<h1>Welcome To Placing People Bedford</h1> <strong>Looking to find a job in Bedford? We are committed to providing people the very best available careers on a permanent / temporary / temporary to permanent basis as well as being a point of contact for employers wishing to fulfil a position. </strong> <em> Use Placing People Bedford</em> today and see how our years of expertise can help you find the perfect employer / employee!
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Employer News!

Current recruitment news

December 2016
REC Compliance Results

We are delighted to inform our clients and applicants that having recently sat the compulsory 2 year REC compliance test we have been awarded a whopping 94%.
Our staff are trained in all aspects of recruitment including employment law and we want you to know that your recruitment is in safe hands when you come to Placing People. Not only are we all trained in the industry we also have many years experience to offer you.

October 2016
Minimum Wage

From 1st October 2016 the minimum hourly rates will be as follows.
The recently introduced National Living Wage rate for over workers aged 25 and over remains the same.
From 1 October the minimum hourly rates for:
Workers aged 25 and over (National Living Wage) remains £7.20
Workers aged 21 and over increases from £6.70 to £6.95
Workers aged 18 – 20 increases from £5.30 to £5.55
Workers aged 16 – 17 increases from £3.87 to £4.00
Apprentices increases from £3.30 to £3.40

February 2016
The National Living Wage

The National Living Wage is set to come into force on 1st April 2016 – introducing a mandatory minimum rate of pay for workers aged 25 and over of £7.20.

Although the rate has a new name (National Living Wage) essentially the Government has simply introduced another pay band to the existing National Minimum Wage rates of pay.

Currently the national Minimum Wage bands are:
• £6.70 per hour for workers aged 21 and over
• £5.30 per hour for workers aged 18 to 20
• £3.30 for apprentices aged 16 to 189 and those aged 19 in the first year of their apprenticeship.

The New National Living Wage is compulsory.

March 2015
National Insurance contributions to be abolished for under 21's
The Chancellor announced in the 2015 Budget that from 6th April 2015 National Insurance Contributions for employees under the age of 21 will be abolished, with the exception of those earning more than £42,285 a year. It is estimated that employers will save £500 per year for an employee under the age of 21 who earns £12,000, and over £1,000 if the employee earns £16,000.
The changes are adopted with the view to help youth unemployment, which was 16.2% in January 2014. However, these changes may lead to increased discrimination claims where a candidate claims that they have been discriminated against during the recruitment process in the favour of a “cheaper” candidate who is under the age of 21. When recruiting an employer should not ask a candidate for their age during the recruitment process, to avoid discrimination claims.
Additionally there is concern that there are currently no provisions which specifically prohibit employers from hiring employees under the age of 21 to benefit from the National Insurance savings, and then letting them go once those savings are no longer available, due to the candidate reaching 21.
The abolishment of National Insurance should not impose a great administrative burden on employers, however, employers should update their systems to ensure that the correct National Insurance letter is applied for employees under the age of 21.

National Minimum Wage 2015
From 1 October 2015:
• the adult rate will increase by 20 pence to £6.70 per hour
• the rate for 18 to 20 year olds will increase by 17 pence to £5.30 per hour
• the rate for 16 to 17 year olds will increase by 8 pence to £3.87 per hour
• the apprentice rate will increase by 57 pence to £3.30 per hour
• the accommodation offset increases from the current £5.08 to £5.35

News 30th September 2013
Pension update
What is Automatic Enrolment?


People are living longer yet too many people are under-saving or not saving at all for what could be a long retirement. The law on workplace pensions has changed to make it easier for millions more people to build up a pension, particularly those on lower incomes.

Automatic enrolment means that, rather than having to actively choose to join a pension scheme, staff are put into one by their employer as a matter of course. If they don’t want to be in the pension scheme, they must actively choose to opt out. It’s to encourage people to stay in pension saving.
Automatic enrolment come into force for Placing People from 1st May 2014 however before this date we will be in contact with each member of staff individually to tell them how they have personally been affected by automatic enrolment.

Further information can be found at www.thepensionregulator.gov.uk

National Minimum Wage – 1st October 2013
The national minimum wage increases from 1st October 2013. Please find below the new increases.
Year 21 and over 18 to 20 Under 18 Apprentice*
2013 (from 1 October) £6.31 £5.03 £3.72 £2.68
2012 (current rate) £6.19 £4.98 £3.68 £2.65


*This rate is for apprentices under 19 or those in their first year. If you’re 19 or over and past your first year you get the rate that applies to your age.

January 2011
Employment Agency’s Act
The New Agency Worker Regulations come into force in October of this year
. Following many years of debate in Brussels, the Regulations will come into force in England, Wales and Scotland on 1st October 2011. The aim of the Regulations is to ensure that the principle of equal treatment which already applies to fixed term and part time workers – is extended to agency staff once they have completed a 12 week qualifying period. Equal treatment measures cover pay and working conditions but do not fundamentally affect employment status or the dynamics of how agency staff are placed and managed.

Placing People Bedford Ltd is a member of the REC and is working in conjunction with them to make sure we are fully prepared for this new legislation and that all our clients are also aware of the expected changes. Each one of our clients will shortly receive an information pack containing full details of the changes and how it will be implemented and the possible effects on their business. If you are not a client of Placing People Bedford Ltd and would like to receive the information pack please call us on 01234 327272.

