Robert Giles Agencies

Third of permanent staff considering switching to temporary work: A third (34 per cent) of permanent professional staff in the UK said they would consider moving to a temporary role to gain more flexibility, research by Robert Walters has found. A further 30 per cent of the 1,300 white-collar professionals surveyed said they were drawn to temporary roles, such as day-rate or fixed-term contracts, because of a perceived higher earning potential. Additionally, survey respondents said they had experienced greater pressure on their workload and output as a result of tighter company budgets. This pressure is likely to persist, as the increase in employer national insurance contributions is set to take effect from 6 April. Samantha Mullins, director at Latitude HR, told People Management that the research demonstrated how the “nature of the workforce is shifting”. “Previously, workers were more focused on securing permanent roles, but many are now favouring flexibility and less pressure in preference to stability,” she explained. Gemma Bullivant, HR coach and consultant, said the desire to switch to temporary roles could be a “reaction to the recent push from some employers to roll back hybrid working”. “For many workers, flexibility is not just a nice to have, it’s a necessity,” she added, explaining that a lack of affordable childcare and rising commuting costs could also be contributing to the trend. Employers were also keen to hire temporary workers, the survey showed – half (48 per cent) said they would hire contractors this year to help with specific projects. A further fifth (20 per cent) of employers said they would be led to look for more temporary workers because of hiring freezes. The findings come as the CIPD’s latest Labour Market Outlook report revealed that a third (32 per cent) of businesses planned to reduce their headcount through redundancies or by recruiting fewer staff. Elizabeth Willetts, founder and director of Investing in Women, told People Management that the rise in employees considering temporary work reflected “deeper issues” within permanent employment. “Many businesses still fail to embed flexible working into their core culture, leaving employees stuck between rigid structures and increasing workloads,” she said. “Companies must adapt if they want to recruit and retain the best talent.” Willetts added that employers looking to prevent a “drain” of permanent employees into temporary work must offer hybrid and remote working options as “standard, not perks”. She also suggested that ensuring workloads were fair should be a priority for businesses to prevent burnout, as well as offering pay and progression transparency and strong support for working parents and carers. [People Management] #employment #recruitment #temporarywork #labourmarket

Average wages are rising at their fastest pace since April 2014, while job openings are continuing to shrink, the latest labour market data from the Office for National Statistics (ONS) has revealed. Between October and December, annual growth in average earnings was 5.9 per cent, up from 5.6 in the previous quarter. This represents the fastest growth since 2014. Annual earnings growth including bonuses also saw an increase from 5.5 per cent to 6 per cent. Wages in the private sector grew by 6.2 per cent, whereas in the public sector the increase stood at 4.7 per cent. When adjusted for inflation using the consumer price index, real annual wage growth reached 2.5 per cent for regular pay. Meanwhile, job vacancies fell for the 31st consecutive period in the three months to January, falling by 9,000 to 819,000, although they remained above pre-pandemic levels. Unemployment rates were estimated at 4.4 per cent in October to December 2024. This is above estimates of a year ago and up in the latest quarter, the ONS said. James Cockett, senior labour market economist for the CIPD, said: “Today’s figures show that pay growth has risen for the third consecutive month, defying expectations. “The overall labour market remains resilient, with unemployment holding steady. However, vacancies are continuing to fall. Combining this with employers’ perceptions that they may be forced to put the brakes on hiring means it stands to be a tough jobs market for candidates in 2025.” He added that it remained to be seen how long such “robust pay growth will continue for over the next few months as employers question what they can afford after planned increases to national insurance contributions and to the national living wage come into force in April”. [People Management] #ons #salary #labourmarket

Global construction consultancy Egis has expanded its service offering within the UK rail sector. The firm has announced the acquisition of Overhead Line Engineering Limited (OLE), a railway electrification design and engineering firm, based in Derby, for an undisclosed sum. It follows Egis’ acquisition of UK counterpart Thomas & Adamson for an undisclosed sum in May last year, which Egis said would significantly enhance its advisory services offering as the firm sought further expansion opportunities. Founded in 2008, OLE provides a range of overhead line engineering services, covering the entire project lifecycle, to major clients such as Network Rail as well as leading contractors and design consultancies. Egis said the acquisition of OLE will also allow it to expand its transport design capabilities in the UK and globally. The two companies have previously collaborated on major projects such as Midland Metro and the Great Eastern Main Line OLE Renewals. Egis has operations in 100 countries and a headcount of 19,500 employees. “The acquisition of OLE is a significant step in our strategy to expand our transport design and engineering capabilities,” said Tim Galvani, MD of transport, Egis (UK). “Electrification plays a crucial role in the decarbonisation of the railway industry and by bringing OLE’s expertise into Egis, we strengthen our ability to deliver innovative and efficient electrification solutions.” [Construction Wave] #rail #electrification #engineering #egis

