Totaljobs recruiter news 24.06.2013

All the jobs industry news you need to know in the UK.

Charity calls on MPs to warn employers about the dangers of workplace drinking

Workplace drinking

Charity group Alcohol Concern has revealed a quarter of MPs (26%) believe there is an “unhealthy” drinking culture in Parliament.

It has called on MPs to set an example and warn employers about the dangers of workplace drinking.

The survey of 150 MPs, showed their attitudes towards alcohol, uncovered limited awareness of both the harm to health caused by misuse and the lack of available treatment services, which the charity said is also likely to be representative of other workplaces in the UK.

Lauren Booker, workplace programme manager for Alcohol Concern, said: “We know that employers identify alcohol as a major threat to employee wellbeing but the majority do not have an alcohol policy in place.

“Often, employers do want to be responsible and support their staff, but knowing where to start can be a daunting prospect.

“The key is to work proactively rather than reactively, starting with an open and frank discussion about alcohol as the basis for an effective alcohol policy.”

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More jobs, fewer applications in the South West

According to the latest figures from the Totaljobs Barometer, the jobs market in the UK’s South West region grew to record levels last month, with the added bonus for jobseekers that competition continues to fall in the region.

With nearly 11,000 jobs posted in May of this year, this represents the biggest month since Barometer records began way back in 2009. Conversely, applications fell in May, however, to the extent that there were only just over 9 applications for every job posted in the region. This places the South West alongside East Anglia and Northern Ireland as the only regions in the UK where competition for jobs is in single figures.

Liz Parks, Business editor of the Western Morning News said “The fact that there has been an increase in the level of jobs advertised in the South West is an encouraging sign for the economic health of the peninsula. After a long, hard double dip recession, we do now seem to be heading for recovery – although every indication is that this will be a slow, steady process rather than any sort of dramatic return to rapid growth.”

Parks said that the worst seemed to be over for the region, but advised caution due to the spike in seasonal jobs in tourism and farming.

For jobs in the South West click here

 

Changes in employment law: What recruiters need to know

 Employment LawOver the next 18 months there will be some significant changes to employment law.

It will be essential for every recruiter to have a sound knowledge of all upcoming changes.

Some of the key changes are:

Qualifying period for unfair dismissal claims over political opinions removed – From 25 June 2013, the two year-qualifying period for unfair dismissal claims will not apply where the alleged reason for dismissal is, or relates to, the employee’s political opinions or affiliations.

  • Public interest disclosures no longer required to be in good faith –From June 2013, a disclosure will not be protected unless it is, in the reasonable belief of the worker making the disclosure, “in the public interest”. Accordingly, an employee who “blows the whistle” about breaches to his or her own employment contract will not normally be protected. The requirement that a protected disclosure must be made in good faith is removed from the same date.
  • Update Service launched by Disclosure and Barring Service (DBS) –As of this month, the DBS Update Service will allow employers to check the status of criminal record checks online.
  • The 2-year qualifying period for unfair dismissal will not apply where the main reason for dismissal is the employee’s political opinions or affiliation.
  • Significant revisions to employment tribunal procedure and the orders that an Employment Tribunal can make.
  • The Government will have the power to limit the amount of the compensatory award in unfair dismissal cases. It will do this from July 2013 by limiting such compensation to either the maximum statutory limit of £74,200, or a year’s pay, whichever is lower.

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