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Disabled Employment in Scotland

FRASER OF ALLANDER INSTITUTE PUBLISHES INITIAL FINDINGS

Disabled adults are significantly less likely to be in work compared to adults without disabilities (write ALLISON CATALANO and CHIRSTY McFADYEN).

In Scotland, 81% of working aged adults without disabilities had jobs in 2021, compared to just under 50% of adults with disabilities. This discrepancy of 31 percentage points – called the “disability employment gap” – is larger in Scotland compared to the rest of the UK (Chart 1).

Scotland has a goal of reducing the disability employment gap by half between 2016 and 2038. The 2021 numbers, encouragingly, show an improvement of 6 percentage points. A higher proportion of disabled people moved into work in Scotland between 2014 and 2021 compared to the UK as a whole, as well.

Chart 1: Gap in employment between people with and without disabilities in Scotland and in the UK, 2014-21

Source: Annual Population Survey, 2014-2021

In 2023, the DWP published a report on the employment of disabled people in the UK. This report looked at the reason why employment among people with disabilities has increased, while employment for the rest of the population has stayed roughly the same.

The DWP report highlighted four reasons behind the growth in the number of disabled people in employment:

Disability prevalence has increased in the UK, and the most common types of disabilities have changed.
The non-disabled employment rate has increased, implying that more jobs are available to both groups.
The disability employment gap has been narrowing overall.
There are more individuals in the working-age population.

The level of detail provided in the DWP report for the UK is difficult to replicate for Scotland with publicly available data: smaller sample sizes north of the border mean that more restrictions are placed on the data available to ensure that appropriate care has been taken with interpreting the robustness of results.

The Fraser of Allander Institute, in collaboration with the Scottish Parliament Information Centre (SPICe) are undertaking work to understand whether the same factors are driving changes in Scotland, and if not, what is different here and why.

This work is ongoing and future articles will get into more of the detail. This article sets the scene about the scale of the issue in Scotland vs the UK based on what know from data currently available.

What’s the state of disability employment in Scotland?

Scotland has a higher proportion of working-aged disabled people compared to the UK. It also has a lower rate of employment among disabled people, and a larger gap in employment between people with and without disabilities. Employment rates are noticeably different for different types of disabilities in Scotland compared to the rest of the UK, and disabled peoples are less likely to have educational qualifications in Scotland.

How is disability defined?

The current definition used in UK (and Scottish) surveys comes from the Government Statistical Service and the 2010 Equality Act. This change affected data collection from mid-2013 onwards, meaning that it’s not possible to compare current data to data before 2013. Our analysis specifically looks at the data since 2014 as a result.

This definition covers people who report “current physical or mental health conditions of illnesses lasting or expected to last 12 months or more; and that these conditions or illnesses reduce their ability to carry out day-to-day activities.” Previously, the definition was based on the Disability Discrimination Act (2005) (DDA), which applied to “all people with a long term health problem or disability that limits their day-to-day activities.” The slight difference in these terms means that some people may qualify as DDA disabled but not as Equality Act disabled.

Scotland has consistently had a higher proportion of working-aged disabled people.

In 2014, around 18% of the Scottish working-age population were classified as Equality Act disabled.

Since 2014, the number of disabled working-age adults has grown by around 222,000 people, making up over 24% of the working-age population as of 2021. By comparison, the total size of the working-age population only grew by around 31,000 people over the same time period. had a higher proportion of disabled adults in 2014 than the UK average, and this gap has widened over time. The 2021 data shows a further significant divergence, but this may be due to particular issues related to the pandemic and may not persist (Chart 2).

Chart 2: The size of the Scottish population with and without disabilities, and the proportion of the population with disabilities from 2014-21.

Scotland has a higher disability gap and a lower rate of employment among disabled people.

Employment rates for working-aged people without disabilities in Scotland is roughly the same as in the rest of the UK. Employment rates for disabled people is much lower, however.

