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This Week's News 25.05.18

New dates for TAQA course announced

With several people already on the Expressions of Interest List for our popular TAQA course, we have generated a new set of dates to meet the demand. They are:

  • Workshop 1 Monday, 17th September 2018
  • PSN Meeting Monday, 8th October 2018
  • Workshop 2 Monday, 29th October 2018
  • Workshop 3 Monday, 14th January 2019

Run in partnership with Waverley Training Services in Farnham, this course is for people who are, or will be, assessing learners for vocational qualifications and Functional Skills. Achieving this qualification is an opportunity to stretch your skills, improve your career prospects and put something back into the industry. The qualification is part of a suite of Training Assessment and Quality Assurance (TAQA) qualifications. They offer those who carry out assessment the opportunity to develop and improve their practice as well as achieving a professional qualification.

If you are interested in attending this course, please see our latest TAQA flyer for more information or contact Kate Trippick at ten/dtl-sti//airotciv. Early booking is essential so that we can ascertain numbers.


Partner Salon Network Meeting - 5th June

Reminder that the next PSN meeting is just over a week away. The meeting will run from 6.00pm till 8.30pm, with registration and refreshments from 5.30pm. The agenda can be found here. Please RSVP to ten/dtl-sti//airotciv if you haven't already done so.


Government targets hair and beauty businesses in crack down on employment rights

The government has published the UK Labour Market Enforcement Strategy 2018-2019 which sets out recommendations to strengthen state-led enforcement of employment rights which include:

  • HMRC enforcing holiday pay and recovering holiday pay arrears.
  • Making it law that employers provide a statement of rights for employees within week one of employment starting, using a government-provided template.
  • Making it law that a payslip is provided for all workers and, for hourly paid workers, payslips should include the total hours worked and the hourly rate of pay.
  • Introducing licensing for nail bars and hand car washes, identified as sectors at risk of labour exploitation.
  • Tackle 'phoenixing' where directors dissolve companies to avoid paying workers tribunal awards and other enforcement penalties.
  • Higher financial penalties and more prosecutions for employers who exploit their workers.

Nail bars have been targeted because intelligence gathered by the authorities suggests that organised crime groups are exploiting workers with threats, debt bondage and withholding travel documents to control workers. The strategy therefore recommends that the Gangmasters and Labour Abuse Authority pilots a licensing scheme for nail bar businesses on a limited geographical basis. As legislation to allow this to happen would be needed before any trials could start, a voluntary accreditation scheme could be developed in the meantime. Almost one in five hairdressing apprentices were underpaid in 2017 so it is not surprising that the strategy also notes that, because of their past record of failing to pay the correct rates for the National Minimum Wage / National Living Wage, hairdressing and barbering businesses will continue to be actively targeted by enforcement bodies.

Lesley Ellis said: "ITS has always emphasised that apprentices must have contracts of employment and a handbook for all employees, so employees know exactly where they stand right from the outset. We also highlight when there are changes to the National Minimum Wage and National Living Wage to help employers keep up with the latest rates."


The general public supports a mandatory UK register of hairdressers and barbers

The Hair & Barber Council is upping the pressure on Parliament to introduce a mandatory UK register of hairdressers and barbers, in order to improve the industry's status and drive up standards. As part of an extremely persuasive strategy, they've commissioned a detailed research report, in conjunction with the Vocational Training Charitable Trust (VTCT), based on survey results generated from over 700 industry professionals and for the first time, the general public. Read the full article here.


