What the average working day looks like

Does your average working day reflect the national norm?

Read any business interview and you’re likely to hear that ‘every day is different.’ While largely true, it appears that there are some common working patterns.

The average working day in Britain now features: 

  • 8.5 hours spent working and commuting (Accounting for 35% of each working day. This equates to a 37-hour working week. Our commutes also happen to be the longest in all of Europe, averaging an hour per day).
  • Sleeping (28% of each working day…but of course, we’re now out of office hours!).
  • Leisure or personal activities (24%).
  • Unpaid work and ‘miscellaneous tasks’ (12.5%).

These stats were reported by HR News. Almost 1/2 the national workforce additionally undertakes some work en route to the office or while on their way home.

What type of unpaid work and miscellaneous tasks are people doing?

This section refers to everyday tasks or chores, including cooking, housework and caring responsibilities.

  • The average man spends 2.3 hours a day on unpaid tasks, with women contributing 3.6 daily hours. This creates a collective average of 2.9 hours.

There’s also a gender disparity when it comes to the value of work being undertaken during this time. Women’s out-of-office tasks are said to comprise higher value activities.

How do people spend their leisure time?

It appears that the nation is favouring solitary activities – and it’s suggested that this may be in response to our high-tech and ‘interconnected’ lifestyles.

  • Watching TV, listening to music and reading currently top the list of leisure activities.
  • Men are more likely to opt for watching TV or films, whereas women are likelier to pick a meal out with friends or indulge in a relaxing hobby, according to this particular study pool.

And are we getting enough sleep?

Even though it’s the second item on the average working day list, the answer is ‘no.’ What’s more, it’s this topic that is perhaps of greatest interest to the study’s authors – Mattress Online!

  • The most popular time to go to bed is between 11pm-12pm.
  • Men are more likely to go to bed sooner, selecting 10-11pm. Whereas women are more inclined to choose somewhere between 12-1am.
  • The British average is 6.8 hours of sleep, just shy of the recommended 7-9 hours.

So, how closely do you match the average? Let us know by TwitterFacebook and LinkedIn.

Want to boost your workplace wellbeing levels? Head straight to our last post!



Workplace wellbeing: 4 ways to improve yours

How to improve your workplace wellbeing – whether you’re an employer, manager or employee…

There are multiple motivations for companies to increase their workplace wellbeing efforts. For many company owners, the productivity benefits will be of paramount importance. Yet it also provides yet another competitive advantage at a time when great job-seeking candidates prove more challenging to find!

Of course, if you’re reading this from an individual perspective you’ll need little convincing as to why it would be helpful for you to feel less stressed, more supported, and all-around healthier throughout your working weeks. With this in mind, let’s look at…

4 ways to increase your workplace wellbeing, according to recent news reports:

1. Use your lunch breaks!

Source: HR News

This topic crops up time and time again, which is why it’s less of a surprise to hear that British workers are giving up 19 million hours worth of lunch breaks per day!

10% of professionals are grabbing lunch at their desk on a daily basis and 22% will give themselves less than 10 minutes for lunch.

However, legally, all employees working more than six hours a day should receive 20-minutes of uninterrupted lunch-break. Lunch breaks also provide all sorts of health boosts – from lifting your mood to reducing stress and increasing your concentration.

  • Managers/employers: here’s yet another message to make sure all bosses are honouring this right! If you know your employees are regularly skipping their breaks, you need to act fast.
  • Employees: take your breaks! If there’s a major reason you don’t feel that you can, you should discuss this with your manager or HR contact.

2. Move more often.

Source: HR Review

81% of British office professionals spend somewhere between four and nine hours a day sitting at their desks. This tots up to 67 days per person annually!

Alongside this, few people feel comfortable in the chairs provided and many report daily aches as a result. Although, legally businesses must conduct regular ‘workstation risk assessments’.

Research conducted with ergonomic equipment and sit-stand desks across a four-week period led to increased workplace wellbeing, higher comfort and greater energy levels.

