Contact Hoople Resourcing for help
with all your recruitment needs
01432 383 003

We'd be pleased to meet you!

Hoople Resourcing's commercial recruitment team offers a full recruitment agency service.

The team specialises in office based staff at all levels - administrative and secretarial; finance; IT; project management and senior appointments - and can help with one-off or on-going needs as well as large scale strategic recruitment programmes.

Please get in touch if you'd like to come and have an informal chat with our team - or if you have a specific up-coming need. Becky Dunsford, who leads the Commercial team, would be pleased to meet you. You can email Becky or call (01432) 383003.

Later this year, we'll be running a special drop-in session for our Commercial clients - look out for further details. 

Hoople Ltd will also be exhibiting at the forthcoming Hereford and Worcester Chamber of Commerce Business Expo, taking place at the Three Counties Showground in Malvern on Thursday 3 October. If you're visiting - or exhibiting - please drop by and meet the team.

We'd be pleased to meet you!

New minimum wage rates: from October 2015

A reminder that from 1 October 2015  the minimum wage rates are rising for all employee age groups, including apprentices.

The Government has stipulated that from this date the following rates will apply.

  • Employees aged 21 or over - rising to £6.70 per hour (previous rate £6.50)
  • Employees aged 18-20 - rising to £5.30 per hour (previous rate £5.13)
  • Employees aged under 18 - rising to £3.87 per hour (previous rate £3.79) 
  • Apprentices (first year of apprenticeship - all age groups) - £3.30 (previously £2.73)
  • Apprentices whose apprenticeship continues beyond 12 months and who are aged 19 or over will be eligible for the national minimum wage for their age group.
From April 2016, the national minimum wage for workers aged 25+ will be increased to £7.20 per hour. 

In the news 
Employment law check list - October 2015

Personnel Today magazine has recently published a very handy six point checklist of legislative changes coming up this autumn.

The six areas are:
  1. Modern slavery statements: from October, employers with an annual turnover of £36 million or more must publish a modern slavery statement each year.
  2. Sikh safety helmet exemption extended to all workplaces: from October, Sikhs will be able to wear a turban, not safety helmet, in workplaces like warehouses, factories and vehicles involved in transportation.
  3. National minimum wage increases - as detailed above.
  4. Tribunals lose power to make wider recommendations: from October, tribunals will no longer have any power to make recommendations that go beyond an employee's own circumstances in a discrimination claim.
  5. Ban on smoking in cars with children: from October, drivers of private cars in England will be banned from smoking in them if they are carrying children under 18 as passengers. Employers may need to consider revising their smoking and company car policies as employees using a company car for family purposes will be affected by this new law.
  6. Referrals under the new Fit for Work service: the Government's new Fit for Work service should be fully operational by the autumn. Employers will be able to refer an employee for a free occupational health assessment when the employee has been absent from work for a minimum of four weeks.
Full details of all of these legislative changes are available from Personnel Today's website

Gender pay gap consultation

The Government has been engaged in a consultation exercise inviting comments on its plan to introduce regulations that will require employers with more than 250 employees to publish details of differences between the average pay of male and female employees. The intention behind this is to help to tackle the gender pay gap.

The definition of an ‘employee’ in the legislation includes not only those who work under a contract of employment but also those who work under any contract where they provide their services personally. This would capture many temporary workers who are engaged on a contract for services.

The effect of this could mean that not only will the number of temporary workers need to be taken into account when determining whether the business does indeed have more than 250 employees, requiring it to report, but agencies would have to report on average pay differences between male and female temporary workers.

There is scope for the regulations to determine what type of employer will need to report and what type of employee will need to be reported on. Importantly there is also scope for the regulations to set out how each employer is required to calculate the number of employees it has.

The consultation ended on 6 September and feedback should be published soon.  For further information, please visit the consultation web page.

Fancy a cat colleague?.  

An animal rescue charity in the States has launched a new programme to rehouse abandoned cats.

Small businesses are being asked to adopt a cat in the workplace,  in return for which they are provided with all necessities: food, litter tray, toys and veterinary care. Cats may either sleep in the office or be taken home by one of their co-workers.

We're not sure if it'll catch on here in the UK - it's hard enough getting everyone to take their turn making the tea without sorting out the litter tray cleaning rota!

For further information click here.

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