Policy News Journal - 2016-17

The Chartered Institute of Payroll Professionals ……………………………………………………………Policy News Journal

“Older workers want fulfilling work that is personally meaningful, flexible, and that provides social interaction including across generations. They expect to be treated equally and fairly as any other worker, with flexibility, opportunities for development, and access to lifelong learning. People over the age of 50 are more likely to have caring responsibilities and health conditions. Older workers who have access to support find it easier to balance working and caring, are more loyal to their employer and are more likely to remain in work. Employers need to support carers and people with health conditions, and provide workplace adaptations for those who need extra support.” Understanding what older workers want is the first step in helping employers create age-friendly workplaces. The findings from the research on what older workers value about work suggest a number of steps that employers can take to promote fulfilling work and create age-friendly workplaces. Employers can:  Support older workers to align their personal aspirations, job roles and organisational objectives  Ensure that older workers have variety in their work and opportunities to learn new skills  Give older workers as much autonomy as is possible in their work  Design roles for older people that maximise social contact and interaction  Communicate organisational values, goals and performance transparently, and provide opportunities for all staff to contribute their opinions and ideas  Create a positive and inclusive culture that treats age as seriously as other protected characteristics such as ethnicity, gender and disability  Apply effective and fair HR practices to all staff, including older workers  Ensure that training and development opportunities are open and available to all staff, regardless of age  Create opportunities for older workers to share their knowledge and experience with other colleagues  Offer occupational health and wellbeing support to staff of all ages  Promote flexible working positively and openly to all staff  Redesign job roles around the person if they have long term health conditions or other functional limitations  Offer secure contracts to both older and younger workers, wherever possible  Provide equal access to work adjustments for all working carers.

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Share your views on modern employment practices 14 February 2017

You can share your opinions and experience online, to contribute to the Taylor Review of modern employment practices .

Taylor Review The issues around the gig economy have and continue to receive a lot of attention and last year the Prime Minister asked Matthew Taylor, Chief Executive of the RSA, to carry out a study on the employment implications in the gig economy. In November 2016 the review was launched with a regional tour to discuss the UK’s labour market; speaking to workers and employers working in sectors such as the gig and rural economies and manufacturing, to fully understand the impact of modern working practices and how different labour markets work.

The review will consider the implications of new forms of work on worker rights and responsibilities - as well as on employer freedoms and obligations.

An online site has been created where you can submit ideas and debate the issues surrounding the Taylor Review.

OTS focus paper on tax implications in the 'Gig' economy The OTS also published a focus paper in November 2016 which raises some of the tax issues and implications that arise from the gig economy. The aim is to promote discussion on the issues and to ensure that tax aspects are considered.


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