  • Managers/employers: let this be a nudge to conduct those risk assessments and find out how your team is feeling. Explore better desk and chair options. Encourage everyone to take short breaks to get up and move around.
  • Employees: we should all aim to stand up and move at least every half an hour. Even if that’s just to pop up and down a flight of stairs, take something over to a colleague, head to the loo or put the kettle on.

3. Introduce or become a Mental Health First Aider

Source: The Telegraph

About 1 in 6 of us will experience a mental health problem at work at some stage. Full-time working females are twice as likely to encounter something of this nature. That’s a lot of the working population and may contribute up to 12.7% of national sickness absence.

Younger workers can also experience additional challenges, including exam anxiety and social media pressures alongside workplace isolation.

  • Managers/employers: why not introduce a mental health first aid person or team, dependent on the size of your business? Visit Mental Health First Aid England or St. John’s Ambulance for training details and advice.
  • Employees: you could volunteer to be a mental health first aider at work. Share some of the research behind this, alongside some of the training course details and see whether this is of interest to your employer. Here’s a recent advice piece we shared on LinkedIn for workers experiencing anxiety or depression.

4. Watch your environment

Source: HR News

64% of HR professionals believe a poor workplace environment can have a ‘substantial’ impact on employee sickness rates.

Naturally, absenteeism is of national concern as it now amounts to a cost of £18 billion a year. Think it’s always been the case? Well, 59% of people now take more sick leave than they used to a decade ago.

A more positive workplace setting is believed to provide encouragement and a sense of purpose. Great news for workplace wellbeing levels!

  • Managers/employers: this may take a spot of anonymous surveying, but it’s important to find out how your team perceives your workplace. You should also watch out for any hints of staff bullying, chronic negativity and/or low spirits. Also monitor your own actions to make certain you’re leading in a positive manner.
  • Employees: this may feel out of your control, however, you can also start with your own actions. Watch that you’re not using every chat as an opportunity to grumble, say please and thanks to your colleagues and try to respond to new ideas in an open way. Where possible, speak to a trusted manager or HR colleague if you have any concerns regarding the atmosphere for yourself or your colleagues. Of course, sometimes a fresh environment is also the best solution!

Further reading:

Managers looking to do more to increase their workplace wellbeing rates may also be interested to read:

  1. The real reason employees are calling in sick via HR News.
  2. Job insecurities are hurting your employees on People Management.


Most-wanted staff Christmas gifts

Only 39% of full-time employees receive Christmas gifts or rewards from their employers each year. This is according to a new survey conducted by Motivates; as reported by HR News.

Those that never receive rewards formed the largest respondent group (50%). While 11% of people ‘sometimes’ get them.

With less than a month to go until Christmas, managers and employers may start to ponder the available budgets for festive rewards and activities. For anyone wondering, these are currently the…

…5 most-wanted staff Christmas gifts!

  1. An individual cash bonus (64%)
  2. Personal gift vouchers (52%)
  3. Team cash bonuses (42%)
  4. A company-paid team meal or social night (34%)
  5. The manager’s verbal thanks (25%)

Items voted 6-10 can also be found here. As for the percentages stated, each respondent could select as many items as they wished from the rewards list.

73% of employees would prefer a choice of gift, if possible. This could be an interesting way to amplify the buzz of the rewards and invite your team to be a part of the celebratory process.

What to do when there’s not enough budget for staff Christmas gifts:

Several items on the list don’t cost a penny, as per item 5 above. It’s possible to make these rewards even more personal. For instance, speaking to team members individually and taking the time to thank them for specific aspects of their work.

There are also plenty of ideas to be gathered from the realistic staff rewards post – featuring the most sought-after non-monetary gestures. Companies could increase flexible working opportunities or provide additional half days/early finishes for staff to do their Christmas shopping. Even providing an office picnic lunch can make for a lovely affordable gesture.

