Welcome to the August 2024 HR Roundup, where we explore the latest developments shaping the UK healthcare workforce. This month, we dive into key issues such as the growing push for a four-day workweek, how employers can support staff during the back-to-school period, and addressing the rise of exploitative contracts affecting migrant care workers. With the healthcare sector facing unique challenges, understanding these topics is essential for fostering a fair, supportive, and resilient workplace. Let’s take a closer look at what these changes could mean for both employees and employers.
Employees’ rights to request a four-day work week
The UK government is considering strengthening the right for full-time workers to request a four-day work week under new flexible working laws, which could have significant implications for the healthcare sector. With long hours and high stress, healthcare workers often struggle to maintain a healthy work-life balance. Allowing the option to condense hours into fewer days could help address burnout, improve job satisfaction, and retain talent within the sector. However, the unique demands of healthcare—such as the need for continuous patient care—might make it challenging to implement across all roles. Careful consideration and tailored approaches would be necessary to ensure both patient care and staff well-being are maintained.
To ensure both patient care and staff well-being while implementing a four-day workweek in the healthcare sector, employers could consider the following options:
- Staggered Shifts: Implement staggered shifts so that patient care is continuous, with no disruptions in service, while still allowing staff to compress their workweek.
- Job Sharing: Encourage job-sharing arrangements where two employees split the responsibilities of one full-time position, ensuring coverage without overburdening individual staff members.
- Flexibility in Non-Clinical Roles: Offer the four-day week primarily in non-clinical roles or administrative positions where the impact on direct patient care is minimal.
Supporting employees during the ‘Back-to-School’ period
The back-to-school period can be particularly stressful for working parents because it introduces a range of new responsibilities and challenges. Parents must manage school schedules, arrange childcare or after-school programs, and handle the emotional and practical needs of their children during this transition. This time can also involve additional expenses for school supplies, uniforms, and extracurricular activities, adding financial stress. For those in demanding sectors like healthcare, balancing these added pressures with work commitments can lead to increased anxiety, fatigue, and difficulty maintaining focus at work.
Employers in the UK healthcare sector can support staff by offering flexible working hours, remote work options, and additional time off to manage school-related responsibilities. Providing resources like childcare support or employee assistance programs can also help alleviate pressures. By acknowledging these challenges and offering practical support, healthcare employers can maintain staff well-being, which is crucial for ensuring high-quality patient care during this transitional time.
Tackling exploitative migrant worker contracts in the Health and Social Care industry
Recent reports have uncovered that migrant care workers facing exploitative contracts have shown a sharp increase. The Royal College of Nursing found that such cases rose significantly from 2021 to 2024 and highlighted the alarming issue of migrant care workers be being forced to pay large “hiring fees” – up to £10,000 – if they quit due to harassment or bullying. As a result, many migrant workers remain fearful of reporting abuse they face within the workplace and can feel trapped in toxic working environments.
Employers in the health and social care sector must focus on supporting migrant care workers, especially given the decline in visa applications from overseas. According to the Home Office, applications from overseas workers and students fell by 35% between January and July 2024 compared to the same period in 2023. This decrease contributed to an 82% drop in health and social care visa applications in July 2024 compared to July 2023. Enhancing worker support is essential to reversing these trends and ensuring workforce stability.
Here are some ways that employers within this industry can avoid exploitative contracts regarding migrant care workers, as well as how to better support them within their organisation:
- Avoid imposing punitive fees on workers who leave, particularly in cases of harassment or bullying.
- Provide transparent terms about working conditions and fees before employment begins.
- Conduct regular audits of recruitment agencies to ensure ethical hiring practices.
- Offer accessible channels for reporting mistreatment, ensuring confidentiality and protection from retaliation.
- Foster a supportive work environment where migrant workers feel safe and valued.
These measures can help prevent exploitation and promote trust between migrant care workers and their employers.
