Centre for Ageing Better’s Post

Thanks to support from a donor Cumbria Community Foundation is working with Kendal Leisure Centre and partners to develop Age Friendly South Lakeland We’re encouraging local employers to adopt the Age Friendly Employer Pledge Employment is a key factor in maintaining health, wellbeing, and activity as we age. The Age-friendly Employer Pledge is a nationwide programme for UK employers who recognise the importance and value of older workers. Employers commit to improving work for people in their 50s and 60s and taking the necessary action to help them flourish in a multigenerational workforce. The Age-friendly Employer Pledge is a nationwide programme for employers who: ⭐️recognise the importance and value of older workers are committed to improving work for people in their 50s and 60s (and beyond) ⭐️are prepared to take action to help them flourish in a multigenerational workforce ⭐️Signing up to the Age-friendly Employer Pledge shows your commitment to older workers. https://lnkd.in/d3NSmQsH

Do you feel that age-inclusivity is difficult to implement in the workplace? Our Age-friendly Employer Pledge is a nationwide programme for UK employers who recognise the importance and value of older workers. Employers commit to improving work for people in their 50s and 60s and taking the necessary action to help them flourish in a multigenerational workforce. How can the Pledge help you? By signing the Pledge, you are not committing to changing your whole organisation overnight. You are committing to take one action – big or small – every year, to improve the recruitment and retention of older workers. What opportunities are available for Age-friendly employers? This year we hosted our first ever Pledge Connections event where our Age-friendly Employers had the opportunity to network with other employers, hear from us about the future vision of work for older workers, discuss ways to unlock more opportunities and had a chance to put your questions to a panel of experts. On the day we also heard from our brilliant speaker, Christine Armstrong, Founder of Armstrong & Partners. How can you get involved in these future opportunities? Register your interest today for the Age-friendly Employer Pledge to find out more and to be invited to our future events and opportunities: https://lnkd.in/egcAnn_3 #PledgeConnections24 #OlderEmployers #OlderWorkers #Ageing #OlderPeople

Carlisle United FC are the first club in the country to take the #agefriendlyemployer pledge ✍️ The Age-friendly Employer Pledge is a nationwide programme for UK employers who recognise the importance and value of older workers. Employers commit to improving work for people in their 50s and 60s and taking the necessary action to help them flourish in a multigenerational workforce. Well done to Teresa Mulholland and Joanne Rayson for this brilliant achievement 👏👏👏 Interested to find out more?? Check out the Centre for Ageing Better website https://lnkd.in/eqRFbbVX

With January right around the corner and an unpredictable 2025 ahead, now is the time for Companies to think about what they stand for and what they are committed to regardless of shifts in government policies. Particularly in Benefits, we are likely to face a more deregulated future. This could have a significant impact on women and families, in particular. Check out what my colleague, Kelton McMains has to say about it...... https://lnkd.in/eAn2_BmJ #benefits, #ivf, #parentalleave

A nationally representative sample of 1,873 employers were surveyed late last year about business practices that affect older workers. Based on the responses of 35% of the employers surveyed who provided specific ages, the median age considered too old to hire was 58, and the median age considered too old to work was 62. “AARP believes all ages bring something to their employers, and older workers are no exception,” says Heather Tinsley-Fix @htinsleyfix, senior adviser for AARP’s Employer Pledge Program. “Experienced workers bring a wealth of valuable human skills such as critical thinking, problem-solving and communication, as well as high levels of engagement, motivation and professionalism — and these qualities don’t have an expiration date.” Smart employers recognize the value of all workers and understand that people are living and working longer now. They stand to benefit greatly from ensuring they hire based on skills and experience, not just age. Let us know your experience below.

