Figures from the Office for National Statistics have demonstrated a decrease of 33,000 in the overall number of jobless Britons to 2.45 million between November and January.

Meanwhile, the number of people claiming Jobseeker’s Allowance fell by 32,330 to 1.59 million during February.

The Recruitment and Employment Confederation (REC) has claimed that the figures show that the employment market in the UK is growing stable again.

Kevin Green, the REC’s chief executive, said: "The REC’s public sector resourcing campaign underlines the need for more deep-rooted reform to the way services are delivered."

He added this would be more beneficial than "knee-jerk" short term cuts to temporary and permanent staffing, as this could impact on frontline services.

According to the Office for National Statistics, the employment rate for the three months to January 2010 was 72.2 per cent.

Posted by Cameron Thomson

Katja Hall, CBI director of employment policy, said businesses are currently doing their best to support parents’ right to request flexible working styles and that new reforms will give employees more room to adapt to suit the needs of their childcare responsibilities.

Her comments come as paternity legislation enabling new mothers to transfer the second half of their year-long maternity leave to the father is due to come into effect next year.

However, a recent YouGov survey commissioned by Orange has revealed only 18 per cent of working men would take all of the proposed six month paternity leave.

For 47 per cent of males who felt this way, money concerns were the main factors in them opting against taking the leave, while 15 per cent felt their position was too vital to the business for them to afford time off.

"We recognise the need for greater gender equality when it comes to childcare responsibilities, but the government must get these new rules right and not create a bureaucratic tangle," said Ms Hall.

Posted by Hayley Edwards

Adrian Marlowe, chairman of the Association of Recruitment Consultancies, said there are currently a wide number of resources available to help people secure work and these have been there throughout the recession.

"During the last recession the tendency was for people to cut their budgets by laying off staff," he explained.

Mr Marlowe added that this time round, there has been more of a trend for workers to cut down on their hours, rather than losing their relationship with their employer altogether.

This was a wise step for organisations to have taken, he claimed, adding that it had led to unemployment levels being lower.

His comments come after the Office for National Statistics revealed the employment rate for the three months to January 2010 was 72.2 per cent – 0.3 per cent down on the quarter.

Posted by Ross George

According to the group, joining a union can help to prevent people from being stressed or demotivated by new working practices.

A new pamphlet from the TUC highlights the ways in which unions can aid businesses and help them to recover from the recession, including examples of how union members have introduced greener working practices or negotiated changes to pensions.

By giving employees a voice at work, people are more likely to feel motivated and less likely to leave their jobs, it suggests.

TUC general secretary Brendan Barber said: "Conflict between unions and employers will always generate the headlines. But behind the scenes, many employers are working closely with unions to modernise their workplaces and recover from the recession."

The TUC recently urged that the recession should not be used as an excuse by employers not to offer pay rises this year.

Posted by Colette Paxton

The latest figures came as EAS published new targets to ensure that vulnerable agency workers get even better protection after meeting or exceeding nearly all of its previous goals.

The body, which regulates employment agencies, set out how it would increase compliance with their regulations, improve their effectiveness and impact, and deliver good customer service.

The underlying targets agreed by EAS for 2010/11 include pledges to:

• complete 80 per cent of investigations within six weeks of receiving a complaint (up from 75 per cent which was exceeded); and
• submit 95 per cent of papers for potential prosecutions to Head Office within two months of legal advice (up from 90 per cent which was met).

Employment Relations Minister Lord Young said:

“EAS has achieved some notable successes, recovering more money than ever for agency workers and increasing awareness of their work amongst employers as well as employees. I am confident they can build on this success.

“The new targets demonstrate our commitment to more effective enforcement – protecting vulnerable agency workers and ensuring a level playing field for legitimate businesses.”

Publication of the targets coincides with the latest meeting of the Fair Employment Enforcement Board (FEEB) which brings together Government, business groups, unions and Citizens Advice to ensure effective enforcement of the law.

The Board’s work is based on raising awareness among vulnerable workers of their employment rights, simplifying access to the enforcement of those rights, and greater joint working between the enforcement agencies.

Since first meeting in October 2008 – 18 months ago – FEEB has overseen:

• the launch of a single enforcement ‘Pay and Work Rights’ helpline to report cases of mistreatment;
• a significant and sustained campaign to raise workers’ awareness of their basic employment rights;
• a campaign by the Employment Agency Standards inspectorate (EAS) to inform agency workers of their rights; and
• the latest round of the Union Modernisation Fund focused on projects for unions to improve their ability to help vulnerable workers.

The Board leads the fight to protect vulnerable workers from the minority of unscrupulous employers who exploit their staff and undercut their competitors.

Citizens Advice chief executive David Harker said:

“The various initiatives overseen by FEEB are making life ever harder for rogue employers seeking to profit from the exploitation of vulnerable workers.  That is good news not just for workers, but also for taxpayers and the great majority of employers who abide by the law.”

Brendan Barber, TUC General Secretary said:

“The work overseen by the FEEB has led to more effective and better co-ordinated enforcement of basic employment rights and better protection of vulnerable workers.

