jobs – Page 9 – The NEN – North Edinburgh News

HR & Recruitment industry sees biggest increase in post lockdown job opportunities

HR & Recruitment had the biggest bounce back in jobs compared to July last year
Job opportunities in HR & Recruitment swelled to more than triple the average increase for all sectors
The Transport/ Logistics/ Warehouse industry saw the second highest increase

The HR & Recruitment industry has seen the greatest increase in job opportunities over the past year, new research has revealed.

The study, conducted by advertising experts N.Rich, analysed official job advertisement data from the ONS and Adzuna, comparing the year-on-year increase in job ads across 29 different industries between July 2020 and July 2021.

Results indicated that HR & Recruitment boasts an annual increase of 544% jobs advertised – more than three times the average increase for all UK industries (171%).

The Transport / Logistics / Warehouse industry has seen the second highest increase in job opportunities, with a 437% annual increase.

Rounding out the top three of highest annual increase of jobs advertised via Adzuna job boards were those for the Catering/ Hospitality industry, with a 425% improvement compared to the same date last year.

Other industries starting to recover include Manufacturing, which has a 420% annual increase in job adverts, putting it in fourth place. Fifth place belongs to the Marketing/ Advertising/ PR industry, with an annual increase in job adverts of 359%.

The lower half of the Top 10 features industries such as Management/ Exec/ Consulting industry (357% annual increase), Constructions/Trades (352%), and Admin/ Clerical/ Secretarial jobs (329% increase). Rounding off the top 10 are the Sales and Wholesale/Retail industries, with increases in job adverts of 292% and 290% respectively.

At the other end of the scale, Healthcare and Social Care saw the lowest increase in openings, going up by just 29% compared to a year previously, while Education also saw a relatively small rise of 52%.

Year-on-year comparison of job adverts across UK by industry – top 10, July 2020 – July 2021

Industry	Year-on-Year percentage increase
1. HR and Recruitment	544.94%
2. Transport/ Logistics/ Warehouse	437.74%
3. Catering and Hospitality	425.21%
4. Manufacturing	420.93%
5. Marketing/ Advertising/ PR	359.00%
6. Management/ Exec/ Consulting	357.13%
7. Construction/ Trades	352.44%
8. Admin/ Clerical/ Secretarial	329.41%
9. Sales	292.32%
10. Wholesale and Retail	290.53%
Average across all industries	171.8%

In addition, the study analysed how job opportunities have changed across the UK’s regions, with the East of England seeing an increase of 242% when comparing the week commencing 16 July 2021 with the same week in 2020.

In second place is the North East with a 223% increase in job adverts, while third place belongs to the West Midlands with a 210% increase in jobs advertised.

London has seen the lowest increase in job opportunities by region compared to July last year, at 134%. North West comes in behind at 167%, followed by the South East with a 168% increase in job adverts.

Year-on-year comparison of job adverts across UK by region, July 2020 – July 2021

UK Region	Year-on-Year percentage increase
1. East of England	242.1%
2. North East	223.2%
3. West Midlands	210.9%
4. East Midlands	205.7%
5. Yorkshire and The Humber	194%
6. South West	171.8%
7. South East	168.7%
8, North West	167.5%
9. London	134.2%
All Regions	171.8%

Year-on-year comparison of job adverts across UK by country, July 2020 – July 2021

UK Region	Year-on-Year percentage increase
1. Northern Ireland	232.5%
2. Wales	180.6%
3. England	176.2%
4. Scotland	159.9%

A spokesperson for N.Rich said, “It is exciting to see that a number of industries are recovering after a gruelling couple of years. It just goes to show that – despite fears of an economic downturn post lockdown – the UK job market remains resilient and robust.”

The study was conducted by N.Rich, which offers a rich array of intent data and ad inventory that enable marketers to drive awareness and lead generation effectively.

New campaign promotes access to employment support

People struggling to secure or retain permanent employment can access free support delivered by trained advisers.

The national employment service Fair Start Scotland provides personalised and tailored support to those who have struggled to find and stay in work due to their personal circumstances. This may include caring commitments, health conditions or disabilities or other challenges caused by long-term unemployment.

