ex-military recruiters

Morson Forces

ex forces recruitment



OUR FORCES EXPERIENCE

The Morson Group has been supporting the British military for more than 20 years, with our dedicated MORSON FORCES team comprising a number of ex-military personnel that possess a combined 70+ years’ forces experience. Collectively, we have successfully placed thousands of ex-Forces personnel into roles that are perfectly-suited for these skillsets, with employers that seek out the specialist expertise held by armed forces personnel. 

Our placements of contractors and permanent staff have included mechanical, electrical and avionic roles with the Ministry of Defence (MOD), Royal Navy, Army and RAF. We are able to advise each individual service leaver on the types of roles and industries where they can best capitalise on the skills they have accrued during their time with the armed forces. Specifically we are on hand to help with:

Once a service leaver begins their new role, either as a Morson employee, permanent staff or as a contractor with one of our clients, we ensure they have access to the support they require through our expert recruitment, HR and contractor care support teams. Contact forces@morson.com for more information on careers.


PROJECTS WE HAVE SUPPLIED TO:

Notable projects include providing line maintenance and logistical support to Apache flying training at the Army Air Corps Centre, as well as on-aircraft and off-aircraft roles with RNAS Yeovilton, RAF Odiham and Wattisham Flying Station to deliver base and line maintenance for the Wildcat helicopter fleet, Wildcat training centre, Chinook helicopter fleet and the Apache fleet.

  • RNAS Yeovilton - on-aircraft, off-aircraft, logistics: base and line maintenance of Wildcat helicopter fleet and Wildcat training centre 
  • Wattisham Flying Station - on aircraft, off aircraft: base and line maintenance of Apache fleet 
  • Army Air Corps Centre - line maintenance and logistical support to Apache flying training 
  • RAF Marham – Tornado GR4 MOD Upgrade 2004 – 2019 


FORCES CHARITIES WE SUPPORT:

The Morson Group’s substantial focus towards charitable giving as a core business value, and a commitment to giving back to the communities within which it operates, sees our 2019 appointed charity partners include ABF The Soldiers’ Charity.  

  • The Soldiers Charity - Morson Group charity of the year 2019
  • Walking With The Wounded - 4 Morson Group teams taking part
  • Force Atlantic Challenge - Morson Group sponsor a boat for the Talisker Cross Atlantic Row
  • Andy Reid - Morson Forces Ambassador - throughout the year we support Andy with various fund raising activities such as the Garrison Challenge


armed forces recruitment

Ready to take your next step into civilian employment?

With permanent and contract jobs across all disciplines from engineering to professional services roles, make your move from military to civilian employment with Morson
Take your first step, upload your CV to join our ex-forces community.
LATEST NEWS...
  • Kids Gifts (1)

    Morson Group children receive special thank you gifts for lockdown support

    ​The children of Morson Group colleagues across the world received a special surprise gift through the post as a token of our appreciation for their patience and understanding.All colleagues who are parents or primary carers of children aged 18 or under were given the opportunity to register for a special gift to be sent out to their child, along with a letter of thank you from the business acknowledging the challenges they’ve faced over the last 12 months and for their help and understanding:"We know this past year has been a little strange and we just wanted to say a big thank you for the support, patience and love you are showing your grownups whilst they are busy working hard. We have sent you a little gift to show you just how grateful we are. We hope you like it!"As part of our dedication to listening to our colleagues thoughts, ideas and concerns in order to provide the best support possible, we surveyed our employees at the end of 2020 to find out how they had been coping with the most unprecedented of years. The results indicated that many had felt the extra pressure of managing work and looking after their children through home-schooling and supporting their wellbeing.School-age children have experienced a time of great upheaval during the coronavirus pandemic, with rules and situations changing, often for reasons they won’t fully understand. We believe it’s important to show our appreciation for the youngest members of the Morson family and do what we can to keep them upbeat during potentially the last few months of lockdown measures, as well as help to provide some respite to parents:"If you’re feeling extra creative, we are running a special Morson competition. To enter, all you need to do is either create a picture of your new gift, or if you prefer you could build something with it. The more fun your creation is, the better!" Over 450 children were registered for a gift, the first of which arrived at the start of March. All of the gifts are gender-neutral and themed around STEM and creativity. Some of our employees took to social media to express their thanks, along with that of their young children:​ Adrian Adair, Chief Operating Officer:"I’m really proud to be part of an organisation that allowed us to thank all of the little people in our Morson Group family for supporting their parents whilst working. It’s been a really difficult time for our children as they adapt to the changes caused by COVID-19, often without really understanding why. An amazing job done by the HR team who managed to deliver a huge 450 STEM focused toys to the smallest members of our Morson team across the globe. My daughter was particularly pleased with the train she received!"​In order to further support parents and their children, we also launched Morson Clubhouse Kids, a programme of engaging and entertaining online events for young children each week, including a magic show and storytelling.

