With the recent heat wave and lightning strikes across the country we’re asking what is the temperature like inside? Just like our weather there’s been a lot of noise and rumbles recently relating to the workplace; changing employment trends and levels, new legislation and the make-up of our workforce. What have you experienced?

This week it was announced that in the 3 months to May, UK unemployment fell to its lowest level in nearly 6 years to 2.12m, with 78% of men and 68% of women in work.

But what about the makeup of our workforce is this also changing?

In our May newsletter we asked ‘Is 70 the new 50’ as it is estimated that 1% of the workforce is made up of employees over the age of 65 – and more of us expected to retire between 66 and 70.

With the abolition of the retirement age becoming a distant memory we’re hearing that people who are leaving work, whether of their own accord or through redundancy are keen to return back into the workplace.  Reasons cited vary but in essence many say that they miss the social interaction and being part of the team, others due to the recent (current?) economic situation still need to work for financial reasons.

We’d like to hear your views.  Is this good for the economy? How easy is it for this generation of employees to return to the workplace – in the same or similar roles? Is it impossible?  What support have you found they needed with re-training or learning new skills? Is it discriminatory not to offer these?  If their previous role was physically demanding do you need to offer an alternative role – or part-time /flexible working arrangements?  Could it be discriminatory not to….? What about the wealth of resource we have in the younger generation?

In this month’s edition of our newsletter we covered the most recent legislation change to affect our workforce following the introduction of Flexible Working for all employees (effective 30th June 2014) and ask if this is ‘a tick for the future – or a ticking time bomb’.   How are you handling requests for flexible working?  Do you have a robust process in place – or putting names in a hat as was suggested when the BBC recently asked or clarification and guidance?

Share your views – let’s all learn together!