The Top 10 Employment Law Reform Proposals
The Labour Party in the UK has proposed a comprehensive set of employment law reforms to enhance worker rights and protections. Here are the key changes from their Employment Rights Green Paper, “A New Deal for Working People”:
New Worker Status: Labour will merge “worker” and “employee” statuses into one category. This change gives all workers, except the genuinely self-employed, equal rights and protections from day one, including sick pay, holiday pay, and unfair dismissal protection.
Ending One-Sided Flexibility: Exploitative zero-hours contracts and ‘one-sided’ flexibility will be banned. Everyone will have the right to a contract reflecting the hours they regularly work, based on a twelve-week reference period.
Unfair Dismissal Protection: The two-year qualifying period for unfair dismissal claims will be removed, making it an immediate right. Labour also plans to eliminate statutory caps on compensation and extend the claim filing period beyond three months.
Fire and Rehire: To combat abuse, Labour will reform laws around fire and rehire, ensuring it’s only used to avoid redundancies and maintain business viability. Effective remedies against misuse will be introduced.
Flexible Working and Family Rights: Flexible working will be a default right from day one. Parental leave will be reviewed, with a focus on shared parental leave and extended statutory leave rights. Dismissing a woman within six months after her return from maternity leave will become unlawful, except in specific cases.
Trade Union and Collective Bargaining Rights: Labour will repeal the Trade Union Act 2016, simplify union recognition processes, and introduce sectoral collective bargaining, starting with the adult social care sector. Trade unions will get better workplace access and improved protections for representatives.
Wage and Employment Conditions: A genuine living wage of at least £10 per hour for all workers, including apprentices, will be implemented. Statutory sick pay will be strengthened, zero-hour contracts banned, and unpaid internships prohibited unless part of education or training.
Right to Disconnect: A new “right to switch off” will allow workers to disconnect from work outside agreed hours, preventing work from encroaching on personal time.
Protection for Whistle-Blowers and Mental Health: Protections for whistle-blowers, especially those reporting sexual harassment, will be strengthened. Mental health support will be aligned with physical health, recognizing conditions like neurodiversity and stress.
New Regulatory Body: A new Single Enforcement Body, the Fair Work Agency, will be established to enforce these rights, with extensive powers to inspect workplaces and prosecute non-compliance.
These reforms demonstrate Labour’s commitment to improving job security, pay equity, and working conditions, potentially transforming the UK employment landscape if implemented.
Chat to us today on 01242 505400 or email hello@rerecruitment.com for more information.
According to the SIA, “permanent placements in June fell at the steepest rate in three months as general election uncertainty and reduced demand for workers in the UK weighed on hiring activity, according to the latest Report on Jobs by the Recruitment and Employment Confederation, KPMG and S&P Global.”
Whilst there is still a steady stream of permanent recruitment amongst many businesses we work with, there has been a notable decline across the board in terms of permanent placements. Everyone is feeling a little more cautious. With the arrival of Abi Howell into the RE team and her strength in temporary recruiting, alongside our Temp Team Leader Jill Wanklyn, we can move quickly when a client’s need suggests a temporary appointment is best suited.
Temp-to-Perm
There are many times a temporary appointment becomes a permanent role. In our opinion, this type of contract isn’t really much different to a probationary period. The biggest change will be the pay structure, moving from weekly pay to a monthly salary.
As RE has strong client relationships, we can reassure our candidates that a temp-to-perm role is nothing to be scared of. We urge candidates seeking a new role to be bold! If you see your perfect job and your only red flag is the initial contract set-up, don’t cast it aside. Talk to your recruiter in-depth about your concerns and aspirations. This is also a great way to ensure we are working on your behalf to find you the most suitable roles to advance your career.
A return to previous levels
Now the new government is in place, we anticipate a return to previous levels of permanent hiring and hope to see a reformed Apprenticeship Levy and further encouragement in this pathway into qualifications and employment. We have strong links with local colleges and schools and are passionate about promoting Apprenticeships: we also offer a substantial fee incentive when recruiting these positions for our clients.
Ready for change
It’s an interesting time to be in the recruitment world, and we are ready for whatever economic landscape appears in front of us, always committed to working hard and doing the right thing. Don’t expect us to sit on our laurels and enjoy the ‘good times’ if there’s a recruitment boom; we are still just as committed to delivering excellent service to both companies and jobseekers, so it’s business as usual for us. Ultimately, there are always cogs turning, it’s just the speed at which they turn that changes in our world!
We’re excited about what’s to come next and look forward to hearing the thoughts of others on their expectations for the next six to twelve months.
