{"id":2223,"date":"2017-08-10T16:39:41","date_gmt":"2017-08-10T15:39:41","guid":{"rendered":"https:\/\/www.docswizard.co.uk\/?p=2223"},"modified":"2018-03-19T09:52:14","modified_gmt":"2018-03-19T09:52:14","slug":"state-uk-employment-market","status":"publish","type":"post","link":"https:\/\/www.docswizard.co.uk\/state-uk-employment-market\/","title":{"rendered":"The State of the UK Employment Market"},"content":{"rendered":"
Welcome to this Brexit Blog.<\/p>\n
In January this year, I thought we might be bit further forward by now in terms of understanding the lay of the land, but no such luck. You, I and all employers are still floundering not knowing which way to go.<\/p>\n
We don\u2019t know about resourcing and how many years the free market for labour will continue and what labour restrictions and opportunities will eventually take the place of the free market. We don\u2019t know which, if any employment laws will be removed or amended. In fact we don\u2019t know much. But let\u2019s look at what we do know in relation to all things HR, as any action is better than inaction, surely?<\/p>\n
At Jaluch we support around 350 clients around the UK. Our clients cover pretty much all sectors and all sizes of business from the tiny businesses with less than 10 staff to a fair number of global corporates, and everything in between.\u00a0 We also have a number of clients that have a base in the UK, but that are not British owned. As a result, we have an insight into a wide number of organisations and, as in other years, this year is providing us with a number of patterns of behaviour.<\/p>\n
The critical incidents that have impacted in the first half of this year include:<\/strong><\/p>\n And the reality of what we are seeing at Jaluch now as a result of these issues?<\/strong><\/p>\n In respect of redundancies, only one of our clients is closing down its UK operation, but many others seem to be trimming and being more cost conscious than we have seen in the past few years. The optimism and continued positivity that we saw earlier this year has disappeared. The general election shenanigans put paid to that and what an enormous cost political unrest may well be to the millions of workers in the UK.<\/p>\n But the damage has been done and now HR Departments need to consider the way forward. I will leave you to plan and consider any redundancies, I think we all ought to wait and watch a few months more to see where the government guides us in terms of employment status, but in the meantime, here are a few of my ideas in respect of workplace unrest:<\/p>\n Grievances and complaints<\/u><\/strong><\/p>\n If people are unhappy they can take it out on their family, take it out on their friends, take it out on themselves or take it out on someone in their workplace. In my experience, political unrest often leads to unrest in the workplace. So, with responsibility for HR, what you need to do is:<\/p>\n I predict tough and challenging times ahead, so keep on your toes and don\u2019t do anything now that might impact your ability to be in business in the long term.<\/p>\n Thoughts, comments, ideas, please do give your feedback.<\/p>\n Interested in what I do, why not ask me about\u2026<\/strong><\/p>\n Welcome to this Brexit Blog. In January this year, I thought we might be bit further forward by now in…<\/p>\n","protected":false},"author":1,"featured_media":7943,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"pmpro_default_level":0,"footnotes":""},"categories":[1],"tags":[],"yoast_head":"\n\n
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