Joanna Coleman’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

📢 What's Really Driving Employer Priorities in Workforce Development? With the UK General Election on the horizon, there's a lot of talk about welfare-to-work. The latest survey from the Institute of Employment Studies (IES) and the Recruitment and Employment Confederation (REC), conducted by Savanta, sheds light on what employers really need to support their teams better. Here are the key takeaways from 167 employers: 🚉 Almost 50% want more funding for new recruits to help with barriers like transport and childcare, especially in the Midlands. ❓ Surprisingly, 33% listed 'other' as their top priority. This tells us there's a lot more to uncover about what employers and employees truly need. 📚 Over 26% are calling for better skills training, focusing on both IT and those all-important interpersonal skills. 🔄 21% are looking for easier access to public employment schemes and more support for those changing jobs or currently unemployed. 🛠️ Labour market reforms are also on the radar, with 28.1% highlighting the need for regulation of umbrella companies and the creation of a Single Enforcement Body for employment rights. These findings highlight the need for tailored, regional solutions and continuous conversations between policymakers and businesses to build a strong, adaptable workforce. 🗨️ What do you think about these evolving priorities? And how is your company supporting welfare-to-work initiatives? #Employment #SkillsTraining #WorkforceDevelopment #PolicyReform Bridge | Jenny Rostron

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

Have you considered what the UK government's 'New Deal for working people' means for workplace inclusion? Now that the dust has settled and we are well into the new Labour governments first 100 days, it might be helpful to be aware of the policy changes that relate to inclusion. There was a lot of talk about the 'new deal for working people' in the run up to the elections, so this is a summary of what Labour are putting on the table. Are you and your organization prepared to stay ahead of potential new legislation in this area? I'm here to discuss and explore these points further. #paygap #equity #menopause #flexibleworking PS: This summary aims to provide valuable insights efficiently and spark interest, without delving into party politics. Alt text: Image of slides outlining the forthcoming policies related to inclusion.

The new Employment Rights Bill is set to transform the UK workplace with significant updates aimed at both protecting employees and fostering productivity for employers. Key provisions include: 📜 Day-one rights for employees, such as protection against unfair dismissal and access to paternity, parental, and bereavement leave. 📜 A shift towards flexible working as a default from the first day of employment, providing greater work-life balance. 📜 Bans on exploitative practices, including zero-hours contracts and "fire and rehire" tactics, ensuring workers have more security in their jobs. 📜 Enhanced protections for employees on maternity leave and improved statutory sick pay from day one. For employers, these reforms could enhance productivity and workforce satisfaction. Happy, secure employees tend to be more engaged and innovative, while updated rules on fair practices can help employers build stronger reputations and attract top talent. These changes aim to create a healthier, more balanced working environment, benefiting both workers and businesses in the long run. What are your thoughts on the new Bill and does either “side” win? #EmploymentRightsBill

What Does the Recent Employment Bill Introduced by Labour Mean for Workers in the UK? In Bullet Points! Just within its promised one hundred days in power, Labour has introduced the Employment Rights Bill, set to bring transformative reforms for UK workers. Here’s a snapshot of the key changes: Main Reforms: • Zero-Hours & Low-Hours Contracts: Employers must offer guaranteed hours to workers who consistently work beyond their contracted hours. This will provide greater stability, reasonable notice for shifts, and compensation for last-minute cancellations. • Flexible Working: Flexible working becomes a right from day one. Employers must respond to requests within two months, providing clear reasons for any refusals. This change aims to make work-life balance more accessible for all. • Statutory Sick Pay (SSP): SSP will be available from the first day of illness, and the earnings threshold will be removed, making SSP more inclusive for all workers. • Parental & Paternity Leave: New hires will be eligible for parental and paternity leave immediately, with no minimum service requirements. • Bereavement Leave: Bereavement leave is extended to cover more situations: two weeks for the loss of a child and one week for other losses, ensuring support during difficult times. • Maternity Protection: Protections for pregnant workers and new mothers will be strengthened, including protections against dismissal within six months of returning to work. Additional Provisions: • Union Rights: Greater access and rights for trade unions in the workplace, reversing previous restrictions. • Collective Redundancy Consultation: Applies across the entire business, rather than just single locations. • Gender Equality Action Plans: Large employers (250+ employees) will be required to implement gender equality action plans and address gender pay gaps. Future Reforms to Watch: • Labour plans further consultations on topics like the Right to Switch Off, employment status simplification, and a full review of the parental leave system. These reforms represent a substantial shift towards fairer, more flexible work environments. What are your thoughts? Remember to keep an eye on the Employment Rights Bill as it progresses through Parliament! #UKWorkers #EmploymentLaw #LabourReforms #FlexibleWorking #ParentalLeave #WorkersRights #Workforce #Management #Economics #Politics #Policy #Law #Business #Change #Government #Job #Rights #WorkFromHome #Education #Bill #Labour #Elections