Contact us
Collectively Jill and Abi have over 50 years’ experience in temporary recruitment, from small to large volume contracts across Gloucestershire, Worcestershire, Herefordshire and the UK. As recruitment experts, they can offer all businesses a good solid understanding of their requirements, the market and best-placed solutions.
To chat with them today about how they can help you, call Abi on 01242 701123 or email abih@rerecruitment.com or Jill on 01242 505406 or jillw@rerecruitment.com
The UK labour market, much like other advanced economies, is tighter now than it has been in the past 20 years.
Whilst many suggest that the pandemic is responsible for this, this period of unprecedented disruption hasn’t been a major factor. Rather, the problem lies with the ageing workforce and lack of quality training going as far back as the 1980s.
Whilst the UK government grapples with the challenge of invigorating our economy and securing growth, the challenge that the labour shortage raises is an estimated loss of up to 1.5% GDP in 2023, a crippling blow to the economic recovery so desperately needed.
Growth expectation of both companies and government has been low. And yet, even with low targets, achievements may fall short as business struggles to expand its workforce.
Tight job markets create inflated wages but this in turn pushes up inflation and puts stress on company bottom line, particularly small firms working to tight margins and squeezed cashflows. This is of particular concern when companies are turning away orders due to a lack of capacity to fulfil.
So, what to do?
Business and government need to de-politicise the challenge and work cohesively to address the needs of the UK.
1.) Focus on skilling and re-skilling, looking to attract talent from unconventional sources and offer more flexibility where suitable.
2.) Shape retirement policies to be attractive to people considering working beyond state retirement age.
3.) Improve and develop visa schemes to genuinely contribute to growth potential rather than simply being used to plug gaps.
4.) Review our asylum policies and consider work options for people being processed through our asylum system.
5.)Consider investment in labour supporting or replacing AI and automation to create productivity opportunities.
Post-pandemic and Brexit GDP grew steadily, recovering from the 2008 global financial crash. It has since stagnated, and under-investment has exasperated the problem. The new Labour government will need to address this and urgently: just talking about economic growth will prove nothing more than words and the country may decline further.
Let’s hope we make brave and intelligent decisions moving forward.
To discuss this further with Richard East, get in touch here.
What jobs pay over £40,000 a year without a degree?
The average salary in the UK is £34,963, £44,370 in London, and £33,450 in the South West. *Statista
Living comfortably means different things for different people, but aspiring to earn an above average salary can help significantly as we navigate price rises, alongside feeling a sense of value, job satisfaction and security.
Whilst these aren’t entry level jobs, they are all very accessible with practical experience, the relevant qualifications, or a strong portfolio. Networking, continuous learning, and staying updated with industry trends will also significantly enhance your career prospects.
We looked at a range of job roles that we’ve placed recently that prioritise skills, experience, and certifications over formal education.
Sales and Marketing
Business Development Manager
Up to £50,000
Responsibilities:
A BDM’s role includes promoting a product range or service to current customers and seeking new markets for products. You will likely need to have a holistic approach to the business and liaise with every department to work effectively. The role can include:
filling in tenders
attending events
developing and maintaining a customer database on the CRM
managing clients efficiently to maximise business opportunities
scheduling sales activities
travelling around the country (and world!)
nurturing communications
delivering presentations
maintaining and submitting sales activity records
budgeting
forecasting
Example requirements:
To become a BDM, the normal requirements are:
Previous experience within a sales environment
The ability to demonstrate high attention to detail
IT savvy, including Microsoft Excel, Word and Powerpoint
A confident, assertive and proactive approach to work with a ‘can do’, flexible attitude
The ability to work effectively, both as part of a team and autonomously, consistently to high standards of accuracy and quality
Additional benefits:
Additional benefits can include a bonus scheme, company car allowance, commission scheme, attractive holiday package, enhanced pension contributions (matched) and life insurance.
Marketing Manager
£40,000 – £45,000
With experience and a strong portfolio, marketing managers can achieve high salaries, especially if they have expertise in SEO, PPC, or social media marketing.