Since 2014, disabled people have moved into work faster in Scotland compared to the rest of the UK. The employment gap fell by around 6.5 percentage points between 2014 and 2021 in Scotland, compared to a fall of around 4.5 percentage points for the entire UK (Chart 3).

Chart 3: Proportion of adults between 16-64 that are in work by disability status, Scotland and the UK, 2014-21

Scotland has different employment rates for people with different types of disabilities.

Unsurprisingly, Scotland has lower employment rates than the UK as a whole for the vast majority of types of disability.

The largest differences in employment rates are for people with diabetes, chest or breathing problems, and difficulty with seeing, hearing, or speech. Scotland fares better in the employment of people with stomach, liver, kidney and digestion problems, for instance, and slightly better for people with autism.[1]

Chart 4: Proportion of the working-age population with disabilities by working status and type of disability, 2022

Source: Annual Population Survey, 2014-2021. * Estimates are based on a small sample size and may not be precise.

Disabled people have lower qualification levels in Scotland.

Disabled people are more likely to have no qualifications than those without disabilities, both in Scotland and the UK. Scottish adults are also more likely to have no qualifications compared to the rest of the UK, although the gap in qualifications for disabled people is larger for Scotland than for the rest of the country (Chart 4).

The proportion of people with no qualifications has been falling in recent years. This may be due to older people, on average, being less likely to have formal qualifications, and as they move to retirement age, the number of working age people without qualifications goes down.

For disabled people, it may also be true that the increase in the number of disabled people have changed the make-up of the disabled population, especially for people who are becoming disabled later in life (for example, due to mental health issues that present post-education).

Chart 5: Proportion of working-age adults with no qualifications by disability status, Scotland & rUK, 2014-21

Where are there gaps in our knowledge?

As discussed at the start, publicly available data on disability types is severely limited. For example, survey data in Scotland has detailed disaggregation on different types of disability, but only publicly provides information on whether or not someone qualifies as disabled under the 2010 Equality Act definition. The Scottish Government has been making strides to improve this data, however – a 2022 publication analyses disability employment by type of disability, but only examines one year.

One particular issue that we have found is for people who have a learning disability where the data is extremely poor. We will be publishing a new article later this week that sets out some of the particular issues for people with a learning disability.

Our next phase of research will look into more of the detail around employment levels for people in Scotland living with different disabilities based on access to non-public secure data held by the ONS. There may still be limits on the data we are able to use (for example, where robustness thresholds set by the ONS are not met), but we hope we will be able to add to the evidence base here in Scotland and provide better insights for policy makers and stakeholders on where support needs to be focussed.

£12.4 million to help change choices about work

£12.4 million awarded to six innovative new projects to understand barriers to getting into work.
Projects include investigating the impact of endometriosis on women’s work choices and how programmes to reduce obesity and type 2 diabetes can improve workforce participation.
Funding will help overcome barriers facing those who need the most support getting into work

Six ground-breaking projects including an investigation looking at how endometriosis impacts women in the workplace have been awarded £12.4 million, the UK Government has announced today (Tuesday 12 September).

The projects comprise the first round of the Labour Market Evaluation and Pilots Fund, and take place over the next two years. The results will help to transform the government’s approach to the jobs market and drive forward research into best practice in employment.

While the UK’s employment rate is higher than a number of other advanced economies, the government is committed to ensure that those who most need help getting into the workplace are supported.

The Chancellor announced a range of interventions to address this at Spring Budget 2023 – including a significant expansion of childcare support, making 30 hours of free childcare a week available to parents from children aged 9 months.

The Labour Market Evaluation and Pilots Fund is part of that and will be used to test new approaches and generate better evidence to help specific groups back into work or to work longer hours.

Financial Secretary to the Treasury, Victoria Atkins, said: “Our jobs record is incredibly strong, with high employment that means millions of people are benefiting from work. But for some, that’s not happening.

