Health Jobs

Right to work checks have been temporarily adjusted due to Coronavirus (COVID-19). This is to make it easier for employers to carry them out. As of 30 March 2020 the following temporary changes have been made: checks can now be carried out over video calls job applicants and existing workers can send scanned documents or a photo of documents for checks using email or a mobile app, rather than sending originals employers should use the Employer Checking Service if a prospective or existing employee cannot provide any of the accepted documents

EMSI Report In our piece on Using Labour Market Data During a Time of Crisis, we showed using our Job Posting Analytics the sharp drop in employer hiring during the month of March, due to the Covid-19 crisis, and wondered whether this might be a blip or the beginning of a longer-term trend. In view of what has happened since that piece, it probably comes as no surprise that this drop in recruiting activities has indeed continued, with 179,000 fewer postings today than on March 7th — a drop of more than 10% — as the updated chart below shows: But this raises a number of questions: Which occupations are being most affected? Are there big regional variations? Is there a straight correlation between recorded incidents of Covid-19 and the change in job postings? We’ll be looking at these sorts of things over the coming days, but let’s start with that first question of occupational change. The following chart shows change in job postings over the same period, broken down into the nine 1-digit Standard Occupation Classifications (SOC): There are a number of really interesting things to note from these figures: In terms of sheer numbers, the biggest decline in postings has been for Professional occupations, with 50,000 less postings than on 7th March, whereas the smallest drop in numbers was for Process, plant and machine operatives with a drop of 4,700 postings. In terms of proportionate decline, the biggest drop has been in Skilled trades occupations, which has fallen by almost 15%, whilst the smallest decline has been in Caring, leisure and other service occupations, which have declined by 8.6%. The situation is of course changing very rapidly, so watch out for more updates in the days to come. Click here to visit the EMSI website

EMSI Report Having looked at the change in employer postings during the Covid-19 crisis, both in terms of its effect on actual occupations and regions, we’re now going to do something we think you will find really fascinating — meshing our job postings data together with Government data on the outbreak to show the correlation between the two. In the chart below, we have plotted the daily change in job postings since the beginning of February, along with the cumulative numbers of confirmed Covid-19 case throughout the country. The picture really is stark, with employer hiring tailing off from 21st March, and then dropping like a stone on 22nd March and following. However, although there is correlation, it should be noted that it is not so much the case increases themselves that have led to the massive drop — postings were still holding up reasonably well when the official cases reached around 4,000 — but rather the measures that have been imposed by the Government, which have obviously caused many employers to cease their hiring plans: We can also look at the slump in recruitment activity by region, and plot it against the number of confirmed Covid-19 cases. The chart below shows this, with the Y-axis showing the change in job postings since 7th March, and the X-axis showing the number of confirmed cases: The data here is still somewhat in its infancy, but as the crisis unfolds, we would expect to see: The regions all moving towards the bottom right hand corner, as cases rise and employers slow their hiring. At some point, all regions moving back towards the top left, as cases eventually fall and employers begin looking for employees once more. For more about EMSI please click here.