Responsibilities:
Creating informative and engaging content across various platforms
Forging solid relationships with internal and external teams to ensure a united approach to campaigns and strategy
Competently managing the marketing budget and maximising ROI
Tracking and reporting on KPIs, delivering reports to senior management and across the company
Attending trade shows and webinars to raise the profile of the company
Managing the PR of the business
Overseeing SEO and paid advertising online to increase visibility
Taking ownership of the marketing for the business, developing and growing to complement business need
Social media strategy and posting
Example requirements:
A minimum of 3 years in a marketing role
Event and campaign management experience
Outstanding written and verbal communication skills
Graphic design skill, comfortable using Adobe Photoshop/ Canva
An understanding of CRM, CMS and email marketing software
SEO optimisation skills and experience of enhancing search engine performance
The ability to, and demonstrable experience of management, be it project management or team management
An analytical mind, with the ability to multitask and problem-solve, combined with creative flair and enthusiasm for brand engagement
Benefits:
Decent annual holiday package which grows with length of service
Hybrid working
Medicash health cover
Company pension
Company laptop and phone
Sales Manager
Between £40,000 and £50,000
The responsibilities of a Sales Manager can include:
Developing and maintaining relationships with key contacts and new/existing customers
Supporting Business Development to identify new opportunities and utilising their market/specific regional knowledge to grow the brand in a specific targeted area
Develop area strategy
Assist the business in launching new products and services
Example requirements:
Previous experience in a sales manager or team leader role
Someone who is customer focussed, proactive, self-motivated, and comfortable working in a small team
A demonstrable track record of building and growing a sales area, with experience of meeting and exceeding sales targets
results driven
Full UK Driving Licence
Able to work from home
Flexible – Seasonal business
Benefits:
In addition to their basic salary, experienced sales professionals can earn substantial commissions and bonuses
Company car and laptop
Attractive annual holiday package
Pension
Discount on products
Finance
Finance Manager
Range £45,000 – £60,000
The responsibilities of a Finance Manager can include:
Playing a pivotal role in driving a company’s financial strategy forward
Managing and overseeing day-to-day financial operations within the company, including accounts payable, accounts receivable, bookkeeping, payroll, and financial reporting
Developing and maintaining financial policies, procedures, and internal controls to ensure compliance with regulatory standards and company guidelines.
Preparing accurate and timely financial statements, reports, and analyses for senior management
Leading the budgeting and forecasting process, working closely with department heads to develop comprehensive budgets and financial projections
Monitoring and analysing financial performance against budget and forecast, identifying areas for improvement, and implementing corrective actions as necessary
Managing cash flow and working capital to optimise financial resources and support business operations
Overseeing tax planning and compliance, ensuring timely and accurate filing of tax returns and adherence to tax regulations
Collaborating with accountants, external auditors, tax advisors, and regulatory authorities as needed to support financial audits and enquiries
Providing strategic financial guidance and support to senior management, contributing to decision-making and business planning initiatives
Staying informed with industry trends, economic developments, and regulatory changes that may impact the company’s financial performance and strategy
Example requirements:
Recognised accountancy qualification, such as ACCA, CIMA, or ACA
5+ years of progressive experience in finance and accounting roles
Thorough knowledge of accounting principles, financial analysis techniques, and reporting standards
Proficiency in accounting software (Xero), including custom report creation and management; advanced Excel skills required.
Strong analytical skills and attention to detail, with the ability to interpret complex operational and financial data to draw meaningful insights
Excellent communication and interpersonal skills, with the ability to effectively collaborate with cross-functional teams and communicate financial information to non-financial stakeholders
Proven leadership ability and strategic thinking skills, with a demonstrated ability to drive financial performance and support business growth initiatives
Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively
Benefits can include:
Flexible working options
Excellent salary
Company pension
Private healthcare
25 days annual holiday, increasing with service
Membership to an Employee Assistance Programme
Death in service
Long Service Bonus
Insurance
Account Executive
Over £40,000
Working in insurance offers a financially rewarding career, where your efforts are recognised through salary increases with promotions and new qualifications.
The responsibilities of an Account Executive can include:
Primarily working with clients face to face
Helping clients find the correct cover
Supporting clients all year round
Developing and maintaining relationships with clients
Attending networking events to grow your book of business
Providing an excellent service
Example requirements:
Ability to demonstrate the ability to work collaboratively with others across departments and establish strong relationships both internally and externally to achieve the business’s goals
Demonstrable track record of building substantial pipelines and closing sales
Strong relationship, account management, communication, problem-solving, negotiation and interpersonal skills
Ability to demonstrate team management and experience of delivering client engagement
Sound Insurance background
An understanding of Lloyd’s and London Market (Re) Insurance markets
Excellent IT skills (include bespoke platforms such as Salesforce), written verbal communication skills and strong interpersonal skills
Self-motivated and proactive
Ability to adapt to changing priorities and manage multiple deadlines
Benefits
Opportunity to progress within a thriving industry and earn a high salary
Attractive holiday packages
Training and development opportunities
Private healthcare
Hybrid working
Recruitment
Recruitment Consultant
Over £40,000
The role of a recruitment consultant usually has a fairly basic salary, with the ability to earn uncapped commission depending on the placements you make. As your experience and reputation increases, your basic salary can increase too.
