Category Archives: Uncategorized

Does the responsibility of a maturing workforce fall with the employer?

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Throughout the world, we are seeing movements towards a more diverse and equal working culture.  As the global population evolves there is a concern that companies are not doing enough to shine a light on a more mature workforce.

With recent publications reporting that over half of the UK workforce age is made up of over 50s, now is time to change the way we view this and recognize that it doesn’t just mean the fast road to retirement.  It’s everyone’s responsibility in the workplace to celebrate blossoming into maturity and offering the right support.

A survey conducted by Personnel Today showed that despite the Equality Law act 2010 and Age Discrimination policies being present in companies, 47% aged between 50-64 who took part in this said they felt no positive change towards them.

Neurologist George Bartzokis said that ‘you begin to maximise the ability to use the entirety of your brain.’ While recall may decline, understanding improves – so we make better connections between what we retain.

The Centre for Aging Better has suggested that the following could be incorporated to retain, recruit and close the ageism gap in the workplace;

  • More flexibility and options with working patterns.
  • Minimise age bias in recruitment processes.
  • Have early and open conversations about health conditions and access to support.
  • Provide opportunities to develop careers for all ages.
  • Support interaction and networking between the staff of all ages and equip HR and managers to sustain this culture.

Whatever is done, it should be done respectfully and with consideration. This would be the employer’s duty to showcase the advantages of being a mature person.

Blog By Marie Bridger – Mercury HR Partner

References: Can I or shouldn’t I?

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So you’ve been asked to provide a reference for an ex or even current employee. When you receive the request, you sigh and your emotions about the person get the better of your imagination, before you compose your thoughts, reality kicks in.

You want to put pen to paper and tell the story, explain how incompetent or troublesome they are/were, however, something in the back of your mind stops you and instead you think to yourself about not providing a reference, but then again, your uncertain as to whether or not the law requires you to provide a reference.

All of this thinking about this reference has probably taken up 5 to 20 or even 30 minutes of your invaluable time already, and that’s without finding the facts and completing the reference… not forsaking distracted you from your business.

Many businesses using our services, use our Advisors to deal with such requests. Not only does it remove the emotion, hassle and wasted time, it also ensures you don’t need to worry about being compliant. Your Duty of Care is protected by our business and if we need to tell the facts and truth you know it will be done with the best results without risk to your business or you personally being sued for defamation, discrimination, victimization, malicious falsehood or negligence.