Tag: work

Social Bite launches Jobs First initiative with UK’s largest employers

New UK-wide programme launched to help people experiencing homelessness into employment

Social Bite has launched a pioneering initiative to help revolutionise the access people who have experienced homelessness have to job opportunities across the UK.

Through its new Jobs First programme, Social Bite will work directly with some of the UK’s biggest employers to help breakdown the barriers people who have been homeless face on their route to employment

To date, businesses including BaxterStorey, Mitchells & Butlers, Andron FM, have signed up with a plan to help create a target of 60 employment opportunities for people experiencing homelessness. The program is being part funded through a grant from the Oak Foundation.

The initiative, which guarantees living wage employment for each person, will provide wrap around support for both the employer and employee.

Each Jobs First employee will be allocated a support worker from Social Bite who will assist them throughout the programme and their employment contract, meeting weekly to offer practical support on bills and forms, as well as emotional guidance and confidence building to adapt to working life.

Social Bite will provide training to each employer to help them appropriately guide the employee while the support worker will help facilitate appraisal processes and employee progress.

As measures put in place in response to COVID-19 are wound down, it is feared that more people will experience homelessness with latest statistics released by the Ministry of Housing, Communities and Local Government (MHCLG) showing that many of these measures helped to reduce and prevent homelessness.

Data in London shows that between April and June this year, the number of people sleeping on the streets increased by 25 per cent, making Social Bite’s Jobs First initiative even more timely. Firms across the UK are also sounding the alarm over staff shortages, with Britain’s worst labour shortage in decades putting economic recovery from lockdown at risk.

George Watson kickstarted the programme today, taking on his role with hospitality provider BaxterStorey who supply Royal Bank’s Gogarburn headquarters in Edinburgh where Social Bite recently opened a café.

Josh Littlejohn MBE, CEO and Co-Founder of Social Bite, said: “Social Bite started life nine years ago by offering jobs in a small café to people who had experienced homelessness and over that time we have seen the power of employment to change lives.

“Too often, the response to people experiencing homelessness is to ‘get a job’ – however, it’s not that easy. Proactive employers stepping out of their comfort zone to provide chances for those who would otherwise be excluded and a wraparound support alongside the job are the solutions.

“That’s why the Jobs First programme is so important. We will match people who are excluded from the jobs market with some of the UK’s largest employers.

“The wrap around support we will provide will help both employers and employees enjoy a fruitful working partnership. At a time when the UK is facing a serious labour shortage, we are incredibly proud to be partnering with major employers to deliver a program of scale throughout the UK that can act as a blueprint for how we can provide employment opportunities for homeless and marginalised people.”

Over the past four years, Social Bite has supported 34 people into employment from a background of homelessness and in total, one quarter of its workforce has experienced homelessness.

Of the 34, many have moved into employment roles with other companies, some into higher education and in many cases, they have developed careers within Social Bite. These learnings have formed the basis for rolling out Jobs First across the UK.

Operations Manager, Caroline Bacigalupo at BaxterStorey, said: “Jobs First is a fantastic programme and we’re proud to be working with Social Bite to offer training and employment opportunities to people who were previously homeless.

“We’re all thrilled to welcome George on board and can’t wait to support other Jobs First employees reach their full potential as the programme develops.”

George Watson said: “Social Bite has been like my family for the past seven years. I am really excited to start my job role with BaxterStorey. I am grateful for the Jobs First programme and hope it will help many others into employment.”

Science and Technical industries see highest pay increases during pandemic

  • Companies providing professional, scientific and technical services have seen an increase in wages of 11.4% from January 2020 to July 2021
  • Businesses in the Arts, Entertainment and recreation sector have seen the second highest increase of 10.84%
  • Accommodation and Food Services have seen the lowest increase, at just 0.75%

Professional, scientific and technical services – including financial management, scientific research and development and agricultural – have received the UK’s highest increase in average wage since the pandemic began, a new study shows.

Comparing ONS average wage figures from January 2020 with those from July of this year, research from leading software developers Bacancy Technology reveals that the average salary for those working in professional, scientific and technical services has gone up by 11.4% – the highest increase across industries in the UK. Overall, this sector’s monthly pay packet of £2,270 per month in Jan 2020 has increased to £2,529 in July of this year.

