As an employer, staying up to date with the latest labour market trends is crucial for navigating hiring strategies, understanding employee retention, and making informed business decisions. The latest update from the Office for National Statistics (ONS) provides valuable insights into the current state of the UK’s labour market, which has shown resilience amid economic pressures but also highlights areas that demand attention. Let’s dive into the key findings of the ONS Labour Market Overview, October 2024, and discuss what this means for employers like you. 1. Employment and Unemployment: Stabilising but Slow Growth Employment in the UK remains stable but shows signs of slower growth compared to previous years. According to the ONS, the employment rate for individuals aged 16 to 64 sits at 75.8%, a slight increase of 0.1% over the quarter. However, the growth in employment has tapered, reflecting a cooling labour market as businesses face higher costs and uncertainties about the broader economic environment. Unemployment, on the other hand, has held steady at 4.2%. This level is relative ly low compared to historical standards but signals that the post-pandemic recovery is still plateauing. With this in mind, employers may face a more competitive recruitment landscape, especially for skilled workers. In practical terms, this means that businesses should consider retaining talent through flexible working options, clear development opportunities, and fostering a supportive workplace culture. 2. Economic Inactivity: A Shift in Workforce Dynamics A significant issue impacting the UK labour market is the economic inactivity rate, which measures those not in work and not actively seeking it. While this figure has improved slightly to 20.8%, it stil l reflects a portion of the working-age population that remains out of the workforce, either due to long-term illness, early retirement, or personal commitments such as caregiving. This trend is a key driver behind labour shortages in various sectors. As a business, consider offering more flexible working conditions or return-to-work programmes to tap into this underutilised labour pool. Offering part-time, hybrid roles or roles with phased working hours can be an effective way to attract those who might otherwise remain economically inactive. 3. Vacancies and Redundancies: Opportunities in a Cooling Market Vacancies have seen a decline, as businesses are more cautious about hiring in light of economic pressures. While this reduction in vacancies might suggest a slowdown, it presents an opportunity for those looking to fill critical positions. With the number of redundancies ticking up slightly, there may be highly skilled workers entering the job market who could be a perfect fit for your business. Employers should remain vigilant for high-quality candidates, particularly in sectors that are experiencing shifts in demand, such as healthcare, tech, and education. Quick, efficient hiring processes and competitive offers will help capture the best talent during this period. 4. Earnings: Adjusting to Wage Pressures The ONS data on earnings shows a continued upward trend, largely driven by inflation and ongoing wage pressures. The latest figures show that average weekly earnings hav e increased but at a rate that still lags behind inflation. With inflation hovering around 6%, businesses face a delicate balancing act between offering competitive wages and managing rising operational costs. For employers, it's vital to maintain a realistic approach to salary negotiations. While wage growth can be challenging, offering competitive benefits packages, professional development, and non-monetary perks such as remote work options or mental health support can help offset the need for steep wage increases. 5. Navigating Labour Market Changes: Key Takeaways for Employers Retention Strategies Are Key : In a market where hiring is competitive and vacancies are declining, retaining existing employees is more critical than ever. Focus on employee engagement, well-being, and career development. Flexibility Matters : Economic inactivity remains high, but businesses can attract these individuals by offering flexible working conditions, part-time roles, or phased return-to-work schemes. Vacancies and Talent Gaps : With fewer vacancies being advertised and more redundancies, businesses have an opportunity to snap up skilled workers who might be newly available. Be prepared to act quickly when top talent enters the market. Consider Non-Monetary Incentives : Inflationary pressures mean salary increases may be hard to sustain. Consider alternatives like flexible working, additional holiday time, or improved company culture to attract and retain staff. What Next? As the UK’s labour market stabilises but continues to show signs of strain, it’s more important than ever to stay on top of changes and adapt your business strategies accordingly. Whether you’re looking to recruit new talent, retain your current team, or navigate the complexities of wage growth and economic inactivity, we’re here to help. At Appointments, we understand the challenges facing UK businesses and are here to offer tailored recruitment solutions to ensure your workforce remains strong and resilient. Get in touch today to discuss how we can help your business thrive in this evolving landscape.

