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Retailers David Jones, Politix to backpay 7,000 employees after underpayment

The luxury retail stores must also pay superannuation

Australia’s Fair Work Ombudsman has announced that Australian retailers David Jones and men’s fashion company Cicero Clothing, trading as Politix, have been ordered to pay back AUD 1.9 million (1.28 million USD) and AUD 2.1 million (1.41 million USD), respectively to 7,000 underpaid employees.

In addition to back pay, the luxury retail stores must also pay superannuation and have each signed an enforceable undertaking with the Fair Work Ombudsman.

According to the regulator, Politix underpaid about 850 employees a total of AUD 2.06 million (1.38 million USD) in wages and AUD 45,000 (30,332 USD) in superannuation between November 2016 to September 2020. David Jones underpaid about 2,800 employees a total of AUD 480,000 (323,548 USD) and AUD 1.4 million (943,663 USD) in superannuation to approximately 6,100 employees between April 2014 to September 2020.

The Fair Work Ombudsman said the underpayment were caused by failures in manual payroll processes, payroll system set-up errors, annual salaries that were insufficient to cover all entitlements, and failure to compensate training and classification secondments.

These failures resulted in employees being underpaid their minimum wages, evening, weekend and public holiday penalties, overtime rates and entitlements where they did not receive a 12-hour break between shifts as owed.

Both companies are part of South African-based Woolworths Holdings Limited’s Australian operations. Politix is part of the Country Road Group.

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New workplace sexual harassment laws come into force in Australia

A person or company can be liable for sexual harassment conducted by an employee or agent

Australia’s Fair Work Act has been amended to prohibit or ban sexual harassment in connection with work, including in the workplace.

The changes took effect from 6 March 2023 and expand the previous protections around sexual harassment in the workplace.

The protection applies to workers including employees, contractors, work experience students and volunteers as well as future workers, and people conducting a business or undertaking. The protection will not apply to sexual harassment that starts before 6 March 2023.

A person or company can be liable for sexual harassment conducted by an employee or agent in connection with work, including if they were involved in the employer’s contravention. This applies unless the person or company can prove that they took all reasonable steps to prevent the sexual harassment.

The Fair Work Commission now has greater powers to deal with workplace sexual harassment.

In addition to its existing ‘stop sexual harassment order’ powers, the Commission can deal with disputes about sexual harassment by conciliation, mediation, or making a recommendation or expressing an opinion.

The Fair Work Ombudsman stated: “Where a dispute cannot be resolved these ways, the Commission may also be able to deal with the dispute by arbitration if the parties agree. If this happens, the Commission can make an order: for compensation or lost wages; requiring a person to do something that’s reasonable to remedy any loss or damage suffered.”

The changes are part of the Australian Government’s Secure Jobs, Better Pay legislation.

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94% of office workers in Taiwan unhappy with salary

28% of workers hope that their monthly salary will increase

According to a survey from Yes123 Job Bank, approximately 93.7% of office workers in Taiwan said that they are dissatisfied with the salary of their current job, an increase from last year’s 93.2% rate.

The 93.7% rate is the highest rate in ten years, the survey found.

Yang Zongbin, spokesperson of Yes123, said: “In order to truly evaluate the salary satisfaction of office workers, one should not only look at the ‘absolute value’ of salary, but also consider the length of working hours and workplace pressure.”

In terms of raising salaries, 28% of workers hope that their monthly salary will increase by at least TWD 5,000 (USD 163.83) this year. The overall expected value of the average salary adjustment stood at TWD 5,831 (USD 191.1), which is TWD 151 (USD 4.95) more than last year’s TWD 5,680 (USD 186.15), an increase of 2.7%.

Meanwhile, 59% said their salary had remained unchanged for at least three years, including 12% who said they had already been waiting at ten years for a salary raise. On average, it took 4.2 years before an employee received a raise, the longest period in 10 years.