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  • Image 2021 03 02 T15 38 30

    REE opens Engineering Centre of Excellence

    ​Israeli start-up company, REE has confirmed it has opened a new engineering centre in Warwickshire to help meet its demand for its REEcorner and Electric Vehicle technology. REEcorner integrates components including braking, electric-motor, steering, and suspension into the wheel arch before being placed into a flat, battery-packed chassis. According to REE, this capability gives customers full design freedom to create the broadest range of electric and autonomous vehicles (AVs).The £66 million investment aims to create around 200 jobs to advance its technology. One of the main reasons the company has invested in the UK is due to the UK’s 2050 net-zero target as REE COO, Mike Charlton addressed:“A key driver in our decision to establish our presence in the UK is the UK government’s forward-thinking vision and zero-emissions policy that perfectly aligns with REE’s goal of heralding a more sustainable, greener future for our generation and those to come.”Daniel Barrell, REE’s co-founder and CEO added: “I am excited to announce another major milestone for REE towards bringing our technology and products to the market as we expand our global footprint. With the recent announcement that we plan to go public via a SPAC [special purpose acquisition company] through our merger with 10X Capital Venture Acquisition Corp. and funding from long-term strategic investors including Koch Strategic Platforms, Mahindra & Mahindra and Magna International, REE would have sufficient capital to accelerate mass production of REEcorner technology and modular EV platforms"He continued:“The first REEcorners are expected to be delivered to customers in 2022, with mass production beginning in 2023. This new Engineering Centre is a state-of-the-art facility allowing us to accelerate our validation, verification and testing as well as product homologation.” In 2019, The University of Salford and Morson Group co-launched two new Salford-based facilities (The Morson Maker Space and the Morson Engine Room) featuring the latest industry standard manufacturing technologies which would work to allow students to learn engineering skills used in various industries. The facilities collaborate between the University and local businesses to innovate and test ideas, with an opportunity to meet and work alongside students working on real industry briefs.The Maker Space features a ‘Print Hive’, with dedicated 3D printing machines, a composite printer, a high-resolution SLA resin Formlabs printer and more. The Morson Engine Room features heavy duty, industrial grade machinery typically found on the workshop floors of manufacturing businesses.As well as a leading recruiter in the energy sector, we are on our own carbon neutral journey as part of Shell's Destination: Carbon Neutral fuel card scheme.

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  • Image 2021 03 03 T11 10 29