“The TUC also welcomes the increase in unpaid wages recovered for agency workers by EAS, and the new improved targets for investigations.  They are significant steps in tackling the abuses faced by agency workers.  It is important there are on-going improvements in the coming year so that all vulnerable agency workers will be guaranteed their rights at work.”

Anne Fairweather, the Recruitment and Employment Confederation (REC) Head of Public Policy, said:

“The REC has consistently called for the effective enforcement of current regulations to address the activities of rogue providers who undercut legitimate agencies. We welcome the fact that EAS is having an impact and we will continue to build links with the REC’s own assessment officers.

“EAS can continue to enhance its effectiveness through a targeted approach to inspections and by continuing to work in partnership with the recruitment industry.”

Fact File

1.  The Employment Agency Standards inspectorate is part of the Department for Business, Innovation and Skills. The inspectorate carries out inspections of agencies on the basis of perceived risk of non-compliance and investigates complaints about agency conduct. To find out more about the EAS visit: http://www.berr.gov.uk/whatwedo/employment/employment-agencies/index.html
2. The new EAS targets can be found here: www.berr.gov.uk/whatwedo/employment/employment-agencies/about-the-eas/page54750.html
3. Agency workers can find out more about the rights they are entitled to by visiting www.direct.gov.uk/payandworkrights or by calling the Pay and Work Rights helpline on 0800 917 2368.
4. A vulnerable worker is someone working in an environment where the risk of being denied employment rights is high and who does not have the capacity or means to protect themselves from that abuse.
5. The Fair Employment Enforcement Board includes:

• Employment Relations Minister Lord Young (chairman)
• HM Revenue and Customs
• Employment Agency Standards inspectorate
• Health and Safety Executive
• Gangmasters Licensing Authority
• Department for Environment, Food and Rural Affairs
• Confederation of British Industry
• Trades Union Congress
• Federation of Small Businesses
• Citizens Advice

This one-day conference, organised by Symposium Events in association with HR Review, will focus on the legal and practical implications of the forthcoming Agency Workers Regulations as well as identifying general trends in how employers are managing flexible staffing arrangements.

Other speakers include the British Chambers of Commerce as well as leading employment lawyers and employers.

Speaking ahead of the event, Tom Hadley, the REC’s Director of External Relations  says:

“The conference will provide a further insight into how employers are approaching the new regulations and the support they are looking for from their recruitment providers. It will also provide a unique platform for highlighting the industry’s perspective and the added value that agencies can deliver in preparing for the changes.  

“With a number of high-profile public sector employers taking part,  we will also be taking forward some of the core messages in the REC’s current Public Sector Resourcing Campaign. Flexible staffing arrangements are part of the solution in terms of developing effective resourcing strategies and maintaining front line delivery of services.”

 The REC has secured a 25% discounted rate for members wishing to attend the event. More information is available at http://www.symposium-events.co.uk/temporaryworkforce/

For more information on the REC’s Public Sector Resourcing Campaign go to: http://www.rec.uk.com/resourcing

Other speakers include the British Chambers of Commerce as well as leading employment lawyers and employers.

Speaking ahead of the event, Tom Hadley, the REC’s Director of External Relations  says:  

The Chartered Institute of Personnel and Development (CIPD) have published the report ‘Opening up talent for business success: integrating talent management and diversity’.

This report explores the extent to which employers are integrating talent management, and what can be learnt from those that do. It is aimed at talent management and diversity professionals and all those who take a keen interest in recruiting and developing the best people for their organisation.

Commentary includes recommendations for action which are designed as questions to prompt how organisations approach talent management and diversity and identify the gaps they need to address to improve effectiveness.

Case studies include:

•integrating diversity into the fabric of Guardian Media Group
•building a workforce that is fully reflective of the communityat NHS Tower Hamlets
•unlocking diverse talent, Margaret Gildea
•working alongside strong values and to a tight deadline at Locog Ltd.

Communities Secretary John Denham welcomed the report and made clear taxpayers’ money should not be used by councils to resolve personal differences and called on Local Government to quickly adopt the recommendations.

It found that pay-offs for 37 chief executives cost £9.5m.The average was over a quarter of a million pounds but a few cases exceeded £500,000. It called for publication of pay-off details; recouping where necessary; ending pay-offs to remove poor performers; formal appraisals for chief executives; and management training for councillors.

Mr Denham said every council needed to set up remuneration committees with some outside representation to set pay levels and structures for senior posts that also decided severance and discretionary payments.

Last August, John Denham asked the Audit Commission to investigate the so called ‘Boomerang Bosses’ phenomenon where Town Hall chief officers are being allowed to walk off with big pay-offs after falling out with the council’s political leadership.