The survey also found that the average office worker can tolerate a stagnant salary for 1.7 years. This exceeded the 4.2 years’ wage raise average the survey showed.

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Southeast Asia and HK job market remains strong

71% of workers desire a stable job with a good work/life balance

According to a recent from Seek’s Jobstreet and JobsDB the Boston Consulting Group and the Network, 2023 will remain a jobseekers’ market in Southeast Asia and Hong Kong, despite a possible economic slowdown.

The study, which surveyed 97,324 respondents in Indonesia, Hong Kong, Malaysia, the Philippines, Singapore and Thailand, found that 34% of talent surveyed are actively looking for a new job.

The top three motivations for searching for a new job are: looking for a more interesting position or higher seniority (49%), lacking opportunities for upward career progress at current place (30%) and unsatisfied with salary and benefits at current job (27%).

According to the study, workers feel confident to look out for new opportunities despite fears of recession as majority surveyed are aware of their attractiveness to employers. It also found that 74% of talent around the region are approached multiple times per year about new job opportunities, and 36% of those are approached every month. In Singapore, these numbers are equally high at 75% and 31% respectively. In addition, 70% of the region’s respondents and 62% of Singaporeans feel that they are in a strong negotiating position when looking for a job.

Peter Bithos, Chief Executive Officer, Asia, Seek, commented: “When faced with a possible recession, the balance of power in the labour market tends to shift towards employers as hiring tightens. However, we believe the situation is different this time as many organisations in Asia are still recovering from the jobs lost during the pandemic. While hiring growth may slow down during times of uncertainty, there is no doubt that it is still a jobseekers’ market right now, and so it’s important for employers to know how to attract, recruit and retain talent.”

Among top priorities, the study found that 71% of workers stated that they desire, above all, a stable job with a good work-life balance. This preference is dominant across job roles, countries, and age groups.

This is in line with jobseekers’ deal breakers​ when​ looking for a new role, with 17% citing work-life balance as a deal breaker, ranking second only after financial compensation (22%). The amount of paid time off and job security is also important to jobseekers, with both categories ranking third.

The report showed that those working in IT roles are the most coveted talent across Indonesia, Hong Kong, Malaysia, the Philippines and Singapore, as they are frequently approached with job opportunities on a weekly and monthly basis.

“Despite the waves of layoffs by tech companies in the region and around the world, the demand for tech talent still remains based on the report’s findings. This is consistent with Seek’s observation of a 29% YoY (2021 vs 2022) increase in job ads for tech roles in the region, based on data from our JobStreet and JobsDB platforms,” added Bithos.

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Gap between supply and demand in financial services worsens

  • UK

Job applications in the sector fell by 12.5%

According to new research from APSCo and Broadbean Technology, the number of professionals in the UK applying for jobs in the financial services sector is down by a third year-on-year in January 2023, with the gap between supply and demand worsening.

The data found that job applications within the sector fell by 12.5% between November 2022 and January 2023, but this decline was far more acute when looking at annual comparisons (down by almost 30%).

APSCo’s data also reveals that while vacancy levels fluctuated throughout 2022 as economic uncertainty influenced business confidence, yearly comparisons show that new roles fell by just over 16% between January 2022 and January 2023. With application numbers dropping at a far greater rate than vacancies, employers are likely to struggle to source the skills they need in a sector that is already facing acute skills shortages.

Meanwhile, the research revealed that salaries within the sector have risen by 6.5% over the past twelve months, reflective of not only the demand for talent which has put an upward pressure on salaries, but also the impact the cost-of-living crisis has had on employers’ strategies to both attract and retain staff.

Ann Swain, CEO of APSCo, commented: “The data suggests that the Financial Services sector is facing a growing decline in skills availability. While we saw a fall in vacancy numbers during the latter half of 2022 as economic uncertainty influenced business confidence, application numbers fell at a far greater rate.

