said: “At Amazon, we’re always innovating for our employees and our customers. I’m delighted to announce these new flexible working initiatives that provide even more choice for current and future employees, enabling them to better manage their home and work commitments.
“Amazon already provides a four-day working week for our fulfilment centre employees in the UK, and term-time contracts are another great example of how we are using feedback from our people to support them with their childcare needs, giving families more time together.”
He added: “Providing a flexible part-time contract where people can pick the shifts that best suit their needs will support our employees’ partners and other job-seekers with family caring commitments a route back to the workplace, helping to boost household income.”
Amazon already offers multiple types of contract. A standard working week is 40 hours, with shift-swaps and part-time options.
Term-time contracts are now available to thousands of Amazon’s fulfilment centre employees. The part-time pick-your-shift option has been rolled out to seven fulfilment centres following a successful trial, with more sites soon to follow.
GRoW (Get Ready for Work) supports women back into the workplace. Director Liz Sewell is particularly interested in term-time contracts: “Term-time working has the potential to give a lot of people the support they need, so it’s an interesting and progressive change at Amazon.
“We know that many women want to work flexible hours and for those with younger children term-time working makes so much sense. We believe it’s a great way to support a widening of the workforce as well as providing valuable flexibility for parents.”
Adverts are now live for over 30 jobs and apprenticeships across a variety of roles as part of the council’s plan to hire over 80 recruits in the housing service in the coming weeks.
Designed to boost inhouse capacity to maintain, improve and repair tenants’ homes, the raft of positions will cover everything from plastering, painting and plumbing to carrying out emergency repairs. Opportunities are available to develop skills in joinery, gas engineering and to join the capital investment team.
Craft apprenticeships are available which will provide budding tradespeople with the opportunity to earn a qualification and learn new skills while being paid. Every role forms part of a team with lots of support and mentoring and a college place to become fully qualified.
Graduate apprenticeships have also been created which will involve working within the council’s surveying team and attending university to gain a BSc (Hons) in Construction and the Built Environment. Successful applicants will learn design skills, contract and risk management and financial costings.
Further posts will be advertised soon, with details of all positions to be found on Myjobscotland.
Kerr Williamson, Empty Homes Team Leader at the City of Edinburgh Council and a former apprentice, said: “Sending in my apprenticeship application was the greatest thing I ever did.
“Nine years on, I’ve progressed to become an empty homes team leader. I worked as an apprentice for four years, worked on the tools then shadowed my boss to gain the knowledge I needed to do the job I’m in now.
“Working for the council’s housing service means working as part of a team where we are all trying to provide a good standard of work, repair homes quickly and see tenants able to move back in to them.
“The perks are building good relationships with a team of people, a guaranteed monthly wage and being able to arrange jobs in advance so that you can plan your day and your week. There is a good holiday allowance, sick pay and discount scheme available. Plus, there is room for progression.”
Councillor Jane Meagher, Housing, Homelessness and Fair Work Convener, said: “With over 80 in-house roles being advertised in the coming weeks, this is one of the biggest recruitment drives we’ve ever carried out within the council’s housing service.
“It comes at a time of big challenges with demand for affordable and energy efficient housing in Edinburgh at an all time high. Our stock of council homes is aging and we are in the process of investing millions of pounds into improving older homes. We are cracking down on issues like damp and by boosting our workforce we’ll be able to increase our ability to carry out repairs to tenants’ homes and do this quickly.
“We also have a big housebuilding programme which means recruits can develop skills and expertise in-house to maintain people’s homes with solar panels and new technology.
“With apprentices forming such a valuable part of our workforce I’m pleased that we’re able to offer a variety of posts to support young people and graduates into careers. We’re committed to be being a fair Living Wage employer with a diverse workforce and these are excellent paid opportunities to learn new skills and gain qualifications.”
The International Festival searches for 26 talented dancersto join Alvin Ailey American Dance Theater on stage and five pre-professional musicians to join the Mendelssohn Octet in an audition judged by Festival Director Nicola Benedetti.
12 Scotland-based dance artists are invited to take part in a week of artistic development with performers of Pina Bausch’s The Rite of Spring / common ground[s].
