work – Page 2 – The NEN – North Edinburgh News

TUC: Women 7 times more likely than men to be out of work due to caring commitments

New TUC analysis finds more than 1.46 million women are kept out of the labour market because of their caring responsibilities

Women in their 30s are hardest hit – one in 10 women in this age group drop out of the jobs market because of pressures of looking after their family
Union body calls for funded childcare and flexible working rights for all to keep women in work and to address the gender pay gap

Women are around seven times more likely than men to be out of the labour market due to caring commitments, according to a new analysis published by the TUC today (Wednesday).

The analysis of official statistics – published as the annual TUC women’s conference starts in London today – finds that more than 1.46 million women are unable to work alongside their family commitments, compared to around 230,000 men.

Women in their 30s hardest hit

The research shows that women in their 30s are the hardest hit compared to men of the same age.

One in 10 women in their 30s – more than 450,000 women – is out of the labour market because of caring responsibilities – compared to just one in 100 men in their 30s.

So, women in their 30s are 10 times more likely than men to be unable to work due to family commitments at home.

But at every age – from the very start right through to the end of their careers – women are more likely than men to have to drop out of paid work because of caring commitments.

The TUC says that this illustrates that high-quality childcare that is free at the point of use should be available for all parents from the end of maternity leave to the end of primary school. This would help women stay in their jobs and continue with their careers once they have children.

The union body also found that women shoulder most of the care for older and disabled relatives too. But the TUC warned that the staffing crisis in social care was making it harder for women to stay in work alongside their caring responsibilities.

Women and low-paid work

The new TUC analysis also finds that women are much more likely than men to be working in low-paid jobs – and are far less likely to be in high-paid work.

Women make up two-thirds (65%) of the 10 lowest-paid occupations in the UK, like jobs in cleaning, catering and care.

But less than two in five (39%) women are working in the 10 highest-paid occupations, in industries like finance, law and IT.

Gender pay gap

The gender pay gap for all employees currently stands at 14.9%, and it widens with age.

Analysis published last month by the TUC found that this pay gap means that the average woman in paid employment effectively works for free for nearly two months (54 days) of the year, compared to the average man in paid employment.

The union body says that at current rates of progress, it will take more than 20 years to close the gender pay gap.

Flexible work

Millions of people across the UK work flexibly. The TUC says that flexible work helps parents and carers balance their work and caring commitments and stay in their jobs.

But a survey by the union body found that half of working mums don’t get the flexibility they request at work.

The TUC says the law needs to be changed to require all jobs to be advertised with the possible flexible working options stated – and to give all workers the legal right to work flexibly from their first day in a job.

Normalising and improving flexible working options would also encourage more men to take up these options and share caring responsibilities, says the TUC.

TUC General Secretary Paul Nowak said: “Women shouldn’t have to give up or cut down paid work because they can’t find or afford the right care for their children or older or disabled relatives.

“Too many women take a financial hit from caring for the rest of their lives – and it is a key driver of the gender pay gap. At the current rate of progress, it will be 20 years before women get pay parity with men.

“We desperately need funded high-quality childcare for all families, free at the point of use, so women can stay in work once they have kids.

“Ministers must change the law so that every single job is advertised with the possible flexible options stated, and all workers must have the legal right to work flexibly from their first day in a job.

“And ministers must fix the staffing crisis in social care so every family can find and afford the social care they need.”

Government action needed

The TUC is calling on ministers to act now to keep women in work, make sure they are paid fairly, and to properly address the gender pay gap. The union body wants the government to:

Introduce funded, high-quality childcare, available to all, free at the point of use. This would begin when paid maternity leave ends and would enable women to stay in work when they have children.
Create greater flexibility in all jobs. There should be a duty on employers to list the possible flexible working options for each job when it is advertised. And all workers should have a day one right to work flexibly – not just the right to ask – unless the employer can properly justify why this is not possible. Workers should have the right to appeal any rejections. And there shouldn’t be a limit on how many times a worker can ask for flexible working arrangements in a single year.
Strengthen gender pay gap reporting:  From 1 April 2017, the government ruled that large companies must publish information about the difference between average male and female earnings. The TUC believes the government must go further and wants employers to be made to carry out equal pay audits, and to produce action plans to close the pay gap in their workplace. The TUC also wants companies that fail to comply with the law to receive instant fines. 
Fix the staffing crisis in social care: There are a record 165,000 vacancies across adult social care. The TUC believes this is placing a huge strain on women with caring responsibilities for family members. The TUC says the government must work with unions and employers to tackle widespread insecure work and poverty pay in the sector which are driving high staff turnover rates.