The Audit Commission report, ‘By Mutual Agreement’ found that between 2007 and 2009:

• More than a third of council chief executives lost their jobs. 35 per cent resigned for new posts, 30 per cent left under mutually-agreed contract terminations with pay-offs (37 from 122) and one in six took up a job at another council within a year;

• The average payment was £256,104 while 34 per cent were over £300,000. 70 per cent of cases included either lump sums or increased pension years;

• Decisions by members to pay off the chief executive often following a change in leadership are not always justified. Between 60-70 per cent of councils cite relationship breakdowns as a factor;

• In a earlier report the Commission found that councils that replaced their chief executive with one from another council paid a 42 per cent wage increase on average;

• There could be a delay of 18 months between a severance payment and its publication, too long for adequate accountability to the public. Only 46 per cent of dismissals included agreed press statements;

• Poorly performing chief executives, or those with poor conduct records are paid off rather than disciplined or dismissed. 15 per cent of all mutually agreed departures were performance related;

• Chief Executives work for the whole council and have a right to fair treatment and protection from political interference.

Mr Denham has today written to Margaret Eaton, Chairman of the Local Government Association, inviting her to agree these proposals as key actions that Government and councils need to take forward to reassure the public that taxpayers’ money is being used properly.

He has also asked Cllr Eaton to set out how the LGA intend to take forward the recommendations, including meeting immediately with Government to discuss how to change to the existing framework for pay-off claw back.

In addition, the minister made clear councils should publish ‘accessible’ statements justifying to taxpayers any senior employees. This builds on ground breaking pay transparency rules that require from 31 March all posts over £50,000 to be set out in annual accounts including the pay and perks of all ‘senior posts’ and naming individuals paid over £150,000.

John Denham said:

“The Audit Commission report shows that too many Chief Executives are being dismissed because they have fallen out with council leaders – this can cost as much as £500,000 in some cases and is all too often seen as a quick fix solution. Taxpayers’ money should not be used to resolve personal differences.

“It is time we find a way to change the rules so taxpayers’ money can be clawed back where the system has been exploited. Councils should also make publicly available what they waste in pay-offs and set up remuneration committees to decide appropriate pay awards and senior structures.

“Local Government, like the rest of the public sector, needs to show that it can take the tough choices to make sure public money is used in a way that protects the frontline services which matter to people most.”

This week, Reading Borough Council’s sport Reading development team will launch its 2010 Healthy Workplace Challenge

Staff at businesses and organisations in the borough will be invited along to the scheme which will offer healthy eating and physical activity advice.

The scheme has been designed to support the trend that workers who are happy, healthy and who enjoy a well balanced life can benefit business, by reducing absenteeism and boosting motivation and morale.

This month, the scheme will focus on stress management and relaxation, which may be welcome as the end of the financial year draws to a close.

Graeme Hoskin, lead councillor for culture and sport, said: “The council’s healthy workplace challenge has been going for a couple of years now and it’s a great initiative to get people more active and think about their lifestyle.”

Meanwhile, Emirates Business recently commented that businesses which install a recreational area for their staff to relax in could help to improve productivity and well-being among their workforce.

However, Lisette Howlett, spokesperson for HireScores.com, said if a business is taking "ad hoc" interns from their local college rather than giving a permanent job to a more qualified individual then it is unlikely either party will benefit.

"The argument by some interns that this is institutionalised cheap labour [...] can be pretty well countered by the argument that in actual fact they are getting structured training, development and work experience," she added.

When interns are specifically placed at a firm by their college or university, their time there is more likely to be monitored, which could help to stamp out any unscrupulous employers using such workers as a form of reduced labour, she claimed.

Her comments come after Paul Sellers of the Trades Union Congress told the BBC that some employers were simply "ripping people off" when they offered internships and may also be unaware of minimum wage legislation.

The British Chamber of Commerce (BCC) has suggested many businesses are having to cope with a “relentless flow” of complex employment law, which is also putting the creation of jobs in the future at threat.

As a result, it has now published its report Employment regulation: up to the job? prior to the release of the official labour market figures and claims workplaces have been burdened with employees’ rights to request, “unreasonable” health and safety restrictions and extended time off provisions.

In addition, the BCC suggests it is “extremely difficult” for employers to prove gross misconduct, they have the same responsibilities to ensure the health and safety of home workers as in-office staff and the average waiting time for a first heating at an employment tribunal is 20 weeks, which is “unacceptable”.

The group is now calling for this waiting period to be reduced to 16 weeks, while dismissal should be allowed if a manager “reasonably believes” gross misconduct has taken place and health and safety – but not work-provided equipment – should be the responsibility of people working at home.

David Frost, director general of the BCC, said: “There is an emerging consensus that employment law is now weighted too far in favour of the employee.”

Elsewhere, the Department of Health recently announced action is to be taken to raise employee awareness on their right to request flexible working if they are a carer.

New National Skills Academies will be developed to cover five new sectors – rail engineering; logistics; green building services; biotechnology and composites – funded by £12m of public investment matched by the private sector.

In addition, the National Skills Academy for Power is now ready to open for business, with a further £2.9m government funding. Together, these academies will aim to attract more than 300,000 learners to the training programmes they oversee over the next four years.

In the nuclear sector, the government will co-fund the delivery of up to 1000 apprentices per year subject to employer demand for places and the availability of training. This commitment is part of plans to deliver 35,000 advanced and higher apprenticeships to people aged 19 to 30.