Employees could also organise their own Secret Santa celebrations, festive bake-offs and post-work drinks to add a spot of festive cheer. Managers would be wise to encourage this; especially if their teams fall into the 50% of workers who won’t receive Christmas gifts.

Longing for some extra hands to make everything happen this Christmas?

Hiring one or more Christmas temps can prove to be a gift for busy bosses! Whether it’s helping with the season’s admin, covering the phone for your festive events, or offering some additional skills for a special project.

Call the office on 01225 313130 to discuss your Christmas temp needs.



Timing matters in recruitment!

Further proof that timing matters to job-seekers, right from the application stage through to interview feedback. A must-read for candidates and companies alike…

We’ve all heard it said often enough, time is our most precious commodity. The job searching process can take up a lot of time. Especially if you’re trying to go it alone in your search, you’re hunting in a competitive industry, applying for specialist roles, and/or you’re not quite looking in the right places. We’ll come back to this point shortly!

Meanwhile, we wanted to share two news items on the subject of recruitment timing.

Timing matters: at job application stage

Almost 3/4 of candidates are said to walk away from a job application if it takes longer than 15 minutes to complete. This is according to large-scale research, as reported by HR Magazine.

The article cites ‘lengthy processes’ and ‘too many requirements’ as the primary factors that cause applicants to abandon ship.

There are several ways to look at these findings. Firstly, too many organisations are putting barriers in place that may drive job-seekers away. Not the wisest move when the nation is facing an ongoing skills shortage! Yet it could also be said that few candidates would abandon an application if they were truly drawn to the job in question. In other words, perhaps it’s only driving away those who aren’t overly interested in the first place.

As with many studies of this nature, the reality likely lies somewhere between the two.

Advice for candidates:

  • Before you walk away from a longer job application, take a moment to consider your true level of interest. If 73% of people will tend to abandon that process, there are likely to be fewer applications than for the average job. This gives you more chance of standing out. It can also demonstrate determination and dedication. Still, if you’re not drawn to apply, you can invest your time in other more interesting applications.
  • Let’s return to the point of whether you’re looking ‘in the right places’/for the right roles. If you keep applying for positions because they’re the only positions you’re really finding, or you just feel you might as well, then you may want to read these job hunting tips. They’re designed to help you invest your job search time in the most rewarding places.

Advice for recruiting businesses:

  • Where possible or appropriate, divide lengthier job applications into stages. Meaning only candidates already shortlisted as potentially suitable have to enter into any extended (time-consuming!) processes. A CV and cover letter commonly still makes for the best initial shortlisting tool.
  • In addition, find a recruitment agency who specialises in your field. This allows you to tap into all of an agency’s candidate attraction tools. This usually includes their own online job application systems, as well as the use of any external jobs boards. It also allows you to utilise their expertise in candidate screening and selection. The REC Member Directory is a great place to start.

Timing matters: when it comes to interview feedback and job offers!

Yes, it’s not only in the job search phase that timing matters. 1/3 of job-seekers have also accepted their second preference role due to timing. Only, in this case, it’s due to ‘delayed interview feedback’.

This separate study, shared by HR News, also found that job applicants who’ve had delayed (or absent!) interview feedback may share their negative experiences with others, and could even cancel any services they hold with the company.

The South-West was the second slowest feedback region (after Scotland). Interviewers take an average of 29 days to provide interview feedback in the South-West, which is almost two weeks longer than the South-East region. Regional and sector differences have been illustrated on this map.

Advice for candidates:

  • If you’re working with a recruitment agency, your consultant will keep in touch with the recruiting client and obtain any interview feedback on your behalf. While some clients will still have an extended decision-making process, this will increase your chances of knowing where you stand sooner. It’s never recommended to contact the client directly without prior permission from the consultant, as it can undermine the agency’s approach. Should you wish to drop a thank you for your interview, or have any questions, simply contact your consultant. Remember, they will also be rooting for you so will be trying their best to keep you up-to-date!
  • When making direct applications, you may wish to drop a thank you to the organisation and/or contact the company to seek feedback. The Balance Careers has shared some advice on doing this in a professional manner.

