We’re members of the REC (Recruitment Employment Confederation). This means we’re on the ball – always up-to-date with changes and developments in the recruitment market. The other day we attended a webinar which highlighted the current happy state of the UK job market. It seems that the current growth in the economy is contributing towards a healthy 32.3 million people in work – 0.5% up on the same quarter last year. Even better, the unemployment rate is down to 4.3% – historically a negligible figure and one of the best, even rivalling Germany.
However, the news isn’t all rosy (whenever is it?). Employers are struggling to fill roles. There are currently over 810,000 job vacancies, demonstrating a worrying candidate shortage. Once Brexit is done and dusted, this market will doubtless be squeezed even further.
Need to know more about the UK Job Market? Get in touch.
We’re proud of our ethical standards. That’s why we’re a Corporate member of the REC. To be a member, every two years, we have to sit an exam on our industry’s Conduct Regulations. The other week, my turn came around and … I passed with flying colours! This means I’m good at what I do. So, if you’re not sure you’re getting the support you deserve from your recruitment network, just get in touch.
“How did it go?”, I asked a crestfallen candidate the other day. He’d just returned from an interview for a role as a Mechanical Engineer. His reply –
“The feedback was that I didn’t interact. I was difficult to extract information from. What’s their problem? I applied for a role as an Engineer – not a Radio Presenter”.
This was sad news for both of us. But this tale does underline the important, often ignored, truth. Your skills are important. Of course they are. But so are your ‘people skills’ – especially during the interview process. But there’s good news. I use my wide experience in the world of jobs to provide interview training that will make all the difference.
Employment Law nuggets
Michelle Morgan of Gardner Leader Solicitors is a good friend and colleague. She’s an employment solicitor. Every so often we get together and bat around news, information and ideas. Here are some snippets from our last meeting.
Hot news! How the government got it wrong
Since July 2013, UK workers, wanting to bring a claim to tribunal, have been hit with a triple-whammy. They are charged an initial fee. Then, if the claim is heard, they must pay a second fee, and yet a third charge if they want to appeal the decision.
It transpires that, Employment Tribunal fees are unlawful under both UK and EU law because they prevent access to justice.
Following their introduction in 2013, Unison have been fighting the ruling. In two High Court challenges and in the Court of Appeal, they were unsuccessful. Unison’s final appeal to the Supreme Court was heard on early in 2017 … and they were successful, with the decision being announced in July.
So – what does this mean for aggrieved employees?
Currently, if you want to bring an employment tribunal claim, there’s no fee to pay. With the Government currently preoccupied with Brexit, there are no immediate plans to change this. Employment lawyers do believe that fees might be introduced in the long term – but at a reduced rate. So, access to justice shouldn’t be unduly affected.
What about fees already paid or due to be paid?
The Supreme Court has clearly stated that the Lord Chancellor’s Department must refund all fees paid since 2013. The Lord Chancellor has acknowledged this. The total to be re-paid could amount to around £33 million. The Ministry of Justice and the Courts Services announced recently that there would be a phased implementation of the scheme. Initially, the Courts will invite approximately 1,000 eligible parties to apply for reimbursement. Full roll-out of the scheme is expected to take place in the coming weeks. Successful applicants will also receive interest at a rate of 0.5%, calculated from the date of the original payment up until the refund date.
Those entitled to a refund include:
- Parties who paid an issue fee which was not later paid by their opponent.
- Parties who were ordered to pay their opponent’s costs.
If you think you may be entitled to a refund, register your interest by e-mail to – email@example.com
If you have any employment law queries, either as an employer or an employee, Michelle Morgan would be delighted to help. Send an email to – firstname.lastname@example.org
To find out more about any of these topics or anything ‘recruitment’