    Fit for Work expands global reach as app launches in Australia

    ​The Fit for Work software, launched in 2020 by Morson Group in partnership with facecheck.ai, has been made available to Australian customers for the first time.The Fit for Work app is 'Digital PPE' for remote and distributed workforces. The system, which operates across a mobile app and web dashboard, supports organisations in managing their workforce – tracking that the right workers are in the right place at the right time with the right equipment and training. It uses facial recognition and GPS via a mobile device such as a smartphone. The system is adaptable to organisational and functional requirements and it enables health, safety and wellbeing dialogue with workers ranging from general wellbeing through to safety updates and trackable briefings (e.g. Toolbox Talks).The app enables organisations to share health and safety information and COVID-control policy via mobile, measure engagement with key information and check that workers have understood it. The app can also check who has entered and exited remote work locations. The system enabled customers to identify 100% of their remote workers via the app in 2020, with 100% compliance. Since beginning a trial of the system in August 2020, Morson Australia has tested Fit for Work in safety-critical rail environments and through various forms of lockdown. Adam McKendry, who oversaw the trial on Melbourne’s rail networks says: “The app has reassured our remote rail workers that their safety is paramount — which has been particularly important during the global pandemic. We are really excited to be able to offer this product to our customer base this year.”Fit for Work software is now being used by all types of organisations — from construction firms to football clubs. It is now live over 20 sites in the UK and Australia - including Transport for London and Network Rail sites. All potential health and safety issues that were identified via the app in 2020 were resolved, with all sites able to report zero incidents using Fit for Work.Watch the video below for a guide to the Fit for Work app:​In March 2021, Fit for Work is hosting an online webinar, which will talk about the story behind the app’s development, a guide to how the system works and offer an exclusive 3-month trial to Morson customers. Click here to register for the event

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  • Image 2021 03 01 T13 27 14

    British Gas makes biggest UK commercial order of electric vehicles

    ​British Gas has confirmed that it has ordered 1,000 new all-electric Vivaro-e vans from Vauxhall, making it the largest commercial BEV (battery electric vehicle) order to date. The electric vehicles will arrive over coming 12 months and will be available nationwide to the entire British Gas engineer workforce. Those engineers that will receive the new vehicles will be chosen from volunteers, but will be prioritising those from targeted areas where it is important to lower emissions and where a replacement van is needed. Further orders from Centrica, owner of British Gas are guaranteed after the initial batch, with the aim of electrifying its whole fleet by 2030 as part of its commitment to becoming a net zero organisation.British Gas engineers will install all chargers at engineer homes and is accelerating EV adoption in the UK for homes and businesses with charger installs and innovative EV tariffs.The company is currently increasing the Electric Vehicle engineer workforce through training existing engineers, recruiting new engineers, and creating 1,000 new engineering apprenticeships by the end of 2022.Matthew Bateman, Managing Director of British Gas stated:"Our engineers and their vans are part of the local community they serve and it’s important we reduce the emissions of our vans so that we are contributing towards better air quality in their area and the environment. We are committed to the transition to electric vehicles which involves changing our fleet as well as helping consumers and businesses with charge points and infrastructure.  He continued: “We chose to work with Vauxhall as they were able to give us a large number of high-quality and low emission vans to help us effectively serve our customers – and they will also work with us on future EV solutions. Transport is a key area where we can improve carbon emissions and is an important part of our strategy to meet our net-zero targets” Stephen Norman, Managing Director of Vauxhall Motors added: "I am delighted that British Gas has confirmed the UK’s largest order of battery electric vehicles with the Vauxhall Vivaro-e. As the oldest British vehicle Brand since 1903, I want to thank British Gas, a fellow British business, for their loyalty and trust in Vauxhall. As with all businesses up and down the country, tradespeople rely on their van as an essential tool of their work and our 300-strong Retailer network is crucial in continuing to provide support to carry British business. The strength of the quantity of orders for our all-electric van demonstrates that the Vauxhall Vivaro-e, the first step in the electrification of our entire van range, can contribute towards the transition towards low emissions vehicles whilst improving air quality." As well as a leading recruiter in the energy sector, we are on our own carbon neutral journey as part of Shell's Destination: Carbon Neutral fuel card scheme.