Responsibilities can include:
Developing new and existing business, through strong account management
Delivering exceptional levels of customer service to candidates and clients
Input accurate data and information daily onto a CRM
Ability to account manage existing clients effectively and build lasting relationships through excellent service
Source candidates across various platforms
Create engaging and informative job adverts using appropriate keywords
Confident telephone manner, with the ability to communicate at different levels of seniority
Successfully match a candidate’s skillset to a job role, through telephone and face-to-face interviews
Example requirements:
Previous experience in recruitment or talent requisition
Strong rapport-building skills with the ability to deliver excellent levels of customer service
A positive, can-do attitude
Benefits:
These can include:
Decent holiday package and your birthday off
Medicash
Hybrid working
A fun, friendly culture
Uncapped bonuses for hitting and exceeding targets including holidays!
Information Technology (IT) and Technology
Software Engineer
Over £45,000
The role of a Software Engineer will include being hands-on in the day-to-day delivery of technical projects.
Your role can include:
specialising in developing bespoke software for clients
working in C and C++
working across iOS, Android, Windows, macOS and Linux
designing a new clean-slate product with complete autonomy over its architecture
adding new capabilities to, or replacing a core component of, an existing product
throwing together quick prototypes to confirm the feasibility of a proposed technical approach and developing it until it meets requirements
working with one colleague or a group of colleagues at a time
training junior colleagues: encouraging idiomatic code, demonstrating engineering rigour, and sharing hard-won knowledge with your peers. You’ll also help drive our engineering processes to maintain code quality while balancing realistic delivery timescales and client requirements.
Example requirements:
Professional experience in the design and implementation of complex C or C++ based solutions, ideally both clean-slate projects and updates to legacy code bases
Comfortable with platform APIs, development environments and native debugging approaches on one or more of: Windows, macOS, Linux, iOS, or Android
Experience leading a small or midsize team of developers through a complete project lifecycle, engaging in requirements capture, design review, implementation, and assurance
Commitment to code correctness and quality assurance through static analysis, code review, automated testing, and continuous integration
A comprehensive understanding of the programming languages, platforms, and tooling we rely on
Benefits:
Promotions
Attractive holiday packages
Training and development opportunities to support your career aspirations
O’Reilly books subscription which provides access to huge range of technical books
Regular events including internal technical conferences, company socials and pizza-fuelled lunchtime seminars.
CAM Programmer
Up to £45,000
Responsibilities can include:
Offline programming using OneCNC or similar CAM software
Creating and validating 3, 4 and 5 axis programmes and supporting documentation
Proving out first off programmes before handing over to production
Aiding machine operators and providing recommendations to allow optimisation of processes and machine tool capabilities
Making recommendations for improvements to work processes and contributing to continuous improvement activities
Example requirements:
Experience of OneCNC or similar CAM software
Ability to work from solid models, 2D drawings
Programming experience
Ability to work independently and as a part of a team
Ability to manage own time & workload
Strong Verbal and written communication skills
Excellent knowledge of cutting tools & work-holding
Some CNC turning knowledge advantageous but not essential
Benefits:
Salary review annually
Ongoing training and support
Attractive annual leave package
Onsite Parking/cycle to work scheme
Private Health Care
Employee Pension Contribution
Technical Manager
Up to £40,000
Responsibilities can include:
Ensuring that products are manufactured to the correct safety, legality, integrity and quality standards and continually challenging and improving the monitoring/ control systems
Ensuring the correct implementation of all aspects of the Quality Management System
Working in conjunction with all relevant departments to advise on product quality management
Ensuring all accreditations and customer specific audits are upheld
Ensuring all plans, monitoring and checks are performed by trained staff and annual reviews take place and appropriate members of staff are trained to required levels
Ensuring that the traceability system is complete and challenged regularly to ensure compliance
Training, coaching and mentoring employees to ensure audits are of a high standard, facilitating continuous improvement and ensuring the highest technical standards are achieved
Example requirements:
Good IT skills, including Excel
Attention to detail, accuracy and speed
Team worker
Good communicator
Well organised and able to hit deadlines
Previous experience working in a Technical role
Benefits:
Attractive holiday package
Flexible working options
Excellent salary
Company pension
Private healthcare
Logistics and Transport
Experienced HGV C Class 2 Driver
£15 per hour PAYE equivalent to £46,800
Responsibilities:
work Monday to Friday (some roles may require weekend working) with starting times between 4am and 7am (with 1-3 nights out a week) delivering goods
Drive a max of 9 hours in a day (this can be extended to 10 hours twice a week) and a maximum of 56 hours in a week and 90 hours in any 2 consecutive weeks
Example requirements:
Cat C or above driving licence, CPC and digi tacho
Great communication skills
Experience in multi drop deliveries (including London)
Successful completion of a theory test and driving assessment
Benefits include:
Company pension
Attractive holiday package
Ability to travel around the country!