A new marketing campaign has launched to ensure more people can access advice and support, including those who may be finding it more difficult to secure and retain employment as a result of the coronavirus (COVID-19) pandemic.

Employment and Fair Work Minister Richard Lochhead said: “We know that for some people finding work can be a difficult process. The Scottish Government’s Fair Start Scotland service provides people with practical support and advice which is tailored to the needs of the individual.

“Centred around dignity and respect, the service is there to help those who are having difficulty finding employment.

“The pandemic has created greater uncertainty in the labour market and that is why we want to reassure people across the country that expert support and assistance is there for them. Since launching in 2018 more than 32,500 have accessed advice and support from this service and now we want to reach even more people who could benefit.”

Rachel Walker, aged 26 from Carluke, was referred to Fair Start Scotland in March 2021. The advice and support she received helped her secure an administrative role with Capability Scotland.

Ms Walker said: “The support I received through Fair Start Scotland has been first class. My key worker helped build my confidence and encouraged me to take the right steps back into employment.

“As someone who is blind I had limited pathways into work, however, Scott always kept me upbeat, and I have recently secured a role with Capability Scotland. I am over the moon and I would recommend the service to anyone looking to move back into work.”

https://www.mygov.scot/help-find-job/

Edinburgh to recruit more than one hundred new teaching staff

The city council is to launch a recruitment drive to boost the Capital’s schools with scores of new permanent teaching and pupil support roles available.

Adverts will go live in the coming weeks offering permanent positions for around 70 teachers and approximately 30 pupil support assistants to work in schools across Edinburgh as the city continues to recover from the pandemic.

The recruitment exercise comes after Edinburgh was allocated a share of £3m from £50m in targeted funding announced this week by the Scottish Government to hire 1,000 new teachers and 500 pupil support assistants across Scotland in the coming academic year.

Councillor Ian Perry, Education Convener, said: “We know all teaching staff have been under enormous pressure during the pandemic and this extra funding is extremely welcome.

“I’m really pleased to say that we can push forward and use this much needed funding now so anyone interested should look out for our adverts to recruit for around 70 additional teachers and approximately 30 pupil support assistants in permanent roles in the coming weeks.

Councillor Alison Dickie, Education Vice Convener, said: “There’s no greater opportunity than helping to make a direct difference to the lives of our children and young people, and our teachers and pupil support assistants do that every day.

“After what has been the most stressful of times, this is a chance for us to employ more staff to work with our amazing and resilient pupils across Edinburgh, and to support the very best of educational and life outcomes for them.”

The jobs will be advertised through myjobcotland and the Council looks forward to welcoming the new recruits to their new school communities during the 2021/22 academic year.

Aldi hiring 140 staff across Edinburgh and The Lothians

Aldi is looking to hire over 140 colleagues in Edinburgh and The Lothians between now and Christmas.

The UK’s fifth-largest supermarket is looking for people of all levels of experience to fill roles at its stores and distribution centres across the region.

This includes apprenticeships and part-time positions such as Warehouse Cleaner and Stock Assistant, all the way up to Deputy Manager.

Stores in Edinburgh and The Lothians where Aldi is looking to hire include Bathgate, Hermiston Gait and Livingston.

The recruitment push forms part of Aldi’s nationwide expansion drive in recent years, with the supermarket currently looking to fill thousands of roles across the UK before the end of the year.

Kelly Stokes, Recruitment Director at Aldi UK, said: “As we continue to grow, we’re looking for more ambitious and hard-working individuals to join our team at stores across Edinburgh and The Lothians.

“There’s something here for everyone, from new starters looking to take their first step on the career ladder to more experienced team managers seeking a new challenge.

“Our amazing colleagues are central to everything we do at Aldi and remain one of the key factors in our success. We’re looking forward to welcoming our new recruits to the team.”

Those interested in applying for a career with Aldi can visit

www.aldirecruitment.co.uk.

Lockdown Lowdown: Job satisfaction soars amongst young Scots – but two fifths worry about future prospects

A new study examining the impact of lockdowns on Scotland’s young people has revealed that over two-thirds (67%) feel positive about their current employment situation as lockdown eases, but only two-fifths of Scottish students are confident about securing future employment.