Apprentices contribute huge productivity impact to business says head of apprenticeships at Barclays

Over a year has passed since the introduction of the Apprenticeship Levy and it is no exaggeration to say that discussion surrounding the policy's success has been rife. Despite being touted by the government as the 'solution to widening the skills gap in the UK' many businesses have criticised the reform and question its impact for businesses. The Apprenticeship Levy should be seen as a positive and progressive step for levy-paying businesses in general and the wider economy as a whole. Not only has the levy offered an excellent opportunity for levy-paying businesses to invest in their workforce through hiring new staff, developing existing employees and shaping their skills to the requirements of the company, it's also key in enforcing social mobility and allowing people the chance to enter the workforce who may not have been able to do so otherwise. And it's the unused levy money that funds apprenticeships for SMEs. Productivity was a key deliverable on the government's agenda when the reform was introduced. The aim was to allow businesses to create a pipeline of talent and provide on-the-job training to equip employees with vocation skills necessary for the workforce. One year on and we're already seeing these benefits here at Barclays. Our apprentices contribute a huge productivity impact to the business, with each apprentice contributing £18,000 of net productivity gains over the course of their programme. This boost not only benefits the apprentices themselves, and of course our business, it also impacts the whole economy and helps to narrow the skills gap between the UK and its competitors abroad - an issue of growing importance in these uncertain political and economic times. Lower level qualifications play a crucial role in helping individuals build core level entry level skills, however there is also room for higher apprenticeships which are absolutely key in boosting productivity, improving earnings potential and helping the skills shortage. Although the Apprenticeship Levy is not perfect, it is a strong step in the right direction for training a better workforce in this country, so I implore companies and individuals to take this opportunity and use it as best they can. The reform is still in it's infancy, and I firmly believe that it this is only the beginning of great things to come for our country's workforce.


Five ways employers can support the mental health of their senior staff

A bad relationship with your boss can do enormous damage to your mental health - while the best management styles are linked to higher levels of wellbeing. Therefore, employers have to make sure that managers are professionally trained and lead people effectively. That means empowering team members to do their jobs and creating a culture that's transparent and fair in how people are treated.

  1. Improve the ability to manage change. Change is unsettling and can affect mental health and it's also inevitable. 97% of senior staff report some degree of organisational change in the past 12 months. Employers have to be transparent and supportive and involve their employees in shaping the changes that affect them.
  2. Develop the skills of line managers. Bad management creates stress and can harm mental health. More open, empowering management styles are connected with lower levels of stress - as well as with higher job satisfaction and greater personal productivity. Employers have support the professional development of senior staff.
  3. Switch off. Avoid digital presenteeism means giving colleagues the license to switch off. Colleagues can often be their own worst enemies, and while personal choice is key, options such as restricting remote access should be considered.
  4. Empower your people. The most powerful driver of job satisfaction is a personal sense of achievement. Where innovative, entrepreneurial and empowering management styles are found, more than 84% of employees are satisfied with their jobs.
  5. End the taboo about mental health. Employers have to set a tone that enables colleagues to talk openly about mental health, to admit when things are tough, and need to be supportive when people experience mental health issues.

Video On Demand

Jack Howard at Paul Edmonds has launched Video On Demand. Jack showcases three techniques in his videos: Micro Balayage, Creative Balayage and Men's Balayage. The L'Oréal Professionnel UK Colour Spokesperson and International hair colourist to the likes of Gillian Anderson, Poppy Delevingne, Suki Waterhouse and Abbey Clancy is widely credited with bringing balayage to the UK. Jack already teaches a range of hugely popular courses for L'Oréal Professionnel as well as privately to individual salons, with his classes selling out worldwide. But now the step-by-step format allows stylists to learn with Jack from wherever they are in the world. In his videos Jack shows salons how to increase their colour revenue and customer loyalty through giving the client a quicker service and lower maintenance repeat visits. Jack's philosophy is to offer the client beautiful hair that doesn't compromise on condition. he easy to follows videos show Jack demonstrating a full head of Micro Balayage, Creative Balayage and Men's Balayage while he shares useful tips and tricks. The lifetime access means the videos can be referred back to and used anywhere at any time.

The videos are available at jackhoward.co.uk. Click "Watch full video" then click "Buy Now".

  • Micro Balayage: Lifetime access for £75
  • Creative Balayage: Lifetime access for £75
  • Men's Balayage: Lifetime access for £50

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