REPORTS & WHITEPAPERS
Helpful insights from our experts.
Wage Compression in the United Kingdom. The National Living Wage, Inflation and Reshaping of Pay Structure
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Corporate & Social Responsibility (CSR) is a key driver for the way in which RE Recruitment operates. Our CSR program leads our efforts to improve our effect on the broader community and the environment, enhancing our commitment to follow the best business practices and ensuring our long-term sustainability. This report details our action plan
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Now, more so than ever, employers must stay focused on candidate attraction. This paper aims to provide a guide on why candidate attraction is challenging in the current environment and how you can set your organisation apart from the competition through a step-by-step process to sourcing the right people for your organisation.
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Following the UK’s divorce from the EU, considerable changes have been made to the rules relating to employing migrant workers. The UK government introduced a vital new permit on December 11 2020 which will enable those EU/EEA Citizens who have previously worked in the UK, to continue to do so for a further 5 years and then renew their right to work on an ongoing basis This White Paper aims to furnish you with the relevant information required to navigate the new rules relating to Frontier Workers and how we can help you secure sustainable resource solutions post-Brexit.
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The UK is about to make substantial changes to the rules around employing migrant workers. These changes will come into effect amidst some of the most difficult times in generations and at a time when the economic climate is unstable as a result of Covid-19.
RE Recruitment have continually monitored the potential and planned changes. Read all about the key support they are able to offer businesses to support the major considerations that the new migration bill will impose on your business.
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This statement is made as part of RE Recruitment’s commitment to eliminating the exploitation of people under the Modern Slavery Act 2015 (the Act). It summarises how we operate, the policies and processes we have in place, how we identify and manage the risks, and how we train our staff.
This statement is published in accordance with section 54 of the Act and relates to the financial year, 1st of August 2022 to 31st July 2023. It was approved by the Board of Directors in December 2022.
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As required by the Equality Act 2010 (Gender Pay Gap Information) Regulation 2017, we have calculated our gender pay gap for 2021 using data taken as a snapshot on 5th April 2022.
The gender pay gap is the difference between the average earnings of men and women, who could be doing very different roles and are not the same as equal pay, which looks at pay rates for men and women who do the same role or roles of equivalent value.
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