Tony Delahoy: Things Remembered

CAREER CHANGE and GOLDEN OCTOBER

WORK as a milk roundsman was still largely enjoyable and I stayed with the Dairy until well into the summer of 1947. That summer was extremely hot and I remember that the heat made pushing the barrow very difficult as the metal-rimmed wheels dug deep into the softening tar on the roads.

One particular problem for me was the expectation for a milk roundsman to work seven days each week. When I asked for a day off and the foreman insisted that I had to work seven days each week, I decided there and then that they needed someone else, and my life as a milk roundsman was over.

After the years of war service there was a determination on the part of working people for a better way of life, and a return to the old inflexible relationship between employers and the workers was intolerable: the old way’s of working and doffing one’s cap wouldn’t wash any longer.

After leaving the Dairy I applied to work for London Transport and was taken on and trained as a conductor working on the trams, largely on ticket recognition and control. I worked from the New Cross Tram Depot, initially operating on a variety of services until, with sufficient experience of the whole network, I was allocated a regular route and driver. I worked on the number 54 route that ran between the Victoria Station terminus and Grove Park terminus at the top of a huge council estate in South East London.

I enjoyed working on the trams that seemed to glide along and sway gently as they went. Dealing with the electrical pickups both in the road and overhead was interesting, and dealing with people as well as handling money was of course already familiar to me.

My driver was a skilled operator, but when one had a relief driver who was less skilled the difference in the ride was most noticeable, particularly to the conductor who naturally spent the journeys on his feet; one soon learned to balance and move with the movement of the tram!

As time went on plans were being made to replace the trams with buses, and in 1952 my route was converted to buses. This also necessitated a change of depot from New Cross to Peckham. The work of a conductor remained much the same, except that the buses were prone to shaking and jolting and were much harder on the legs of the conductor; sadly the buses did not compare with the gliding smoothness of the trams.

During this time work and home life settled down. Helen’s mother, who had been widowed many years before, had remarried in the final years of the war and now lived with her husband Alf on the lower storey of the house whilst Helen and I lived on the upper floors.

On the 10th of October 1947 in the top floor front room of 64 Malpas Road my daughter Barbara was born, and in 1951 on the 12th of October my son Paul was also born there. On both occassions it had been a beautiful sunny October day.

The 10th of October 1947 was my first day in control as a conductor under the supervision of a regular conductor, on the 46 from Lee Green to Eltham. It was an early morning shift and I remember that conductor calling out to the passengers that ‘the conductor this morning had a baby girl’ – the passengers all cheered!

Positive steps for school leavers

Record number in work, training or further studies

A record high number of young people were in work, training or further study after leaving school last year.

The latest Attainment and Initial Leaver Destinations statistics show 95.7% of those finishing school in the last academic year (2021-22) were progressing their studies or careers within three months of the end of the school year, up from 95.5% the year before. The proportion who were unemployed fell to 3.9% – the lowest since 2009-10.

The gap between school leavers from the most and least deprived areas progressing after school narrowed to a record low of 4.4 percentage points. This gap has reduced by two-thirds compared to 2009-10.

Education Secretary Shirley-Anne Somerville said: “This highlights the achievements of Scotland’s learners – making the transition from school can be a daunting time, so it’s great to see a record number of young people progressing in their studies or careers after leaving school.

“These statistics also demonstrate the effectiveness of our approach to learning through Curriculum for Excellence, which is clearly helping to prepare young people for their futures during a crucial stage of their lives.

“Closing the deprivation gap remains a top priority for us and these statistics show we are continuing to make progress, with the gap between school leavers from the most and least deprived areas in work, training or further study down to a record low.”

Sharon McIntyre, Head of CIAG Operations at Skills Development Scotland (SDS), said: “This is the highest positive destination rate since consistent records began in 2009-10 and it is very encouraging to see that the results continue to move in such a positive direction.