Roles within the Arts, Entertainment and Recreation sector have seen the second highest average wage increase, going up by 10.8%. The industry’s average has gone from £1,255 in January of 2020 to £1,391 in 2021 – a growth of £136.

Though positions within Finance and insurance saw the third highest percentage increase in wages of 10.6%, the sector saw the highest raw average financial increase from last January to this July, of £308. Average wages in this sector increased from £2,883 to £3,191 per month.

At the other end of the spectrum, employees within Accommodation and Food Services ranked with the lowest wage growth, both in percentage and raw financial increase – seeing an average increase of less than 1% – just £8 per month.

Construction services have also seen slow growth over the lockdown period, placing the second lowest in the table with an average increase of just 1% – an additional £23 per month to their pay checks.

Assessing these findings, a spokesperson for N.Rich commented: “This breakdown shows a number of interesting facts surrounding the UK’s most lucrative industries for personal financial growth over time. The rising demand for financial guidance, agricultural suppliers and medical research and development over lockdown has clearly impacted the wages received by the employees of these businesses.”

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.

UK industry average wage increases – January 2020 to July 2021

SectorAvg. wage in GBP (Jan ’20)Avg. wage in GBP (Jul ’21)Increase in GBP from Jan ’20 to July ’21Raw financial increase rankPercentage increase from Jan ’20 to July ’21Percentage increase rank
Finance and insurance2,8833,191308110.683
Information and communication2,8363,129293210.334
Professional, scientific and technical2,2702,529259311.411
Arts, entertainment and recreation1,2551,391136410.842
Agriculture, forestry and fishing1,6681,80313558.095
Energy production and supply3,2283,35813064.0315
Administrative and support services1,5801,70712778.046
Health and social work1,7681,89512787.188
Extraterritorial2,7962,92012494.4314
Education1,8912,013122106.459
Real estate1,9952,104109115.4612
Manufacturing2,2982,402104124.5313
Other service activities1,3601,461101137.437
Transportation and storage2,2542,34490143.9916
Wholesale and retail; repair of motor vehicles1,4761,55781155.4911
Mining and quarrying3,8703,93969161.7819
Water supply, sewerage and waste2,4572,51760172.4417
Public administration and defence; social security2,4602,51959182.4018
Households91096353195.8210
Construction2,1962,21923201.0520
Accommodation and food services1,0701,0788210.7521

 www.bacancytechnology.com

A roundup of the latest job roles available at Fort Kinnaird

Fort Kinnaird is advertising over 30 job roles on its website, with vacancies available across retailers, restaurants and facilities.

There is a selection of part-time, temporary and full-time positions available across over 14 brands – ranging from beauty therapists and retail customer advisors to chefs and security officers.

Liam Smith, centre director at Fort Kinnaird, said: “It’s been a really positive time for us and our retailers since we’ve reopened. With new brands coming to the centre in the next few months, it’s great to see such a variety of roles available via our partners at the Recruitment & Skills Centre based at Fort Kinnaird.

“We’re looking forward to bringing even more job opportunities to the city.”

Here’s a selection of some of the opportunities available:

ProCook

If you’re a customer focused and target oriented team player with an interest in cooking, ProCook is a recruiting for a number of roles at its newly opened Fort Kinnaird store. In return for providing excellent customer service and exceeding sales targets, you’ll receive fantastic company benefits, with opportunities for development and performance related progression.

Current vacancies: Deputy Managers (closes 29th October), Temporary Christmas Staff (closes 30th November 2021), Sales Advisors (closes 24th November),

You can find out more and apply here.

MAC (Boots)

Beauty lovers, this is the job for you! The MAC store within Boots at Fort Kinnaird is looking for a Retail Manager. You’ll be responsible for all areas of your business, inspiring your team day in and day out in a fast-paced environment to deliver world-class customer experience.

If you’re a commercially minded, inspirational leader with a knack for creating a real buzz around sales and artistry, you can apply for the role via the Estee Lauder website.

Three

Three’s Fort Kinnaird store is looking for friendly and ambitious individuals to join its award-winning retail team as a Customer Advisor. There will be lots of opportunities to develop and show your drive to succeed in an environment that supports and prepares you for the next level of your career.

The current vacancies available are full-time and part-time (12 hours per week) Retail Customer Advisors, with vacancies closing on 2nd November.  You can find more and apply via the Three website.  