Other opportunities to get involved with the International Festival include the London Symphony Orchestra playing for patients and staff in hospitals, flagship Culture Club events in community centres and young people will get the chance to meet The Late Show’s bassist, Endea Owens, in a Youth Takeover Day.
As part of the 2023 Edinburgh International Festival programme, the International Festival is providing three exciting paid opportunities for dancers and musicians based in Scotland to collaborate with major artists, Alvin Ailey American Dance Theater, Dance Base and in a performance of theMendelssohn Octet.
Each artist will be paid, with travel and accommodation provided, to open the opportunity for equal participation. These projects were made possible by the support of the International Festival’s Learning & Engagement Partner Baillie Gifford Investment Managers.
In partnership with the world-renowned Alvin Ailey American Dance Theater, the International Festival has created a major professional development opportunity for a diverse and dynamic cohort of 26 emerging dancers aged 18-25 who live in, were born in or trained in Scotland, to rehearse at Edinburgh College with the company and perform in the Alvin Ailey classic Memoria, on stage at the Festival Theatre on 24 and 25 August.
In mid-May, the Festival will also be inviting applications from pre-professional string players (three violins, one viola and one cello) through an open international audition process for the Mendelssohn Octet.
Musicians will be selected by Edinburgh International Festival Director, Nicola Benedetti, to work with Stefan Jackiw, Jessica Bodner and Sterling Elliott, culminating in an onstage performance in the Festival’s home on the Royal Mile, The Hub, on 10 August.
Outside of the August festival period from 24 – 28 July, the Festival is partnering with Dance Base, Scotland’s National Centre for Dance, to find 12 Scotland-based dance artists to take part in a week of artistic development and workshops with performers from The Rite of Spring / common ground[s].
The dance work premiered at Sadler’s Wells in 2022 and marks the first-time Pina Bausch Foundation (Germany), École des Sables (Senegal) and Sadler’s Wells (UK) have collaborated. At least 25% of the places will be allocated to artists who identify as d/Deaf, Disabled and/or Neurodivergent. This opportunity is supported by the British Council.
In a collaboration with two Belgium-based award-winning puppetry and mime companies, Focus Company and Chaliwaté Company, the International Festival will continue to match artists in a sharing of artistic skills by hosting a professional development workshop with Imaginate and Puppet Animation Scotland, ahead of the UK premiere of their work Dimanche.
Caroline Donald, Head of Learning & Engagement at Edinburgh International Festival said: “We are delighted to share these projects that we work on year-round to connect with people of all ages across Edinburgh, with our values of discovery, connection and internationalism at the heart of each opportunity.
“By welcoming schools and community groups to International Festival performances, we hope to help people get involved in the arts, be inspired by artists and art forms they might never have come across before and feel part of what we at Edinburgh International Festival do. We may be international, but we are firmly rooted in Edinburgh.”
Alongside the performance and development opportunities, there are also several opportunities for children and young people to engage with the International Festival.
On the 23 August, young people will be joined by bassist Endea Owens in a Youth Takeover Day, in partnership with 6VT Edinburgh City Youth Café, to explore her commission, and will be invited to The Hub to watch her performance.
Opera Project will return in June to secondary schools across the city, this year exploring the International Festival’s performance of Mozart classic The Magic Flute. A version of the opera will tour schools, with participating pupils offered free tickets to attend the Scottish Chamber Opera’s performance during the Festival.
After the summer holidays, the classes will then be invited to see Bartok’s Bluebeard’s Castle, with the International Festival working with Sight Scotland and the Royal Blind School to create a bespoke, sensory version for their pupils.
Punchdrunk Enrichment’s The Lost Lending Library will welcome groups of children from ten community groups across the city during the summer holidays, with follow-up immersive storytelling workshops. Stories from the children written during the workshops will be collected and shared, creating a legacy for The Lost Lending Library beyond the Festival.
For people of all ages, the LSO in the NHS Project will bring London Symphony Orchestra players into The Royal Edinburgh Hospital, The Royal Infirmary, The Royal Hospital for Children and Young People and The Western General over the 14-16 of August.