Commissioned by the Scottish Government and delivered by the Scottish Youth Parliament, YouthLink Scotland and Young Scot, the study of nearly 2,500 young people serves as a follow-up to previous surveys that explored young people’s concerns in response to the pandemic.

The latest LockdownLowdown research examines the lasting impact of lockdowns and comes as many young people return to in-person education and work as lockdown restrictions ease.

The results revealed that job satisfaction among young people has risen since last year, with 67% of young people feeling good about their current job situation – a 12% increase from the previous LockdownLowdown report in the winter.

However, positive sentiment waned when young people were asked about their confidence in finding a job in the future – with 2 in 5 (37%) of those currently in higher education concerned about securing graduate employment.

In general, employment and finances were leading worries among young people, with more than a third (36%) admitting that their work hours had been cut, while a fifth (22%) were placed on furlough, and 18% lost their job entirely. This comes when over a third (36%) don’t know where to access information on financial support.

The Lockdown Lowdown survey identified mental health as a further concern among young people, with over a third (35%) worried about their mental wellbeing and two fifths (40%) not confident about accessing information on mental health and wellbeing.

Following the reopening of schools and learning environments, over three quarters (76%) of young people have returned to in-person education – with 85% happy to be back. However, nearly half of respondents (44%) felt unprepared in the run-up to this year’s assessments, and only 2 in 5 (38%) were confident that the grades determined by their teachers would be delivered fairly.

Nearly 2,500 young people from across Scotland took part in the research that will be used by the Scottish Government and shared with stakeholders, including the NHS and local authorities.

Josh Kennedy MSYP, Chair of the Scottish Youth Parliament, said:“Meaningfully engaging with the views of young people is the only way to ensure that decisions are made with their views and needs at the centre.

“The latest LockdownLowdown report makes it very easy for decision-makers to find out what young people think about restrictions easing. Young people have had an incredibly challenging time over the last year and a half.

“I would encourage every decision-maker in Scotland to look at the views presented in this report and consider them when making decisions about how Scotland comes out of the Pandemic.”

Tim Frew, CEO of YouthLink Scotland, said: “As we strive to return our lives to normal after this really challenging period, it’s vital that government and other decision makers know where young people are at, and their thinking on the pandemic.

“In this latest survey there are very clear messages from young people around anxiety about future employment prospects, mental health remains a significant concern and there are clearly issues about the impact lockdown has had on assessments and results.

“As we continue to come through the pandemic, the voices of young people need to be listened to as we shape the way forward. The findings also show the importance of youth work to many young people, and demonstrates the incredible support youth workers have continued to offer in extremely difficult circumstances.”

Kirsten Urquhart, Interim CEO of Young Scot said: “Given the immense challenges young people have faced throughout the pandemic, it’s no surprise to see rising concern over future employment.

“While a surge in job satisfaction is cause for cautious optimism – we want to reassure young people that Young Scot is here to support every young person with their next steps as we begin to recover from the pandemic.”

More than half of UK students considering dropping out as mental health plummets

University degrees lose value with employers

55% of students are considering dropping out of their courses, while 63% say their mental health and wellbeing worsened since the start of the academic year

Three in 10 businesses say a job candidate’s degree doesn’t matter at all, while 56% say that it is generally not important

However UCAS data reveals university applications have risen

More than half of UK students were considering dropping out this academic year, while two thirds have suffered a decline in mental health, a new study has found, alongside the fact that 56% of companies do not consider a degree important when recruiting.

The research by money transfer service RationalFX found that student mental health is declining, with a recent ONS survey revealing that 63% of students said their mental wellbeing had worsened since the start of the academic year in September 2020. Furthermore, 55% of students say they are considering dropping out of their courses.

In addition, new graduates will encounter a job market where 30% of business owners say a degree is not important at all when recruiting, while a further 26% rate the qualification as not very important, according to a poll by YouGov.

Despite this, the numbers for university applications this year have risen. New data from UCAS reveals that there have been 10% more applications for this Autumn, rising from 281,000 last year to a record 311,000, with 44% of school leavers applying for university places.