Advice for recruiting businesses:

  • Don’t want to lose out on an excellent candidate? Keep them in the loop and don’t forget that your consultant is there to help and discuss your options! Update your consultant on your decision-making process and allow them to take all the work out of feeding back to the candidate. Even if your update is simply to say decisions will be made on ‘X’ date, this is helpful to hear.
  • See what you can do to shave off some of the decision-making time. Just an extra day can make all the difference to an applicant who is considering several vacancies. Especially if the applicant is currently unemployed and cannot afford to wait when another great offer is presented.
  • Sometimes it helps to introduce a final round of interviews, allowing you to make a decision between two closely matched candidates. These can also be used to introduce applicants to another interviewer.

Ready to recruit? Call an Appoint Consultant today on 01225 313130. 



Training as an incentive

Why we all need to see training as an incentive at work…

Currently, HR Review reports that only 25% of HR professionals believe their employers provide a ‘learning culture’ for their staff. The remaining three quarters say:

  • They’re still working towards creating a learning environment (59%:).
  • Such a culture is completely absent (11%).
  • This isn’t considered a business priority (5%).

Yet these businesses may want to rethink things. After all…

Employees see training as an incentive to stay in their roles!

In fact, in an HR News post, we hear that 90% of UK employees consider training as ‘vital to furthering their career’.

  • 42% go as far as to say they ‘strongly agree’ with its importance.
  • 95% of respondents aged 55 and over deem this to be ‘crucial’.
  • Alongside this, 86% of people think that continued training will reduce staff turnover levels.

Time is the main barrier for team members choosing whether or not to attend a course. Many employees express worry about having to be away from their desks for too long.

Which takes us onto the question of training strategies…

It seems that out of those who actually offer staff training, many businesses are predominantly focusing their attention on:

  • Trainee level programmes (38%).
  • Coaching style training (35%).

Conversely, the following training types are considered to be ‘low priority’:

  • Online training courses (32%).
  • Onboarding initiatives (27%).
  • ‘Knowledge sharing’ (29%).

But are these businesses making a mistake? The article would suggest so. Referencing the continued focus on the ‘skills economy’ (and the fact 2/3 of employees have resigned due to the absence of training opportunities!), it calls for companies to prioritise ‘modern training practices’.

It’s not only the digital courses that are promoted within this, yet also the need to encourage knowledge sharing so that vital information isn’t lost when employees move on to other roles.

You may also see training as an incentive to attract new staff members in the first place. We can help you shout about the learning and development benefits offered to employees. For further support, please call the office on 01225 313130.

Related reading:



Job-seekers missing out!

Are you one of the many job-seekers missing out on career opportunities because of misunderstanding the skills required?

HR News reports that more than 1/3 of candidates have not made a job application due to not understanding the skills required for the advertised role.

An additional 46% say they struggle to identify which skills they should be honing in on throughout their recruitment approach. Right from their initial job applications to interview day.

8% don’t even know where to start (or wouldn’t make any effort whatsoever!) when considering the skills described in job ads.

It’s not only job-seekers missing out…

Employers are also potentially suffering as a result of this. After all, a fantastic candidate may not apply for a role that they would be more than suitable for, if only they could see that they were!

So, who’s responsible for this problem? Both parties have an opportunity to resolve it.

Job-seeking candidates:

We discuss how important this issue is in Day 4 of these job hunting tips. We also introduce you to a simple process to help get you started. If there are skills or phrases that you’re unsure about, why not research them before dismissing the vacancy entirely? Ask a trusted friend, Google the expression, and/or check with your Recruitment Consultant.

Furthermore, don’t shy away from making an application if you almost tick all the requirements. Perhaps there’s a computer program discussed that you’ve not used, yet you’ve worked with a competitor product. Why not highlight your success with this product, make sure you note how it relates to the advertised package, and promote how quickly you are able to adapt to new systems?  The same approach can also be applied to less tangible skills and experiences.