“The progress is testament to the hard work, determination and commitment of Scotland’s young people and of the SDS careers advisers working in partnership with teachers to support pupils throughout their time at school and beyond.”

Summary Statistics for Attainment and Initial Leaver Destinations 2021-22

Help available to boost family incomes

Edinburgh parents urged to seek help with employment

A new campaign will encourage families living on a low income to access local support with finances and work.

It encourages people to take the first step towards relieving these pressures with help from the Parent Club website. This can guide them towards tailored support to help them improve their situation by starting work after unemployment, returning to work or improving earnings.

The campaign which includes TV, radio and online advertising, highlights the pressures of everyday life and shows parents feeling the ‘walls closing in’ on them as they juggle family life with bills and other costs.

Cllr Joan Griffiths, Education, Children and Families Convener for the City of Edinburgh Council, said: “We know that many families in Edinburgh are finding it hard to make ends meet at the moment and are looking for advice on things like finding work and applying for benefits.

“Taking the first step at ParentClub.scot can help find services that offer free, confidential and tailored advice that can really make a difference for families across Scotland.

“For anyone that’s feeling worried, stressed and overwhelmed, but aren’t sure where to start, please know you’re not alone and that help is available.”

Social Justice Secretary Shona Robison said: “We understand the anxiety and stress, that low-income families could be living with and the impact of the cost-of-living crisis is likely to be making even worse.

“Parent Club can guide people to free and confidential tailored advice from local authority employment services, where they can access support relevant to their own work and family situation.

“It also offers information on how to get help from the Money Talk Team who can advise on areas such as maximising income and dealing with debt. Parent Club also provides sources of support with mental health and stress.

“Tackling child poverty is our national mission. We want to make sure parents know what help is out there and claim any support they should be getting.”

Citizens Advice Scotland CEO Derek Mitchell said: “When times are difficult it can be easy to feel overwhelmed by bills mounting up – but our advice is free, confidential, and impartial.

“The Citizens Advice network is working with the Scottish Government to deliver the Money Talk Team service. We can check to see what payments you might be missing out on or any cheaper deals are available to you. If you are struggling with debt we can help with that too.

“Don’t delay, you could be missing out on money that could make a huge difference to you and your family’s finances.”

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.

Scottish workers and employees will now receive the same minimum level of paid annual holiday leave

For those individuals with a permanent zero hours, causal or term time only contract, the recent landmark legal judgment made by the Supreme Court represents a positive step forward in terms of their employment rights.

According to the ruling, all employees and workers in the UK will now receive the same minimum level of paid annual holiday leave, regardless of how many hours they work. The Supreme Court was asked to rule over whether their leave entitlement should be calculated proportionally as full-time employees or whether it should be calculated by ignoring the weeks they do not work.

It ruled that the amount of annual leave for workers and employees who have a permanent contract which is in force for the full year but who are employed for some weeks of the year should not have their holiday entitlement calculated on a pro-rata basis. This is a significant development for the 78,000 Scottish residents that are currently in employment on a zero-hours contract.

Tina Chander, Head of the Employment Law Team at Wright Hassall, said: “The Supreme Court ruling once again brings the topic of zero-hours contracts to the fore, as workers and employees are now entitled to a full year’s statutory holiday entitlement which is currently 5.6 weeks per annum.

“Generally speaking, zero-hours contracts are attractive to employers, employees and workers that prefer the flexibility to choose when they work, instead of having a strict full-time regime, which may not be wanted by either party.

“If you have a zero-hours contract, your employer does not have to give you any minimum working hours, and you do not have to accept any work offered. That being said, you can still be classed as an employee or worker.

“There are some significant distinctions between employee and worker status. For example, if you are classed as a worker then you are entitled to national minimum wage, paid holiday, rest breaks, protection from discrimination and protection from whistleblowing.

“However if you are classed as an employee, you are also afforded the legal protection to not be unfairly dismissed and you are entitled to statutory redundancy pay, so it is vital that Scottish employers and employees familiarise themselves with existing contracts and rights, especially in light of this recent development.”

TUC: Only good, well-paid work is a route out of poverty

Work should be a route out of poverty. But, especially under this government, it isn’t (writes TUC’s ALEX COLLINSON).