PizzaExpress

If you’ve got a passion for high standards, food or just an interest in learning, PizzaExpress can help you develop a career where the sky’s the limit.

PizzaExpress opened its first restaurant over 50 years ago. Over 600 restaurants later, its passion to create hand crafted authentic pizza remains the same.

There are plenty of ways to progress your career into senior kitchen, supervisory or management roles and lots of opportunity to earn more, with plenty of benefits too.

The current vacancies available are a part-time Potwash (closing date 10th October) and part-time Front of House Support Team (closing date 17th October).

Find out more and apply via the PizzaExpress website.

For the latest job vacancies at Fort Kinnaird and further guidance, please visit www.rscfortkinnaird.co.uk. 

A Tale of Two Pandemics: TUC exposes COVID Class Divide

NEW POLLING reveals the extent to which low-paid workers have borne the brunt of the pandemic

  • NEW POLLING reveals the extent to which low-paid workers have borne the brunt of the pandemic 
  • TUC analysis shows three industries furthest away from recovery are all low-paid  and have highest rates of furlough use 
  • TUC warns the end of furlough and Universal Credit cut will be a hammer blow for low-paid workers 
  • Union body says without an economic reset post-pandemic the government’s levelling up agenda will be “doomed to failure” 

The coronavirus crisis has been “a tale of two pandemics”, the TUC said today as it calls for an urgent “economic reset” to tackle the huge class divide in Britain that has been exposed by the pandemic. 

The call comes as the union body publishes new polling which shows how low-income workers have borne the brunt of the pandemic with little or no option to work from home, no or low sick pay and reduced living standards, while better-off workers have enjoyed greater flexibility with work, financial stability and increased spending power.  

Pandemic class divide 

New TUC polling, conducted by Britain Thinks, has revealed the extent of the pandemic class divide with the high-paid more financially comfortable than before, while the low-paid have been thrust into financial difficulty: 

  • Low-paid workers (those earning less than £15,000) are almost twice as likely as high-paid workers (those earning more than £50,000) to say they have cut back on spending since the pandemic began (28 per cent compared to 16 per cent) 
  • High earners are more than three times likely than low-paid workers to expect to receive a pay rise in the next 12 months (37 per cent compared to 12 per cent). 

This Covid class divide isn’t just apparent on personal finances. The polling also shows how low-paid workers are markedly more likely to get low or no sick pay compared to higher earners: 

  • Low-paid workers are four times more likely than high-paid workers to say they cannot afford to take time off work when sick (24 per cent compared to six per cent). 
  • Only a third (35 per cent) of low-paid workers say they get full pay when off sick compared to an overwhelming majority of high-paid workers (80 per cent) 

The TUC has long been calling for an increase to statutory sick pay, which stands at a derisory £96.35 a week, and from which more than two million low-paid workers – mostly women – are currently excluded because they do not earn enough to qualify.  

The union body recently criticised the government decision to “abandon” these two million workers by failing to expand eligibility of sick pay, as they had previously promised. 

This lack of decent sick pay is compounded by the fact that low-paid workers are more than three times more likely than high-paid workers to say they their job means they can only work outside the home (74 per cent compared to 20 per cent).  

This means that low-paid workers face greater risk of contracting the virus at work, and when ill, often face the impossible choice of doing the right thing but losing income or keeping full pay but potentially spreading the virus. 

Low-paid industries lag 

New TUC analysis shows that the three industries furthest away from a jobs recovery – arts and entertainment, accommodation and food and ‘other services’ – are all ‘low paid’ industries.  

These are also the three industries with the highest furlough rates according to HMRC stats, and three of the highest according to most recent ONS estimate.  

The end of furlough poses a serious threat to low-paid jobs in these industries – and combined with the “senseless” Universal Credit cut – will be a hammer blow for low-paid workers and push many further into hardship, the union body says. 

Time for an economic reset 

The TUC says its analysis and poll findings paint a picture of stark inequality in the UK, which has been further entrenched through the coronavirus crisis, and show that the country needs an urgent “economic reset” post-pandemic. 

The union body warns that without such a reset, the government’s levelling up agenda will be “doomed to failure” as ministers risk repeating the same mistakes which followed the financial crisis, allowing insecure work to spiral even further. 