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  • Image 2021 03 01 T09 48 40

    What a difference an audit makes

    Do you know the true extent of your contractor workforce? Have you struggled to identify and audit your contractors during the national lockdowns? Is your recruitment process overcomplicated? And are you concerned about the financial and regulatory implications associated with ‘hidden’ contractors? ​Operations Support Manager Mark Goodwin and Head of Client Engagement Samantha Price discuss the benefits of undergoing a contractor audit to help streamline your business.​Businesses with expansive teams spread across multiple locations can find it a struggle to keep on top of the ins and outs of every single contractor on their books. Typically, information on contractors isn’t captured within organisational charts or on central HR streams but, particularly in the wake of Covid-19, and with the upcoming IR35 legislation in mind, businesses have faced increased pressure to identify contractors within their workforce – and they’ve struggled. It’s easier for HR and finance teams to track the job titles, salary bandings, working hours, geographical locations and specific needs of permanent staff – not only is it their responsibility but they hold that data in-house. But for businesses with flexible workforces – a mixture of contractors and full-time employees – there can be a lack of strategy, meaning not all recruitment processes are followed compliantly. Plus, for those who liaise with multiple recruitment agencies to manage labour, the process can become overwhelming and noisy. It presents further risk – financially and legislatively, but also in terms of broader company processes and the candidate experience which, if poor, can both damage a brand’s reputation, visibility, approach to ED&I and commercial benefits. To support businesses in any of these situations, we’ve launched an audit service that we are rolling out to make the recruitment experience more positive for both the candidate and the client. It’s designed to assess attitudes to recruitment, how processes are currently set up, internal and external frustrations and more. We walk ourselves through our clients’ and their candidates’ journeys, using data and qualitative learnings to draw up ways the experiences can be improved, but also assess how cost savings and time efficiencies can be made. What we present back to the client is a report of outcomes which, if amended with some small changes, can create a new, tangible roadmap of success. Typically, an audit will reveal where efficiencies can be made in the following areas: SpendingAn audit is a deep dive into a company’s recruitment spend. We look at their entire population to find out various salaries, if consultants are being hidden as contractors but being paid a higher margin, and more. Then we look at the commercial impact of working with multiple agencies at once. Usually, this means a company is working to varying sets of terms and mark ups, and paying different commissions, so are simply not realising best value. Recruiting the right type of talent can also become a cost drain. Long term, a contractor will cost a business more than a full time employee, but for specialist or short-term projects contractors or even statements of work prove to deliver best value. An audit will show if a company is making the best use of talent and therefore, if the commercial benefits of an existing recruitment model are being achieved. In partnership with our clients, we explore the numerous routes which can be taken to reduce costs, suggesting various recruitment models – a supplier rationalisation, MSP, RPO, hiring manager training or EVP overhaul or consolidation of their recruiter pool being just two options – which could be implemented to save the client what could be hundreds of thousands of pounds each year.Legislation Contractors in highly technical industries are subject to certain regulations, while the introduction of IR35 for the private sector will put extra responsibility on businesses to take account of their contractor workforce, assessing whether they fall in or out of scope. Auditing can make this a more transparent element, firstly in terms of assessing who is supplying your talent; if you do not know this, you cannot be sure of compliance across your supply chain. And secondly, in terms of the candidates themselves; with responsibility falling on employers to know which of their team members are subject to IR35, an audit can help to identify those which might currently fall under the radar but who, without a change to working practices, could lead to costly fines and penalties. As part of the audit process, we work with hiring managers to understand how much they know about legislation, detailing parts of our trail which shows the wider business is failing in its compliance. We can then feedback to clients on the ways they can upskill their team to ensure this becomes a priority, meaning that the business is futureproofed from regulatory risk.Processes An immediate benefit to a company of an audit is that it acts as an independent review of their wider processes, and how they perform in reality, rather than on paper. For example, are communications processes sophisticated enough to ensure every potential contractor is informed they have not been successful in their application? This can often span to more than 12 contractors – is each receiving a timely update with enough clarity on why they did not get the role? Additionally, is there hidden bias in the hiring process? Are the people undertaking interviews sufficiently trained to do so? Also, are there any rogue practices hindering the efficacy of recruitment? Are managers favouring one agency over another? Is more money being paid to a single agency than another without evidence as to why? Auditing can flag all these elements and more. And with some simple changes, the efficiency of an entire business can be improved.Talent Another objective of an audit might be to identify the reasons why a business is struggling to recruit either permanent staff, or contractors with niche talent sets. Data will prove if there is a bias in a technical talent pool for contract roles, which will really hinder a recruitment campaign for a permanent role. Similarly, data will also show how simple changes – such as contributing remuneration, developing cross-sector skills insights and improving work-life balance – can transform a role from being difficult to hire to easier to fill. For example, are you paying below the average industry rate for this role compared to your competitors? Something as simple as a higher salary band for the role might attract better talent and result in a longer-term saving, as you will be able to relinquish several contractors charging a higher day rate.Not all changes should centre on financials, though. Consider this - are you working with the right agencies to secure niche skills? If you are hiring for a specialist campaign and aren’t hitting your recruitment milestones, could the problem be a case of the agencies not having the right talent on their books? As part of your audit, we’ll examine your supply chain as well as your business, to ensure you’re working with the best. There are two ways to work with Morson on a contractor audit; either directly through us – which is preferential for those looking to move to an MSP model with us – or via an external, Morson-approved, independent contractor. We understand how recruitment works in a way that you may not which means we’re best placed to undertake this task, but we work around you, your technology and systems, and in-line with your processes. We will anonymise all data to protect individual parties within your form and utilise your branded communications channels to fully embed within your business. That way, the resulting outcomes benefits you, and only you. Getting your audit right can be a turning point for your business, empowering you to transform processes that make you a more attractive option for candidates, and more accountable at every level of regulation. Get in touch today if you’d like our help to achieve it. Contact Mark Goodwin via email or connect with him on LinkedIn hereContact Samantha Price via email or connect with her on LinkedIn here