On the day the UK Commission for Employment and Skills publishes its first National Strategic Skills Audit, the government also launches a £50m Joint Investment Programme, matching employer investment pound for pound in priority sectors.

Commissioned and requested by the government, the Skills Audit sets out the current standing of UK skills and those that will be needed in future years in the sectors that will be crucial to future growth.

Business Secretary Lord Mandelson said:

“Ambitious government projects like High Speed Rail and new civil nuclear power need a range of new skills to make them a reality.

“We are investing in the industries where employers’ need is greatest – tens of thousands of people working in these industries, the consumers they serve and the UK as a whole will see the benefit.

“New academies and investment by employers, in partnership with colleges and the education sector, will create the best training that gives people the skills they need to boost their careers and drive the economy forward.”

The Learning and Skills Council (LSC) has also approved a Tunnelling and Underground Construction Academy in Ilford, London, to be run by Crossrail. The new facility will receive £5m public funding and will develop new courses and qualifications, providing training for up to 1800 people a year.

National Skills Academies bring together employers and learning providers to shape training programmes to meet the needs of industry.

The new academies announced today bring the total of National Skills Academies in the UK to 18, benefiting from a combined employer investment of more than £130m.

- The NSA for Power will be led by Sector Skills Council Energy & Utility Skills, with support from more than 15 employers including E-ON, EDF Energy and National Grid. It aims to make sure people have the right skills to work in the energy sector now and in the future and will benefit from a planned £2.9m public investment alongside £3.9m from employers.

- The rail engineering sector NSA will receive nearly £3m of government investment through the Skills Funding Agency and has the support of organisations including Network Rail, Transport for London, Rail Freight Group, the Rail Industry Association and the Association of Train Operating Companies.

- Employers including Unipart, Denby Transport and Port of Tilbury are supporting the logistics sector NSA, which will receive over £4m public funding.

- The NSA in the green building services sector will coordinate skills training in design, installation and maintenance of solar panel technology, heat and power, and wind and micro-generation. It will receive nearly £3m government investment through the Skills Funding Agency.

- The expanded capacity of the NSA for Process Industries will see it create two new hubs for Biotechnology and Composites, with over £2m public investment and will work in partnership with employers and other organisations in this key growth sector.

Notes to Editors

Business Secretary Lord Mandelson will give an update on the government’s New Industry, New Jobs strategy at the Institute of Mechanical Engineers, London, at 9am on Wednesday 17 March. To register to attend, please contact the Department for Business Press Office on 0207 215 5979 / 5951 / 5976.

The National Skills Academy for Power was approved by the Department for Business, Innovation and Skills following the fourth bidding round of NSAs. It is now ready for launch. The further three NSAs and expanded NSA for Process Industries were approved for development under the fifth bidding round following recommendations from the Learning and Skills Council. These now enter the formal business planning stage, with final investment proposals to be submitted to the Skills Funding Agency and Department for Business for approval.

The 1000 apprentices in the nuclear sector will be co-funded by the Department for Business Innovation and Skills. Achievement of the 1000 target is subject to employers creating apprenticeship places in sufficient numbers, and to the capacity of colleges, providers and universities to deliver the training.

On Wednesday 17 March, Business Minister Ian Lucas is announcing the proposed site for the National Composites Centre in Bristol, which will be created with £16m public investment.

National Skills Academies are employer led and funded skills organisations. They work with networks of training providers and employers to develop and shape innovative training solutions to meet the immediate and future needs of industry.

The National Skills Academy network was initiated by the Government to address the need for a world class workforce with better skills than ever before. It is managed by the Learning and Skills Council working in partnership with the Department for Business Innovation, and Skills, the UK Commission for Employment and Skills, the Skills for Business Network, Department for Children, Schools and Families.

For further information of the government’s response to the UKCES Skills Audit, visit http://www.bis.gov.uk/skillsaudit

Widespread evidence of the mistreatment and exploitation of migrant and agency workers in the meat and poultry processing sector has been discovered by an Equality and Human Rights Commission inquiry.

Workers reported physical and verbal abuse and a lack of proper health and safety protection, with the treatment of pregnant workers a particular concern. Many workers had little knowledge of their rights and feared raising concerns would lead to dismissal. While migrant workers were most affected, British agency workers also faced similar mistreatment.

The inquiry uncovered frequent breaches of the law and licensing standards in meat processing factories – some of which supply the UK’s biggest supermarkets – and the agencies that supply workers to them. It also highlighted conditions which flout minimum ethical trading standards and basic human rights.

However, the inquiry also found examples of good practice with firms treating permanent and agency workers of all nationalities with respect. These firms benefitted as a result, by being able to attract and retain well motivated, loyal and increasingly skilled workers.

As a result of the inquiry, the Commission is making a number of recommendations. They include supermarkets improving their auditing of suppliers; processing firms and agencies improving recruitment practices, working environments and the ability of workers to raise issues of concern; and for the government to provide sufficient resources for the Gangmasters’ Licensing Agency to help safeguard the welfare and interests of workers.