“We saw in the period following the Financial Crash of 2008 that failure to invest in skills development, attraction and retention when markets are struggling can have a longer-term detrimental impact on recovery. It’s crucial that the sector doesn’t fall into this trap again, particularly given the news that a recession has been avoided in the UK. The increase in salaries is certainly an indicator that employers are investing in attracting skills, but pay alone isn’t a sustainable route to building skills. The country is in critical need of a strong skills strategy to help it become a hub for financial businesses and talent.”

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Over 97% of UK companies failing to adequately support women in the workplace

  • UK

Fewer than 3% of job ads on offer in March offer support to women

According to new research from Adzuna, UK employers are failing to prioritise supporting women in the workplace, with fewer than 3% offering benefits necessary to help them thrive.

Adzuna analysed over a million job ads advertised in March 2023 which revealed the number of postings promoting perks aimed at women – and the dire need for employers to step up.

Overall, only 29,501 of the 1,043,451 job ads available cited perks aimed at retaining women in the workplace and supporting them to thrive. Only 17,638 ads promoted enhanced maternity or parental leave, and just 6,410 postings offered some kind of support with childcare costs (including on-site daycare or backup childcare).

Despite recent evidence showing 1 in 10 women aged 45-55 leave the workforce due to symptoms of the menopause, only 821 job ads mention menopause support, and of those just 30 postings are offering paid HRT therapy.

Only five UK job ads offered menstrual leave. Research by YouGov has found nearly half of Brits are in favour of the introduction of menstrual leave legislation, and 40% of women said they regularly get period pain bad enough that it affects their ability to work. Some countries are waking up to the huge negative impact this has on women in the workplace: Spain has recently introduced legislation allowing three days per month of state-paid for menstrual leave for those with incapacitating periods.

Fertility benefits such as egg freezing and IVF support are also rare, with just 51 job ads mentioning these types of perks. LinkedIn was one of the first companies to offer UK its staff these benefits, covering up to £21,000 towards IVF (around £5,000 per cycle) or adoption costs from 2019, and following in the steps of Facebook, Google and Apple in the US. But with hiring in large tech companies currently depressed, women seeking employers offering fertility benefits are facing limited options.

Other popular perks found by Adzuna included duvet days (619 job ads), unlimited holiday (953 ads) and free gym membership (3,912 ads) continue to be offered by many employers.

Paul Lewis, Chief Customer Officer at job search engine Adzuna, comments: “Women remain woefully undersupported in the UK workplace. Instead of duvet days or free gym membership, employers need to focus on benefits that support female employees. In particular, evidence shows menopause and menstruation are top factors making it harder for women to thrive at work, even leading many to drop out of the workforce. Women shouldn’t need to suffer in silence; employers need to step up, introduce open dialogues around these topics and add more flexibility for women juggling their health with work. Furthermore, keeping women in the workplace is key to filling skill gaps, so introducing benefits that help attract, support and ultimately retain women makes sense from a business as well as a societal perspective.”

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Hays Middle East releases GCC Salary Guide 2023

49% of organisations in the GCC currently offer remote or hybrid working

Hays Middle East, part of Hays plc, the global workforce solutions and specialist recruitment company, has released its latest Salary Guide 2023 for the Gulf Corporation Council (GCC). The guide provides comprehensive salary data for over 400 roles across 13 industries across the region, with the latest workforce trends based on expert insights and the analysis of a survey of over 2,000 employers and professionals.

The guide has revealed that despite global disruptions, the GCC has remained stable, with continuous investment and diversification leading to a buoyant labour market in 2023, creating new jobs across multiple sectors and geographies in the region with this being exemplified by 85% of employers planning to recruit permanent employees. However, with 45% professionals looking to change organisations, greater competition for the best talent is to be expected.

Employers can leverage flexible working options to counter competition

Hays believes that offering flexible working options is a viable way for employers to counter the fierce competition. The guide shows that while only 49% of organisations in the GCC currently offer remote or hybrid working options, 20% of employers anticipate that employees will be required in the workplace more. Professionals place work-life balance and flexible working as a top priority when looking for a new job.