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  • Image 2021 02 26 T11 09 32

    Virgin announces five year net-zero plan

    ​Virgin Media has announced a five-year plan to achieve net-zero carbon operations and zero waste operations by 2025. Known as the ‘Meaningful Connections’ programme, Virgin plans to address three key areas – people, planet and communities. This plan has been created following detailed research and insight from customers, employees and experts from the company on the role it should play in society in the next five years. By the end of 2025, Virgin aims to reduce Scope 1 and Scope 2 emissions by 25%, sourcing 100% renewable energy and investing in carbon removal offsetting schemes for remaining emissions from 2025 onwards. The company also aims to transition its entire fleet to electric vehicles by 2025.On top of this, the programme also looks to ensure 95% of all operational waste is reused or recycled and that customer products (e.g set-top boxes or routers) contain at least 75% recycled plastic content or be a refurbished product. This is expected to save more than 5,000 tonnes of materials. Virgin has pledged to reuse or recycle 100% of all returned customer equipment and mobile handsets too.Lutz Schüler, Chief Executive Officer at Virgin Media, stated:“With the country beginning to look towards recovering and rebuilding, we believe it’s vital to use this moment to bounce back in a better way.“As a major UK employer and investor with a presence in communities across the country, we know that we can make a positive impact. Our Meaningful Connections Plan will use our purpose, people and products to create lasting change in the towns and cities we serve, drive greater diversity and inclusion into our business and see direct action taken to help tackle climate change”Virgin will also utilise its TV content to bring home the importance of climate change, having signed up to the Media Climate Pact, an industry-wide initiative to help educate and inform viewer on the subject.​As well as a leading recruiter in the energy sector, we are on our own carbon neutral journey as part of Shell's Destination: Carbon Neutral fuel card scheme.