LSO players will perform in closed wards, staff wellbeing spaces, and larger, open spaces for patients, staff and visitors. In addition, 100 tickets will be given to NHS staff to attend the LSO’s performance of The Road to Turangalila, presented by Nicola Benedetti and Sir Simon Rattle on 18 August. The project is supported by Tonic Arts, the Arts and Wellbeing leg of the NHS Lothian Charity.
Culture Clubs will bring together different communities in Edinburgh together to share a meal and enjoy a range of artistic performances from the International Festival programme. This year, there will be four Culture Clubs as part of 2023 Festival programme with the first ever BSL Culture club being hosted by Deaf Action. Endea Owens has already been confirmed as a performer for one date.
For full information on these projects and further information on how to apply, please visit: https://www.eif.co.uk/jobs
David Lloyd Leisure has appointed its senior management team in anticipation of opening its new Edinburgh Shawfair club.
Michael Lindores joins the team as General Manager from David Lloyd Aberdeen and will oversee preparations for the 2023 summer opening. The Edinburgh Shawfair team has launched its local recruitment drive this month, with management interviewing candidates for key hospitality, spa, and fitness roles.
David Lloyd Leisure expects that the new club will generate up to 75 jobs when operational. Construction began in October 2022, and the development phase is expected to generate more than £4 million for local subcontractors and companies and involve 50-60 construction jobs.
The site recently opened a dedicated marketing suite staffed by a full-time membership team. There has been intense interest from locals who have registered for updates in recent months, and early-bird discounts still operate for those registering online for a little while longer.
The club is committed to exploring opportunities to develop local community partnerships over the coming months, most notably as a sponsor and participant at the Midlothian Gala in May.
The centrepiece of David Lloyd Edinburgh Shawfair will be the 100+ station gym, which will house David Lloyd Clubs’ cutting-edge gym concept with an unrivalled array of best-in-class equipment.
Four bespoke designed studios will offer high-octane High-Intensity Interval Training (HIIT) classes, such as Blaze, group cycling with Cyclone and mind and body classes, such as SPIRIT.
A 20m indoor and a 25m heated outdoor swimming pool will offer a range of activities, including aqua aerobics, family splash time as well as quiet adult swim sessions for a more relaxing way to enjoy lengths. The new Club will also feature three outdoor padel courts plus four tennis courts inside an aerodome.
There will also be a Clubroomwhich will be carefully zoned to meet member needs, including a dining area with freshly cooked meals and a business area to catch up with work in peaceful surroundings. Families can enjoy a dedicated zone with eating areas and an indoor playframe. An outdoor patio area will offer a space for outdoor dining and socialising on warmer days and evenings, with playground facilities for the children.
The club will have a 250-space car park and is well-connected to Edinburgh and surrounding towns in Midlothian and East Lothian by nearby bus, rail, and cycle links. The development was granted planning approval in April 2021 following extensive consultation with the local community in 2020.
Michael Lindores, General Manager at David Lloyd Shawfair, said:“I am delighted to be appointed General Manager to oversee the process of building our new community at David Lloyd Edinburgh Shawfair.It is a privilege to lead the new team welcoming our members in summer 2023.
“David Lloyd Edinburgh Shawfair will be an amazing place. Our members will enjoy new and unrivalled facilities, ranging from incredible outdoor spaces to an extensive suite of group exercise studios, with Signature classes exclusive to David Lloyd Clubs.
“We are committed to the Midlothian area, and our recruitment drive is a fantastic opportunity for those with the drive and passion to thrive in a fast-paced fitness environment.
“Many of our senior team have transferred from across the United Kingdom, and we are steadfastly committed to seeing Shawfair become a premium destination that locals can be proud of.”
Please see details attached for two new posts we are recruiting, Link Up community development workers, 12hpw and 35 hpw fixed term to March 2026.
I would be grateful if you could share these widely amongst your networks, freelance colleagues, and participants to ensure as wide a constituency as possible is aware of the roles.
Hiring activity across Scotland falls again in March
Permanent placements fall for second month running
Further marked drop in supply of permanent labour
Pay pressures moderate but remain strong overall
The latest data from the Royal Bank of Scotland Report on Jobs survey signalled a fall in permanent staff placements across Scotland for the second consecutive month in March.
