The Chartered Institute of Payroll Professionals
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• after paying for essentials, 27% of low paid workers either had no money left over each week or had to use loans to cover essentials, showing no change since our last survey in August 2022 • an additional 42% having less than £30 left over per week, with 13% having less than £10 Changes in work • 55% of respondents reported undertaking more work in the past 12 months because of the increased cost-of- living • of those, almost half (46%) reported taking on more hours at their existing workplace, while a further 32% reported taking a second job Reliance on foodbanks • 60% of workers reported using the services of a foodbank over the past 12 months, compared to 56% reported last year • 32% of these respondents reported increasing their use of foodbanks over the past 12 months, while 44% said their use had stayed the same • 43% of workers reported using the services of a foodbank regularly (at least once per month) over the past 12 months Impact of low pay on health, relationships and quality of life • over half of respondents reported that there would be a positive impact on their health, relationships and quality of life if their pay was increased in line with the cost-of-living Expectations for the next 12 months • low paid workers were slightly more optimistic about future wage growth compared to 12 months ago. In August 2023, more low paid workers (22%) expected their hourly pay to increase in-line with, or above the cost-of-living over the next 12 months, compared to 15% in August 2022 • nearly 40% of workers ranked increased pay as the most effective measure an employer could take to help them deal with the increased cost-of-living. Low paid workers were more than three times as likely to cite this than any other measure • after pay, the other top ranked factors included better work life balance, more hours and more support with financial well-being. It has further been expressed that as the results of this survey show, real terms pay cut is simply not an option for the lowest paid workers, many of whom have already been forgoing essentials like food and heating. That is why it is more important than ever that employers do right by their employees and pay them a Real Living Wage.
Read the full report, here.
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Research: parental leave and family support at work Published: 28 September 2023 Emailed: 4 October 2023
Bright Horizons Family Solutions has released the report ‘ Parental Leave and Family Support Benchmark 2023’ . Their benchmark report is released every two years and allows organisations to see how their parental leave and family policies measure up against over 500 other companies and organisations in the UK.
Below are the key findings:
• there is a growth in the provision of inclusive family leave not tied to gender or role in parenting. 56% of the sample reported some level of role-inclusive leave
• the most frequently offered inclusive leave is six weeks and the average length of inclusive leave is 14 weeks
• for maternity/adoption, 26 weeks of fully paid leave is becoming firmly established as the benchmark in several sectors
• there has been a small drop in the overall proportion of employers reporting enhanced maternity/adoption, paternity or shared parental leave above statutory pay
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