Annual Salary Review
Administrative and Support Services
Executive Assistant
£40,000 and over
Responsibilities can include:
Supporting the CEO with full EA duties including managing schedules and diaries
Event management and managing company activities
Supporting large-scale projects and operational elements of the business
Keeping a handle on Finance and Reporting
Working with HR
Marketing Support – pulling together a presentation, creating documentation
Example requirements:
Previous experience in a PA/ EA role where you have demonstrated carrying out the above responsibilities
Ability to work in a challenging and fast-paced role and able to juggle ever-changing priorities
Have a positive, confident, and proactive approach
Ability to work productively in a pressurised environment
Good telephone and email communication and able to field calls efficiently and professionally
Highly organised, empathetic, and driven
Benefits:
Attractive holiday package
Excellent pension
Ongoing training and support
Onsite Parking/cycle to work scheme
Private Healthcare
Customer Service and Support
Customer Service Manager
£40,000
Responsibilities:
A Customer Service Manager’s role can include leading, guiding and supporting a team, building rapport with customers and working alongside the sales and marketing teams to promote products and services. It can also include
driving service levels and making recommendations based on data and experiences
providing reports to senior management
identifying and implementing key customer service performance indicators
ensuring the accuracy of deliveries
sales and invoicing
updating the customer database and price files
dealing with customer complaints or concerns
carrying out root cause analysis to make improvements and prevent reoccurrence
Example requirements:
Proven experience as a professional Customer Service Manager or Team Leader, with the ability to engage and motivate your team
A proactive and positive approach to work with problem solving abilities
Planning and organisation skills
A strong understanding of systems and IT
Trustworthy and self-motivated
Additional benefits:
Attractive holiday package
Excellent pension
Discounted products
Cycle to work scheme
Hybrid working
If you are looking for a new role, or have a position to fill, we’d be delighted to help you. Call us now on 01242 505400 or email hello@rerecruitment.com
Q & A: 2 months of Abi Howell
The effervescent Abi Howell became a part of the RE team on 1st April 2024, when Truly Tailored Recruitment joined RE Recruitment.
It’s been a whirlwind couple of months since then, but we managed to catch up for a Q & A with Abi to see how things are going.
RE: Hey Abi! Your first couple of months have flown by! How have they been?
AH: “They really have, there’s been so much going on all whilst it’s ‘business as usual’, which is weird but exciting! It’s been great to step into a recruitment environment that can offer so much more than I could previously. It has been interesting meeting the team, particularly Elliott, who is now working closely with me on capitalising on business synergies to deliver the best possible service to our clients under the RE name. We’ve begun launching our REal Heroes and Office Heroes campaigns, with Rach and Elliott getting out in the local area to deliver information and some goodies to local businesses. Watch this space for more on that!”
RE: How are you finding the synergies?
AH: “It’s amazing to have so many teams under one roof within RE, and the biggest thing for me, coming from a small business, is the efficiency of having a compliance team, and a dedicated payroll team. Bringing things in-house is the way forward, and seeing the way the market is in our area, I am really pleased that we were proactive in making this move to merge with RE. The recruitment market currently is very tough, with smaller businesses facing challenges at every turn it seems. Other SME recruiters with highly regarded reputations have closed. It seems as though the way to survive in the current climate is to maintain safety in numbers, with big recruiters having the ability to sail more stably through these choppy seas. What I am passionate about is maintaining our small business ethos, with every individual in our team upholding our values and really getting to know their clients and candidates. In my opinion, it’s the only way to do the job.”
RE: Tell us more about the Real and Office Heroes campaigns?
AH: “Our strength is in our top quality candidates; they are the most important part of our extended team, and we want to showcase that! The REal and Office Heroes, ready to come out and save the day for our clients. Be it sickness cover, holidays, or simply a boom in business requiring an extra pair of hands, we can mobilise a Hero to provide reliable, qualified cover. As part of my commitment to my candidates, I am really keen to ensure I do my bit and actively market them to the local area. These campaigns are a good way to do so, with our plan to get out and about visiting businesses in the area to keep them informed … backed up with some chocolate Heroes to sweeten the visit!”
RE: What are your future plans?
AH: “I am excited to see where this journey takes me; it’s quite a transition to go from a very small team to this much larger organisation, but I think we can all learn from one another and grow together. I’d really like to see the RE name becoming more prominent in the supply of quality administrative and commercial temps, in the same way it is within the industrial world.
Expect to see Rach and I out at networking across the county, enjoying being back ‘in the fold’ and forging new relationships with local businesses. We have so much more capacity to provide staff, both temporary and permanent, across a broader range of specialisms now we are part of a large team of experienced recruiters. Those of you who knew TTR know we were always committed to being upfront and honest, and it’s exciting to be able to say yes to almost everything we’re asked to deliver now, thanks to the wealth of experience and specialism within the RE brand.”