The Commission will review action taken over the next 12 months by supermarkets, processing firms and recruitment agencies, and will consider taking enforcement action if necessary.

The inquiry, which was launched in October 2008, examined the employment and recruitment practices in the sector to identify differences in pay and conditions between agency and temporary workers and employees with permanent or directly employed status.

One third of the permanent workforce and over two thirds of agency workers in the industry are migrant workers. At one in six meat processing sites involved in the study, every single agency worker used in the past twelve months was a migrant worker. This is in part due to difficulties in recruiting British workers to what is physically demanding, low paid work. It may also be due to perceptions amongst employers and agencies that British workers are either unable or unwilling to work in the sector.

More than eight out of ten of the 260 workers that gave evidence said that agency workers were treated worse than directly employed workers. Seven out of ten workers said they thought they were treated badly in factories or by agencies because of their race or nationality.

Physical and verbal abuse were not uncommon, with a fifth of workers interviewed reporting being pushed, kicked or having things thrown at them by line managers; over a third of workers interviewed said they had experienced, or witnessed verbal abuse, often on a daily basis. Workers also reported being refused permission to take toilet breaks, and subsequently urinating or bleeding on themselves at the production line.

A quarter of those interviewed said they had witnessed mistreatment of pregnant workers, such as the instant dismissal of agency workers who had announced they were pregnant. Pregnant women were also forced to continue to undertake work that posed risks to their health and safety, including heavy lifting and extended periods of standing.

Despite finding their experience in the workplace distressing and degrading, nearly one third of workers endured this treatment without complaint both because of fears that their work would be terminated as a result and that it would affect their goal of securing stable employment. These workers also had little knowledge of their rights or how to make complaints.

Conversely, the Commission found examples of firms who treated workers, both permanent and agency, of all nationalities with respect and dignity. The supermarkets have an important role in supporting and monitoring their suppliers. However, the findings from the inquiry clearly show that the ethical auditing systems used by supermarkets are not uncovering the mistreatment and that more action is needed.

Based on the findings of the inquiry, the Commission will be making recommendations to the key bodies – supermarkets, agencies, processing firms, government, regulators and unions – to encourage a systemic change in behaviour. These recommendations include:

•Processing firms and agencies to use fair and transparent recruitment practices and provide workers with a safe working environment free from discrimination and harassment, where they are able to raise issues of concern without fear of the consequences.
•Supermarkets to improve their support to and auditing of suppliers
•Government to provide sufficient resources for the GLA to deliver on its task of safeguarding the welfare and interests of workers and broaden its remit to include other sectors where low-paid agency workers are at risk of exploitation.

The Association of Labour Providers (ALP) welcomed the Commission’s report, saying:
“The recommendations merit careful study by government, regulators, supermarkets, labour providers and labour users. The ALP is willing to discuss the issues with the other parties. Some of the recommendations, such as paying workers for travelling time and engaging workers on contracts of employment rather than contracts for services, are not possible unless there is a commitment from retailers and labour users to meet such costs, and past experience suggests that this is unlikely.”

Neil Kinghan, Director General of the Equality and Human Rights Commission said:
“The Commission’s inquiry reveals widespread and significant ill-treatment in the industry. We have heard stories of workers subjected to bullying, violence and being humiliated and degraded by being denied toilet breaks. Some workers feel they have little choice but to put up with these conditions out of economic necessity. Others lack the language skills to understand and assert their rights.

“While most supermarkets are carrying out audits of their suppliers, our evidence shows that these audits are not safeguarding workers and they clearly need to take steps to improve them. The processing firms themselves and the agencies supplying their workers also need to pay more than lip service to ensuring that workers are not subjected to unlawful and unethical treatment.

“We recognise that some retailers and processing firms have taken steps to operate in a way which improves the treatment of workers in the sector. However, there is still a lot that they and others could do. If the situation does not improve over the next twelve months, the Commission will consider using its regulatory powers to enforce change where necessary.”

The Academy will provide up to 50,000 training places and work placements for unemployed people over two years.

Under Labour, youth unemployment has hit record levels, and unemployment has risen faster than in many of our competitors. Today’s announcement shows that a Conservative government would be ready to start dealing with Labour’s jobs crisis straight away.

These companies, which include Barcelo Hotels and Resorts, Bourne Leisure, Gala Coral Group, Guoman and Thistle Hotels, InterContinental Hotel Group, Merlin Entertainments Group, Pizza Express, Sodexo, Starbucks, Travelodge and Whitbread PLC, will start a “Service Academy” to train people for jobs in the hospitality sector by fostering an attitude of  customer service in individuals and improving their basic skills.

Unlike the Government’s failing schemes, Service Academies will offer industry-designed training to ensure participants have the soft skills and basic industry skills that employers need.  These industry-led training programmes will also give participants experience of jobs in given sectors before they apply. The training content, materials, structure and delivery means will be designed and determined by businesses. 

Theresa May, the Shadow Secretary of State for Work and Pensions, and Shadow Chancellor George Osborne outlined the plans in a Conservative Party jobs summit at Microsoft.  