“We need to look for solutions that are tailored to help people thrive in the jobs market. This analysis is the first step towards that – looking at specific health conditions or living arrangements to find out what works to help people work.”

Minister for Social Mobility, Youth and Progression Mims Davies MP said: “The vital opportunities and confidence employment gives, helps to transform lives. This is why we are determined to support all those who want to progress to do so, while also driving down inactivity and importantly growing the economy.

“This key new funding for our pilots will enable us to support even more people to move forward in work, including vitally those in supported accommodation and more disadvantaged communities, to help people to break down any barriers to work, so more people can fulfil their employment potential.”

National Statistician, Sir Ian Diamond, said: “The ONS welcomes the opportunity to shine light on this important area with these projects.

“This new analysis will provide crucial insight for decision makers in helping to understand how health conditions impact on people’s working lives and what interventions can help people stay in work.”

One of the projects includes a first-of-its-kind Office for National Statistics (ONS) evaluation which will investigate the impact of endometriosis on women’s participation and progression in the workforce.

Endometriosis can affect around 1 in 10 women, with symptoms including chronic pain and fatigue which can disrupt daily routines, fertility and mental health and time off work may be needed for coping with symptoms.

Previous work has shown that women with the condition often take this into consideration when making career choices, including the likelihood they will need to take significantly more sick leave. This project will improve understanding and help inform government plans to support women with the condition in their careers.

A second project by the ONS will evaluate whether programmes to reduce the risk of developing type two diabetes and obesity improve people’s ability to join the labour market.

Around 3.8 million people in the UK have type 2 diabetes and 2.4 million are at high risk of developing the disease which can have a strong effect on quality of life, including the ability to work. The evaluation will include reviewing the impact of the Healthier You NHS Diabetes Prevention Programme (DPP), a large scale nine-month, evidence-based lifestyle change programme aimed at people at risk of developing type 2 diabetes.

There will also be a new pilot to address barriers to work faced by those aged 18-24 living in supported housing, which is accommodation provided alongside care, support or supervision to help people live as independently as possible in the community and can act as a pathway to transitioning into work.

To support young people in making that transition, DWP and the West Midlands Combined Authority (WMCA) have developed a Proof of Concept that will test financial support and simplification of the benefits system for 18-24 year olds living in supported housing who move into work or increase their working hours.

This will help them to build their employment prospects further, work towards becoming financially independent and progress into move on accommodation in a planned way.

Funding will also be allocated to two HMRC projects to evaluate the impact of Tax-Free Childcare on parents’ work choices and women’s return to work after maternity leave. In addition, funding will be provided to DWP to trial employment support and rent incentives to move people out of work or on low earnings into work or onto higher earnings.

Government announces new welfare reforms to ‘help thousands into work’

Disabled people and those with health conditions, who are currently being held back from improving their lives through work, will be better supported to realise their potential under UK Government plans unveiled yesterday.

As part of Government’s mission to support more people into work, the Department for Work and Pensions (DWP) has today launched a consultation on changes to the Work Capability Assessment, following the landmark Health and Disability White Paper published earlier this year
Changes represent the next step in welfare reform, reflecting the rise of flexible and home working and better employer support for disabled people and people with health conditions
Changes also reflect that one in five of those with no work preparation requirements would like to work at some point in the future, with the right support

A consultation, launched yesterday (Tuesday 5 September), will consider changes to the Work Capability Assessment, with proposals to ensure it is delivering the right outcomes for supporting those most in need.

The consultation will look at updating the Work Capability Assessment’s categories so they better reflect the modern world of work and the opportunities more readily available to disabled people.

Earlier this year, Government confirmed investment worth £2 billion to support disabled people and those with long-term health conditions into work, while delivering on the Prime Minister’s priority to grow the economy. Today’s consultation will go further to facilitate appropriate work opportunities for people, by reviewing a range of categories in the assessment – representing its first significant update since 2011.