Addressing the skills dissonance is vital for future success

According to the report, employers and employees in the GCC have different perceptions of talent availability within their organisations. The guide indicates that while 82% of employees firmly believe they have the necessary skills to fulfill their role in 2023, only 35% of employers strongly agree they have the talent needed for the coming year. Employers and employees must work together to address this disconnect to ensure success in the future.

Growth on the horizon for Technology and Industrial Sectors, plus accelerated Emiratisation

The guide highlighted that technology remains the most active industry sector for hiring, with 77% of organisations increasing their headcount last year, thanks to consistent local and foreign direct investment in focus areas such as data, cyber security, and cloud solutions. Despite uncertainty in the global Technology sector, growth in the GCC continues at pace. Indeed, 88% of employers plan to recruit permanent employees in 2023.

In Saudi Arabia, the industrial sector is expanding at an exponential rate. With the Kingdom poised to take further advantage of its abundant natural resources and central geographical location, industrial diversification into new products and materials will lead to a focus on talent with experience, technical skills, and operational knowledge.

In the UAE, almost one in two (49%) of employers will ramp up their hiring of UAE national citizens this year as they work to meet Emiratisation quotas and diversify their workforce.

Sarah Dixon, Managing Director of Hays Middle East commented: “2023 promises to be a prosperous year for the labour market and the GCC in general, with new jobs being created across multiple sectors and geographies in the region through investment initiatives from a multitude of sources. The Hays GCC Salary Guide 2023 provides valuable insights for both employers and professionals, helping them navigate the recruiting landscape of today and stay competitive for tomorrow.”

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Female employees are 54% more likely to suffer from anxiety, survey reveals

  • UK

Why women are taking strain at work

A new study has revealed that female employees are 54% more likely to suffer from anxiety and twice as likely as men to work through illness – an issue known as presenteeism.

The study revealed that, during the last year, female employees experienced more work-related health implications than men. In addition to their raised anxiety levels, they are also 17% more at risk from excessive stress due to work life. In addition, 35% said that their mental health had worsened in the last year because of the workplace.

With International Women’s Day (IWD) being observed on 8 March, these statistics put a spotlight on the disproportionate health implications that women face due to their workplace. This year’s IWD theme is #EmbraceEquity, to encourage employers to support women’s health and well-being in the workplace.

According to the survey, 27% of female employees have experienced insomnia, making them 42% more susceptible to sleep deprivation. This is important to note, considering that the first signs of burnout, anxiety or depression are insomnia and trouble sleeping, according to the NHS.

A study of over 1,000 employees also found that sore backs, shoulders, or necks are experienced at a rate 58% higher in women than men. In addition, other physical health concerns were 60% more likely in women.

These results suggest that employers aren’t doing enough to support women in the workplace. In further support of this indication, a recent study across the UK-wide study into employee health and well-being found that 85% of employees would like their company to be more proactive in boosting employee health, well-being, and healthy habits. The study also found that:

  • Training managers to provide better support will help (33%).
  • promoting the use of sick leave when people are struggling with physical or mental health is important (32%).
  • employees want access to stress management training (25%).

It is not a benefit for employees to feel supported; companies benefit too:

  • 38% of employees feel more productive at work.
  • 33% of employees feel engaged with the work they do.
  • 31% say they’re less likely to seek job opportunities elsewhere.

Kate Palmer, HR Advisor and Consultancy Director at Peninsula, says: “Equality should be at the forefront of employers’ priorities and, as recognised by International Women’s Day, the only way to achieve this is through equity. Widespread prejudices against women and damaging biases such as: they’re unable to juggle a career and family, or be as resilient as men in the workplace, can often lead to women having to work longer and harder than their male counterparts just to access the same opportunities, even if it means working when they are unwell.