The reduction was fuelled by ongoing economic uncertainty, which resulted in increased hesitancy among companies to commit to new hires. Additionally, temp billings fell for the sixth month running.
In terms of labour supply, there was a further sharp fall in the number of candidates for permanent vacancies, while temp staff availability fell at the weakest pace in the current 25-month period of contraction. At the same time, growth of demand for permanent staff moderated in March, with vacancies rising at the slowest pace in just over two years.
Furthermore, demand for temp workers contracted for the third consecutive month. In terms of pay, pressures on starting salaries and wages remained marked, partly due to the cost-of-living crisis, but also competition for workers amid ongoing labour shortages.
Downturn in permanent staff hires softens from February
Permanent placements across Scotland fell for the fifth time in the past six months in March. According to recruiters, the latest downturn was largely driven by economic uncertainty and hesitancy to commit to new hires.
While the rate of contraction across Scotland moderated notably from February, it was stronger than that recorded for the UK as a whole.
A sixth straight monthly decline in temp billings was reported across Scotland in March. That said, the respective seasonally adjusted index picked up from February’s 32-month low, indicating the softest decrease in billings since December last year.
However, at the UK level, temp billings continued to increase and at the quickest pace since September 2022.
Marked contraction in permanent staff supply
A further drop in permanent labour supply was recorded across Scotland in March, thereby stretching the current run of contraction to 26 months. The pace of decrease was broadly similar to that seen in February and stronger than the series average. According to anecdotal evidence, fewer permanent candidates were available partly due to economic uncertainty and the subsequent reduction in active job seekers.
In contrast, the UK as a whole recorded the first rise in permanent labour availability in over two years, albeit one that was mild overall.
March data revealed a fractional drop in temp staff availability across Scotland. Notably, the pace of contraction moderated further from December last year and was the weakest seen in the current 25-month sequence of reduction. A preference for permanent positions and hesitancy to switch roles reportedly weighed on availability. However, fewer work opportunities and the completion of projects helped to improve short-term labour supply in some areas.
Meanwhile, the availability of candidates for temporary vacancies at the UK level increased for the first time in 25 months.
Growth in starting salaries moderates, but remains rapid
Salaries for new permanent hires rose rapidly across Scotland in March. Competition for skilled staff, the cost-of-living crisis and labour shortages were said to have driven up salaries. While the rate of inflation was stronger than the historical and UK-wide averages, the pace of growth was the softest seen in 23 months.
March data pointed to a sharp rise in hourly wages for temporary workers across Scotland, thereby extending the current run of growth to 28 months. While the pace of temp wage inflation intensified from February, the upturn was among the weakest in the aforementioned sequence, and broadly in line with the historical average.
The pace of wage growth across the UK as a whole was quicker than that seen for Scotland.
Softer upturn in demand for permanent staff
Permanent job openings grew solidly across Scotland in March. However, the latest upturn was the softest seen for just over two years and weaker than that at the UK-wide level.
Of the eight monitored sectors, Nursing/Medical/Care saw the strongest upturn in permanent staff demand, with IT & Computing ranking second.
Demand for temporary workers across Scotland fell for the third month running in March. The rate of contraction was marked overall, and contrasted with a modest increase in temp vacancies across the UK as a whole.
The steepest drop in temp staff demand was seen for Blue Collar roles, followed by Executive & Professional.
Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “March data revealed a further decline in hiring activity across Scotland, as ongoing economic uncertainty weighed on firms’ appetite for new staff.
“Moreover, with growth in permanent vacancies weakening further, and temp vacancies falling for the third month running, it appears unlikely that recruitment trends will improve much in the coming months. Nevertheless, despite the slowdown in hiring, pay pressures remained acute.
“This was in part fuelled by the cost-of-living crisis, but also increased competition for scarce candidates.”
A new government-backed national day of action will be marked today (Monday 27 March) to boost the number of people with a learning disability or autism spectrum condition in employment.
Led by the charity DFN Project SEARCH, the first-ever National Supported Internship Day showcases the tremendous contribution young adults with Special Educational Needs and Disability (SEND) can make to the workforce.