“We welcome the support being given by businesses in the hospitality industry and their commitment to helping to tackle unemployment by providing pre-employment training in this service sector”, May said.  

“The creation of a Service Academy will not only give people practical skills but also an entry route into a career in a growing area of business. This is further evidence that The Conservative Party has the ideas to deal with the jobs crisis and get the economy moving again.”

Shadow Chancellor George Osborne said the event and the announcement were part of the bigger economic arguments that the Conservatives have been making:

“The argument that we need a sustainable private sector recovery to create new jobs. That we cannot go on relying on the public sector to provide the great majority of new jobs, as we did over the last decade. That we need a more balanced economic model that moves away from our dependence on debt and towards an economy where we save and invest for the future.

That the biggest risk to the recovery is now our soaring national debt. And that unless we show we can deal with the Government’s record budget deficit we will not get the confidence back in our economy that underpins investment and job creation. This argument is increasingly shared around the world and across the political spectrum. ”

Osborne has also co-authored an article in the Financial Times with Jeffrey Sachs – one of the world’s leading economists and anti poverty campaigners – warning that delaying the start of deficit reduction would put long term economic recovery at risk.

The latest TUC Touchstone pamphlet The Road to Recovery highlights a number of ways in which unions are helping businesses and employees recover from the recession. The report calls on government and employers to recognise the value that unions can bring to workplaces Britain’s workplaces and to economic prosperity more broadly.

The report uses case studies to show how unions have worked with employers to introduce green initiatives in the workplace, create redeployment opportunities for staff and negotiate changes to staff pension schemes.

The Road to Recovery says that as well as giving staff an opportunity to raise concerns at work unions are better at resolving conflicts, with the level of employment tribunal claims in unionised workplaces (1.3 claims per thousand staff) less than half that of unionised workplaces (2.9 claims per thousand staff).

The report says that by giving staff a voice at work, employees are less likely to feel de-motivated by changes to working practices. It cites research showing that unions can reduce ‘quit rates’ in both the public and private sectors – staff in unionised workplaces are less likely to quit their job than in non-unionised workplaces. This positive effect is more pronounced in workplace where unions have higher membership and active reps.

The report also highlights some of the benefits more traditionally associated with unions including:

• A wage premium – average earnings for union members are £13.07 an hour compared to £11.62 for non-members;
• Legal representation – in 2007 unions won £300m in compensation for members; and,
• Better access to training – employees are eight per cent more likely to receive two-five days training in a workplace with a recognised union learning rep.

The Road to Recovery is being published to coincide with the Unions 21 annual conference today, which will include debates on the place of unions in the economic recovery and the political consequences of the election for unions. Speakers at the conference include TUC General Secretary Brendan Barber, Minister for Equalities and Leader of the House of Commons Harriet Harman MP and Higher Education Minister David Lammy MP.

TUC General Secretary Brendan Barber said: ‘Unions are well known for standing up for workers’ rights at work and negotiating decent pay deals – and with so many companies trying to cut and freezes wages unnecessarily that’s an important task.

‘But unions’ work goes well beyond wages and working conditions. By giving staff a voice at work they can help to resolve conflict and reduce the number of people quitting work.

‘Conflict between unions and employers will always generate the headlines. But behind the scenes, many employers are working closely with unions to modernise their workplaces and recover from the recession.’

Additional information:

Case study: Prospect and the Biotechnical and Biological Sciences Research Council (BBSRC)

Prospect represents 1,200 scientific and technical workers with the BBSRC. Employment within government-funded research bodies is insecure as funding streams change considerably and a lot of staff are on short-term contracts. Prospect launched the Opportunities for Change project to deal with the high incidence of redundancies at the BBSRC. The initiative included a number of workshops for staff, including help with job seeking, CV writing, retraining and financial advice. The project has been a success for staff who are making use of the free advice, for the BBSRC who believe the course offers excellent value for money, and for Prospect who are able to recruit and retain members. Further information on the project and other case studies can be found in The Road to Recovery.

- Printed copies of The Road to Recovery are available at £10 each from TUC Publications on 020 7467 1294 as well as being downloadable for free at www.tuc.org.uk/touchstonepamphlets

- To coincide with The Road to Recovery the TUC is publishing two further research papers on the impact of unions on productivity and wellbeing. How Does Innovation Affect Worker Well-being? is available at www.tuc.org.uk/extras/innovationunionsandwellbeing.pdf and Union Organisation and the Quality of Employment Relations is available at www.tuc.org.uk/extras/unionorganisationreport.pdf

- Further information about the Unions 21 annual conference can be found at www.unions21.org.uk/node/121

TUC General Secretary Brendan Barber said: ‘This is deeply disappointing and I hope ministers will not close the door to this common-sense policy.

‘The Race Relations Act (2000) places public services, and therefore public servants, under a duty to eliminate race discrimination and to promote equality of opportunity.

‘We simply do not believe that it is possible for those who have joined a political party that promotes racism to protect young people from discrimination.’