This week, news came out that the Prime Minister hopes to “blunt calls for urgent action on the cost of living crisis by stressing that work is the best route out of poverty”.

It’s a popular line with this government. And it should be true – but sadly, it isn’t.

The majority of people in poverty (57 per cent, or 8.3 million people) live in a working household. That rises to 75 per cent of children in poverty.

The government’s record on this is atrocious. The number of people in in-work poverty has increased by 2 million since they came to power in 2010. It’s now at a record high, as is the number of children in poverty living in a house where at least one adult is in work.

If work is to be the best route out of poverty, the government must do more to get pay rising. In the meantime, it can’t use “work is the best route out of poverty” as a cop out for not properly addressing the cost of living crisis. We need proper action. Structural solutions – such as improved trade union rights, nationalisation of energy companies, and improvements to the benefits system – are needed alongside a windfall tax to fund urgent support to pay energy bills.

17-year pay squeeze

A key reason for the rise of in-work poverty is that work simply doesn’t pay enough. The government’s minimum wage, even the one it calls a living wage, isn’t a real living wage.

And we’re in the midst of a 17-year pay squeeze. Real pay is currently lower than it was in 2008, and the Office for Budget Responsibility forecasts that it won’t return to above 2008 levels until 2025. This 17-year pay squeeze is, by far, the longest in living memory.

The impact of this on workers’ pay packets has been massive. If real weekly wages had continued growing at the pre-2008 rate, they’d now be £111 per week higher than they are. By 2026, if forecasts are correct, this’ll be £164.

Impact of energy costs

It’s against this background that real pay is falling again. Inflation, at 9 per cent, is hitting wages hard. In March 2022, average weekly earnings fell by £16 per week (-2.7 per cent) compared to the same month a year ago. Public sector pay growth is the worst on record – falling by £30 per week (4.9 per cent) over the same period.

The news that the energy cap will rise by around £800 in October is incredibly worrying. If this does happen, it means that between December 2021 and December 2022, energy bills will have risen by a massive 119 per cent. In contrast, nominal wages will have risen by just 5.2 per cent. The standard benefits payment will have risen by just 3.1 per cent. This means that energy bills are set to grow 23 times faster than wages and 38 times faster than benefits this year.

Insecure work

On top of this, work is too often insecure. 3.6 million people are in insecure work, whether that’s zero-hours contracts, agency work, casual work, or low-paid self employment. The government has repeatedly broken its promise to introduce an employment bill that would tackle insecure work.

The benefits system

Pushing work as the route out of poverty is also often the government’s way of refusing to improve the welfare system. decent work and social security must go hand in hand, not be seen as alternatives.

Since it came to power, the government has repeatedly cut benefits payments in real terms. The real value of the standard benefits payment has fallen by £51 per month since 2010.

As set out above, in the face of massive rises in energy bills, the government has made real term cuts to benefits payments. When the price cap rises again in October, energy bills will be £1,523 per year higher than they were a year before. The standard benefits payment will only be £121 per year higher.

A common proposal around benefits is to bring forward the increase in benefits and pensions that would be expected in April 2023/24 to autumn of this year. For example, if inflation hit 10 per cent in September of this year (September is the reference month for benefit uprating), rather than waiting to increase benefits in April, they could be increased in October, and then maintained at that level from April onwards.

But this would increase benefits by around £7.70 a week, meaning it wouldn’t even go close to making up for cutting the £20 uplift.

Like the standard benefits payments, pensions also went up by just 3.1 per cent in April this year. Government made an active decision not to maintain the triple-lock – which would have seen pensions rise by around 8 per cent in line with the wage figures last autumn. This will cost pensioners almost £500 across the year.

Good, well-paid work is a route out of poverty

The current government has a proclivity towards badly funded temporary schemes and half-baked novelty ideas, which has again become clear during the current crisis. If it’s serious about tackling the cost of living crisis, we needed proper solutions to support people right now, alongside structural changes to fix these problems in the long term.

It’s not enough to just say that work is a route out of poverty. The reality is that too much work is low-paid and insecure. If government wants work to be a route out of poverty, it needs to ensure all work is well-paid and secure.

When it comes to pay, government should stop attacking trade unions, and instead improve trade union rights. Trade unions need stronger powers and better access to workplaces to drive up wages and conditions.