Commenting on the study, a spokesperson for RationalFX said: “Choosing whether to study for a degree has always been a big decision, but the impact of the pandemic has probably made it even more significant.

“For the majority of employers, a degree is far from essential, and for many students the last academic year has been very difficult. And with the cost of attending university higher than ever before, it is certainly not a decision to be taken lightly.”

Only 14% of businesses say a degree is very important while one in four consider it somewhat important. Larger businesses are more likely to consider a degree valuable when hiring a new employee, with 56% saying that it is important, compared to one in five small businesses.

The employment sector that places the greatest importance on degrees during the hiring process is Legal, with IT & Telecoms coming in second.

Finance and Accounting comes in third, followed by Media & Marketing, Manufacturing and Construction.

Marketing is split with 47% of businesses believing a degree is important, and 50% saying it is not. The sector that places the least importance on having a degree is hospitality and leisure.

Younger business owners are much more likely to value a degree, with 23% of those aged under 35 rating one as very important, compared to just 8% of UK business owners aged 55 and over.

Businesses in London are more likely to value a degree when they are looking for new hires, with 62% considering it at least somewhat important, while nearly of half of businesses in Wales (46%) say the qualification is not important at all.

The analysis was conducted by RationalFX, which is one of Europe’s leading international payment providers. Its competitive exchange rates, market expertise, suite of FX products and online payment platform enable bank transfers in more than 50 currencies worldwide.

Employment Sector and their opinion on the importance of a degree for a new hire
Sector	Very important	Somewhat important	Not important at all
Legal	40	26	11
IT & Telecoms	19	39	17
Finance and Accounting	21	33	18
Media/Marketing/advertising/ PR & Sales	18	29	23
Manufacturing	13	25	31
Construction	11	25	40
Retail	14	16	35
Hospitality and Leisure	6	13	48

UK businesses and their opinion on the importance of a degree, split by region
Region	Very important	Somewhat important	Not important at all
London	27	35	17
Southeast	7	25	29
Southwest	7	24	37
Wales	11	13	46
Scotland	14	19	36
North	6	22	39
Midlands	15	21	28

https://www.rationalfx.com

Ellesmere Port to support sustainable mobility through the production of all-electric vehicles

Ellesmere Port to become Stellantis’s first manufacturing site dedicated to battery electric LCV and passenger car models for Vauxhall, Opel, Peugeot and Citroën
Industrial performance improvements as a result of strong cooperation between the company, the Unite Union and, most importantly, the workforce
Stellantis £100million investment supported by the UK government to secure an all-electric future for the plant
Ambition for Ellesmere Port plant to be carbon neutral by mid-decade
Ellesmere Port to support Stellantis Europe’s leading LCV position
Vauxhall continuing its tradition of manufacturing vehicles in the UK, which started in 1903

Stellantis announces today a £100million investment in Vauxhall’s Ellesmere Port manufacturing plant to transform the site for a new era in electric vehicle manufacturing.

Ellesmere Port will become the first Stellantis plant to produce a solely battery-electric model, in both commercial and passenger versions, by the end of next year, for Vauxhall, Opel, Peugeot and Citroën brands and for both domestic and export markets.

This dedication to battery electric vehicles will go towards achieving the UK Government’s decision to stop sales of pure petrol and diesel engined vehicles from 2030.

Stellantis investment in Ellesmere Port will leverage the performance improvement actions that have been made possible thanks to a collaborative process between the company, the Unite the Union and based on the workforce’s drive to transform their plant.

Stellantis strong willingness to ensure a sustainable future for Ellesmere Port has been consistently supported by the UK Government, the Cheshire West and Chester Council, Cheshire and Warrington Local Enterprise partnership and Chester College.

Carlos Tavares, Chief Executive Officer at Stellantis, said: “Performance is always the trigger for sustainability and this £100million investment demonstrates our commitment to the UK and to Ellesmere Port.

“I particularly want to thank our highly skilled, dedicated workforce for their patience and contribution; we never let them down. Equally, I want to thank our partners the Unite Union for their open mind set and strong cooperation and, of course, the UK Government for their continued support.

“Producing battery electric vehicles here will support clean, safe and affordable mobility for the citizens. Since 1903 Vauxhall has manufactured vehicles in Britain and we will continue to do so.”