Nobody should be left behind when it comes to financial security – but there are inequalities, including gender and ethnicity gaps. Workplaces have an essential part to play in improving financial wellbeing for employees – and our trials with major employers including the Co-op, Bupa and SUEZ show that opt-out approaches to payroll saving can be especially inclusive of people with lower financial confidence and from other vulnerable groups. Our Director of Research and Innovation, Jo Phillips, was in Manchester yesterday discussing the links between financial wellbeing and DE&I, alongside other experts Ayesha Begum from Fair4All Finance, Adele Atkinson from CHASM - Centre on Household Assets and Savings Management and Gareth Evans from the Financial Inclusion Centre at the Greater Manchester Good Employment Charter in collaboration with The Co-op Credit Union. 👇 Take a look at our research into workplace emergency saving and the crucial role of employers https://lnkd.in/dZww2Myh #financialwellbeing #responsibleemployers #inclusion

Keeping you informed: ➡ There is a ‘say-do gap’ between what British employers say about multigenerational workforces and what they do to support managers to create age-inclusive workplaces, according to a new report from The Work Foundation. ➡ Deputy Prime Minister and the Business Secretary have hosted a meeting with business representatives and trade unions this week to discuss the government’s plans for workers’ rights. ➡ Unemployment fell slightly on the quarter to 4.2%, according to the latest Office for National Statistics figures. ➡ Over two-fifths of working parents see total childcare costs rise over the summer holidays, with an average estimated increase of £1,683 per month, according to a new survey by Phoenix Group. ➡ Age UK, Britain’s leading charity for the elderly, has been found guilty of age discrimination by an employment tribunal. ➡ The Inclusive Growth Commission, a business-led think-tank, has called on the Government to introduce a “skills tax credit” to incentivise employers to address skills shortages. ➡ AllBright is a global organisation which aims to advance women’s professional growth at all career stages. everywoman, which has just celebrated its 25th anniversary, was founded by Maxine Benson MBE and Karen Gill MBE, who will remain as advisers and investors. View extended update in the comments. #multigenerational #HRnews #workforces #everywoman #employers #bestpractice #employmentrights #Government #unemployment #childcarecosts #agediscrimination #skillsshortages 

🌍 Navigating the Landscape of UK Employment Policy Changes 🌍 As the work environment continues to evolve rapidly, recent changes in the UK's employment policy reflect our commitment to fostering a more inclusive, fair, and flexible workforce. Here are some key updates to consider: 🔑 Flexible Working: The right to request flexible working arrangements has been extended, allowing employees to balance their work and personal lives more effectively. This change promotes better well-being and productivity. 🔑 Minimum Wage Increases: The recent adjustments to the National Minimum Wage and National Living Wage ensure that workers receive fair compensation for their hard work, helping to combat the rising cost of living. 🔑 Enhanced Parental Leave: New policies support shared parental leave, providing greater flexibility for families to share responsibilities during crucial early months. This change promotes gender equality in the workplace. 🔑 Mental Health Support: Recognizing the importance of mental well-being, organizations are encouraged to implement mental health initiatives, ensuring that employees have access to necessary support and resources. 🔑 Diversity and Inclusion: Policies promoting diversity and inclusion are becoming more prevalent, with organizations being held accountable for creating equitable workplaces where everyone can thrive. These changes are not just legal obligations; they are opportunities for organizations to lead with empathy and purpose. As HR professionals, we have the power to shape these changes positively within our workplaces #EmploymentPolicy #FlexibleWorking #DiversityAndInclusion #MentalHealthAwareness #HR #Leadership

🚨 **Breaking news in employment rights!** 🚨 The UK government has just unveiled **major reforms** that will reshape the way we work and manage our teams. 🏢💼 Here’s what’s coming: 🌟 **Flexible Working from Day 1**: No more waiting 6 months to request flexible hours – now, it’s available from day one. Perfect for parents, carers, and anyone needing work-life balance! 🏠🕒 👶 **Protection for Pregnant Workers & New Parents**: Redundancy protection will be extended until the child turns **18 months old**. This is a massive win for working families! 💪👩👦 🧑⚕️ **New Carer's Leave**: Caring for a dependent? You’ll be able to take up to a **week of unpaid leave** each year to manage those responsibilities. 💙 🍽️ **Fair Tips**: Employers can no longer withhold tips or service charges from staff, ensuring workers get **every penny** of what’s intended for them. 💰🙌 **Why it matters**: For employees, these changes offer more security, flexibility, and fairness. But some small businesses might face challenges in adapting to these reforms, from **managing flexible work requests** to **complying with new protections**. Will the cost outweigh the benefits? 👀 What do you think? Will these reforms make workplaces more inclusive, or add more pressure to small businesses? 💬👇 #EmploymentRights #Flexibility #HRReform #WorkLifeBalance #InclusiveWorkplace #BusinessChallenges #EmployeeWellbeing