To prevent unnecessary hardship in the coming months, the TUC is calling on the government to: 

  • Extend the furlough scheme for as long as is needed to protect jobs and livelihoods and put in place a permanent short-time working scheme to protect workers at times of economic change 
  • Cancel the planned £20 cut to Universal Credit 

And as part of a post-pandemic reset, the TUC says ministers must: 

  • Ban zero hours contracts 
  • Raise the minimum wage immediately to at least £10 
  • Increase statutory sick pay to a real Living Wage and make it available to all 
  • Introduce new rights for workers to bargain for better pay and conditions through their unions  

TUC General Secretary Frances O’Grady said: “Everyone deserves dignity at work and a job they can build a life on. But too many working people – often key workers – are struggling to pay the bills and put food on the table.  

“It has been a tale of two pandemics. This Covid class divide has seen low-paid workers bear the brunt of the pandemic, while the better off have enjoyed greater financial security, often getting richer. 

“This should be a wake up call – we need an economic reset. It’s time for a new age of dignity and security at work. 

“Without fundamental change, the government’s own levelling up agenda will be doomed to failure. And we risk repeating the same old mistakes of the past decade – allowing insecure work to spiral even further. 

“Ministers must start by banning zero-hours contracts, raising the minimum wage with immediate effect and increasing statutory sick pay to a real Living Wage, making it available to all.  

“And we know that the best way for workers to win better pay and conditions at work is through their union.” 

On the risk to low-paid workers this autumn, Frances said:  “The imminent end to the furlough scheme and cut to Universal Credit this autumn will be a hammer blow for low-paid workers and could plunge millions into hardship, many of whom are already teetering on the edge. 

“The government must reverse its senseless decision to cut Universal Credit and extend the furlough scheme for as long as is needed to protect jobs and livelihoods.” 

Acas: Employee mental health support has got better since the start of the pandemic

New research by Acas has found that over a third (36%) of British employers have seen their mental health support improve since the start of the coronavirus (COVID-19) pandemic.

Acas commissioned YouGov to ask businesses in Britain about whether they had seen a change to employee mental health and wellbeing support in their organisation since the start of the pandemic. The poll found that:

  • Over a third (36%) said it had got better;
  • Nearly one in ten (9%) said it had got worse;
  • Half (50%) reported it as staying the same; and
  • 6% of employers did not know.

Acas Chief Executive, Susan Clews, said: “The pandemic has been a challenging period for everyone and it’s great to see that over a third of bosses have managed to improve their organisation’s mental health support for their staff.

“However, nearly one in ten employers have seen this support deteriorate so it is important for businesses to invest in the wellbeing of their workers as they open up again.

“Acas has good advice and training on how to support and manage mental health and wellbeing at work.”

Acas advice for employers on managing mental health during COVID-19 includes:

  • Be approachable, available and encourage team members to talk to you if they’re having problems;
  • Keep in regular contact with your team to check how they are coping;
  • Be understanding towards the concerns and needs of your staff while they work in new or unexpected ways. For example, working from home or managing childcare while working;
  • Address any individual communication preferences such as asking team members if they prefer to talk over the phone, through video meetings or by email; and
  • Look after your own mental health and get support if you feel under more pressure than usual. This support could be a colleague at work, a mental health network or a counsellor.

For the full Acas advice, please see: www.acas.org.uk/coronavirus-mental-health 

Tap into a Better Future: SNIPEF Training Services calls for recruits

New opportunity to fill the ranks of the next generation of highly skilled plumbing and heating technicians

Places on the Modern Apprenticeship in Plumbing and Heating are filling up fast. Spaces are open to applications from anyone aged 16 and over for the Modern Apprenticeship in Plumbing and Heating programme, including existing employees and new recruits of plumbing firms.  

With demand already outstripping supply it is vital to attract new talent to the sector to avoid long term consequences for the plumbing trade. Even before the global pandemic, the industry was faced with a skills shortage.  

This skills deficit has now become more critical and to ensure that the plumbing industry is able to keep up with current demand and meet the government’s net zero ambitions, SNIPEF is urging individuals to consider a career in plumbing, and for plumbing employers to support them by offering apprenticeships. 

With training delivered both on-site and in a classroom environment, a plumbing apprenticeship offers individuals the opportunity to earn a wage while gaining the important skills, knowledge, and experience to become a qualified plumber.  