RGA added a new position ▪Contracts Advisor Role includes: • Review and qualify or draft different types of contracts, including but not limited to: engineering, procurement, Construction, (EPC) transportation and installation, service contracts, as well as associated confidentiality agreements, non-disclosure and restrictive use agreements. • Manage the workload in coordination with Tendering/Commercial, Project Management and Procurement functions • Have knowledge of the industry standard contracts (FIDIC, LOGIC, BIMCO, IOCs’ etc.) Ideal candidate essential skills: • Knowledge and experience of English Law; • Proven experience of reviewing and advising on tendering contracts and of administrating project contracts and effective negotiation skills are essential; • Proven experience negotiating and executing offshore construction contracts; • Strong commercial awareness. Location: Kingston - 3 days in office/ 2 days remote Status: Outside IR35 Duration: Ongoing Ref: 16393 #recruitment #employment #contracts #oilandgas http://ow.ly/Qx9P30mOnMR

The current economic landscape presents significant challenges for both businesses and the workforce, as highlighted in the recent Future of Jobs report from the World Economic Forum. The report identifies five key factors reshaping the global labour market, each bringing its own opportunities and challenges. Technological advancements are expected to generate 10 million jobs in digital and tech, while the green transition will create five million jobs through the urgent need to address climate change. These transformative shifts have led policymakers to focus more on the role of skills in navigating an ever-evolving economy. The pace of workplace change is accelerating at an unprecedented rate. For example last month, the government introduced the AI Opportunities Action Plan, outlining the UK’s strategy to become a global leader in AI. The plan aims to train “tens of thousands” of AI professionals by 2030. Further evidence of skills challenges comes from Skills England’s Occupations in Demand index, which reveals that 7.8% of the UK’s working-age population are employed in critically demanded occupations, with an additional 38.5% in roles experiencing elevated demand. The rising importance of skills In the context of recruitment, reskilling, and upskilling, the value of skills is more critical than ever. Businesses are increasingly recognising the skills they need in order to thrive, prompting a shift in how skills are viewed within organisations. Instead of focusing solely on job roles, companies are beginning to prioritise key competencies and abilities. A growing trend we are noticing is the move towards skills-based organisations (SBOs), which place greater emphasis on skills rather than predefined roles. This approach aligns workforce planning, attraction, recruitment, professional development, performance management, and succession planning with the organisation’s skill requirements. The shift to a skills-based model Becoming an SBO means moving beyond rigid job descriptions to a more dynamic and flexible workforce strategy. This shift enables organisations to respond quickly to market changes, deploy talent more efficiently, and create clearer career growth pathways for employees. By prioritising skills, businesses can improve resource utilisation, enhance internal mobility, and build resilience against emerging challenges. A skills-centric business model also allows employees to transition between roles more easily, leverage diverse skill sets, and foster a culture of continuous learning. By adopting a structured approach grounded in a clear understanding of required skills, organisations can optimise development investments while providing employees with defined career trajectories. This can result in improved operational performance, reduced skill gaps, and a workforce that evolves in alignment with business needs. [Personnel Today] #employment #recruitment #worldeconomicforum #work

After ten years of construction, London’s super sewer tunnel has been finally hooked up to the original Victorian infrastructure. Engineers have completed the last of 21 connections with the new 25km Thames Tideway Tunnel. The project is not yet fully complete, as it will still need to be tested in storm conditions over the coming months. It is being hailed as a major civil engineering success. Originally, the project was due to be completed by 2024 at an outturn cost of £3.5bn. The impact of Covid pushed the project back to 2025 with the outturn cost now set to be £5bn. Under its pioneering Regulated Asset Base model the developer’s construction risk is shared with consumers, a financing model that will now be used to deliver the Sizewell C nuclear power station. Tideway CEO Andy Mitchell said: “This is another significant step forward – with this final connection complete, the super sewer is fully up and running and protecting the Thames. “Our next step is to test it in storm conditions – which is why we are keeping a close eye on the weather – and we will do this over the coming months.” He added: “We are at the start of a new chapter for London and its river. Our mission has always been about creating not just a tunnel, but a healthier, thriving environment for the river and its inhabitants.” Work on the project began in 2016 – with activity taking place at two dozen construction sites from Acton in west London to Abbey Mills Pumping Station in Stratford, east London. More than 20 deep shafts – some as wide as the dome of St Paul’s Cathedral – were constructed across London to divert sewage flows and to lower tunnelling machines into the ground. The first of these giant machines started work deep beneath London in 2018, with primary tunnelling on the 25km main tunnel and two smaller connection tunnels completed in 2022. By the autumn of 2023, a secondary tunnel lining was fully complete on all the tunnels, with the heavy civil engineering work then completed in the spring of 2024. [Construction Enquirer] #construction #supersewer #civilengineering #london #tideway