Fair pay deals need to be implemented in whole industries, negotiated with unions, and designed to get pay and productivity rising in every sector. We also need an emergency boost to the national minimum wage, as well as the long-awaited introduction of that employment bill they’ve been promising for ages to tackle insecure work.

To help people with energy costs, the government must recognise that energy is an essential public good that should come under public ownership, and implement an accelerated programme to insulate homes. To help people right now, we need a windfall tax to pay for additional grants to help with the costs of energy. With the energy cap rising by £1,523 in the space of just a year, this support will need to be substantial.

Government must also fix the benefits system. We want much more generous benefits payment (with the standard payment raised to £260 per week), alongside the scrapping of the cruel aspects of the system, such as the five-week wait, the benefits cap, the two-child limit and no recourse to public funds.

Work isn’t currently a route out of poverty, but it can be if government takes steps to ensure that all work is good, well-paid work.

Getting On With The Job? Prime Minister rallies employers to help get 500,000 into work

Over 347,000 unemployed people on benefits have found work in just four months through the government’s Way to Work campaign – an ambitious national push to get half a million more people into jobs by the end of June.

new figures show 347,000 people have moved into work since January – thanks to a government-backed drive to fill vacancies
with one month to go until the campaign ends, the government is calling on UK employers to join forces with Jobcentres to help more people find work
alongside vital job support to lift incomes, the new £15 billion package to help with the cost of living will help millions of households

The Prime Minister and Work and Pensions Secretary haveurged employers of all sizes to use the free recruitment support from their local Jobcentre to help fill the record number of vacancies in the jobs market and support the continued economic recovery by getting people into work.

Since January, DWP jobcentres across the UK have been ramping up operations with weekly jobs fairs – bringing employers in for face-to-face appointments and offering jobs on the spot to thousands of people.

Jobseekers walking away with roles have also secured an income, with those getting full time work set to be thousands of pounds better off than if they were on benefits. Helping households improve their finances and manage current cost of living pressures is a key priority for the government, with a £15 billion package announced on Thursday to support almost all of the eight million most vulnerable households across the UK.

On a visit to the North East of England, the Prime Minister and Work and Pensions Secretary Therese Coffey visited CityFibre, a new employer to the Way to Work campaign who have already benefitted from 200 new recruits from around the UK, hired through their local Jobcentres.

During the visit, they also met local employees who have secured skilled jobs as a result of the campaign and the support of their local Jobcentre.

Prime Minister Boris Johnson said: ““I was only ten years old when unemployment was last this low.

“But with a vast number of vacancies in the jobs market, it is more critical than ever to access the huge pool of untapped talent in towns and cities right across the country, which is why I am thrilled with the progress we have made with the Way to Work scheme.”

Secretary of State for Work and Pensions Thérèse Coffey said: “Unemployment is at its lowest since the 1970s with full time workers across the UK £6000 better off than if they were on benefits.

“And there are still vacancies to fill. That’s why our jobcentres are helping employers short circuit the recruitment process so they can get talent in fast.

“So, if you’re hiring, make the most of the help on offer from us.”

Greg Mesch, Chief Executive at CityFibre said: “CityFibre is rolling out the UK’s finest digital infrastructure to millions of homes and businesses nationwide. To build these new Full Fibre networks, we’re creating thousands of new network construction jobs and providing industry training to those that need it.

“We and our construction partners are working closely with DWP nationally, and local Jobcentres, by engaging with schemes like Way to Work. We look forward to increasing our involvement in the future.”

Alongside vital job support to help jobseekers secure an income, the new £15 billion cost of living support package will help almost all of the eight million most vulnerable households across the UK as they are set to receive help of at least £1,200 this year, including a new one-off £650 cost of living payment.

The government has also announced a £500 million increase for the Household Support Fund, delivered by local authorities, extending it to March 2023. This brings the total Household Support Fund to £1.5 billion.

To find out more about how DWP can help fill vacancies with quality candidates, please visit the Way to Work page on GOV.UK

A trickle of Tory MPs have submitted letters of no confidence in Boris Johnson following the publication of the Sue Gray report.

Unless that trickle becomes a flood over the weekend as MPs attend constituency surgeries it appears Johnson has got away with it. Again.

