Default retirement age amendments announced
The UK government has amended default retirement age regulations following a ‘drafting error’ in the original version. The revised rules allow employers to forcibly retire workers aged 65 or older by September 30, 2011, with six months notice required. The changes come as official figures reveal the number of workers over 65 has doubled in the past decade.
Public sector recruitment freeze extended while police face cuts
The UK government extended its civil service recruitment freeze and warned police forces of necessary pay cuts and job losses. Home Secretary Theresa May proposed a two-year police pay freeze and reforms to overtime and allowances to save £350 million from the £11 billion wage bill, drawing criticism from police unions.
Young people too poor to learn after EMA is dropped
Young people from low-income backgrounds are dropping out of training programs after the government withdrew the Educational Maintenance Allowance, which previously provided up to £30 weekly for education costs. Training organizations report immediate declines in learner numbers and warn the policy could reverse progress in reducing youth unemployment.
MoD: 17, 000 forces jobs are to go
The Ministry of Defence announced plans to cut 17,000 armed forces positions over four years, with 11,000 redundancies beginning in September. The RAF, Army, and Navy will each lose thousands of staff as part of efforts to address a £38 billion budget shortfall from the Strategic Defence and Security Review.
Ask the expert: Discriminatory comments to pregnant employee
When a manager makes discriminatory comments about a pregnant employee, employers should take action even if the employee refuses to complain. Such behavior violates discrimination laws and risks tribunal claims, poor morale, and reputational damage. A formal investigation and disciplinary hearing may be necessary.
Ex employee held to ‘non-compete’ agreement by judge
A judge has enforced a Microsoft non-compete agreement against a former executive, preventing him from managing government accounts at Salesforce. The ruling allows the employee to work for Salesforce in a different capacity, but bars him from roles similar to his previous position at Microsoft.
HR bonuses higher than expected
UK HR professionals received bonuses totaling £1.5 billion last year, nearly double the previous year’s £680 million, boosting total compensation by 12%. The surge reflects growing job creation in the sector and increased demand for HR roles, particularly in London’s financial district where bonuses reached 18% of salary.
Online recruitment sites ‘not accessible’
A study of 300 UK recruitment websites found that 97% failed to provide adequate accessibility features and equality information for disabled applicants and job seekers. The research highlights the urgent need for recruitment agencies to improve their web accessibility and diversity practices.
Scottish unions grapple with councils over redundancy and pay
Scottish trade unions have denied a deal is finalized with the Scottish Government and local councils to protect public sector jobs in exchange for pay restraint. While a framework agreement was endorsed, unions say it lacks guarantees against compulsory redundancies, creating a significant sticking point in negotiations.
Talent top priority for CEOs
Talent management is the top priority for global CEOs, with two-thirds citing skills shortages as their biggest challenge over the next three years. A PwC survey of 1,201 chief executives across 69 countries found that 51% plan to hire in the next 12 months, driven by renewed confidence and emerging market growth opportunities.
Help your boss manage – by managing them
Managing upwards—proactively supporting your boss—improves workplace effectiveness. Research shows employees should help managers listen better, acknowledge mistakes, and solve problems collaboratively rather than dismissively, using constructive feedback techniques to build trust.
‘Enterprise zones’ could make unwelcome return
Enterprise zones, which the coalition government plans to revive for economic regeneration, proved costly and ineffective when last used in the 1980s-90s, according to think-tank analysis. Each job created cost an estimated £23,000-£50,000, with most positions simply displaced from other areas, and benefits typically lasted only three years.
A step change in benefits delivery: the future for flex
Flexible benefits emerged in the 1990s to address changing workforce needs and reduce benefit costs, but have become increasingly complex over time. Employers now face a choice between full flex schemes and alternative approaches, depending on their strategic objectives and resources.
TrainingZone Live returns
TrainingZone Live returns on 16 May at Dexter House in London for its second year. The event features keynote speakers including Jim Kirkpatrick and Dr Peter Honey, offering training professionals a day of expert insights and networking opportunities.
Immigration cap is hindering UK business
The UK’s temporary migration cap is preventing employers from filling critical vacancies in engineering, IT, healthcare, and finance, despite rising unemployment. A survey found that 17% of employers were blocked from hiring non-EU workers, hindering productivity particularly in the NHS.
Women in boardroom targets get mixed reaction
Lord Davies’ review recommends FTSE 100 companies set voluntary targets for 25% female board representation by 2015, with mandatory disclosure requirements. The proposals received mixed reactions, with some supporting the voluntary approach while others warned that entrenched attitudes require more fundamental change.
23 minutes on a conference call – that’s your limit
Worker concentration drops significantly after 23 minutes on phone conference calls, with many doodling or checking emails. Face-to-face meetings and videoconferences extend attention spans to around 35 minutes, making them more effective for longer discussions.
Tackling tribunals – coping with the changes
The UK Government proposes significant changes to the employment tribunal system, including increasing the unfair dismissal qualifying period from one to two years and introducing fees for claimants. The proposals aim to encourage early workplace mediation, reduce tribunal claims, and create a more efficient dispute resolution process while maintaining employer compliance with fair procedures.
Sickness absence rates back at pre-recession levels
Sickness absence rates returned to pre-recession levels by late 2010, with 2.5% of employees taking at least one day off due to illness, though rates remain higher in the public sector than private sector. The figures reflect a recovery from record lows during the financial crisis when presenteeism was widespread.
How to: support dyslexic employees – spot the signs
Learn to recognize dyslexia signs in employees—including inconsistent spelling, poor time-keeping, and disorganization—and discover how HR can implement workplace strategies to support dyslexic staff and unlock their potential.