UK Government, Secretary of State for Business, Energy and Industrial Strategy, Kwasi Kwarteng, said: “Ellesmere Port’s proud tradition in auto manufacturing will continue for many years to come thanks to today’s investment.

“Stellantis’ decision to double down on their commitment to this site is a clear vote of confidence in the UK as one of the best locations globally for competitive, high-quality automotive production.

“Today’s decision will not only power Ellesmere Port into a clean future, but will secure thousands of jobs across the region in the supply chain. In this global race to secure electric vehicle production, we are proud to support Britain’s auto sector in this crucial transition as we work to build back better.”

The plant at Ellesmere Port will celebrate its 60th anniversary next year, having been built in 1962, and produced its first car, the Vauxhall Viva, in 1964. Since that time, it has produced subsequent generations of the Vauxhall Viva, the Vauxhall Chevette and then each generation of the Vauxhall and Opel Astra. In total, since 1964, it has built over 5.2 million vehicles.

This new era of manufacturing will see a transformation of the Ellesmere Port plant “fit for the future”, with a new body shop, upgraded general assembly, a compression of the site area and the creation of an on-site battery pack assembly. In addition, there will be further support to enable a pathway to carbon neutrality for the plant by the middle of this decade. The plant aims to be 100% self-sufficient for electricity and work will commence imminently on potential wind and solar farms.

Stellantis has also announced the intention to consult on further investment into the Ellesmere Port site with the creation of a new UK parts distribution centre.

From later next year, Ellesmere Port will build the following all-electric vehicles:

Electric LCV	Electric Passenger Car
Vauxhall Combo-e	Vauxhall Combo-e Life
Opel Combo-e	Opel Combo-e Life
Peugeot e-Partner	Peugeot e-Rifter
Citroën e-Berlingo	Citroën e-Berlingo

These light commercial vehicles, and their passenger car variants, are all powered by a 100kW (136hp) motor with a 50kWh lithium-ion battery. They are able to be charged at up to 100kW and take just 30 minutes to charge from 0% to 80%. Under WLTP conditions, they are capable of up to 174 miles of range.

Stellantis is the LCV market leader in Europe and, in the UK, Vauxhall leads sales in the fast growing all-electric LCV segment.

Vauxhall, Opel, Peugeot and Citroën brands have already committed to each offering all-electric versions of their entire respective van model ranges before the end of 2021. Fiat Professional is also committed to offering electrified and alternatively fuelled versions across its van range.

With rising LCV usage in urban areas, partly due to the growth in demand for online delivery services, these zero-emissions-in-use vans will make a significant contribution to reducing emissions in towns and cities across the country.

The passenger car version will enable families to enjoy a “zero emission” active life with up to seven seats, benefitting from a modern high-tech interior, with great levels of comfort and adaptability and interior space, premium comfort and smart safety features.

BME workers bearing the brunt of coronavirus cuts

Black and minority ethnic (BME) workers are three times more likely than white workers to have lost working hours during the pandemic, according to a new TUC poll published on Friday.

The survey – carried out for the TUC by Britain Thinks – found that around 1 in 11 (9%) BME workers had their normal 35-48 hours a week cut back during the Covid-19 pandemic. Only 1 in 33 (3%) white workers said their working hours were reduced.

Nearly 1 in 8 (13%) BME workers told the TUC that their hours were cut without them requesting it in the last 12 months, compared to 1 in 11 (9%) of white workers. And 1 in 4 (25%) BME workers said they were now working between 1-24 hours a week, compared to 1 in 5 (20%) white workers.

The poll also found that:

Second jobs: BME workers were nearly twice as likely to say they’d had to take on more than one job in the last 12 months than white workers. Around 1 in 14 (7%) BME workers had more than one job during the past year, compared to just 1 in 25 (4%) white workers.
Pressure to go into work: 1 in 5 (20%) BME respondents told the TUC they were worried that if they did not go into their workplace this would impact negatively on their status at work, for example in terms of their job security or their chances of getting a pay rise. Around 1 in 7 (14%) white respondents shared this concern.