More information: Maurice Smith Review

TUC General Secretary Brendan Barber said: ‘Today is an important milestone on the road to the new pensions settlement due to start in 2012. The supplier contract has been signed and we now know that the charging structure will combine an initial contribution charge and a long term annual management charge.

‘The charging structure strikes exactly the right balance. A contribution charge provides a sensible initial income stream that will help defray start-up costs. In the longer term savers will have the stability of an industry-standard annual management charge, set at an extremely competitive level.

‘There are inevitable start-up costs for a major project such as NEST. The staging and phasing of contributions and auto-enrolment – over a longer period than we would like – will delay the full flow of scheme income. While this has made some upfront charging inevitable, the aim should be to reduce this as soon as possible. The scheme’s initial savers should not have to bear the costs of the Government’s decision to put off the date when members and employers make full contributions.

‘In the longer term the 0.3 per cent annual management charge is exactly what is needed for the target group of low to average earners – too many of whom can only invest in pensions that eat up their savings with charges anything up to four times higher.

‘And the taxpayer can be reassured that EU rules ensure that there is no unjustified subsidy, even though NEST performs a real public policy objective and remedies a terrible market failure.

‘Getting the system up and running in 2012 is vital and it makes sense to start work with the main contractor now, just as it is right to allow a break after six months to allow for any post-election review.’

The academy will receive nearly £3m of Government investment through the Skills Funding Agency and has the support of organisations including Network Rail, Transport for London, Rail Freight Group, the Rail Industry Association and the Association of Train Operating Companies.

Transport Secretary Andrew Adonis said:

“The creation of this new academy is very timely. Just last week I set out proposals for a new high speed rail network linking London to Birmingham, Manchester, the East Midlands, Sheffield and Leeds.

“Building and maintaining this network would not only create significant new opportunities for the UK’s design, engineering, construction and manufacturing sectors, it would require a new generation of skilled railwaymen and women.

“Over the next twenty to thirty years the UK will require a step-change in transport capacity and connectivity. We believe high speed rail is the way to achieve this step change and this Rail Academy will help provide the skills we would need to make it a reality.

The Learning and Skills Council (LSC) has also approved a Tunnelling and Underground Construction Academy in Ilford, London, to be run by Crossrail. The new facility will receive £5m public funding and will develop new courses and qualifications, providing training for up to 1800 people a year.

"We're not out of the woods yet and we are still determined to do more to support jobs and help the unemployed" Work & Pensions Secretary, Yvette Cooper

Falling unemployment for the third consecutive month and news that the number of young people claiming unemployment benefit is down for the fourth month in a row were given cautious welcome by Work and Pensions Secretary Yvette Cooper today, however she warned that it was crucial to continue investing to support jobs in the recovery.

New figures published by ONS show the number of people claiming Jobseeker’s Allowance fell by 32,300 on the month and ILO unemployment fell 33,000 on the quarter to 2.45 million – the largest fall in unemployment for two and a half years.

The statistics show that the number of 18-24 year olds claiming Jobseeker’s Allowance has fallen for the fourth consecutive month, young people classed as unemployed on the ILO measure has also fallen for the third consecutive month.

The figures reflect the £5bn government investment to help the unemployed and the big increase in education and training places which mean there are over 235,000 more full time students compared to last year.

Yvette Cooper Secretary of State for Work and Pensions said:

“The fall in unemployment for the third month in a row is very welcome, but we should remain cautious. We’re not out of the woods yet and we are still determined to do more to support jobs and help the unemployed this year.

“The figures show the investment in jobs, education and training places is making a real difference. Half a million fewer people are out of work than anticipated at the time of last year’s budget – saving over £10bn as a result.

“However, now is not the time to cut back on support for jobs. We know things will be difficult for some time, and unemployment in the eighties and nineties rose for years after the recessions finished. That is why we plan to increase help to get people back into jobs this year, not cut it back, so we can support the jobs of the future.”

The government is still expecting some increases in unemployment before the summer before further falls in the second half of the year.

Today’s provisional figures also show a drop of around 40,000 in the number of people on inactive benefits compared to four months ago. The Labour Force Survey also shows a rise of 149,000 in the number of people classed as inactive, although this includes a 98,000 rise in the number of students, and smaller increases in the number of parents staying home with children.

More strikingly, since the start of the recession there has actually been a fall of 75,000 people claiming inactive benefits (sickness benefits, including Incapacity Benefit and employment & support allowance; and income support). In the last recession the number claiming inactive benefits rose by 450,000 in two years as many who couldn’t find work ended up long term sick and benefit dependent.

Today the Government has announced the funding for almost 7,000 Future Jobs Fund jobs bringing the total so far up to 117,000. The new positions include jobs as sports coaches, youth workers, solar panel installers, housing and classroom assistants.

Jim Knight Minister for Employment said:

“While it’s good news that the number of young people claiming unemployment benefit has fallen for the fourth month in a row, there is no let up in our investment to ensure every young jobseeker gets the chance to find work and make a future for themselves.

“I am delighted to announce a further 7,000 Future Jobs Fund jobs for young people as part of Government’s unprecedented guarantee that 18-24 year olds who are unemployed for six months will get a job, a work placement or a training opportunity. We are determined to give them the chance to develop skills and get that all important foot on the career ladder.”