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  • Image 2021 02 22 T16 27 30

    Whitepaper 'BAME Representation in the Workplace': Driving social mobility

    BAME attrition statistics make it clear there are significant improvements to make before we can call the industry truly inclusive, particularly when considering that attrition costs an average of £30.6k per each employee lost. BAME communities face their own unique disadvantages within society, with a higher than average chance of having experienced poverty and poorer educational outcomes. Despite more BAME people in the UK obtaining degrees, these groups are still most likely to face a job gap compared to white colleagues with the same qualifications. For example, research from the Resolution Foundation found that Black African and Bangladeshi graduates are twice as likely to work in low-paying occupations as Indian, White and Chinese university leavers. As part of our research for our whitepaper 'BAME Representation in the Workplace', we were able to determine whether BAME employees are more likely to leave their roles due to workplace pressures than none-BAME groups, and identify which demographic is more likely to be pinpointed for promotion within a company. Percentage who have left a role earlier than planned due to particular workplace issues/pressures:​Percentage who have left a role earlier than planned due to particular workplace issues/pressuresBlack/British Caribbean100%White European39%Asian/British Bangladeshi100%White British24%Black/British African40%White other22%Asian/British Pakistani33%White Irish20%Asian other25%White Gypsy/traveller0%Total average57%Total average21%Percentage encouraged by a current or previous Line Manager to seek a promotion BAME participantsNon BAME participants16%84%This distinct contrast in workplace experiences amongst BAME groups compared to non-BAME groups demonstrates that professional environments could be working to manifest existing social disadvantages amongst minorities. Add to this that almost half (47%) of all respondents have never been managed by someone of BAME background, it is perhaps easier to understand why junior BAME workers are less likely to take senior positions – there simply aren’t the role models in place. These are barriers which must be broken down. Against this backdrop, there is an opportunity to implement processes and ways of working which begin to, instead, drive real social mobility amongst this demographic. Ways of working must be implemented to attract a greater pool of candidates from different ethnic backgrounds to overcome the socio-economic employment barriers that these hard-to-reach groups face. However, this must also be complemented by activity which ensures they are presented with the same promotion opportunities as other colleagues and given such positive workplace experiences that they never feel compelled to leave their role. We are working on setting a pioneering new standard within the industry to create a recruitment service which doesn’t just attract BAME talent, but which supports our clients in achieving optimum working standards, free of discrimination, to ensure talent is retained, nurtured and empowered to progress. Though this whitepaper has already explored the reasons why an employee would leave a role, our research also sought to distinguish exactly what it is that drives a BAME worker towards a job role in the first place to determine when attrition is first triggered. The below figures outline these findings: What attracts you to a role?What makes you leave a role?41% pay levels42% if I was harassed/bullied32% reputation of the organisation I’m working for39% poor company culture 31% progression opportunities 38% if I’d reached burnout (lack of energy, passion or motivation to do the job)29% proximity to home 38% if I experienced discrimination 26% attractiveness of the industry 30% if colleagues treated one another or were treated with a lack of respect19% the opportunity to secure a permanent contract 29% not being made to feel included 17% training on the job 28% if I was found to be paid less than my colleagues17% exciting elements within the role25% if I experienced racism​​“What these findings demonstrate is that while pay is the main driver for a person to join a business, when they are recruited their priorities actually change. “Instead, they come to value different factors, such as inclusion, respect, motivation and culture. It may be instinctive to base career decisions on elements we can measure, such as income, however, what is clear is that the immeasurable aspects to a job role are much more important in the longer term. “So, while workplaces might use pay as a tactic to attract high skilled talent, those who don’t deliver in a more emotive, personal capacity – in line with a person’s background, demographic and orientation – are at risk of high attrition levels. It is absolutely essential to create pathways for retention so that every sector works to secure its talent long term.” - Sam Price, head of client engagement the Morson Group Of the respondents who took part in the research, 40 per cent were educated to GCSE level, with just 20 per cent possessing A-levels or a degree. While 31 per cent said they had previously considered entering a traditional, professional occupation such as HR, finance or legal, 37 per cent cited ‘being unqualified’ as a factor in holding them back in their career progression. Though this portrays a perception that some technical sectors simply welcome low skilled labour, what is especially important for BAME employees is to be presented with opportunities to continually upskill in a job role, in order to retain their talent. ACAS, the Advisory, Conciliation and Arbitration Service, which provides free and impartial information and advice to employers and employees on all aspects of workplace relations, states that the three ways to retain staff is to focus on ‘retraining’, following these three steps: Ensure that work is 'meaningful' and makes full use of an individual's skills, abilities and potential Keep work interesting and varied, providing training opportunities so that workers feel they are developing and improving Present openings for promotion, or risk driving away workers, especially younger demographics looking for career progression Based on these figures and additional research, we can now provide clients and businesses with a compelling case to better engage with BAME candidates in order to drive upward social mobility for this underrepresented and often discriminated group. However, hiring a diverse workforce is just the starting point. Instead, focus should be on creating environments where each employee can thrive, feel fulfilled and remain with the business long-term, regardless of background. ​Download your copy of the full whitepaper here:​