There has been a decline in job postings of over 200,000 since 7th March, and EMSI have looked at the effect this has had on occupations, regions, and the correlation between confirmed Covid-19 cases and the fall in demand. Today we again look at occupations, but whereas that first piece looked at the high level 1-digit Standard Occupation Classifications (SOC), we can now dig deeper to look at much more specific occupations at the 4-digit SOC level. Although there has been a massive slump in employer demand generally over the past few weeks, here are the key questions we are looking to answer: Are there any particular occupations where demand has been hit really badly? Are there any occupations where demand has actually grown?The following chart helps us answer these questions: There are some fascinating data points here. On the decline side, it comes as little surprise to see some of the biggest falls in demand being for Chefs, and Kitchen and catering assistants. As restaurants, cafes and pubs are all closed, hiring for these jobs was likely to dry up, and we see this happening with about 5,400 fewer postings for Kitchen and catering assistants, and 8,300 fewer postings for Chefs since 7th March. What may be more surprising is to see nurses on the list. Surely, we would expect to see an increase in demand for nurses, not less? There are a couple of good reasons why this is happening. Firstly, although nurses are clearly in need at this time, hospitals are likely to be overstretched and entirely new recruits are not actually going to help with that problem in the short term. Secondly, managing the recruitment and on-boarding process for new nurses may well be a distraction at this time. So lots of hospitals may well have halted the recruitment process for a time, choosing to work with the nurse they already have, rather than create the distraction of bringing in new people. At the other end of the scale, there are clearly very few occupations that are seeing an increase in demand. It seems odd to see the likes of Musicians in the mix, but this really is simply because the numbers there are so small (an increase of 4 since 7th March), and as the days and weeks go on, we should expect to see other occupations beginning to pick up. What we also see, however, is the increase in Elementary storage occupations, which are defined by the Office for National Statistics as: “Workers in this minor group load and unload cargo from ships, boats and barges, supply berthed ships with water, oil and fuel, load, unload and convey furniture, goods and other equipment in and around warehouses, depots and similar establishments, and accompany motor vehicle and other road vehicle drivers.” As people are relying to a large extent on home deliveries, it’s easy to see why this occupation is one of the few that has seen some growth over the past few weeks.

Working from our dining table, kitchen worktop or sofa is the ‘new norm’ for many employees as employers ask staff to work from home for the coming weeks or months to help stop the spread of coronavirus. But as everyone adjusts to this new way of remote working, how should employers be taking care of the wellbeing of staff during this uncertain time? As more individuals social distance themselves and self-isolate, as recommended by the UK Government, this life of solitude can have damaging effects on the mental wellbeing of many. For example, recent research has discovered that the initial wave of coronavirus has triggered a mental health crisis in China, with Governments around the world being told to prepare in case they experience a similar issue. A paper in the journal Emerging Infectious Diseases, published by the US Government’s Centres for Disease Control and Prevention, found that the outbreak caused “generalised fear and fear-induced overreactive behaviour among the public,” which resulted in a “public mental health crisis”. Following this research, Matthew Dickason, Global Managing Director at Hays Talent Solutions, has shared some steps that employers can follow to support their team during a crisis. Addressing anxiety As the environment continues to change constantly, with new developments emerging daily, being mindful about anxiety and showing support to staff is essential during this time. Dickason continued: “While events continue to unfold, one of the biggest causes of anxiety will be mixed messaging meaning frequent communication is important for any company, so employees are not left uncertain about what to do. It is imperative that a leadership team has only ‘one single source of truth’ for staff to reference in the form of a central intranet page, containing updated policies and information on things like sick leave, quarantine procedures and remote working practices.” He added that management teams should be in constant contact with their staff to deliver updates on the impact and actions being taken, plus discussing information from health organisations and Government sites will also help to aid any anxious feelings. “Without this alignment, you risk having teams working to different assumptions and making tactical decisions,” he said. Open communication When an entire workforce is working remotely, feelings of isolation can quickly creep in. Putting in place open lines of communication that can be accessed frequently can help with this. Dickason advised: “To avoid the isolation that can come with working from home, especially for those not used to it, teams should be encouraged to create virtual water-cooler moments as well as their usual daily stand-ups.” Points of contact When in the office during a normal working day, there are plenty of people who team members will most likely know to contact regarding a certain matter. However, when working remotely this can be a different story entirely. It is vital employees know the most key people to contact on queries such as company policies, questions about leave, sickness and pay and resources to support remote working and wellbeing. “As many businesses have had to quickly transition into remote working producing tips, tricks and advice for working from home can also help members of staff adjust to their new way of working. Sending these out in the form of e-mails, guides and reminders on how to stay active and healthy when working from home, how to get access/make the most of collaboration tools and set up your home office for optimum productivity and well-being are just a few ways to help employees through unsettling times,” he concluded.