COMPANIES AND THEIR LEADERS NEED TO GET WITH THE TIMES! When companies shut out older workers they are missing out on all the benefits of an intergenerational workforce and they are dismissing the unique benefits that older workers bring to the table - Emotional intelligence, problem-solving, communication skills, creativity, a big-picture perspective and of course all the experience and know how that they have nurtured over the years. Don't let this "ism" derail your company and it's employees. WOULD YOUR ORGANIZATION BENEFIT FROM AN AGEISM AWARENESS WORKSHOP AND PROGRAM? Contact me, I'd love to discuss with you. #Ageism. #AgingWorkforce, #olderworkers, #leadership, #DEI, #DiversityandInclusion

📢 Lib Dems’ 2024 General Election Manifesto: Key employment proposals 💼 These are exciting times with the general election fast approaching. The Liberal Democrats unveiled their manifesto yesterday which includes some significant proposed changes in employment law. A brief overview and some thoughts: 👉 Dependent Contractor Status: Introduction of a new category between employment and self-employment, providing basic rights like minimum earnings, sick pay, and holiday entitlement. Is this a new category, or a rebranding of existing 'worker' status? 👉 Minimum Wage Increase for Zero-Hour Contracts: A 20% rise during normal demand periods to offset the uncertainty of fluctuating hours. This could bring some stability to those in precarious employment. 👉 Employee Ownership: Employees in listed companies (250+ employees) would have a right to request shares. A step towards promoting employee ownership and engagement, but how much effect would it actually have considering that employers will almost certainly have the right to say “no”. 👉 Burden of Proof in Employment Tribunals: Shifting the onus onto employers to disprove employment status. This could streamline tribunal processes and provide greater protection for employees. 👉 Enhanced Statutory Sick Pay (SSP): SSP from day 1 and removal of the lower earnings limit, ensuring more comprehensive coverage for all employees. 👉 Name-Blind Recruitment: Extension of anonymous recruitment processes to combat unconscious bias and promote diversity. Additional proposals include: 👉 Day 1 Rights for Parental Leave and Pay: Plus doubling SMP and SPP to £350 per week, and a ‘use it or lose it’ month for fathers and partners. 👉 New Protected Characteristics: Adding ‘caring’ and ‘care experience’ under the Equality Act. 👉 Diversity Data Disclosure: Requiring large employers to publish detailed diversity data and set five-year targets. 👉 Disability Employment Support: Streamlining the Access to Work scheme and introducing ‘Adjustment Passports’ for disabled employees. These proposals clearly aim to create a more equitable and inclusive work environment, a noble aim. But they also raise questions and challenges around practical implementation. How prepared would people be to adapt to these potential changes? #EmploymentLaw #LibDems #GeneralElection2024 #WorkplaceReform #DiversityAndInclusion #EmployeeRights

Older workers can be a major asset for your business. Find out the key benefits of mature employees and how to sign up for the FREE Older Worker Employment Toolkit. #workforce #olderworkers #business

Older workers can be a major asset for your business. Find out the key benefits of mature employees and how to sign up for the FREE Older Worker Employment Toolkit. #workforce #olderworkers #business

🚨 Employment Rights Bill 2024: Key Changes on the Horizon 🚨 The UK's new Employment Rights Bill, dubbed the "biggest upgrade to rights at work for a generation," brings important reforms that both businesses and jobseekers should know about. 𝗞𝗲𝘆 𝗥𝗲𝗳𝗼𝗿𝗺𝘀: - Day-One Rights: All employees will now have rights to paternity, parental, and bereavement leave from day one, plus protection from unfair dismissal. - Maternity and Family Protections: Enhanced protections for employees on family leave—no dismissals for six months post-leave except under specific circumstances. - Flexible Working: Employees can request flexible work from day one, and employers must provide a written explanation if declined. - Zero-Hour Contracts: Minimum notice for work schedules, compensation for last-minute shift cancellations, and guaranteed hours for qualifying workers. - Stricter Harassment Policies: Employers must take "all reasonable steps" to prevent workplace harassment. - Restrictions on Fire and Rehire: Limits on terminating and rehiring workers on new terms without a valid financial reason. 𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗠𝗮𝘁𝘁𝗲𝗿𝘀: These changes aim to create fairer work environments and improve job security—especially for those in low-paid, flexible roles. For employers, it's a chance to strengthen retention and improve compliance, but it's also essential to adapt policies to meet these new standards. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀: Now's the time to review HR strategies, update workplace policies, and attend the CIPD Annual Conference in Manchester to learn more about these reforms. 𝗝𝗼𝗯𝘀𝗲𝗲𝗸𝗲𝗿𝘀: Expect enhanced protections, more predictable work patterns, and a clearer path to work-life balance! ➡️ What do you think of these upcoming changes? Share your thoughts below! #EmploymentRights #UKHR #EmployeeWellbeing