In Edinburgh, the City of Edinburgh Council, NHS Lothian and Virgin Hotels will hold a series of events throughout the week, including a celebration for newly graduated interns. Young people will take over the city’s Project SEARCH social media channel on Monday to share what they are getting up to on their supported internships.
Employers in all sectors are also being called upon to redouble efforts to employ young adults with SEND and come together to challenge the everyday misconceptions that all too often unfairly shape their life opportunities.
Councillor Mandy Watt, Depute Leader of the City of Edinburgh Council, said: “Training and employment chances were pulled from under young people’s feet because of Covid. So, one of our biggest priorities in the aftermath of the pandemic has been to improve opportunities and outcomes for our young people, including those with complex needs.
“I’m proud of the inspiring and talented group of graduates we’ve nurtured. Many have held internships with us while others have been supported by NHS Lothian and Virgin Hotels.
“This day of action, I want to call on other Edinburgh-based employers to follow suit. We require a variety of placements every year to ensure we’re able to provide a full range of experiences to our young people and interested organisations should get in touch with Edinburgh Project Search.
“These are ten-week work placements beginning in September and the benefits are life-changing. They give special young people the same opportunities as their peers and space to shine.
“The placements can unlock confidence, build CV skills and be the difference between someone choosing to enter the workforce or feeling unable to. Plus, employers may well find their intern is exactly the type of person they’ve been looking for to expand their talent pool.”
Luke Baillie has been taking part in the programme and has a placement at Edinburgh’s bus station. He said: “Project SEARCH gives us the chance to get real work experience, build our CV and prepare for employment.
“It allows us to build our confidence and learn skills we otherwise wouldn’t be able to access. It changes our lives.
Adam Gray, Regional Director of People, Scotland at Virgin Hotels Edinburgh, said: “At Virgin Hotels, our teammates are fundamental to our success. It is important to us that our teammates reflect the guests that we welcome to our hotels, inclusive of everyone.
“Being a host business with DFN Project Search Edinburgh is something we are incredibly passionate about and proud to be the first privately owned organisation to do so.
“National Supported Internship Day is a great way to shine a light on the incredible talents of the interns of the 2022/2023 Cohort, and showcase the positive impact that supported internships have on business, organisations and also the local community.”
Most recent figures show that just 4.1% of young adults with a learning disability and/or autism in Scotland enter secure paid employment following education, compared to 80% of their peers.
Supported internships – work-based study programmes for 16 to 29-year-olds with SEND – dramatically change the employment outcomes for those who take part. DFN Project SEARCH figures show that 70% of people who complete their supported internships achieve this and successfully remain in employment.
Having meaningful paid employment is known to improve health and wellbeing and is central to individual identity and social status. If given the correct support and opportunities, young adults with SEND can thrive in a wide variety of jobs.
Minister for Children, Families and Wellbeing, Claire Coutinho said: “Supported Internships provide brilliant support to young people with EHC plans, equipping them with the skills they need to have fulfilling and successful careers.
“This is why we are boosting investment for the internships by doubling their numbers, and through the extra £3m the Chancellor announced last week we’ll explore ways to extend this programme to young people with SEND and without an EHC plan.
“Ensuring successful transitions into adulthood is a central part of our SEND and AP Improvement Plan, through which we will make sure all children and young people have the support they needed, no matter where they live or what school they go to.”
David Forbes Nixon, Founder and Executive Chair of DFN Project SEARCH, said: “We created National Supported Internships Day to give every young adult with a learning disability the same opportunities as anyone else to transition from education to employment.
“There is often a fear factor among employers of getting it wrong in hiring young adults with a learning disability, but it doesn’t need to be like that. It makes good business sense to explore the wealth of untapped potential among this group of enthusiastic and capable young people.
“They are keen, ambitious, and have an array of talent to offer employers.”
CHANCELLOR’S “reset” to clean up the UK’s domestic energy supply and secure long term energy security, while delivering up to 50,000 highly skilled jobs is expected next week
£20 billion will transform carbon capture in Britain, helping create up to 50,000 highly skilled jobs.
Chancellor to confirm the next steps for Great British Nuclear as competition to deliver small modular nuclear reactors opens this year.
Plan will set the path for the UK’s clean energy supply and secure the UK’s long term energy security and help deliver one of the government’s five promises to grow our economy.