Ministers still expect increases in unemployment before the summer but are clear that as we enter the recovery the focus should be about making the economy ready for industrial and economic renewal in Britain and creating new jobs in growth sectors.
Notes to editors

Background to labour market statistics: March 2010
This month’s Labour Force Survey covers November 2009 to January 2010. The claimant count and Jobcentre Plus vacancy count dates were 11th and 5th February respectively.

The number of people in work fell slightly this quarter:
- nearly 29 million people were in work in November to January.
- employment level in November-January was 54 thousand lower than the previous quarter, after rising by 38 thousand the previous quarter. Employment was 483 thousand lower than in the same quarter last year, but all bar 16 thousand of this came in the first half of the year.
- the employment rate is 72.2%, down 0.3 on the quarter and down 1.8 percentage points on the year.

The number of people on JSA drops this month but the number claiming other benefits is broadly flat::
- claimant unemployment was 1,585.1 thousand in February 2010, down 32.3 thousand on the level in January, and up 194.7 thousand on the year.
- the claimant unemployment rate, at 4.9 per cent, is down 0.1 percentage points on the month and up 0.6 percentage points on the year.
- inflows to JSA were 310.1 thousand in February, down 9.2 thousand on the month and down 51.6 thousand on the year. The number of people leaving JSA rose to 345.8 thousand, up 14.6 thousand on the month and up 91.4 thousand on the year.
- in the year to August 2009, the number of people claiming employment support allowance/incapacity benefits rose by 42,100 to 2.63 million. More recent provisional estimates suggest that there were 2.61 million claimants in January 2010, suggesting that the position has improved since August 2009.
- in the year to August 2009, the number receiving lone parent benefits fell 29,000 to 715,700. Provisional figures for January 2010 suggest the number of claimants has fallen further in recent months, to 695,000, driven by the recent conditionality reforms.

ILO unemployment has fallen this quarter:
- 2.45 million people were ILO unemployed in the November to January quarter, down by 33 thousand on the August to October period and up 383 thousand on the same quarter last year.
- the ILO unemployment rate is 7.8%, down 0.1 percentage points on the quarter and up 1.2 percentage points on the year.

The number of 18-24 year olds who are unemployed has fallen:
- 715 thousand 18-24 year olds were ILO unemployed in the November to January quarter, this is down by 34 thousand on the August to October period and up 87 thousand on the same quarter last year.
- of the 915 thousand ILO unemployed under 25 year olds, 262 thousand are in full time education.
- there were 470.4 thousand 18-24 year olds claiming JSA in February down by 13.2 thousand on the level in January and up by 50.3 thousand on the year.

The level of economic inactivity is up on the quarter and up on the year:
- the economic inactivity level is 8.2 million, up 149 thousand on the quarter and up 371 thousand on the year.
- the economic inactivity rate is 21.5 per cent, up 0.4 percentage on the quarter and up 0.9 percentage points on the year.
- The rise in inactivity over the last year is mainly the result of more inactive students. Excluding students, inactivity as a proportion of the working age population is at 15.4 per cent, up 0.1 points on the quarter and up 0.2 points over the last year.

There are still many vacancies available, and the number of redundancies has fallen back this quarter:
- There were 168 thousand redundancies in November to January, down 22 thousand on the previous quarter and down 108 thousand on the previous year.
- ONS’s vacancy survey estimates an average of 480 thousand unfilled vacancies in the three months to February 2010, up 39 thousand on the quarter and down 2 thousand on the year.
- In the last month Jobcentre Plus has taken on average over 10,000 new vacancies every working day and many more come up through other recruitment channels.

Total weekly pay in October-December was up by 0.8 per cent over the year:
Total weekly pay in November-January was up by 0.9 per cent over the year:
- growth in regular weekly pay, excluding bonuses, was up 1.4 per cent on the year

‘Lone Workers – An Employers’ Guide’ provides employers with easy-to-follow advice about British Standard BS8484 – the Code of Practice for the provision of Lone Worker Services – and what they should look for when sourcing a supplier.

Alex Carmichael, Technical Director at the BSIA, comments: “With over 6 million people in the UK working in isolation or without direct supervision, this guide recognises the importance of keeping such employees safe and secure.

“Responsible employers will consider the health and safety of their lone workers as a top priority, and the use of lone worker devices can help by connecting such employees with an emergency response system that has direct links to the Police. BS8484 is the basis on which Police respond to lone worker systems, so it’s important for employers to choose a supplier who works to these standards.”

Through its work with British Standards, the BSIA has been instrumental in the creation of the code of practice for lone worker services and played a key role in the development of BS8484 by raising awareness through its Lone Worker focus group. 

Alex continues, “The BSIA and its members have been at the forefront of the drive to raise standards and awareness of lone worker systems. BSIA members meet strict corporate requirements, so customers who source lone worker services from them can be confident that they will receive quality advice and an excellent service.”

Employers can download the guide for free by clicking here and searching for form number 288.