To chat more with Abi, call today on 01242 505400 or email abih@rerecruitment.com
If your business has a seasonal shift in demand or workload it can be important to get the right staff in place, for many the thought of hiring temporary workers from abroad can seem overly complicated and stressful. At RE we have built a specialist team to help you find the right seasonal staff to suit your needs and ensure that your busy time isn’t filled with undue stress and legislation issues.
How to find staff for seasonal work
Finding the right staff for seasonal work can be difficult and confusing. For many people who may need to find staff for their busy season, the recruitment process is completely new and often a legal minefield.
Finding the right staff depends completely on your industry and your needs. If you need a small team and can recruit locally, this is often the easiest job. However, if you need to bring a large number of people during harvest time or poultry season, you could be forced to look further afield and take advantage of the Seasonal Workers Visa Route.
If you are considering the Seasonal Workers Visa Route, you may need specialist advice and guidance to ensure you are compliant with the law. That is why RE Recruitment has built a specialist team for this job.
A specialist and dedicated team
Since 2007, we have built a dedicated Seasonal Division. This specialist team has helped place thousands of seasonal workers across the country in a wide range of roles in the poultry, agriculture, and horticulture sectors, as well as the manufacturing and warehousing industries.
We have built a system around reaching out to candidates who are eligible to work in the UK through their settled status, gained before Brexit, and who have since returned to their home country. These candidates are often happy to work on short-term contracts in the UK as the wages are often better than they can receive day to day.
In addition to supplying those with settled status into the UK, in 2021 RE was granted the Seasonal Poultry Visa licence by DEFRA as one of two UK-based providers to support labour challenges in the sector. This further substantiates our credibility as a compliant and robust operator.
What seasonal work do you place?
The majority of the season work we fill is in the poultry, agriculture, and horticulture sectors, as well as the manufacturing and warehousing industries across the UK.
Thanks to this experience, we have unparalleled knowledge about what it takes to source and place foreign nationals in seasonal roles. Because many of our clients are in the remotest parts of the UK, we take on all of the logistics for them. This can include chartering flights, organising and checking accommodation and welfare for the workers, and dealing with mandatory legislative protocols.
How to ensure you meet your legal needs
We have a history of working with clients in highly regulated supply chains and have developed a complete door-to-door experience to cover all welfare and compliance needs.
Our in-house compliance team is on hand to provide support and even undertake audits on behalf of the client to ensure everything is fit and correct. This ensures our clients can be as stress-free as possible at an extremely busy time.
If you are interested in hiring seasonal workers and need help finding the right staff, you can speak to a specialist member of our team who will be happy to guide you through the process and explain everything you need to know, from sourcing staff to hiring and even housing temporary staff.
Extension to the Seasonal Worker Visa Route
The UK government has announced an extension to the Seasonal Worker visa route for another 5 years from 2025 to 2029, following an independent review.
The number of visas available to the horticulture sector in 2025 will be set at 43,000, with another 2,000 visas for poultry. The Government has acknowledged the continued need to provide strong support to the industry and allow them to forward plan their staffing requirements in the coming years.
Each year approximately 60,000 seasonal workers are required for these roles, of which fewer than 5% are British, 60% are migrant workers on 6-month visas from the Seasonal Worker visa route, and the remainder are EU workers with Settled Status and Ukrainians on extended visas*.
Investment in automation and increased training and recruitment of domestic workers is planned so that the demand for migrant worker visas will be reduced over this 5 year period.
At RE Recruitment we support the poultry and horticulture sectors across the UK with their recruitment needs, including skilled and unskilled workers from the UK and overseas. To learn more about our team, click here.
For more information about how we can support you, get in touch on 01242 505400 or email us on hello@rerecruitment.com
Assisting with the day-to-day running of a busy kitchen is a great stepping stone for kickstarting a culinary career. You’ll gain valuable experience within the kitchen, as well as basic safety, cleanliness, and cooking skills. Offering a wealth of opportunities for career progression and high salaries in the future, there’s so much more to being a kitchen assistant than first meets the eye.
Discover everything there is to know about being a kitchen assistant, including key responsibilities and duties, and the skills and qualifications required to succeed in the role.
What are the Duties of a Kitchen Assistant?
A kitchen assistant, also known as a kitchen porter, works under the supervision of a chef or kitchen supervisor. Kitchen assistants can be full time or part time and they typically work in hotels, restaurants, and other catering establishments. The overall role of a kitchen assistant is to help with the daily running of a culinary workspace, ensuring that kitchens are kept clean and can operate efficiently. You’ll need to follow strict health and safety procedures, as well as standard food hygiene practices.