At next Wednesday’s Spring Budget (15th March) the Chancellor, Jeremy Hunt, will set out an unprecedented investment in domestic carbon capture and low carbon energy. Recognising the urgency of the UK’s clean energy revolution, he will commit to spades in the ground on these projects from next year.
No one country has yet captured the carbon capture market. The UK has enough carbon capture capacity to store over a century and half of national annual CO2 emissions, making it one of the most attractive carbon capture markets on earth, creating high-paid jobs of the future across the UK and growing our economy through new cutting-edge industries. Carbon capture will support the UK’s industrial transition to cleaner, greener processes and technology.
An unprecedented £20 billion in investment over the next 20 years will drive forward projects that aim to store 20-30 million tonnes of CO2 a year by 2030, equal to the emissions from 10-15 million cars helping us meet our carbon capture targets as part of our national net zero targets.
The Chancellor will also announce plans to boost nuclear power generation through Great British Nuclear, launching a competition for this country’s first Small Modular Nuclear Reactors, revolutionising how nuclear projects are delivered in the UK.
Chancellor of the Exchequer, Jeremy Hunt said: “Without Government support, the average household energy bill would have hit almost £4,300 this year, which is why we stepped in to save a typical household £1,300 on their energy bills this winter.
“We don’t want to see high bills like this again, it’s time for a clean energy reset. That is why we are fully committing to nuclear power in the UK, backing a new generation of small modular reactors, and investing tens of billions in clean energy through carbon capture.
“This plan will help drive energy bills down for households across the country and improve our energy security whilst delivering on one of our five promises to grow the economy.”
Energy Security Secretary, Grant Shapps said: “Putin’s illegal invasion of Ukraine has demonstrated to the world the vital importance of increasing our energy security and independence – powering more of Britain from Britain and shielding ourselves from the volatile fossil fuels market.
“Already a global leader in offshore wind power, we now want to do the same for the UK’s nuclear and carbon capture industries, which in turn will help cut the wholesale electricity prices to amongst the lowest in Europe.
“Today’s funding will play an integral role in delivering that, helping us further towards our net zero targets and creating green jobs across the country.”
Small Modular Reactors are emerging technology, and no country has yet to deploy one. To ensure the UK steals the march, the Small Nuclear Reactors competition is expected to attract the best designs from both domestic and international manufacturers with winners announced rapidly. The government will also match a proportion of private investment as part of this to ensure designs are ready to be deployed as soon as possible in the UK.
The government is already investing £210 million into the Rolls-Royce SMR project, matched by private sector funding. Rolls’ Royce reactor design is currently being assessed by safety regulator, the Office for Nuclear Regulation.
Great British Nuclear will streamline and coordinate the delivery of new nuclear power plants to meet the country’s ambition of up to 24 Gigawatts of nuclear power by 2050.
The government body will select sites for potential nuclear projects, removing costs, uncertainty, and bureaucratic barriers for manufacturers as they develop their proposals. To support future sites for nuclear development, the Government will also be consulting on a new approach to nuclear site selection later this year.
There will also be a laser focus on how to attract more investment into the sector, with the Chancellor confirming that nuclear power generation will be classed as “environmentally sustainable” under the green taxonomy regime, subject to consultation, encouraging significant private investment. Last year, the Chancellor confirmed reforms to EU-derived Solvency II regulation, which will unlock £100bn of private investment into infrastructure and clean energy over a decade.
We’ve already invested a historic £700 million stake in Sizewell C – our first investment in a nuclear project for 35 years – to provide reliable, low-carbon, power to the equivalent of 6 million homes for over 50 years. This will shore up UK energy security and create 10,000 skilled jobs, while we also continue to bring Hinkley Point C to completion, the first new nuclear power station in a generation.
We have already committed £1 billion to develop four CCUS hubs in the UK by 2030, but with today’s funding, we are providing industry with the certainty required to deploy CCUS at pace and at scale.
This is all part of our plans to transform our homegrown energy supply, investing in renewables and nuclear power, and maximising North Sea oil and gas production as we transition to net zero. All of which crucially brings skilled jobs, prosperity, and growth as we build a cleaner, greener, more secure economy.