These categories are designed to determine what activity people can do and how that affects their ability to work. This then informs assessors’ decisions on what additional financial support people can receive through their benefits, and if claimants need to do anything to prepare themselves for work.

The consultation’s proposals include updating the categories associated with mobility and social interaction, reflecting improved employer support in recent years for flexible and home working – and minimising the risk of these issues causing problems for workers.

Those who were found capable of work preparation activity in light of the proposed changes would receive tailored support, safely helping them to move closer to work and ensuring a significant proportion of people are not automatically excluded from the support available.

Prime Minister Rishi Sunak MP said: “Work transforms lives – providing not just greater financial security, but also providing purpose that has the power to benefit individuals, their families, and their communities.

“That’s why we’re doing everything we can to help more people thrive in work – by reflecting the complexity of people’s health needs, helping them take advantage of modern working environments, and connecting them to the best support available.

“The steps we’re taking today will ensure no one is held back from reaching their full potential through work, which is key to ensuring our economy is growing and fit for the future.”

Secretary of State for Work and Pensions Mel Stride MP said: “Health assessments haven’t been reviewed in more than a decade and don’t reflect the realities of the world of work today. That’s why we’re consulting on reforms which will mean that many of those currently excluded from the labour market can realise their ambition of working.

“Anyone helped towards work through these proposals would receive appropriate support tailored to their individual circumstances, allowing them to safely access the life-changing impacts that work can provide.”

Jane Gratton, Deputy Director of Public Policy at the British Chambers of Commerce, said: “Across the country, businesses are crying out for workers to fill job vacancies. Being employed has many positive benefits for people, so it makes sense to help everyone who wants to work to find a good job that meets their needs and personal circumstances.

“Employers understand this and want to be as flexible as possible to assist. To be effective, it’s crucial that, both sides, have the right support in place for as long as needed to help people find work, stay in work and have fulfilling careers.”

The UK Government is spending £25.9 billion on incapacity benefits this year, a 62% real-terms rise on 2013/14 (£15.9 billion), with current projections predicting a further 13% real-terms rise to £29.3 billion – with an extra 500,000 people coming onto these benefits – by 2027/28 if nothing changes.

This is fuelled in large part by the proportion of new claimants for incapacity benefits assessed as the highest possible award (no work-related requirements) rising from 21% in 2011 to 65% in 2022.

The Work Capability Assessment is being reviewed to ensure it reflects the latest opportunities for employment support, so that growing numbers of people are not missing out on the help available, particularly given the known health benefits from working. This is especially important when research shows that one in five of them would like to work at some point in the future.

Representing the latest step to support people with health conditions into work, this follows last year’s milestone of getting over one million more disabled people into employment compared to five years ago.

Minister for Disabled People, Health and Work Tom Pursglove MP added: “I am incredibly passionate about supporting disabled people to have the most fulfilling life possible, including through work, and these proposals would enable us to provide help to people who could benefit greatly from it.

“We will continue to look at ways to safely support more disabled people into work, unlocking all the positive wellbeing benefits that brings, whilst meeting the Prime Minister’s pledge to grow the economy.”

These proposed changes, due to come into force in 2025, come as part of the Government’s wider multi-billion pound plan to tackle inactivity and boost economic growth.

One of the measures the Government is also consulting on is the substantial risk category, where claimants who would otherwise be capable of work-related activity are excluded from work preparation requirements, on the basis that this could put them at risk to themselves or others.

The consultation will consider whether the application of this category is being applied too broadly, in turn excluding a significant number of vulnerable people from support that would prepare them to move closer to work, financial independence and a more fulfilling life.

This cohort could also benefit from the Government’s £2 billion investment to help those with long-term illnesses and disabilities get into work, and also from funding for work coaches to help people who need further support.

This includes the new Universal Support programme, which will help disabled people and people with health conditions by matching them with vacancies and providing support and training to help them start and stay in that role.