SUE-GRAY-REPORT Download

Supporting Muslim colleagues during Ramadan

Taking a few practical steps to support Muslim workers during Ramadan will help to create a workplace where everyone is respected and valued, writes TUC’s Riz Hussain.

For the next four weeks, thousands of Muslims across the UK will be fasting during the daytime to mark Ramadan or Ramazan.

Ramadan falls at a different time each year because Islam uses the lunar calendar.

This year, Ramadan will start at the beginning of April and continue for 29 or 30 days from when you begin your fast.

What happens during Ramadan?

It is a time for deep spiritual reflection and collective rituals for Muslims across the UK. It’s a time for Muslims to share food with their families and friends, and celebrate their cultures, heritage and faith.

The fasting day is long. The morning meal will be before dawn and people won’t break their fast until dusk. That’s 13 hours without food or drink (yes that’s right, not even water!). This can be challenging for many Muslims especially whilst at work.

That’s why it’s important to support your Muslim workmates, to stand in solidarity with them and create a team culture where everyone is respected and valued, no matter where they’re from or who they worship.

Practical steps colleagues and employers can take to support their Muslim workmates and friends:

Ask colleagues if they’re observing Ramadan

Don’t be shy about asking Muslim colleagues if they will be observing Ramadan.

Some people may choose not to take part – perhaps for medical reasons – as fasting is a personal choice.

Be considerate

Ramadan should not interfere with everyday tasks at work, but fasting co-workers may be tired or lacking energy during the day.

Usually the first ten days are the hardest. If you have colleagues who will be fasting, ask them if changing some aspects of work can make it easier for them.

Be flexible

Ramadan isn’t only about not eating or drinking during daylight hours.

It usually means rising early and eating late, and may mean taking part in late night prayers at the mosque or their homes. Ramadan is usually a time for deep spiritual reflection, congregational prayers and lots of social dinners with family and friends.

Some workers may ask to change their working day or shift times, to take a shorter lunch break, or to make sure they finish on time so they can break their fast at home.

Being flexible may help people work when they are most productive.

Some workers might have additional religious commitments during Ramadan. It may be especially important to perform prayers on time through the week. Employers can help by ensuring there’s a quiet space in the workplace for prayers and by allowing short breaks.

The last ten days of Ramadan are considered to be especially holy. Some Muslim workers might decide to take time off, or ask to change their working patterns to perform all-night prayers.

The end of the fasting period

Eid ul Fitr marks the end of the fasting period. It’s like Christmas for Muslims – the biggest celebration of the year.

There is often some uncertainty about which day Eid will fall because it depends on moon sightings, so be prepared for your Muslim colleagues not to know the exact date.

This may also impact on when they can work and how much notice they can give you, as Eid can last up to three days.

Supporting colleagues during Ramadan is part of building a culture where everyone is respected and valued.

This Ramadan, the TUC would like to wish all Muslim trade union members and everyone who is fasting in the UK: Ramadan Mubarak.

Edinburgh task force driving change for the gig economy

The City of Edinburgh Council has pledged its support to Edinburgh’s vital gig economy workforce, a significant and growing aspect of the city’s labour market.

It comes as the City looks to promote better access to fair work standards for people following a series of discussions with workers, trade unions, academics, Scottish Enterprise officials, and civil servants from the Scottish Government.

This inquiry, led by Edinburgh’s Gig Economy Task Force and spearheaded by the Council, was the preliminary piece of work to understand the key issues as well as the immediate actions to be taken alongside the long-term legislative changes that need to be considered so gig workers feel empowered, are treated equally and are able to make a fair wage for a fair day’s work.

Next week (on 24 March) a report from the Task Force will feedback its seven recommendations* to the Housing, Homelessness and Fair Work Committee.

If agreed these recommendations will be developed into an action plan to be brought back to committee in Autumn this year (2022). This will focus on short, medium and long-term priorities which the Council and partners across the city will be asked to focus on to improve access to fair work for people working across the gig economy, including zero hours contract workers.

One key area recognised by the inquiry was to understand gig workers’ rights to accessing the data collected on them and what transparency exists on the way company algorithms use this data to determine how jobs are offered, how much workers earn, and other challenges workers face.