Stakeholder reaction:
Andrew Storer, Chief Executive Officer, Nuclear Advanced Manufacturing Research Centre said: “I strongly welcome today’s announcement and the government’s commitment to establish Great British Nuclear to drive delivery of a programme of new nuclear power.
“Business needs the confidence that this will bring to invest in building industrial capability across the UK. The Nuclear AMRC will ensure that companies have access to the innovative manufacturing capability, resilient supply chains and skills needed to ensure the timely and cost-effective delivery of new nuclear power.
“This is an essential part of our future energy system and a great opportunity to drive jobs, skills development and growth across the UK as shown in our leading role in establishing the recently launched Rolls-Royce Nuclear Skills Academy. Our facilities in Rotherham and Warrington and a new technical facility in Derby will enable us to bring advanced manufacturing capability to support the Great British Nuclear mission in the heart of UK industry”.
Tom Greatrex, Chief Executive, the Nuclear Industry Association, said: “This is a huge step forward for UK energy security and UK jobs. Green labelling nuclear will drive crucial investment into projects large and small. Setting up GBN with the powers to select sites for projects will make nuclear deployment more efficient and give the supply chain a clear pipeline to work from.
“The SMR competition should put us back in the global race and create opportunities for UK technology and others to bring jobs and investment to the UK and win export orders in a massive market worldwide.
“We look forward to seeing details of funding for GBN and of the SMR competition in the Budget, as well as confirmation of our ambitions for fleet deployment of large and small scale reactors to make us a clean energy powerhouse of the 21st century.
“More nuclear cuts gas imports, cuts carbon and creates good jobs for communities all across this country.”
Dr Nina Skorupska CBE FEI, Chief Executive of the REA (The Association for Renewable Energy and Clean Technology) said: “Government’s commitment to advancing carbon capture and storage is a long awaited and welcome step forward. It is particularly essential that today’s announcements deliver a route to market for bioenergy with carbon capture and storage, at a range of scales.
“Combining this technology with low carbon bioenergy production, which uses biomass and waste feedstocks, produces real-world carbon removals from the atmosphere that are critical to achieving net zero, after having realised emission reductions.
“This support will help to reaffirm the UK’s global position as leaders in this innovative technology, and see it built at commercial scale. Crucially it will help in attracting new investment, which in turn will lead to thousands of jobs and the growth of the UK’s Green economy.”
February sees renewed downturn in permanent placements
Permanent staff appointments fall for fourth time in five months
Pay pressures ease
Steep downturn in candidate availability
The latest data from the Royal Bank of Scotland Report on Jobs survey showed that recruitment consultancies saw a notable drop in the number of people placed in permanent roles during February amid ongoing market uncertainty and hesitancy to commit to new hires.
The seasonally adjusted Permanent Placements Index slipped from 54.7 in January to 42.1, signalling a renewed contraction in permanent staff hires. Meanwhile, the downturn in temp billings accelerated, with the pace of decrease the fastest in the current five-month period of reduction.
At the same time, the supply of both permanent and temporary staff shrank rapidly amid tight labour market conditions and skills shortages. Recruiters also commented that workers were increasingly hesitant to seek out or switch roles due to an uncertain economic climate.
Despite ongoing labour shortages, February data pointed to a notable cooling in the rates of both starting salary and temp wage inflation.
Renewed contraction in permanent placements
After posting in expansion territory in January, the seasonally adjusted Permanent Placements Index fell back below the neutral 50.0 level during the latest survey period, indicating a fall in permanent staff appointments for the fourth time in the last five months. Moreover, the rate of reduction was sharp overall and stronger than that seen for the UK as a whole. Recruiters often linked the decline to delayed hiring decisions and greater market uncertainty.
Recruitment consultancies in Scotland recorded a reduction in temp billings in February, thereby stretching the current sequence of decrease to five consecutive months. The overall pace of contraction accelerated to one that was the most marked since June 2020. The fall also contrasted with a mild upturn in billings across the UK as a whole. According to panellists, a slowdown in market conditions had impacted clients’ appetite to take on short-term hires.