This isn’t to say you should apply for any old job you see! If you don’t understand most or any of the items discussed in the ad, it’s likely that you’re yet to gain the experience required (see Day 5 of these tips). Saving your time by not applying for these jobs presents you with more time to invest in the ads that you most closely match.

Recruiting businesses:

Are your job specs bursting with unnecessary jargon? Are your skills descriptions too vague, flowery or obscure for ‘outsiders’ to decipher?! And/or are you advertising nice-to-have skills as absolute musts?

If you respond ‘yes’ to any of the aforementioned, you may be missing out on some excellent candidates. Take another look at your job ads and see how you can tidy them up.

It’s not always easy to promote a job opportunity when you’re on the inside looking out. Why not consult with a trusted recruitment agency in your field to enhance your staff attraction offering? The Recruitment & Employment Confederation has a handy Member directory to make this process easier.

Call the office today on 01225 313130 to discuss your recruitment needs.



Graduate & millennial salary news

There is a wealth of discussion out there regarding graduates and millennials…and their salaries. Why has this topic become so newsworthy and what is it telling us?

A quick skim of the headlines might present a negative picture. However, read on for some useful links and the positives surrounding these discussions…

Grads fear they will lose jobs to unpaid interns

Source: People Management

More than 1/4 of graduates worry that unpaid interns will secure the best job opportunities. It is also popularly believed that internships offer a great route to that first graduate level role (55% of respondents).

Worryingly, some organisations may still be dangling the carrot of a ‘possible job’ in order to attract unpaid interns. Such strategies can also prove a major barrier to anyone who cannot afford to work for free. Which applies to many of us! Thought unpaid internships weren’t legal? Here are the current rights (via gov.uk).

Reminder: internships aren’t the only route into your first career role. We frequently share job opportunities of this nature. You can also use our job hunting guide to support your search.

Plenty of opportunities, yet frozen salaries

Source: HR News

Graduate demand is still high – no doubt offering a huge relief to this year’s university leavers. However, starting salaries have changed little over the past ten years.

Although this year did feature an increase in the threshold for paying back a student loan. Meaning anyone earning less than £24,000 per annum will not start paying back their loan as yet (providing as they entered university after September 2012).

Concerned that not having a degree will affect your income? These are the best-paying degree-free jobs.

Millennials earn ‘significantly less’ than they thought they would 

Source: Independent

The Office of National Statistics has revealed some fascinating findings. Back in 2011-2012, a number of 16 to 21-year-olds were invited to share their ‘salary and career aspirations’. The difference between expectation and reality has now been reviewed…

  • 1/2 of the youngest respondents (then aged 16-17) predicted that they would earn £35,000 by the time they turned 30 as graduates, or £25,000 per annum as non-graduates. Yet the average 30-year-old currently earns £23,700.
  • Only 7% believed they would they would earn under £20,000. 37% of 22 to 29-year-olds do, however, earn under this threshold.
  • Whereas 5% thought they would earn above £80,000, only 2% of respondents have done so.

For some realistic earning insights: take a good look at the latest jobs listings. Be sure to research both your industry and target locations. You can also keep on top of the latest salary news – including the items recently shared here!

Almost 1/4 of millennials don’t think they’ll be able to afford to retire

Source: HR News

Some millennial workers are concerned that they may never be able to retire, as they cannot afford to ‘invest in their pensions’. Additionally, 1/5 don’t believe a state pension will exist by this time.

1 in 3 workers from this age group currently resides at home with their parents due to their financial constraints.