The programme is managed by SNIPEF Training Services Ltd (STS), the only industry recognised Management Agent and Training Provider in Scotland.

With 38 years experience in delivering Modern Apprenticeships, STS now work with 18 colleges across Scotland supporting training in four fuel pathways which include ACS Gas, Oil, Low Carbon Technology and Solid Fuel.  

In addition to fuel accreditation, participants will achieve an SVQ Level 3 (SCQF 7) Modern Apprenticeship qualification which also includes Water Byelaws and Unvented Hot Water.  

Fiona Hodgson, Chief Executive of SNIPEF, said: “Anyone looking for a satisfying career, whether a school-leaver or someone contemplating a career change, should consider the benefits of undertaking a plumbing apprenticeship.

“Starting, then working diligently to complete a plumbing apprenticeship, is an excellent option for anyone who hasn’t yet decided how they want to direct their working lives.

“As an employer, there are many benefits to recruiting an apprentice or offering a Modern Apprenticeship to an existing staff member. Not only will you be developing enthusiastic talent with the exact skills and experience the plumbing and heating industry and your business requires you will also be developing the workforce of the future.” 

Dale Thomson, Training Manager of SNIPEF Training Services Ltd, said “It is more important than ever that increasing numbers of people consider a career in the plumbing and heating industry.  

“There are skill shortages up and down the country and employers are desperately looking for competent and qualified plumbers to help with the work they have lined up.  

“In addition to this, we need to ensure that sufficient numbers of plumbing apprentices are being trained now to secure enough qualified plumbers in the future to work on low carbon technology such as heat pumps to meet the Scottish Government’s ambitious net zero carbon targets.  

“If you are an employer looking to recruit an apprentice or if you are interested in a career in plumbing please contact SNIPEF Training Services who will assist you every step of the journey.” 

STS has supported thousands of apprentices to complete their training to become qualified plumbers, guiding apprentices and employers from recruitment and selection through to workforce planning, funding and training delivery.  

College places are limited and with many plumbing employers already applying to enrol candidates for the 2021 cohort registering interest now is strongly recommended.  

Anyone considering a career in plumbing and heating or hiring an apprentice plumber, should contact Gillian Macaulay, Regional Support Officer at:

SNIPEF, Bellevue House, 22 Hopetoun Street, Edinburgh EH7 4GH. T: 0131 322 1245. E: training@snipef.org W: http://www.becomeaplumber.org/.  

T: https://twitter.com/snipeftraining 

FB: https://www.facebook.com/SNIPEFtraining/ 

LI: https://www.linkedin.com/company/snipef-training-services-ltd/ 

“Daughter of furlough”?

TUC calls for permanent short-time working scheme to protect jobs in times of economic crisis and change

  • TUC says government must build on the success of furlough – and set up a permanent scheme to deal with big disruptions to jobs in the future, like the transition to net zero, future pandemics and technological change 
  • Periods of industrial change have too often been mismanaged and led to increased inequality – a short-time working scheme would help prevent this, says TUC 
  • Union body warns of job losses amid abrupt end to furlough scheme 

The TUC is calling on the government to establish a permanent short-time working scheme as “a post pandemic legacy” to help protect working people through periods of future economic change. 

The TUC says the furlough scheme, while far from perfect, is one of the major successes of government policy during the pandemic, protecting millions of jobs and livelihoods. 

On the back of the success of the furlough scheme, the union body is urging government to build on furlough – “not throw away its good work” – with a permanent short-time working scheme to make the labour market more resilient in times of change and crisis.  

The union body adds that because of the UK transition to net zero and the increased uptake of new technology, this is “hugely relevant”.   

Case for a short-time working scheme 

In a new report, Beyond furlough: why the UK needs a permanent short-time work scheme, the TUC says the case for a short-time working scheme is clear, citing significant benefits for workers, firms and government. The union body says for workers, a short-time working scheme would: 

  • reduce the risk of workers losing their jobs in times of crisis  
  • protect workers’ incomes – particularly as short-time working schemes are usually more generous than unemployment benefits.  
  • prevent widening inequalities – protecting women, disabled workers and BME workers who tend to lose their jobs first in a recession due to structural discrimination   

And for the government, it would: 

  • protect against long-term unemployment, and the subsequent devastating impacts on communities 
  • help stabilise the economy, and encourage a faster economic recovery as workers continue to spend their wages 
  • save money, as the cost of furlough schemes is often below the cost of unemployment benefits, particularly where costs are shared with employers. 

For employers, the TUC says that such a scheme would produce significant savings on redundancy, training and hiring costs, as they enable firms to keep skilled workers on their books. 

The union body points out that the UK is an anomaly among developed nations in having no permanent short-time working scheme to deal with periods of industrial disruption and weak demand.  

In the OECD, 23 countries had short-time working schemes in place before the coronavirus pandemic, including in Germany, Japan and many US states. 

Turbulent times ahead 

The TUC predicts that the UK economy is likely to face significant risks in the future – be it from climate change and the transition to net zero, new technologies such as AI, new variants or another pandemic. All could cause unpredictable and widespread disruption in the labour market – causing big spikes in unemployment and business failure.  

The TUC cites failed attempts to manage industrial change in the past, which “left communities abandoned” and played a major role in the widespread regional inequality we see today.  

The union body says that if the government is serious about levelling up, it will put in place a permanent short-time working scheme to prevent inequalities spiralling – adding that a short-time working scheme could play a vital role in achieving a ‘just transition’ to net zero.   

Criteria for accessing scheme 

The TUC says the scheme should be governed by a tripartite panel bringing together unions, business and government, which should be tasked with designing the criteria for the new scheme. 

In designing the scheme, the TUC says the panel should take into account best practice from existing global schemes. The union body has set out the following conditions which it says must be in place for accessing a short-time working scheme: 

  • Workers should continue to receive at least 80 per cent of their wages for any time on the scheme, with a guarantee that no-one will fall below the minimum wage for their normal working hours 
  • Any worker working less than 90 per cent of their normal working hours must be offered funded training. 
  • Firms must set out a plan for fair pay and decent jobs 
  • Firms should put in place an agreement with their workers, either through a recognised union or through consultation mechanisms. 
  • Firms must demonstrate a reduction in demand – which can include restructuring     
  • Firms should commit to paying their corporation tax in the UK, and not pay out dividends while using the scheme. 
  • The scheme should ensure full flexibility in working hours. 
  • There should be time limits on the use of the scheme, with extension possible in limited circumstances. 

TUC General Secretary Frances O’Grady said: “Everyone deserves dignity and security at work. The pandemic shows how an unexpected economic shock can wreak havoc on jobs and livelihoods with little warning. 

“In a changing and unpredictable world – as we battle climate change and new technologies emerge – a permanent short-time working scheme would help make our labour market more resilient and protect jobs and livelihoods.  

“Too often in the past, periods of economic and industrial change have been badly mismanaged – increasing inequalities and leaving working people and whole communities abandoned.  

“Setting up a ‘daughter of furlough’ to provide certainty to workers and firms through future industrial change would be a fitting pandemic legacy. 

“Furlough has been a lifeline for millions of working people during the pandemic. Now is the time for the government to build on the success of furlough with a short-time working scheme – not throw away its good work.” 

Furlough warning 

The call for a permanent short-time working scheme comes exactly six weeks before the furlough scheme is set to end – the date at which employers are legally obliged to start consulting on planned redundancies with their staff.  

The TUC is warning the abrupt end to the furlough scheme will cause unnecessary job losses and may harm the country’s economic recovery. 

Recently, aviation unions have also been raising concerns about the sudden end to the furlough scheme and the loss of jobs in the sector. 

On the ending of the furlough scheme, Frances said: “The jobs market is still fragile, with more than a million people still on furlough. 

“An abrupt and premature end to the furlough scheme will needlessly cost jobs and harm our economic recovery.  

“Instead of pulling the rug out from under the feet of businesses and workers, the chancellor must extend the furlough scheme for as long as is needed to protect jobs and livelihoods.” 

Captain Martin Chalk, Acting General Secretary of BALPA said:  “The UK aviation sector is the only industry to remain effectively in a lockdown.  

“It employs about one million workers directly and ONS statistics show that 57% of remaining employees in air transport companies remain on furlough.  

“The scale of jobs at risk of redundancy when the furlough scheme ends is self-evident, yet the footprint of aviation must not be missed – one in four constituencies has over 1,000 people employed directly by aviation companies.  

“If the Chancellor chooses not to extend furlough, the effects will be felt by workers, communities and businesses right across the country.” 

Diana Holland, Unite Assistant General Secretary, said: “Aviation is crucial to the UK’s economic recovery. It needs furlough support to continue while Covid restrictions apply.

“Airports and aviation support thousands of jobs. Without support all are at high risk.” 

– The full report Beyond furlough: why the UK needs a permanent short-time work scheme is here: 

https://www.tuc.org.uk/sites/default/files/2021-08/PermanentFurloughReport.pdf

‘No place in modern Britain’: TUC calls for umbrella companies ban

  • Union body warns use of umbrella companies could spiral post-pandemic
  • New TUC research estimates that half of agency workers work for umbrella companies

The TUC has called for umbrella companies to be banned, as it publishes a new report on their increasingly widespread use in the UK labour market. The union body says the scandalous workplace practices associated with umbrella companies have “no place in modern Britain”.

An umbrella company is essentially a payroll company, used by recruitment agencies to operate a PAYE (pay-as-you-earn) system for the agency workers that they find work for. In many cases, the umbrella company will also employ the agency worker, with the agency workers becoming “employees” of the umbrella company.

A fragmented employment relationship

The TUC says that umbrella companies create multiple issues which mean it is difficult for workers to exercise their basic rights.

The union body says in particular, workers face misleading and unfair deductions from pay, adding that breaches of holiday leave and pay entitlement are widespread – with umbrella companies preventing workers from taking their holiday entitlements.

To make matters worse, the TUC says “the use of umbrella companies fragments the employment relationship”, leaving workers unsure of who to speak to resolve problems and often “passed from pillar to post” when trying to sort out their issues.

It has been widely reported that some umbrella companies promote and coerce their employees to use tax evasion schemes, leaving workers potentially facing huge future tax bills.

Increased use of umbrella companies

The union body is warning that the use of umbrella companies could spiral post-pandemic because of a combination of changes to tax rules (IR35) which have come in this financial year and the increase in agency work.

The IR35 or “off-payroll working rules” will potentially make employers liable for the tax and national insurance contributions of the contractors that they engage with.  Government guidance states that the off-payroll working rules are unlikely to apply if you are employed by an umbrella company.  

The TUC predicts that transferring contractors to umbrella companies will be seen by some companies as a convenient way to continue to shirk their tax and employment rights obligation.

New TUC research estimates that half of agency workers work for umbrella companies. Recruitment agencies have been used through the pandemic for key worker roles that needed to be mobilised quickly, like vaccinators and testing staff.

The TUC is concerned that post-pandemic the number of agency workers will increase – and therefore umbrella workers too – as companies scramble for new staff amid reopening and labour shortages in some sectors.

The TUC warns that there is no proper regulation of the sector, because the government has failed to task any of the enforcement bodies with regulating the umbrella sector, despite  a recommendation from the Taylor Review into Modern Working Practices, that enforcement of umbrella companies should be stepped up.

The union body says this is a “gaping hole in enforcement” and lets down some of the lowest paid and most insecure workers.

In order to clamp down on the umbrella companies, the TUC is calling for:

  • An outright ban on umbrella companies by requiring employment agencies to pay and employ the staff they place with clients
  • Joint liability laws in supply chains, that make the end client and any contractor in the supply chain responsible for upholding the legal rights of those working in the supply chain
  • Greater trade union access to workplaces and new trade union rights

TUC General Secretary Frances O’Grady said: “Everyone deserves decent work. But too many low-paid workers are denied the wages they were promised and basic legal rights like holiday pay because they work for umbrella companies.  

“Lots of them are the key workers we all applauded – like social care workers, teachers and coronavirus testing staff.

“These scandalous workplace practices have no place in modern Britain. But our inadequate regulations let dodgy umbrella companies off the hook – allowing them to act with impunity.

“Employers shouldn’t be able to wash their hands of any responsibility by farming out their duties to a long line of intermediaries.

“Enough is enough. It’s time for ministers to ban umbrella companies, without delay.”

UmbrellaCompaniesDownload

Acas urges workers to speak to their bosses about taking holidays

4 in 10 report taking less time off during pandemic

New research by Acas has found that around 4 in 10 British employees (39%) have taken less paid time off work during the pandemic compared to before it started.

