The Budget – three big issues
23 Apr 2023
Let’s be honest, nobody expected too much from the Budget.
Jeremy Hunt has made it crystal clear that his first, second and third priorities are being seen to be competent and stable after the chaos of the Liz Truss regime.
But there were three areas in which Mr Hunt delivered initiatives which will have long term implications for employers.
His new moves around returnships – getting the over 50s back to work – enhanced childcare funding, and helping sick and disabled individuals into the workplace will all set challenges for company owners and managers in the coming months.
Returnships are a programme designed to help individuals who have taken a career break to return to work. The Budget includes funding for a national returnship programme, which will provide training, mentorship, and job opportunities to those who have been out of the workforce for an extended period.
While this programme offers a valuable opportunity for people to re-enter the workforce, employers will need to put in place measures to support returnship participants. They may need to provide additional training or support for individuals who are returning to work after a long break. Employers will also need to be flexible in their approach to working hours and schedules, as many returnship participants may have ongoing caregiving responsibilities that need to be accommodated.
Enhanced childcare funding is another area of focus in the Budget. The government has pledged to invest in expanding access to affordable childcare, which will allow more parents to return to work.
While this is positive news for working parents, employers will need to consider the potential impact on their workforce. With more employees accessing childcare services, there may be increased demand for flexible working arrangements, such as remote work or flexible hours.
Employers will need to be prepared to accommodate these requests and provide support to parents who are managing the juggle of work and caregiving responsibilities.
Getting sick and disabled individuals back to work is another area of focus in the Budget. The government has pledged to invest in programmes that support individuals with disabilities to enter and remain in the workforce.
Here, employers may need to include providing assistive technologies or accommodations, such as accessible workspaces or flexible work arrangements. Employers will also need to be mindful of potential discrimination or bias against disabled employees and work to create a culture of inclusivity and support.
In implementing these initiatives, employers will also need to be mindful of the potential impact on their existing workforce. The introduction of new programmes or accommodations may lead to resentment or frustration among employees who feel that they are not receiving the same level of support.
Employers must communicate effectively with their staff, outlining the benefits of these initiatives and how they will support the organization as a whole. They may also need to consider additional training or support for existing staff to help them adjust to these changes and ensure that everyone feels supported and valued.
Ultimately, the success of these initiatives will depend on the support and collaboration of both employers and the government. While the Budget provides funding for these programs, it is up to employers to put in place measures to support their employees and ensure that these initiatives are successful.
This may require a shift in mindset and a willingness to embrace new ways of working, but the potential benefits – including a more inclusive and productive workforce – make it a worthwhile investment for any organization.
If you need any help with any of the new changes in the Budget just click the button for your free consultation. We’re here to help.
