Recently published research by the Resolution Foundation shows a boom in the use of agency workers by businesses looking to fill their skills gap, and the findings suggest that it’s a pattern that’s set to continue. Almost half (43%) of respondents said that they’d increased their reliance on agency staff during the past five years, and 25% planned to increase their usage even further in the next five years.
It’s thought that the trend is being fuelled by uncertainty surrounding Brexit, and of course the cost pressures that plenty of businesses are facing on a daily basis. Today, it’s estimated that there are around 800,000 agency workers in roles all across the UK.
So if you’re looking to expand your team during 2018, you might want to take a little step back and consider whether working with an agency could be the solution that gives you exactly what you need. Recruiting and selecting the right people is a tricky process, and it can place a real strain on your resources. Outsourcing to the experts is an option that clearly appeals to many.
There is a very important issue at play here though, that plagues the reputation of businesses looking to tap into more flexible ways of finding and working with talent. The gig economy and all the pitfalls associated with it are constantly being debated in the media, and it’s clear that not all business owners are giving proper consideration to workers’ rights. There’s a clear crossover here between issues associated with the gig economy and the use of agency workers, and employers absolutely must proceed with a reasonable level of caution.
The Resolution Foundation offered some practical suggestions for ethically leveraging agency talent, at both a business and government level. The Swedish Derogation, for example, is a controversial piece of regulation that the Foundation would like to see removed. It permits businesses to pay agency workers less than directly comparable employees, and a repeal is currently under consultation, in response to the Taylor Review.
What happens from this point onwards will definitely be interesting from an employment perspective. The pressure on the government is mounting when it comes to workers’ rights, whilst businesses still face cuts and need to look towards less conventional ways of hitting their goals and meeting operational requirements.
If you’re planning to use agency workers, what steps will you be taking to protect your employer brand and maintain a happy and productive workplace?