In the midst of the fear, worry, and uncertainty surrounding the coronavirus pandemic, each day seems to bring news that’s worse than the day before. However, according to Havard University there are some positives to be taken from this pandemic. The good news about the coronavirus pandemic Most people with COVID-19 recover Estimates now suggest that 99% of people infected with the virus that causes COVID-19 will recover. Some people have no symptoms at all. And while thousands of people have died, the overall death rate is about 1% (or perhaps even lower), far less than MERS (about 34%), SARS (about 11%), or Ebola (90%), though higher than the average seasonal flu (0.1%).The loss of life related to this illness is terrible and far more cases are expected, but based on the fatality rates alone, it could be far worse. Children seem to be infected less often and have milder disease According to the CDC, the vast majority of infections so far have afflicted adults. And when kids are infected, they tend to have milder disease. For kids and their parents, that’s good news. However, it’s important to note that children can develop infection. A recent study from China early in the outbreak demonstrated that a small number of kids, especially infants and toddlers, can develop serious infection. As is true generally, it’s likely that kids can spread infection in the absence of symptoms, though how often this happens is unclear. It’s perplexing, though fortunate, that this new coronavirus does not behave the way so many other illnesses do, in which the elderly and the young are particularly vulnerable. The number of new cases is falling where the outbreak began During his speech declaring the new coronavirus outbreak a pandemic, the director-general of the WHO pointed out that “China and the Republic of Korea have significantly declining epidemics.” In fact, Wuhan province (site of the very first cases) has just reported no new local cases for the first time since the outbreak began. The only new cases were “imported” from travelers arriving there. While actual numbers are hard to verify, and the methods these countries used to contain infection, such as aggressive diagnostic testing and strict isolation measures, are unlikely to be practical or acceptable everywhere, if the number of new cases in China is truly declining, that’s a good thing and suggests that efforts to contain the spread of this infection can be successful. The internet exists We currently have ways to practice social distancing that preserve at least some social and medical connections. People in isolation or quarantine can ask for help, visit friends, “see” family and doctors virtually, and provide updates on their condition. Our response to future pandemics should improve The COVID-19 pandemic has exposed shortcomings in healthcare systems throughout the world that provide an opportunity to improve them. For example, a faster global response, better and quicker distribution of testing kits, and more coordinated and coherent public messaging should be expected the next time around. (No guarantees, of course.) The bottom line Make no mistake: the new coronavirus epidemic is a big problem that’s expected to become bigger in the weeks and months to come. For those who are infected as well as those trying to avoid infection, these are trying times. But amid all the doom and gloom, there are some positive stories, positive messages and reasons to remain hopeful. At a time when the citizenry of this country is so politically divided, we can also hope that this threat brings us together in ways that help us to better recognize commonalities: we’re all human, we get sick, and we worry about loved ones. As social creatures, we try to help one another when bad things happen. If that happens, it would be good news that could not have been foreseen before the pandemic.

In these unprecedented times, collaboration is essential to support workers displaced by the Coronavirus to transfer to where work is available to ensure the nation is fed and supplied with essential goods. SWAP is a free tool which allows organisations to post spare and available workers and be contacted by GLAA licensed ALP labour providers who have work for them so that businesses needing extra staff can find the workers they need. ALP members will contact posting organisations directly to arrange work for spare workers, meaning you can be confident that your people will be treated properly and fairly. If you have spare workers, whether for days, weeks or indefinitely – please register to post brief details here GLAA licensed ALP labour provider members who need workers – log in here and click on the SWAP tab to view the types and numbers of workers available and who to contact. FAQs Is there any cost? There is no charge to use SWAP, commercial arrangements may apply between GLAA licence holders. Non-GLAA licence holders may not apply commercial terms How is ALP involved? ALP only hosts the portal and is not involved in arrangements between parties. GLAA has confirmed that ALP does not require a GLAA licence. Why can only GLAA licence holders view available workers? GLAA licensing is used as the underpinning labour standards due diligence for organisations that may access workers from the portal. What are the terms and conditions? ALP reserves the right in its sole discretion to remove any entry and to refuse any organisation from access. ALP excludes all liability for any claim or loss arising out of or in connection with the use of the portal. How long does a posting remain on the portal? Postings are automatically removed after two weeks but may be reposted if workers are still available. Email info@labourproviders.org.uk if workers are no longer available, anyone is posting false information or otherwise abusing this service. ALP reserves the right to bar further use of SWAP. To visit the portal please click here.