RGA added a new position ▪Structural Engineer Our client is seeking a structural engineer with 3 to 5 years’ post graduate structural design office experience to join an expanding practice in Sevenoaks, Kent. Ideal candidate: ▪3-5 years post graduate structural design office experience ▪Design experience in steel, concrete, masonry and timber ▪Ability to prepare hand calculations and use computer software ▪ Experience of Tekla structural designer advantageous Ref: 16462 Rate: £35,000 - £48,000 depending on experience Status: PERM Location: Office based in Sevenoaks, Kent #recruitment #employment #engineering #structural #tekla http://ow.ly/Qx9P30mOnMR

AtkinsRéalis has announced a change in leadership at the top of its UK & Ireland business Richard Robinson, currently president of UK & Ireland, will soon oversee the Asia, Middle East & Australia (AMEA) division. While Chris Ball, currently chief operating officer (COO) of the group’s nuclear business, will join the Executive Committee as president for UK & Ireland on 1 March, succeeding Robinson. Ball has spent more than 20 years working at AtkinsRéalis. Before becoming COO in 2023, he spent five years as managing director for its Nuclear EMEA business and 10 years as MD for Energy in UK & Europe.  As president for UK & Ireland, he will be responsible for maintaining growth across transportation, infrastructure, water, defence, security, and technology sectors, overseeing 12,000 employees. Robinson joined AtkinsRéalis in 2019. Prior to that, he was chief operating officer at HS2 and also held senior positions at AECOM, BAA Heathrow, and Anglo American.  “These internal appointments to lead two of our core regions reflect the strength and experience we have within AtkinsRéalis,” said Ian Edwards, president and CEO of AtkinsRéalis. “I am confident that their knowledge of our organisation, our clients and the countries we operate in will strengthen our ability to drive growth and deliver excellence in the UK, Ireland and AMEA, and I’m delighted to welcome both Chris and Richard into their new roles within the company.” [Construction Wave] #recruitment #atkinsrealis

Third of permanent staff considering switching to temporary work: Research by Robert Walters has found a third (34 per cent) of permanent professional staff in the UK said they would consider moving to a temporary role to gain more flexibility. A further 30 per cent of the 1,300 white-collar professionals surveyed said they were drawn to temporary roles, such as day-rate or fixed-term contracts, because of a perceived higher earning potential. Additionally, survey respondents said they had experienced greater pressure on their workload and output as a result of tighter company budgets. This pressure is likely to persist, as the increase in employer national insurance contributions is set to take effect from 6 April. Samantha Mullins, director at Latitude HR, told People Management that the research demonstrated how the “nature of the workforce is shifting”. “Previously, workers were more focused on securing permanent roles, but many are now favouring flexibility and less pressure in preference to stability,” she explained. Gemma Bullivant, HR coach and consultant, said the desire to switch to temporary roles could be a “reaction to the recent push from some employers to roll back hybrid working”. “For many workers, flexibility is not just a nice to have, it’s a necessity,” she added, explaining that a lack of affordable childcare and rising commuting costs could also be contributing to the trend. Employers were also keen to hire temporary workers, the survey showed – half (48 per cent) said they would hire contractors this year to help with specific projects. A further fifth (20 per cent) of employers said they would be led to look for more temporary workers because of hiring freezes. The findings come as the CIPD’s latest Labour Market Outlook report revealed that a third (32 per cent) of businesses planned to reduce their headcount through redundancies or by recruiting fewer staff. Elizabeth Willetts, founder and director of Investing in Women, told People Management that the rise in employees considering temporary work reflected “deeper issues” within permanent employment. “Many businesses still fail to embed flexible working into their core culture, leaving employees stuck between rigid structures and increasing workloads,” she said. “Companies must adapt if they want to recruit and retain the best talent.” Willetts added that employers looking to prevent a “drain” of permanent employees into temporary work must offer hybrid and remote working options as “standard, not perks”. She also suggested that ensuring workloads were fair should be a priority for businesses to prevent burnout, as well as offering pay and progression transparency and strong support for working parents and carers. [People Management] #employment #recruitment #temporarywork #labourmarket

RGA added a new position ▪Contracts Advisor Role includes: • Review and qualify or draft different types of contracts, including but not limited to: engineering, procurement, Construction, (EPC) transportation and installation, service contracts, as well as associated confidentiality agreements, non-disclosure and restrictive use agreements. • Manage the workload in coordination with Tendering/Commercial, Project Management and Procurement functions • Have knowledge of the industry standard contracts (FIDIC, LOGIC, BIMCO, IOCs’ etc.) Ideal candidate essential skills: • Knowledge and experience of English Law; • Proven experience of reviewing and advising on tendering contracts and of administrating project contracts and effective negotiation skills are essential; • Proven experience negotiating and executing offshore construction contracts; • Strong commercial awareness. Location:   Kingston - 3 days in office/ 2 days remote Status:       Outside IR35 Duration:   Ongoing  Ref:           16393 #recruitment #employment #contracts #oilandgas