Typical duties of a kitchen assistant include:
Using culinary equipment such as mixers, mincers, knives and cutters
Washing, peeling and chopping fruit and vegetables
Cutting meat, skinning and gutting fish, and plucking poultry
Preparing starters, salads, desserts and beverages
Serving food and assisting chefs with any other meal preparation tasks
Reviewing inventory and ordering food items
Unloading deliveries and organising the stockroom
Checking best before dates and rotating stock
Cleaning kitchen appliances, workstations and floors
Organising and putting away kitchen equipment and utensils
Correctly disposing of any general kitchen waste and other rubbish
What Skills Does a Kitchen Assistant Need?
Various skills and knowledge are required to become a successful kitchen assistant. These include:
Excellent understanding of food hygiene
Awareness of general health and safety procedures
Good food preparation skills
Knowledge of basic culinary ingredients
Exceptional communication and listening skills
The ability to work as part of a kitchen team
Strong attention to detail
High levels of stamina
Good time management skills
The ability to work in a fast-paced environment
What Qualifications Does a Kitchen Assistant Need?
You do not usually need formal qualifications to become a kitchen assistant, however, education to at least GCSE level is preferred by most employers. Basic numeracy and writing skills are also beneficial to the role. Some employers may ask for a Level 1 award in a relevant culinary subject, such as Introduction to Employment in the Hospitality Industry, Professional Cookery, or Food Safety.
Training is usually received on the job, with a possible day out of work per week to study for relevant cookery or food safety qualifications. Kitchen assistants with a good amount of job experience may then be promoted to a trainee chef.
How Much Do Kitchen Assistants Get Paid?
According to Indeed, the average salary for a kitchen assistant in the UK is £8.75 per hour. Salaries can vary depending on location, experience, and workplace demands.
The starting pay for a kitchen assistant is usually based around the National Minimum Wage (NMW) or the National Living Wage (NLW) set by the UK government. As of 1st April 2024, the National Minimum Wage is £6.40 per hour for those under 18, £8.60 per hour for 18-20 year olds, and £11.44 per hour for over 21s. With some experience, a kitchen assistant’s salary may rise.
Secure Your Next Role as a Kitchen Assistant
If you’re hoping to secure an exciting new role in the culinary industry as a kitchen assistant, the friendly team at RE Recruitment can help. Simply get in touch via 01242 505400 or hello@rerecruitment.com today to gain access to all our latest job vacancies.
Team Spotlight: Seasonal Division
Our Seasonal Division has been a part of RE since 2007. We proudly provide vital recruitment support to the poultry, agriculture and horticulture sectors of the UK’s food supply chain alongside the manufacturing and warehousing industries.
This month we focused the spotlight on our hardworking Seasonal Division and spoke to Mark Norton, Head of Operations to learn more.
Tell us about the seasonal division at RE?
RE Recruitment has an Overseas division born in 2007 out of innovation to support a key food manufacturing customer with an aggressive peak ramp up in a remote location. This transformed our client’s peak period, and since then we have expanded this offering to support other key clients and different sectors.
The solution works by recruiting workers who are eligible to work in the UK through the ‘settled status’ route, and who have since returned to their home country. Often these workers are still keen to fulfil short-term assignments in the UK that are often very lucrative compared to their earning potential in their own country. The solution therefore comes into its own where there is a need for a stable and committed workforce over an optimum period of eight weeks to three months, and as the workers are motivated to earn, provides a very robust and reliable solution with little absence and attrition.
What kind of businesses do we support and where?
Given the staffing challenges of recent years, interest in this solution is at record levels. The recruitment team of Cristian Raileanu, Violeta Staicu and Marian Chinescan supply into sectors such as Horticulture, Agriculture, Manufacturing and Warehousing as well as the original sector Food Manufacturing all across the UK.
Although the solution is now an all-year-round one, during peak seasons between September and October, we regularly place more than 800 overseas workers for our clients. Often these customers are based in remote locations where there is little access to a reliable labour pool. This complex operation includes chartering flights, organising and checking accommodation and welfare for the workers, and dealing with mandatory legislative protocols.
How do we support clients with compliance in this sector?
As many customers are based within highly regulated supply chains, we provide our workers and customers with a door-to-door service that covers all elements of worker welfare and compliance. We are often asked to support customers with their own audits and as a result of the sectors serviced often undergo these mandatory audits ourselves – providing excellent results and feedback.
We have our own in-house compliance team who are on hand to provide support when needed.
In addition to supplying those with settled status into the UK, in 2021 RE were granted the Seasonal Poultry Visa licence as one of two UK based providers by DEFRA to support labour challenges in the sector. This further substantiates our credibility as a compliant and robust operator.