With so many people now working from home, here are a few tips from Enrich You on things to think about to make sure working remotely is as positive an experience as it can be. Whether you already have a physical space at home that you can dedicate to your working day, or whether you have to set-up and pack away each day, it is important that you are mindful of your physical and emotional surroundings in order to work comfortably and productively…. Are you sitting comfortably? Whilst you may be comfortable sitting on the sofa with your laptop, it is advisable to use a proper table and chair and do a risk-assessment of your workstation. Check that the lighting is good. Be aware of wires becoming trip-hazards to you and others in the house. Check your posture and seating position to ensure that you are not slouching. Try to sit upright with your feet touching the floor and with proper line of sight to your screen. Ensure that your arms are horizontal with the keyboard and that you are not stretching to reach your mouse etc. Your employer has a ‘duty of care’ when asking you to work from home and should provide you with proper guidance and equipment – but for comfort and safety in the short-term, try using cushions to aid physical support whilst sitting at your temporary workstation. Finally, be sure to take regular breaks and get up from your chair to walk around, stretch, eat and stay hydrated. Setting boundaries and finding your routine Separating your working life from your home life can be difficult at first. If you’re not used to working from home, you can easily get distracted and/or end up working extended hours. To avoid this, try establishing a routine to manage your day. Good tips include setting yourself fixed hours…. getting dressed into/out of your normal work clothes to manage the psychological boundary between work and home…. and asking family members to avoid disturbing and interrupting you unnecessarily during working hours etc. If avoiding disruptions is impossible and your work doesn’t involve you having to be at your desk during set hours (i.e. call answering/customer service etc), another approach is to set yourself a reasonable number of tasks to be completed each day. Whilst this approach might stretch your working hours across the day, the positive impact is that you can use it as a way of managing your energy levels and avoiding disruptions around normal family life. If you’re finding either of these approaches difficult – especially during the Covid-19 crisis – speak with your line-manager to find a reasonable solution and workaround. Keeping in touch Don’t be alone – there are many others in your situation right now. Speak to friends, family and colleagues about how they are managing. Try to maintain healthy social contact between co-workers and exchange notes on how you are each coping with working from home. The equivalent of a ‘virtual’ coffee machine chat can be achieved and maintained through social media, conference calling and/or a simple telephone chat, and is a healthy part of maintaining good working relationships. Whilst you might be relying on your line-manager for help and support at this time, remember that they might need support too – so check in with their wellbeing when you can. In a nutshell: Manage your boundaries by learning to separate work from home – both physically and emotionally. Be adaptable to your surroundings. Set up your workstation comfortably and try to avoid disruptions. Set yourself fixed hours or a certain number of tasks to achieve each day and learn to switch off at the end of your working day. Stay in touch with colleagues and customers to share experience and help support them in their work and personal wellbeing. And finally…. learn to be practical and adaptable at this time. Until we know differently, this is all temporary, so try not to worry and work with what resources you have. For further reading here is a great guide from Glide on practicing remote working.