Our Employment News page on this web site will also be regularly updated with news on the Employment Agency’s Act as we receive it.

October 2010
Minimum Wage
The minimum wage increases with effect from 1st October 2010

Workers aged 21 and over: £5.93

Workers aged 18-20 and those aged 21 and over doing
Accredited training in the first 6 months of employment £4.92

Workers aged 16 and 17 £3.64

September 2009
The REC has issued the following labour market data which gives the first positive signs of recovery in the jobs market..

September's Report on Jobs, which is published each month by the REC and KPMG, shows increases in both permanent and temporary staff appointments, with:

• The first growth for 17 months in permanent placements;
• The first rise in temp billings since July last year;
• Increased demand for staff in most sectors compared to this time last year.

The REC said: "We are being cautious in terms of how we position this data as market conditions will continue to be extremely difficult and any increase in demand is likely to remain volatile. However, the positive findings in our Report on Jobs are in keeping with other key surveys issued this week including one from the National Institute for Economic and Social Research".

20th May 2008
Agency workers will be given the same employment rights as permanent staff after 12 weeks under proposals agreed between the government and unions.
Ministers plan legislation this autumn to guarantee agency staff equal treatment but this depends on a similar EU directive being passed before then.
Unions, which have campaigned for the measure for years, said the agreement offered much stronger legal protection.
Employers groups described the agreement as the "least worst option".

Political pressure
There are estimated to be about 1.4 million agency workers in the UK.
The breakthrough on agency workers' rights came after fierce wrangling between unions and employers and amid growing pressure by Labour MPs on ministers to broker a deal.
Under the proposals, agency workers will be given equal pay and holiday entitlements after 12 weeks in a job.
However, the agreement will not cover sick pay or pension payments while temporary staff will have to work the same length of time as full-time workers to enjoy paid maternity leave.
Employers groups, led by the CBI, had lobbied for a period of at least six months arguing that it could lead to firms taking on fewer employees or even letting staff go.
Prime Minister Gordon Brown has said a situation in which agency workers can be paid less for doing the same job as full-time staff is "unfair".
There has been intense pressure from Labour backbenchers over the issue with more than a third of MPs, including John Prescott and Peter Hain, backing a private members' bill on agency workers rights in February.
The proposals hinge on an Europe-wide agreement on agency workers' rights.
EU members are currently debating legislation on the issue and a number of key issues remain undecided. Only when Brussels passes a directive will the UK government be able to put forward "implementing" legislation of its own.

'Fair deal'
Ministers said Tuesday's agreement was the "right deal" for British industry.
"The agreement achieves our twin objectives of flexibility for British employers and fairness for workers," said Business Secretary John Hutton.
"It will give people a fair deal at work without putting their jobs at risk or cutting off a valuable route into employment."

REC (Recruitment and Employment Confederation) response to Government deal
Responding to this morning’s announcement that agency workers will be given the same employment rights as permanent staff after 12 weeks, Tom Hadley, Director of External Relations for the Recruitment & Employment Confederation said:
“Of course there are concerns that any new regulations will impact on the viability of temp and contract work in the UK, especially at such a delicate time in the UK labour market.
It is also a frustration for recruiters that the debate on agency work regulation has not been based on real evidence.
The 12-week qualification period is obviously a better outcome than the ‘day one’ equal treatment provisions that the trade unions were calling for but will nevertheless impact on the majority of temporary assignments.
The scope of equal treatment provisions is a vital issue and it is essential this covers only basic pay rather than other benefits and pensions which would be almost impossible to work out for each assignment.
In what has been essentially a political debate, the key focus must now be on the practicalities of how agency workers’ pay is negotiated and established. Getting the details right will be essential if we are to have a workable European Directive which enhances rather than limits the vital contribution of agency work in the UK and across Europe.
The REC has consistently argued that the European Directive has more chance of a workable outcome for the UK Labour market than the private members bill on agency work which is currently being discussed at the House of Commons. The political reality has meant that some compromise solution on the European Directive was perhaps inevitable. UK recruiters will be taking stock of the practical implications and the government must ensure that it does not concede any further grounds when the directive is discussed in Brussels.”

5th March 2008
Minimum wage rise agreed
The Department of Business, Enterprise and Regulatory Reform (BERR) today announced a rise in the minimum wage to £5.73 from 1st October 2008.

From October the 18-21 year old rate will increase from £4.60 to £4.77 and the 16-17 year old rate will increase from £3.40 to £3.53.

22nd February 2008
Temporary and Agency Workers (Equal Treatment) Bill
Today’s debate on the Temporary and Agency Workers (Equal Treatment) Bill ended inconclusively and the Bill will now be considered by a House of Commons Committee.  The bill covers issues such as sick pay, maternity pay etc. and it is feared that the increased costs associated with the bill will have a detrimental impact on the temporary market.

The REC’s view is that whilst they do not support exploitation of temporary workers and that they are ready and willing to address the concerns of Labour MPs and the trade unions this should not be to the detriment of the phenomenal success of the temporary work market at creating jobs and keeping businesses competitive.

 

 


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