 “ All employers should consider offering an employee assistance programme and trained mental health first aiders to help identify individuals struggling with their mental health at an early stage, and signpost them to professional resources. Knowing women may be more at risk should be a prompt for employers to proactively implement these measures.”

Ruth Tongue, director of employee wellbeing company Elevate, says: “Equity is not something to only be addressed once a year – companies must think strategically about how to support women in their workplace.

 “Employers should offer emotional and mental wellbeing support for everyone via counselling, supyesport sessions with experts on stress management and championing women in the workplace by offering recognition not only financially but also visibly through promotions and praise.”

 

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Airswift appoints CRO

Rapid diversified growth in STEM-related industries will be their focus

Airswift, the global workforce solutions provider, announced on 2 March 2023 that they have appointed Anna Frazzetto as Chief Revenue Officer. This appointment aligns with Airswift’s drive to continue its diversification and growth across STEM-related industries.

Frazzetto is an established technology recruitment executive based in New York. She most recently held the roles of Chief Digital Technology Officer at Tential and Harvey Nash.

The company believes that Frazzetto’s deep domain experience in addressing critical business challenges and expanding digital capabilities will allow Airswift to maximize revenue growth opportunities.

Frazzetto has been listed as Staffing Industry Analysts (SIA) Global Power 150 Women in Staffing for five years and has a recognised consultative approach that will generate powerful, tailored solutions for Airswift’s diversified clients and internal teams.

Janette Marx, CEO at Airswift, commented: “Technology is fundamentally changing every aspect of our lives – and the world of work is no different. Anna’s understanding of how to harness the power of technology and match that with the right skills will be critical as we continue to expand into STEM industries. As a fellow passionate advocate for advancing women in STEM, her addition to the team will not only drive diversified revenue growth, it will also increase the opportunity to enhance equity in the space.”

Anna Frazzetto, CRO at Airswift, added: “Workforce demand in STEM industries has never been higher across the world. Energy and technology sectors in particular need on the ground support to ensure the right people are recruited to propel these industries forward. I’m delighted to join the passionate team here at Airswift, who will support me in delivering the global growth strategy of the business. I’m looking forward to enhancing and diversifying our offering across STEM industries – ensuring we deliver the best tailored and scalable workforce solutions to our customers.

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2023 recruitment trends revealed

  • UK

Flexible working and greater use of tech top the list

Recruiters predict a greater demand for better pay, flexible working, a greater reliance on tech, and a positive working culture in 2023. This is according to new research by digital payroll solution Cool Company. The research also revealed that 25% of recruiters believe businesses will rely more on the contract workforce in the coming months.

According to the study, flexible, tech-driven working lies on the horizon. The research found that 53% of recruiters agree that flexible working is the main priority of current job candidates

A further 50% said we would see a greater reliance on technology – including remote interviewing (40%). Diversity and inclusion were also high on the list at 39%.

Twenty-five percent of agencies believe there will be greater demand for the contract workforce, with 58% saying they experienced a significant uplift in overseas contractor placements last year. A further 35% suggested an increase in contractors working remotely in the UK.

Almost half of the recruiters surveyed believe that one of the best ways to attract top talent is flexible working, including remote working. A further 40% suggest hybrid working is a key benefit. In addition, one in five recruiters think that the global talent shortage will continue to be a challenge for businesses in 2023, suggesting that anything that gives a competitive edge must be considered.

Other projected talent-grabbing trends included increasing employee benefits (43%) and creating a positive working culture (40%). Increased pay is, of course, always a factor (50%).

Kris Simpson, Country Manager UK at Cool Company, comments: “The UK employment scene is facing something of a perfect storm at the moment. With a global talent shortage and a local cost of living crisis, employers are having to do a lot to both retain their existing employees and attract new talent to their businesses.

‘The contract workforce has the potential to provide the answer to that problem. With highly skilled professionals available more or less on demand. But like employees, contractors are looking for a better work-life balance, meaning that placements that allow for remote working are a lot more appealing. While competitive remuneration remains a key draw.”

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