Availability of permanent staff falls rapidly
February data highlighted a quicker reduction in permanent staff availability across Scotland. The rate of decrease was rapid overall and quicker than the series average. Surveyed recruiters often cited skills shortages and a tight labour market when explaining the latest drop in supply.
The decline in permanent candidate numbers across Scotland outstripped that recorded for the UK as a whole.
As has been the case in each month over the last two years, temporary staff availability declined across Scotland in February. The pace of contraction was quicker than the UK-wide trend and historically sharp, with anecdotal evidence often linking the fall to a generally low unemployment rate and reluctance amongst workers to switch roles. That said, the respective seasonally adjusted index ticked-up for a second month running to a 22-month high.
Softest upturn in starting salaries for four months
Salaries awarded to newly-recruited staff rose across Scotland in February, thereby extending the current upward trend observed since December 2020. Tight labour market conditions and skill shortages continued to drive pay higher as firms competed to secure talent, according to recruiters. However, the rate of salary inflation eased further from December, signalling the joint-softest upturn in 20 months.
Nevertheless, the rate of pay growth in Scotland outstripped that seen across the UK as a whole for the fifth successive month.
After registering the second-fastest increase in the survey’s history in January, temp wage inflation slowed notably in the latest survey period. Moreover, the rate of growth was the softest seen since April 2021. While persistent candidate shortages reportedly drove up pay, recruiters mentioned that the current economic climate limited the upturn.
The rate of wage inflation across Scotland was also weaker than the UK-wide trend.
Demand for permanent staff expands at softest rate for two years
Permanent job openings grew solidly across Scotland in February. However, the latest upturn was the softest seen for two years and below the historical average.
Of the eight monitored sectors, the strongest upturn in permanent staff demand was seen for Nursing/Medical/Care, with IT & Computing placing second.
Temp vacancies across Scotland fell for the second month running in February. The pace of contraction quickened from January and was marked. The decrease noted in Scotland contrasted with a further expansion in temp job openings at the UK level.
Blue Collar roles led the decline, followed by Engineering & Construction.
Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “The renewed expansion in permanent placements during January did not carry through to February, as the latest survey data from recruiters signalled a fresh reduction in permanent new hires.
“Furthermore, the contraction in temporary billings persisted, indicating a steep fall in short-term staff recruitment. The downturn in hiring activity was often linked to uncertainty around the outlook and hesitancy among clients to commit to new staff. At the same time, ongoing skills shortages made it difficult to acquire candidates for those that did want to fill roles.
“Vacancy data highlighted a relatively subdued increase in permanent roles, while temp staff demand fell for the second month running, which helped bring down rates of inflation for starting pay. Growth in permanent starters’ salaries was weaker than the trend seen over the past two years, while hourly rates of pay rose at the slowest pace since April 2021.”
Aldi has announced it is currently looking to hire 129 colleagues in Edinburgh and The Lothians.
The supermarket is looking for people of all levels of experience to fill roles across the region, with pay rates of up to £12.40 an hour.
This includes full and part-time positions such as Store Management Apprentice and Store Assistant, all the way up to Deputy Manager.
Stores in Edinburgh and The Lothians, where Aldi is looking to hire, include Chesser, Dalkeith, and Hermiston Gait.
The recruitment push forms part of Aldi’s nationwide expansion drive, with the supermarket opening a number of new stores across the UK in the next year. Aldi is also currently recruiting for 450 jobs at its 11 Regional Distribution Centres up and down the country.
Giles Hurley, Chief Executive Officer of Aldi UK, said:“Demand for Aldi has never been higher as more and more people realise they can make significant savings on every shop without compromising on quality. It’s more important than ever that we are making it even easier for more people to shop with us – including by opening dozens of new stores.
“Our success is dependent on the amazing work that colleagues do, day in and day out, and we’re looking forward to welcoming thousands more colleagues to Team Aldi throughout 2023.”
Store Assistants at Aldi receive a starting pay of £11.00 an hour nationally, rising to £11.90, and £12.45 rising to £12.75, within the M25, with the supermarket also paying for breaks. Meanwhile, Aldi recently increased pay rates for around 7,000 warehouse workers, with Warehouse Selectors now receiving a minimum starting salary of £13.18 per hour.
Those interested in applying for a career with Aldi can visit:
