#returntowork

22 07 2024

Liz Kendall, Work and Pensions Secretary sets out details of Back to Work Plan | Consensus HR in Herts, Beds.

Matthew Chilcott Blog, Employment Law, General, Performance Management, Recruitment @sg1businessclub, #backtowork, #backtoworkplan, #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinbeds, #returntowork, #sickness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The UK government recently unveiled details of its “Back to Work Plan” aimed at reducing long-term unemployment and supporting those with disabilities or long-term health conditions. The plan, announced by the Work and Pensions Secretary, includes several key initiatives to help people get off benefits, stay healthy, and secure employment.

Key components of the plan include:

Enhanced Employment Support: The government is expanding programs like NHS Talking Therapies and Individual Placement and Support (IPS) to provide more comprehensive support for those seeking work (Recruiter) (Express.co.uk).
Reform of Work Capability Assessments: Changes are being made to the Work Capability Assessment process to better evaluate and support individuals with disabilities or health conditions. This aims to ensure more accurate assessments of individuals’ abilities to work and to provide appropriate support (RNIB).
Intensive Job Coaching and Training: Unemployed claimants will receive regular support from work coaches. If they remain unemployed, they will be referred to the Restart scheme, which offers 12 months of intensive training. Persistent unemployment may lead to mandatory work placements or other activities designed to improve employability (RNIB).
Youth Employment Guarantee: The plan includes a guarantee for young people aged 18 to 21, providing opportunities for training, apprenticeships, or job placements (Express.co.uk).
Integration of Services: The plan aims to merge Jobcentre Plus and National Careers Services to create a more streamlined and effective support system for job seekers (Express.co.uk).

(Recruiter) (Express.co.uk).

Our HR comment:

Our HR Comment: – Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a couple of blogs pre- and post-Election and many of the points raised in this article are what we have written about and highlights what we have always said at Consensus HR, businesses have nothing to worry about if they are working to best practice and the law and that is what we do with our clients.”

Here are our previous blogs on the subject:

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24 05 2023

Long-term risk to London’s economy from reduced office interactions

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #returntooffice, #returntowork, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

A poll of office workers in London by the thinktank Centre for Cities found they are spending on average 2.3 days a week in the workplace, or 59% of the time they would have been in the office prior to the pandemic. The thinktank’s report, entitled Office Politics: London and the Rise of Home Working, warns that, despite the upfront benefits for staff in terms of better work-life balance and less commuting, there may be longer-term costs for the capital in terms of lost productivity. “Policymakers should be wary that we don’t passively let a public health emergency turn into a longer-term negative impact on the economy,” said Andrew Carter, chief executive of Centre for Cities. The report referred to more than a century’s worth of academic research about the economic benefits of face-to-face collaboration, or so-called “agglomeration” effects, observing that these “would suggest that there will be a long-term productivity hit” from reduced office activity. “The big risk here is that hybrid working sees a further deterioration in productivity growth off the back of a poor performance over the previous decade-and-a-half, at a time when the London economy needs to move in the opposite direction,” the report said.

Centre for Cities

Financial Times

The Guardian

Our comment: Long-term risk to London’s economy from reduced office interactions

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting report and is the start of I am sure many since the Pandemic and the changes in peoples working preferences. This report shows that London’s economy could suffer and employee’s productivity due to lack of face-to-face collaboration. As previously discussed and shown in one of our previous blogs we have seen many of our clients offering a bit of both with three days in the office and two working from home and can see the difference travelling to the office on the A1 on a Monday and Friday when the roads are rather clearer. Businesses need to ensure that they consult with their workforce but make it clear the reasons why a return to the office is unquestionable if this is the case for the success of the business and their career and we wait to see what economical effect if any it has going forward.”

Here is a previous blog on the subject:

Office working should be ‘default’, Chancellor says

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If you need support with your team this summer, then we are her to help.

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29 11 2022

City workers ignore calls to return to offices

Matthew Chilcott Employment Law, General, Health & Safety, Performance Management #HRblog, #HRHertford, #HRLetchworth, #HRStevenage, #hybridworking, #outsourcedhumanresources, #returntowork, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott -FCIPD, ACEL, BA (Hons), Owner of Consensus HR – City workers ignore calls to return to offices comments; “It seems now that the statistics for people wishing to continual to work from home following the Pandemic are starting to come in, with this latest story involving City workers. This is something that I thought would happen as how can many businesses say, following the Pandemic that workers can no longer work from home, if it was successful then?

We have found that this is very business sector specific as many of our clients do not have the choice as the services, they offer need face to face customer service / contact but the few that do not are currently considering their options. Many have taken the option that working from home is still permitted for 1 -2 days a week but for the other working days of their week, the member of the team is needed in the office. Why? You may ask? We have found that many prefer to be in the office and work and keep their personal / business lives separate and have a working lifestyle, with meeting team members whilst also having the opportunity to work from home occasionally if needed. Business owners have had to manage this correctly by working with their teams and explaining why they are required to return to the office to work and attend meetings and what the benefits are to the business, team, and the employee themselves.

In these scenarios it is where HR plays an effective part by consulting and working with your team to find the best solution for the business and them as an employee. If there is not business, then there is no employment, but the team should be encouraged to look for solutions on the way forward with businesses explaining the need for them to be present in the workplace and the benefits this has for the team spirit and business sales / success. The team must however understand that they have a job to fulfil and SMART objectives / Job Description to achieve and follow for the company and their success whilst having the opportunity at their regular performance review (appraisal) to have their say / input on the way forward for their career and the success of the company.”

NEWS ARTICLE:

City workers are ignoring calls from executives to be in the office for a minimum number of days each week, according to a new report based on interviews with 100 workers in major companies. The study suggests that staff and managers in the financial and professional services sectors are employing “bespoke” working models that align with their specific operational needs. The report argues that remote-first policies have no detrimental impact on productivity, with survey respondents saying that flexible working policies have the potential to significantly boost productivity and provide greater efficiency. Dr Grace Logan, an economist at the London School of Economics, warns that demands from top level executives that workers come in for a minimum number of days each week are “ego-driven rather than having the best interests of the business in mind.” Anna Lane, president of Women in Banking and Finance, said managers demanding “rigid” schedules, requiring workers come in for “3,4, or 5” days each week, will “lose out to their competitors who do not” make such demands

Financial Times

City AM

The Human Times

16 11 2022

Over-50s head back to work

Matthew Chilcott Blog, Employment Law, General, Recruitment, Training & Development #age, #agediscrimination, #equalityact2010, #returntowork, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Matthew Pinto-Chilcott – Owner – Consensus HR comments: “What has age got to do with being able to work if they have the ability to do so? This article in ‘The Times’, at a time when many organisations are experiencing difficult in recruiting suitable members to the team, just shows how many business owners judge a book by its cover. Thankfully peoples Date Of Birth (DOB) is no longer expected to be outlined on a Curriculum Vitae although many people still do. Age is one of the Protected Characteristics under the Equality Act with unlimited awards from day one of employment and should never play a part when recruiting for a new member of the team. Companies need to ensure that their recruitment processes and procedures are legal and to best practice and only take into account what is needed for the role for the success of their business and the member of the team. I remember when I worked in Operations for a well known Hospitality business and the majority of our team were older and this played a key part in the service we were able to offer, especially when new members joined in their development. Age is irrelevant!”

NEWS ARTICLE

Nine in ten economically inactive over-50s are considering returning to work due to the soaring cost of living. Data from online jobs website CV-Library show that 91% of inactive workers in the age bracket are considering re-entering the workforce due to record inflation, pension worries and higher energy bills. The report shows that since the beginning of the pandemic, the number of people aged 50 to 64 classed as economically inactive has risen by 3.6m, or 10%. Lee Biggins, chief executive of CV-Library, said: “With many vacancies still unfilled, it’s great news that a significant number of experienced workers are planning on returning to work.” He added that employing staff aged over 50 would allow companies to “add experience and stability, as well as diversifying the workplace.”

The Times. Human Times

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Why should age make a difference to whether people can work and return to business? If you are experiencing recruitment problems and wish to discuss this with us, give us a call or send us an email.

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