What are you most proud of in this division?
Overseeing the division has been a learning experience. Having worked predominantly on the more corporate recruitment sectors previously, I now speak with customers within a broad spectrum of blue chip companies and others who are based on small farms. I am always proud of how the team adapt to our highly varied client base, long range bookings and obtain the required skills and aptitudes to deliver these assignments often with as little as two weeks’ notice.
To speak with Mark and learn how we can support your business, call 01242 505400 or email hello@rerecruitment.com.
Every day, hundreds of events take place across the UK and require temporary event staff to help them run smoothly. The event staff are the unsung heroes and the backbone of every successful event, adapting to diverse roles that cater to the unique demands of each setting. Below, we will discuss the roles and responsibilities of event staff roles and some of the amazing events you can go to.
What types of roles use event staff?
A huge range of roles require filling at an event, depending on the size and type of event; in smaller events, you may be asked to do multiple roles. Below are just a few of the more common roles that we fill, and some of their responsibilities.
Bar staff
This is one of the most common roles we fill. Due to the nature of the work, we require all applicants to be above 18. Whilst experience is not always necessary, sometimes it is preferable especially at busier events where time for training may be limited.
Waiting staff
Probably our second most popular role. This can range from Christmas events for local companies to working boxes at the Cheltenham Gold Cup and even silver service.
Security Roles
Event security may initially suggest the need for special training and qualifications. In reality, many event security staff are stewards, focusing on safety and crowd management rather than high-risk security measures. Their role is crucial in ensuring the well-being of attendees and maintaining order. Stewards often enjoy some of the best views of the event, allowing them to monitor the crowd effectively while experiencing the event firsthand.”
Kitchen roles
You don’t need to be Gordon Ramsey to work in an event kitchen. While there are many chefs and line cooks, the roles you can expect in an event kitchen include running and cleaning. Your main responsibility will be ensuring that chefs and cooks have everything they need to prepare and serve food on time.
Back-of-house staff
Back-of-house roles can include porters to cleaners. Although these roles are often not company-facing, they are no less important than the rest on our list. They help keep the event running as smoothly as possible. These roles often suit those who do not want to deal with the public.
Customer focused roles
Depending on the event front of house can mean more than food and beverage. It can be anything from ticket handlers to merchandise sellers, and so much more. For these roles a positive outlook is essential as you will be the first person a guest interacts with.
What sort of events require event staff
The types of events can vary by the time of the year, and what is happening in the area. We work with many companies helping to place event staff locally and further afield. Whilst the majority of events take place in your area, there are sometimes reasons to travel, below are just a few of the main reasons we reach out for event staff.
Sporting events
Sporting events are a big reason why so many people are hired in the gig economy in the South West. The biggest has to be Gold Cup, but many sporting events are happening across the country throughout the year and many of the on a huge scale, meaning that there are many reasons for event staff.
Seasonal events
When thinking about seasonal events, Christmas work may come to mind first. While this can be a great opportunity, there are also many other events happening throughout the year, particularly in the summer. It is not uncommon for food and drink festivals to pop up, pop-up cinemas, and so much more to start happening when the British weather gets a bit warmer.
Music events
The music scene in the UK is iconic; from huge stadium tours to multi-day festivals and even smaller local events, every music event needs staff. This is a great way for music lovers to get into events and witness their favourite bands whilst making some money. It is also a great way to hear live music, meet like-minded people, and maybe even discover a new musical love.
Weddings and parties
While these seem like smaller parties, you would be surprised at the size of some weddings and private parties. Whilst smaller than some on the list, they still require staff to help the day run without a hitch.
Can you find constant work as event staff?
We help place thousands of candidates every year in a wide range of event staff roles. While you might not find constant work through event staff placements, it is a great and flexible way to earn extra money around your day job. If you want to keep the flexibility going in a day-to-day role, we also offer a number of temporary and contract roles that could suit your needs.
Are event staff roles just for students?
No, not at all. While many students look for event staff roles as a way to make extra money, roles are open to everyone. Whether you are looking to make a little extra money during the holiday season or just want to try something new, there are always roles for people from different walks of backgrounds and different ages.
How much can you make as event staff?
The amount you make can vary greatly depending on age and experience. Generally, the gig economy pays per hour and is usually just above minimum wage, but often, this is topped up with tips and other benefits.
How do I register for event staff roles?
Registering with us is the best way to get access to our event staff positions. This means that you can be one of the first to learn about any roles as they come in. Many of our roles are filled by those registered with us and do not get advertised.
If you would like to know more about our roles and if you would be suitable for any of them, you can reach out to a specialist member of our team.