Younger employees are facing ‘spiralling debts’ 

Source: HR Magazine

Financial stress is rising among younger workers:

  • 70% of under 34-year-olds have to borrow money on a regular basis just to cover daily living expenses and/or settle their monthly bills.
  • 20% of 25 to 34-year-olds say they’re ‘only just coping’.
  • 33% of 25 to 34-year-olds are forced to use credit cards to cover their general costs, while average unsecured debts have reached £14,794.35 for people aged 25 to 44.
  • 45% of under 34-year-olds are suffering performance issues as a result of their financial anxieties, and 40% are experiencing problems with their workplace relationships.

What do these millennial salary news items tell us?

While the news may look negative at first glance, the insights can be used positively – for graduates, millennials, and their employers.

Clearly, financial anxieties greatly affect a large number of younger workers. The more that these issues are discussed, the better we’re able to address them. We instantly think back to our recent exploration of ‘Gen Z’ news, in which employers were advised to incorporate financial schemes into their staff attraction and retention tools.

Alongside this, have another look at the stats above. Many workers from these age groups are not feeling the same level of anxiety. 80% of employees are more than ‘only just coping’, while 3/4 of grads don’t fear that they’ll miss out on job opportunities due to unpaid interns.

We welcome applications from working adults of all age groups. Register your CV today!



Too tired and stressed for work

Are we a nation of tired and stressed employees? Recent reports should come as a warning sign to professionals of every job level…

We learned that almost half of UK working adults fail to do anything to cope with their work-related stress. What’s more, professional services employees are the least likely to do anything to help themselves.

HR Review reports that a lack of time is the primary barrier for the majority of people (65%). Perhaps no surprises there!

Other barriers are said to include financial constraints and the fact few employers incorporate stress relief into their employee benefits.

How are other people reducing their stress?

  • Physical activity tops the list of popular activities for 44% of those surveyed.
  • In second place comes hobbies/personal interests (39%).
  • While others prefer to relax with family and friends (35%).

Another urgent health issue:

There’s another workplace wellness issue that’s affecting almost as many employees (46%)…and it’s fatigue. Fatigue enters the realms of ‘extreme tiredness’ which may have a physical and/or mental cause.

HR Magazine reveals that employees feeling too tired to work are:

  • Experiencing forgetfulness (37%).
  • Becoming ‘short-tempered with colleagues (30%).
  • And even falling asleep during the working day (22%). Most worryingly of all, 13% of workers have fallen asleep while driving.

Yet, despite the severity of the potential consequences, 86% of people do not feel their colleagues or management team will understand this issue. Furthermore, fewer than 10% would feel able to call in sick due to fatigue.

Drawing a connection…

While these could be two distinct issues, they may also be highly interlinked. After all, mental stress can lead to fatigue. Naturally, if workers are unable to do anything to relieve their stress, the problem can become more severe – and even create a culture of chronically tired and stressed employees.

How to help the tired and stressed!

We all need to do what we can to prioritise our stress management. We have a proactive guide, including support links, here (for employees of every working level).

Let’s not forget that employers and managers are also prone to becoming tired and stressed! While it can feel ‘professional’ to keep plugging away, there are two primary business costs. Productivity and financial. There’s a great piece about these over on Forbes.

Employers are additionally reminded of their duty to undertake work-related stress risk assessments (information can also be found here).

Whether it’s hiring some extra hands, opening up the conversation about fatigue, reducing the working day, increasing holiday allowance and/or banning work activity outside of office hours, there’s plenty that can be done to benefit all.



The side hustle is here!

The age of the side hustle is upon us, says the Henley Business School. We share the latest facts, what this means for you, and some of the ongoing discussion around this topic…

What is a side hustle?

Definitions vary but, according to ‘The Side Hustle Economy’ white paper, this counts as any “small business or secondary job that someone has taken in addition their main career.”

The motivations for taking such a path may range from sheer enjoyment or longer-term career ambition to a financial imperative.

How much of an impact are these side jobs having?

