Arundel Jones Associates - Recruitment & Employment
Trends, Professionals in the UK Construction Industry
Candidates / Employees / Contract Temporary Workers
1. Skills shortages – The shortfalls and demands for
professionals across all aspects of the construction
industry continues. Even with the influx of candidates
from the EU (notably Poland), the demand still outstrips
the supply of affordable and experienced design staff.
Understandably the shortfalls experienced by employers
dictates that most recognise that they have to deal with
new and existing projects from their existing labour
resource, however may also acknowledge that given the
opportunity they would welcome new staff joining their
team.
2. Permanent – contract conversions – “Going out on a
Limb” - The ongoing bugbear of permanent staff working
alongside temporary contract workers in the office or
site environment, is the rumour mill relating to the
financial rewards on offer to the contract staff. Of
course, in the short term, there are a number of
advantages for this method of employment but also a
number of risks associated with the same. Continuity of
employment, pension benefits as well as a more
recognisable route to more senior / managerial roles
means this is not an option for everyone.
3. Contract to Permanent – “Coming in from the Cold” -
The non-availability of suitable contracts (particularly
in the regions), ensures there is always movement of
temporary contract workers looking for permanent
positions. This is either because the lack of suitable
projects were a problem, or because it was not the
instant route to wealth that was initially envisaged,
has meant that a number of individuals have made this
path back to full time employment. The valuable
experience attained on major projects, enables them to
look for more senior positions to settle down in and
develop their experience further. A period of adjustment
is almost always required in terms of salary
differentials, but permanent employment has other
benefits in terms of perceived security and stability
etc.
4. Ltd Companies / VAT Registration / MSC’s & -PSC’s -
The means by which temporary contract workers can drop
in and out of this means of employment has been made
substantially easier over the years with the emergence
of accounting type companies who have operated Managed
Service Companies (MSC’s) The consequences of recent
legislation by Gordon Brown means most will likely
switch to either Personal Service Companies (PSC’s) or
Umbrella companies, where the tax allowances may not be
as good. In the past, the need to open a Limited
Company, register for VAT and the associated accounting
requirements were one of the hurdles to overcome before
considering this route. However, a weekly fee the
accounting aspects can be carried out for the Temporary
Contract Worker by a number of specialist companies in
the field, thereby simplifying the whole process.
5. Hot spots in the UK - Inevitably the proliferation of
design practices, consultancies and contractors located
around the main business centres in the UK continues.
However, regional offices of major practices outside the
cities persists and provides a valuable source of
employment for both permanent and contract staff wishing
to avoid the problems associated with commuting to major
cities. London and the South East would obviously like
to exploit the opportunities associated with the Olympic
redevelopment and the beneficial knock on effect to the
construction industry professionals in the South East.
Email:
vacancies@arundel-jones.co.uk
Arundel Jones Associates Ltd
Hill Farm, Linton Hill, Maidstone, Kent ME17 4AL
Tel : 01622 745333
news@buildingdesign.co.uk
Registered in England and Wales No. 07334149
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