Previous TUC analysis revealed that the unemployment rate for BME workers has risen three times as fast as the unemployment rate for white workers during the pandemic.

The BME unemployment rate shot up from 6.3% to 8.9% between the first quarter of 2020 and the first quarter of 2021, an increase of 41%. Over the same period the unemployment rate for white workers rose from 3.6% to 4.1%, an increase of 14%.

Around 1 in 11 (8.9%) BME workers are now unemployed, compared to 1 in 25 (4.1%) of white workers.

TUC General Secretary Frances O’Grady said: “Covid-19 has shone a spotlight on the structural discrimination that has been hidden in our jobs market for too long.

“BME workers have shouldered the burden of the pandemic. They’ve faced the double whammy of being more likely to be working in industries that have been hit hardest by unemployment. And it’s now clear they’ve also have been more likely than white workers to lose hours – and therefore pay. Too many BME workers are having to take on second jobs now just to make ends meet.

“We know that BME workers are more likely to be in low-paid, insecure work with less employment rights. Through the pandemic, many have paid for this discrimination by losing hours, jobs and wages. Tragically, many more have paid with their lives.

“Enough is enough. Everyone deserves a decent job, with decent pay and with decent terms and conditions. Ministers must address this inequality once and for all and challenge the structural discrimination that holds BME workers back at every level of the labour market.”

Chair of the TUC anti-racism task force and NASUWT General Secretary Patrick Roach said: “This latest evidence comes on top of other data showing that Black workers are bearing the brunt of precarious employment, zero-hours contracts and employers using ‘fire and rehire’ to drive down wages.

“With rates of unemployment rising fastest amongst Black workers, we need to see urgent action from the Government to tackle these inequalities and secure a recovery that works for everyone.

“It will also be important that employers consider and are held to account for how their decisions are impacting on Black and White workers.”

The TUC is calling on government to:

Introduce mandatory ethnicity pay gap reporting and make employers publish action plans to ensure fair wages for BME workers in the workplace.
Ban zero-hours contracts and strengthen the rights of insecure workers – which will have a disproportionate impact on BME workers.
Publish all the equality impact assessments related to its response to Covid-19 and be transparent about how it considers BME communities in policy decisions.

SP Energy Networks £1.58 billion plan for Scotland unveiled

SP Energy Networks sets out plans to invest £1.58 billion in Central and Southern Scotland between 2023 and 2028
Investment is critical to the UK hitting its Net Zero targets, with the UK set to see circa 30 million EVs hit the streets and 22 million heat pumps installed in homes by 2050.
Critical upgrades will be required to connect an additional 3GW of renewable generation as Scotland revolutionises transport and heating infrastructure at speed.
Proposals include £30m Net Zero Fund to support innovative, low carbon community projects across SP Energy Network’s licence areas.

SP Energy Networks has today launched its draft RIIO-ED2 Business Plan, detailing the £3.2 billion of investment required to ready the UK for an electric future, of which £1.58bn would be in Central and Southern Scotland’s distribution network.

Running from 2023 to 2028, the draft plan sets out SP Energy Networks’ vision for a network that can meet the challenge of Net Zero across 105,000km of network and 30,000 substations and will benefit millions of customers cross Scotland, England, and Wales.

The work will kick-start the much-needed growth in low carbon technologies required to reach the Scotland’s climate ambitions. Across Central and Southern Scotland, the investment would enable the connection of over 370,000 electric vehicles, 210,000 domestic heat pumps and an additional 3GW of low carbon electricity generation connected during the five-year period.

To help deliver this mammoth task, SP Energy Networks plans to recruit more than 1,100 green jobs across its licence areas (Central and Southern Scotland and Merseyside, Cheshire, North & Mid-Wales and North Shropshire), with thousands more indirect jobs supported over the five years.

Frank Mitchell, CEO of SP Energy Networks, said: “The scale of the task at hand cannot be underestimated. If the Scotland is to hit its Net Zero targets, we must deliver one of the largest, fastest upgrades of our critical infrastructure this country has ever seen.

“We deliver an essential public service – keeping the electricity flowing to 6 million people across 3.5 million homes and businesses. This is an important and privileged role and it’s one we never take for granted, but it is so much more than just ‘keeping the lights on’. This investment is vital and with five months to go until COP26, launching this plan shows our commitment to getting the job done for our communities across the Scotland.