Acas commissioned YouGov to ask British employees workers about how much annual leave or paid time off they had taken since the start of the pandemic when compared to previous years. The poll also found that the results varied depending on the size of the organisation:

Acas advice is that it is important for people to take time off to get rest, to keep both physically and mentally healthy and to use their holiday entitlement within their current leave year where they can.

Susan Clews, Acas Chief Executive, said: “Our poll findings are unsurprising as many workers may have taken advantage of a new law introduced last year, which allows them to carry over most of their paid time off into this year.

“Whilst the easing of pandemic restrictions is good news for many businesses, many staff will be keen to use up the leave they have saved up to take advantage of the summer season.

“Acas advice is for employees to agree any holiday plans with their managers and keep them updated on any new COVID developments that could impact work such as travel quarantine or being asked to self-isolate.”

Acas has advice for employers and employees on taking leave, what the rules are and what has changed as well as information on what to do if you need to self-isolate when returning from abroad.

In 2020, the Government introduced a law allowing employees and workers to carry over up to four weeks statutory paid holiday into their next two holiday leave years. This law applies for any holiday that staff do not take due to COVID-19.

Acas advice on taking paid time off includes:

  • Workers should try and make requests for paid holiday throughout their holiday year;
  • If holiday plans suddenly change due to COVID-19 then employees should get in touch with their boss to agree alternative options for time off; and
  • Get any time off requests in as soon as possible as employers need to plan staff cover for their businesses and are unlikely to agree staff all taking holiday at the same time.

It’s important to check the latest Government guidance before and after travelling:

  • People who need to self-isolate should not leave their home to go to work but can work from home if it’s agreed with their employer;
  • If an employee cannot do their job from home, they should talk to their employer to agree what type of leave to use;
  • Employees and workers are not entitled to Statutory Sick Pay (SSP) if they’re self-isolating after travel abroad and cannot work from home. But an employer can choose to pay them sick pay at the same rate as SSP or a higher rate if they want to.

For the full Acas advice on paid time off please visit, https://www.acas.org.uk/holiday-sickness-leave and for self isolation please visit, https://www.acas.org.uk/coronavirus/self-isolation-and-sick-pay

£70 million investment in youth employment

Young people looking to enter the workforce are to benefit from £70 million of investment from the Scottish Government.

The Young Person’s Guarantee aims to protect people from the economic impact of COVID-19 by offering every 16-24 year old in Scotland the opportunity of a job, apprenticeship, further or higher education, training programme or volunteering.

The announcement meets four of the commitments for the first 100 days of this government, and comes as a new report highlights the progress of the Young Person’s Guarantee.

Since it was officially launched in November 2020 funding has been committed to create up to 18,000 training, job and apprenticeship opportunities for young people.

The £70 million of investment includes:

  • £45 million for local partnerships to provide training, employer recruitment incentives, and mental health interventions for young people
  • £13.5 million for Colleges, Universities and the Scottish Funding Council to provide industry-focussed courses supporting up to 5,000 young people and employment support for 500 recent graduates
  • £10 million for the roll-out of new school coordinators and enhanced school provision to support young people access education, work and training
  • £1.5 million to increase places on volunteering and third sector programmes

During a visit to Young Movers, a youth charity based in Glasgow, First Minister Nicola Sturgeon said: “We know that young people have been badly affected by the pandemic and we are determined to do everything we can to support them.

“The Young Person’s Guarantee is a vital part of that support which aims to give all young people the chance to succeed despite the economic impacts of COVID-19.

“This investment of £70 million, which meets four of our 100 days commitments, will also ensure employers continue to benefit from the fresh talent and new perspectives that young people bring to workplaces across Scotland.”

Sandy Begbie, Chair of the Young Person’s Guarantee Implementation Group, said: “Inclusion was at the core of the Young Person’s Guarantee so I am particularly pleased by the increased opportunities created for young people who are furthest from the workplace. 

“None of this could have been achieved without employers being engaged and I am delighted we have almost 100 employers and business groups signed up supporting the scheme.

“Our young people, who have been disproportionately impacted as a result of the pandemic, are an asset to Scotland and it has never been more important that we deliver against the Young Person’s Guarantee.”