If agreed, as part of the recommendations the Council will build on the findings, and continue to work with gig workers, businesses and the Scottish Government to understand more about existing rights of access to worker’s’ data while also considering whether data driven innovation tools could be used to help gig workers analyse and better understand their earnings and conditions.

The other recommendations* focus on issues relating to licensing and regulation of the gig economy, public sector procurement, alternative business models and establishing a gig economy worker’s charter for Edinburgh.

The short-life Task Force was established in November 2021 as part of the work plan for the Living Wage City Action Group, and after the Council welcomed the UK Supreme Court’s decision to confirm the status of Uber drivers as workers.

Its objective was to understand the real experiences of workers in the gig economy in Edinburgh, while also looking to explore actions that will tackle the concerns and challenges they face and could improve working conditions, rights and quality of employment.

During its inquiry the Task Force recognised that flexibility and ease of access to employment can be a positive aspect of these roles for some workers, usually those using it as a ‘top-up’ to another income stream or those who have caring responsibilities, or for example students.

However, the growth of the sector has been associated with concerns over low rates of pay, poor income security, risk of in-work poverty, poor opportunities for progression, as well poor working conditions and worker safety.

It is recognised that a growing number of people are becoming reliant on gig economy work as the sole source of income, and they tend to be the people most impacted by poor working conditions and unreliable pay.

Councillor Kate Campbell, Convener of the Housing, Homelessness and Fair Work Committee and chair of the Gig Economy Task Force said: “As part of the action plan for the Living Wage City accreditation, and as part of our fair work agenda, I knew it was vital that we did some work to look at the gig economy in Edinburgh and the impact on pay, rights and working conditions.

“The Gig Economy Task Force was put together with the aim of getting a clear understanding of where the real issues lie, what powers the council has to improve conditions now, and where we need to focus on, and implement changes, in future.

“It’s pretty clear that there is a strong power imbalance. For many gig economy workers their shifts, performance monitoring and pay are controlled by an algorithm. This can be incredibly disempowering. We need to look at who has access to data, and how that data is used, and understand what reforms could empower workers.

“We also came to the conclusion that we need to look at current licensing powers, and procurement. And look at strengthening workers’ rights, raising awareness of those rights and understanding how the categorisation of workers impacts on their working conditions. For example gig economy workers are classed as ‘self employed’ – but the reality of their day to day working lives is very far from what most of us would consider self employment.

“I hope we’ll come together next week at Committee and agree the recommendations, so that we can get on with these actions, starting the journey to dramatically improving the working conditions for the growing number of gig economy workers in our city.”

Councillor Mandy Watt, Vice Convener of the Housing, Homelessness and Fair Work Committee said: “This task force was established in response to a motion that we raised regarding Uber and was widened to include other gig economy and zero hours workers by the convenor.

“Our intention is to highlight the rights that these workers should already have and to find ways of supporting their efforts to achieve safer working practices and fairer terms and conditions.”

The Gig Economy Task Force was chaired by the Convener of the Housing, Homelessness and Fair Work Committee, and comprised workers who have first-hand experience of the gig economy and precarious work in Edinburgh, as well as workers’ representatives, academics, alongside relevant policy leads from the Council, Scottish Government and its agencies.

*Gig Economy Task Force Recommendations:

A costed proposal for a dedicated workers’ hub in Edinburgh, providing access to advice and support.
A costed proposal for ongoing campaign work to provide information on and raise awareness on worker rights in Edinburgh, good working practices, and how to access support.
Licensing: The Council should facilitate and host further work with gig economy and precarious workers, businesses and government on issues relating to licensing and regulation of gig economy and precarious employment.
Procurement: The Council should facilitate and host further work with workers, businesses and government on issues relating public sector procurement fair work and the gig economy.
Data Rights and Access: The Council should facilitate and host further work with gig economy workers, businesses and government on issues raised during this inquiry relating data rights and access for workers in the gig economy.
Alternative Gig Economy Business Models: The Council should facilitate and host further work with gig economy workers, businesses and government to hear more about examples observed in other European cities.
A workers’ charter for Edinburgh: Building on all of the above, the Council should facilitate further engagement with gig economy workers and businesses.

The development of this Task Force has been informed by the Council’s Fair Work Action Plan and Edinburgh Economy Strategy, both of which emphasise the importance of fair work that provide citizens with dignity and security of income.