This National Menopause Day, we want to empower you to take charge of your career and ensure menopause doesn’t hold you back from achieving your professional goals. For women in Staffordshire and Cheshire navigating this life stage, finding the right role or employer can make all the difference. Why Menopause Shouldn’t Be a Barrier to Career Success Menopause is a natural part of life, but its symptoms can make work feel more challenging than ever. The good news? More and more employers are recognising this and are committed to offering support to ensure you can continue to thrive in your career. Whether you're looking for a new role, or simply seeking better conditions in your current one, it’s important to know that you have options. The Equality Act 2010 protects against discrimination related to menopause, meaning employers are required to make reasonable adjustments if symptoms are affecting your work. And you don’t have to go through this alone—your career can continue to flourish with the right support in place. What to Look for in a Menopause-Friendly Employer If you're considering a job change, look for companies that are committed to employee well-being and flexible working. During the recruitment process, don’t hesitate to ask about their well-being policies. Forward-thinking employers are increasingly offering: Flexible working arrangements, allowing you to manage your symptoms more effectively. Health and well-being programmes, which could include access to resources, workshops, or counselling services specifically tailored to menopause. Inclusive company culture, where conversations about menopause are normalised and managers are trained to offer support without stigma. Your Career, Your Way You bring a wealth of experience, knowledge, and leadership potential to any role. Far from seeing menopause as a hurdle, embrace it as a point of empowerment. Your resilience, adaptability, and unique perspective are invaluable, and employers who recognise this will be eager to retain and support you. At our recruitment agency, we’re committed to helping you find the right role—one that not only fits your skills but also provides the understanding and flexibility you need during this life stage. If you’re ready to explore new opportunities, let us help you find a workplace that aligns with your goals and values. By taking charge of your career during menopause and finding the right support from employers, you can continue to excel professionally without compromising your well-being.  If you’d like to discuss job opportunities that offer the flexibility and understanding you need, get in touch with us today.

As National Menopause Day approaches, it's time for employers in Staffordshire and Cheshire to embrace the opportunity to empower their female workforce. For over 25 years, our recruitment agency has been at the forefront of helping local businesses, and one thing is clear—creating a menopause-friendly workplace is more than just a nice-to-have; it’s a smart business strategy. Why Menopause Support Is a Competitive Advantage The reality is, menopause affects a large portion of the workforce—many of whom are at the height of their careers, with vast experience and leadership potential. Almost one in four women consider leaving their jobs due to menopause symptoms like fatigue, brain fog, and anxiety. This translates to a huge talent drain for businesses that fail to provide adequate support. By putting the right systems in place, you’ll not only retain valuable employees but also foster a culture that prioritises well-being, loyalty, and productivity. As businesses in competitive industries know all too well, attracting and keeping skilled employees is critical, especially in a talent-driven market. Steps to Create a Menopause-Friendly Workplace It’s easier than you think to start implementing changes that can make a world of difference for your employees. Here are some practical steps: Open Conversations: Normalise discussions around menopause. Equip managers with the knowledge and sensitivity needed to approach the topic, ensuring women feel comfortable seeking support. By fostering a culture of openness, you encourage employees to address issues before they affect their well-being or performance. Flexible Working Arrangements: Flexibility is key in helping women manage symptoms. Offering options like flexible start times, remote working, or even additional breaks can alleviate some of the pressures and ensure they remain productive while feeling supported. Create Supportive Policies: Make sure your HR policies reflect the realities of menopause. Include clear provisions for support, such as time off for medical appointments or adjusting workloads during difficult periods. Well-being Programmes: Introduce or expand your workplace well-being programmes to specifically address menopause. This can include access to health workshops, mental health support, and even practical adjustments like improving ventilation and temperature control in the office. Menopause and Recruitment: Attracting Top Talent In a competitive hiring market, businesses that demonstrate they are forward-thinking and inclusive will attract more skilled candidates. Women considering new roles are increasingly looking for employers who offer meaningful support at every stage of their careers—including menopause. Highlighting your company’s commitment to well-being and diversity in your recruitment materials can help set you apart from competitors. By fostering a menopause-friendly environment, you’re sending a powerful message: your business values and supports its employees through all stages of life. This inclusivity not only retains your top talent but also attracts new candidates who are looking for an employer that aligns with their values. At our recruitment agency, we can help you adapt your hiring strategy to be more inclusive, ensuring you’re seen as an employer of choice. If you’re ready to take the next step in creating a more empowered workforce, reach out to us today.