Meridian is delighted to be shortlisted for Outstanding Outsourced Recruitment Organisation at this year's Recruiter Awards! This award recognises the agency that achieves outstanding success for its client(s) in conceiving, developing and implementing a cohesive recruitment/talent management strategy or strategies. The Recruiter said: "We are very aware of the challenging and uncertain times we are all experiencing across the nation, and are sending best wishes and thoughts to all our colleagues in the recruitment industry and beyond. Wherever your place of work may currently be we hope you are staying safe and well. Throughout these unprecedented times we at Recruiter and Recruiter Awards will continue to bring the latest news and developments from across our incredible industry and today we hope to bring some positivity to our sector as we announce our 2020 crème de la crème of the recruitment industry. The Judges have said that this was one of the toughest years ever to judge and that everyone on the shortlist is truly worthy of the accolade so – hold on to your hats as it is now time for the Recruiter Awards 2020 shortlist to be announced…… Click here to veiw the shortlist in full.

The government is focussing efforts on the testing for coronavirus over the coming weeks, according to The Guardian newspaper The UK government has bought 3.5m antibody tests for coronavirus, the health secretary has said, promising that frontline doctors and nurses will be able in due course to find out whether they have been infected and are safe to go back to work. Matt Hancock’s statement during the daily government briefing will be welcomed by staff. The absence of any testing for doctors and nurses has deeply upset many who work in the NHS, saying they risk infecting patients and their families and they may needlessly have to isolate at home, unable to care for those sick with Covid-19. But as yet there is no timing on the arrival of the tests, which will not tell people whether they have Covid-19 but whether they have had it, and patients in hospital will take priority over staff. Hancock said he understood why NHS staff in particular and others in public service were so keen to see testing ramped up. The antibody tests “will allow people to see whether they have had the virus and are immune to it and can go back to work”, he said, pointing out that he had been sitting in the House of Commons earlier with Nadine Dorries, who had recovered from Covid-19 and was now immune. There have been a few cases of people apparently testing positive for the virus a second time, but there are suggestions that they may not be infectious. We are ramping up,” said Hancock, adding that the antibody tests will become available “very soon”. The Department of Health and Social Care was opening a facility in Milton Keynes that day to process tests, he said. The tests currently in use can detect the presence of the virus in a nose swab. At the moment, around 8,000 a day are being performed on the sickest patients in hospital to help with decisions about their treatment. They are not offered to staff. The government has promised to increase those to 25,000 a day. The antibody test is not to establish whether somebody currently has Covid-19 but whether they have recovered from it. Antibodies to the virus in their blood will reveal whether they have been infected – and it is assumed that, if so, they will be immune. That will enable NHS staff to know that they can return to work without infecting patients. Hancock also had words of reassurance for frontline healthcare workers who have been calling for more and better personal protective equipment – especially the masks recommended by the World Health Organization, called FFP3. “Many, many people are asking for more personal protective equipment,” he said. Hancock said they had secured 7.5 million items, including the FFP3 masks, in the past 24 hours and there was now a hotline for hospitals to call if they did not have supplies. “It is literally a military effort to get these pieces of kit out to people,” he said. Earlier, the chief executive of NHS Providers, which represents hospital trusts, voiced the concerns of NHS staff at the absence of testing. “Trust leaders tell us repeatedly that testing is a vital concern on the NHS frontline. The NHS is rapidly scaling up testing capacity from 1,500, with the aim of carrying out 25,000 tests a day,” said Chris Hopson. “But the focus, for now, is on testing patients rather than NHS staff. So when those staff – or people they live with – have suspected coronavirus symptoms, they are rightly going into isolation. That’s causing disruption and frustration as the NHS workforce is depleted at this crucial time. “The quicker testing capacity is increased, the larger the number of staff, as well as patients, can be tested. “The promised deployment of a simple antibody test, which is now being trialled, will also help, though this will inevitably take time to consistently reach the NHS frontline. “But for now it’s clear block testing large numbers of the NHS’s 1.2 million staff is not feasible. So we need a proper open discussion about who should be prioritised, and we need clarity about how quickly testing capacity can grow.” Labour’s health spokesman, Jonathan Ashworth, said: “We have repeatedly called for the government to ramp up testing over a number of weeks. We need urgent clarification from ministers about what their testing plan is and why action appears to have been taken so late.” Click here to find out how Meridian is supporting our clients and candidates through this difficult time.