The Individual Placement and Support in Primary Care programme is part of this scheme, with £58 million being invested to help more than 25,000 people in this group start and stay in work.

The DWP is also currently running a consultation on occupational health, which is looking at ways to encourage employers to expand their occupational health offer.

And the Spring 2023 Budget provided around £250 million of funding to modernise and digitise mental health services in England, providing wellness and clinical apps, piloting cutting-edge digital therapies and digitising the NHS Talking Therapies programme.

Employees urged to adopt mindfulness routine as busy Easter approaches

With the Easter break on the horizon, this can become a busy period for many employees whether working in the office or at home.

Leading CBD company,Joy Organics, believe employees should implement their own mindfulness routine to reduce stress, avoid burnout and create a positive atmosphere at work.

Introducing goal-setting, breathing exercises and journaling are just a few of the techniques experts recommend to become more mindful throughout the working week.

Here are Joy Organics’ 10 top mindfulness tips for the workplace:

Give yourself a moment
Before starting the day and tackling the ever-growing to-do list, take a moment to set intentions for the day ahead. Putting aside time in the morning to mentally check in and be present, means the challenges of the day can be seen with greater focus and clarity.

Lend an ear
Creating a mindfulness routine in the workplace is as much about including colleagues as it is about the self. Providing a safe space for others to share opinions, ideas and general chit-chat is a positive tool for creating a happy and warm environment at work.

Be conscious of tech
Being conscious of how tech is used throughout the day can dramatically improve focus and productivity whilst at work and reduce stress. Emails especially can become a source of distraction throughout the day, so try to set a limit or schedule when and how often they are checked, where possible. Putting other devices on do not disturb modes can also help to prevent temptation.

Practise breathing
Taking a breathing break is a great tool to help refocus and feel present in the moment. Focusing on deep breath work throughout the week to release any built-up tension due to stressful aspects at work.

Stop multitasking
It’s a common misconception that performing multiple tasks at the same time is the most productive way of working. Directing attention to a singular task can help avoid context-switching and prevent simple mistakes, which will in turn help to lower stress levels.

Create a growth mindset
Setting personal goals at work that are separate from objectives set out in the job role is essential for personal development. These goals don’t have to be extravagant or complex, but small achievable tasks that can help boost happiness and accomplishment at work can accumulate over time.

Go for a walk
This may seem like a generic wellness tip, but it is common for a reason. Going for a walk and getting away from the workspace can help improve productivity. Moving the body is a great mood booster. Placing items around the house/office, away from the working space, can provide a reason to move about during the day.

Journal your time
Having a work journal alongside a regular notepad at work can be useful to track important feelings and emotions on a day-to-day basis. After a while, these journal entries will compound and can serve as an important benchmark to track stress, satisfaction and career objectives.

Slow down
Many work environments can be fast-paced so it can be hard to know when it is appropriate to slow down. Becoming too overstimulated can lead to increased stress and dissatisfaction with the working week. Leaving time between meetings to grab a drink and take a breather, it’s easy to become overwhelmed with a busy schedule so it’s important to switch gears to avoid burnout.

Channel your commute
Whether it’s on the morning commute or a lunchtime break it can be easy to slip the earphones in and dive into a gripping podcast or the trusty daily playlist. However, being present in the moment is a great way to unplug and be free of any distractions. Taking in the surroundings is a wholesome way of grounding throughout seemingly repetitive parts of the week.

A spokesperson for Joy Organics said: “Regardless of whether you work from home, in the office or a bit of both, it’s essential to establish a routine to help reduce stress and create positivity in the working environment.

“Trying to completely overhaul the working day with the tips we’ve provided is not advisable. Pick one or two to start with and try to slowly incorporate them into your routine to see how you feel.

“Some may be useful, whilst others maybe not so much, it’s all about finding simple methods that work for the individual, and this can take time.”

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.”