  • 25% of UK adults have adopted some form of a second job.
  • Here in the South-West, this figure increases to 27% of adults. The region shares ‘joint 3rd place’ with the East and West Midlands (while the North East is in first place at 30%, followed by Greater London at 29%).
  • The trend is contributing to a total income of £72 billion throughout the UK alone.
  • Of all the age groups studied, it’s people aged 25-34 who are driving most of the movement (37%).
  • The number of side workers may be set to double within the decade.

Businesses are also taking notice:

  • 80% of companies no longer perceive the ‘9-5 job’ as the standard.
  • 63% additionally believe employers will need to adapt to this change to ensure they retain their best team members.
  • That said, only 49% of companies have initiated any form of side-working policy. While even fewer (47%) believe enabling this trend will ‘attract the best talent’.

HR leaders say side hustle policies will become essential…

A number of HR leaders have discussed this topic, encouraging companies to get prepared and implement policies. They warn that a reluctance to do this could actually result in more staff leaving sooner.

It is argued that employees will eventually leave their jobs anyway and that it’s better to have staff that are engaged and happy while at work.

Another article on this subject has already received mixed comments over on HR Magazine. Several commentators attest those employees with a side hustle express a valuable skill set and positive attitude, and have been more focused at work. Others think this trend is nothing more than a survival strategy to make ends meet and that second jobs can lead to exhaustion and mistake-making.

And from the employee perspective?

Again, the response is mixed. While many feel excited and inspired by this movement, others are wary. Writing for Refinery29, Kate Bishop has called for people not to ‘normalise the side hustle’, highlighting the way work challenges may be doing more to drive the trend than the pursuit of the perfect job or lifestyle.

Bishop raises the issues of job dissatisfaction and career change fears. She highlights the number of people struggling to make ends meet versus the few ‘champagne-popping twenty-somethings with their own beauty lines.’

What about you?

If you’re considering setting up a side job, there’s plenty to think about. Your current work contract should be one of the first things to consider, as you don’t want to do anything to jeopardise your relationship with your employer. Crunch has an excellent article on this subject. As does the Money Advice Service.

You may also want to ask yourself what appeals about the second job. If it comes from a feeling of necessity, could there be a better day job for you? Further reading: a post for anyone craving a career change in addition to our essential job search tips.

From the business perspective, it’s worth swotting up on this topic to inform your business decisions. A proactive approach can be a powerful staff attraction and retention tool. Not to mention a major help in staying ahead in such a rapidly changing business and employment era.

We welcome your thoughts on the positives and pitfalls of the side hustle. You’ll find us on Twitter, Facebook and LinkedIn



Working into older age: is it a choice?

Many of us will now be working into older age. Wondering why? The primary reason happens to be a half-decade first!

Earlier this year, we shared a LinkedIn post which predicts that 6 million of us will work right into our eighties. This is well beyond the current State Pension ages (and there’s a calculator on the Gov.uk website if you’re yet to know yours!).

So, why are we working into older age? Is it a choice or not?

More than two-fifths of employees say that this is a positive lifestyle choice – according to research on the reasons for working beyond 65 years of age.

This means that ‘choice’ has finally beaten a financial incentive for the first time in 50 years! Specifically:

  • 36% of people are likely to work beyond 65 years primarily due to their job enjoyment.
  • 1/4 of workers will make the choice based on non-monetary work benefits, such as social interactions.
  • However, 29% still say this is due to not being able to rely upon their pension alone.

The full findings list can be found on the HR Review website.

So where would you sit on this survey? As ever, we’d be interested to hear your thoughts via Twitter and LinkedIn.

And how will this shape the future of work?

This is such an interesting topic. It’s also one that we touch upon in our next HR Newsletter regarding the future workplace as a whole. Keep an eye on your inbox/let us know if you’d like to receive a copy!

The Appoint HR Newsletter is a quarterly resource especially created for business owners, HR managers and team leaders.

If you’re intrigued by shifting workplace trends, we’d also recommend you read this feature. It reports on the findings of a 10-year study into ‘alternative workplaces’…AKA the flexible working, remote working, shared offices and similar that really aren’t so alternative anymore!