The rapidly changing UK labour market is influencing the relationships between employers and employees. This study has evaluated the UK labour market and its changes and found out the impacts of these on relationships between employers and employees. Then, the study has evaluated the initiatives taken by Trade Union Commerce (TUC) against the changes in the labour market to recommend how it can improve its activities.
The finding of this study is from different sources including academic texts books and journals, websites mainly www.gov.uk and www.ons.gov.uk, labour force survey, etc.
Dramatic changes in the UK labour market have been seen in recent years. Firstly, as the Labour Force Survey conducted by the Office for National Statistics (2014) data, the percentage of women workers in the UK have been increasing in comparison with men. In 1971 only 53% of women worked in compare with 92% men, wherein 2011 women workers have increased to 67% in contrast to decreased men workers with 76%. However, fewer women ( 35%) work fulltime in compare with men (55%) but more women work in the public sector (65%) than the private sector (41%). Secondly, research by the London School of Economics (2013) has seen an increased trend in immigrants employments, from only 7% of total workers in 1975 to 14.4% in 2012.
However, this trend has declined in recent years because of tougher immigration rules and laws. Thirdly, Labour Force Survey by ONS (2014) discloses that “Zero-hour” contracts have increased dramatically nowadays in the UK labour market, about 137% in 2014, in comparison with other working flexibilities. Fourthly, the government is changing the immigration rules and policies very frequently taking tougher initiatives mainly from 2010, which have restricted immigrant workers to work and stay in the UK in recent years. Finally, legislations on UK employment have changed mainly in increasing national wages and introducing automatic enrolment of pension schemes.
The changes in the UK labour market are impacting on relationships between employers and employees significantly. The increasing trend in female workers have motivated women to work for and increased their confidence levels to be skilled and experienced. The changes in migrant employment and immigration rules have restricted foreign workers to work, which might be caused by skills shortages in future in the UK. However, these changes have brought more opportunities for home workers in working and gaining skills and experience. The improvement in legislations mainly in national wages and pension scheme have motivated workers to work for and secured their lives. However, these have given extra pressers to the employers. The rapid changes in contractual flexibility have brought both positive and negative outcome for employers and employees. However, critics say employers should do at least some hours of contracts instead of “zero-hour” contracts, which would benefit employees and secure their lives.
The Trade Union Commerce (TUC) has been taking different initiatives against the rapid changes in the UK labour market. The recent key measures taken are: a) a campaign in March 2015 to provide learning metatarsals to the young people; b) launch a conference in 2015 on the significance of women works; c) a campaign as “Fair Pay Fortnight” to improve national minimum wages; d) launch a guidebook in 2015 on the social model of disability to support disabled people in workplaces; e) introduced a training and development programs to improve workers knowledge and understanding on equality, diversity and discrimination issues.
Although the TUC has already taken a number of initiatives recently, the study suggests that it should take more initiatives and update the existing ones in the interest of both employees and employers in the volatile labour market. Firstly, it should update its “Women Works” campaign motivating women to contribute more in the private sector. Secondly, it should motivate the government to ease immigration policies and to provide opportunities to the highly skilled migrant workers to work for the UK, who will fill up skills-gaps and labour shortages. Thirdly, it should encourage employers to provide at least some hours of contracts to the employees instead of “zero-hour” contracts, which will benefit staffs and secure their lives.
In summary, the study has seen rapid changes in the UK labour market, which has impacted on relationships between employers and employees in both positive and negative ways. The Trade Union Commerce (TUC) has been taking initiatives continuously against these changes in the UK labour market and their impact on employees and employers relationships. However, TUC should take more measures mainly suggested by the study here.
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Table of Contents
2.0 Changes in the UK labour market
2.1Changes in Women workers and the UK labour market
2.2 Changes in immigrant workers in the UK labour market.
2.3 Changes in employment contracts.
2.4 Change in immigration rules on employment
2.5 Changes in government legislation on employment
2.5.1 Changes in National Minimum Wages.
2.5.2 Changes in workplace pensions scheme.
3.0 Impact of employment changes on employees and employers relations.
3.1 Impact of changes in men and women workers.
3.2 Impact of changes in migrant employment on the UK labour market
3.3 Impact of changes in employment contracts.
3.4 Impact of changing immigration rules on UK employment.
3.5 Impact of legislations changes in employment
3.5.1 Impact of increased National Minimum Wages rate.
3.5.2 Impact of the amendment on workplace pensions scheme.
4.0 The initiatives are taken by the Trade Union Congress (TUC) to meet the changing needs of the UK labour market
5.0 Recommendation for the TUC.
The UK labour market is changing rapidly, which is impacting on both employees and employers relations significantly. According to Waddell and Burton (2006), changing in employment has an important influence on social mobility and individual’s health as well as wellbeing. As Lee (2009) notes, the key causes of rapidly changes in the labour market area) polarization of the labour market into low and high quality of jobs; b) economic volatility and recessions; c) globalization; d) cut in public spending by government; and e) the pace of rapid changes in technological development.
This report has focused on the changing trends of the UK labour market in recent years. Then, the study has emphasised on how these changes in the shape of the labour market are impacting on relations between employers and employers in workplaces. Finally, the study has found out the Trade Union Commerce (TUC) initiatives against these changes to recommend them to improve in their activities. statistics (ONS) in 2014 state that, most of the employers, mainly the retail industries, are giving priority on zero-hour contracts. Although a zero-hour contract includes some other contract types, they have a lack of guaranteed minimum working hours. According to LFS (2014), about 1.4 million employees had zero-hour contracts in 2014, where there were nearly 0.583 million in 2013…………………….