“In RIIO-ED2, we need to respond to our customers’ changing needs as we move towards Net Zero. We’ve set out our plans to continue delivering exceptional service, supporting our most vulnerable customers, and taking on a more proactive role in our communities.

“Our customers already rate us at over 9 out of 10 for satisfaction and we plan on going even further. We will be a partner that supports their journey to Net Zero, bridging the gap from ambition to action to make sure that we leave no-one behind in the energy transition.”

At the heart of SP Energy Networks planned investment across its licence area is:

developing a network that’s ready for Net Zero by continuing to adapt the world-class network to be more resilient and more reliable, using innovative, flexible, and efficient solutions. Innovation and efficiency embedded in the plan will save £173m for customers.
being the trusted partner for customers, communities, and stakeholders by engaging more with customers and communities, supporting them by offering enhanced and tailored services, and going further for vulnerable customers. A proposed £30 million Distribution Net Zero fund will support innovative, low-carbon project proposals to enable communities to realise their ambitions, and £62.5 million of social benefits will be delivered through the provision of support services to more customers than ever before.
readying the business for a digital and sustainable future by embedding new digital approaches, innovation, and process redesign to save customers more than £60 million and by putting sustainability first in order to reduce our carbon footprint by 38% by 2028.

Frank Mitchell explains: “When the current infrastructure was built, homes used gas or solid fuel for heating with only twenty appliances running on electricity – compared to more than fifty now.

“Over the next two decades, we expect to see that demand rise significantly, as millions more electric vehicles and heating systems come online.

“Our network has served us well over the last fifty years. Now is the time to invest so it stands ready to continue that service in a truly decarbonised future.”

SP Energy Networks has engaged with over 15,000 customers and stakeholders on the Business Plan and will continue to engage and consult ahead of the submission of the final plan in December 2021.

Don’t pull the plug on economic recovery by cutting support too soon, warns TUC

New TUC analysis shows employment in hard-hit sectors is struggling to recover from the pandemic
Government should delay hiking up business contributions while Covid restrictions are in place – and extend furlough for as long as necessary
Many employers are using furlough flexibly to support a gradual return to business as usual, says TUC

The TUC has warned ministers not to “pull the plug” on the UK’s economic recovery by cutting off support for businesses and workers too soon.

The warning comes as new TUC analysis reveals that employment in hard-hit sectors is struggling to recover from the pandemic.

The analysis shows that just 1 in 8 (110,000) of the 790,000 jobs lost across manufacturing, retail, hospitality and the arts during Covid have been recovered.

By contrast, nearly all the jobs lost in business services and administration – which saw a 220,000 fall in employment – have been recovered.

The union body says ministers must provide ongoing, targeted support for at-risk industries and halt plans to increase furlough contributions for employers while Covid restrictions remain in place.

The analysis also reveals that 6 in 10 workers currently on furlough are working in manufacturing, retail, hospitality and the arts – sectors hit hard by the continuing restrictions.

The TUC fears that if the job retention scheme is ended too abruptly tens of thousands of additional jobs could be lost from these industries.

TUC General Secretary Frances O’Grady said: “Furlough has played a vital role in protecting jobs and keeping businesses running during this pandemic.

“Ministers must not pull the plug on our recovery by cutting off support too soon.

“The government should hold off hiking up employer contributions until all restrictions have been lifted.

“And we need a cast-iron commitment from the chancellor that he will extend furlough for as long as is needed, rather than ending it abruptly in three months’ time.

“Working families need this certainty now – not a rollercoaster approach to protecting livelihoods.”

The TUC highlighted that workers can only be furloughed if their employers decides to use the scheme, meaning that the scheme is well-targeted only to those businesses that need it.

They also note that around two-fifths of furloughed staff (41.6%) are now only furloughed for part of the working week and are working for the rest of it, enabling businesses to use furlough to manage their gradual return to full operations.

A copy of the analysis can be found here:

https://www.tuc.org.uk/sites/default/files/2021-06/Jobs%20and%20recover…