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  • Image 2021 02 24 T08 16 11

    Lockdown Roadmap: Insights from Morson CEO, Ged Mason, and Reed chairman, James Reed

    Monday’s highly anticipated ‘lockdown roadmap’ announcement has left in its wake a mixed feeling amongst businesses, but one of overwhelming positivity with some ‘normality’ set to return to the UK over the coming weeks and months. Ged Mason, CEO of the Morson Group and James Reed, chairman of REED offer their perspectives on this weeks news.Lots of the hardest-hit industries, including retail and hospitality, have a new glimmer of hope and can set the wheels in motion to reopen their doors soon. In fact, data from Keep Britain Working reveals that job listings are expected to reach pre-pandemic levels by spring. Others – such as the currently inactive aviation market – still have some way to go before any sort of normality can resume. The lifting of restrictions is broken down into five-week intervals, prioritising the return of school children to educational settings in March. The plan will be implemented based on four key tests, all of which must be passed for the staggered lifting of restrictions to take place. Commenting on the news, Ged Mason, CEO of the Morson Group – the official Northern Partner of the Keep Britain Working campaign – said: “As we prepare for a summer which sounds like it’ll be more akin to those we enjoyed before the pandemic, one key element appears to be missing – there is still no set date for when international travel can resume, or will be deemed safe. And if measures aren’t taken to help the aviation industry prepare for this, longer-term damage is going to inflict on a market that has already suffered the consequences of the pandemic. “The Government is set to release a global aviation report in April, detailing the state of the market and the steps it will take to boost the industry again. But to ensure the public can enjoy holidays overseas – and give those working in the sector their livelihoods back – will take the mobilisation of an enormous supply chain. “Aircraft that have been grounded for months will need engineers to carry out maintenance and service programmes; airports looking to entice customers back to their premises will need to upgrade their buildings in line with new trends and priorities; baggage handlers, traffic officers, attendants and pilots will need to be brought back from furlough to get planes in the air. This is the bread and butter of the industry and requires talent, which will mean many can get back to work. “That said, there continues to be a lot of ‘what ifs’ around the unlocking. Though it’s predicted the travel and aviation sectors will achieve normal levels of operation within the next 12 to 18 months – which would be a hugely positive outcome – many organisations will be finding it difficult to plan for the future. This, however, can also be seen as a positive – particularly amongst the contractor market. While those in the sector might be unwilling to invest in permanent labour, they will be looking for immediate, short-term resource that can be quickly mobilised across multiple sites, offering specific expertise to help build back better. This is a huge opportunity for those with the skills to transfer to different roles and who want to capitalise on lucrative markets. Because although the recovery in aviation might be slower than other sectors, once it’s deemed safe to do so again, public hunger for international travel is going to be at its highest level in years, and looks set to thrive for a long time to come.” Additional data from Keep Britain Working demonstrates a clear appetite to reskill and redeploy into high demand industries, with REED recording a 64% year-on-year increase in training registrations. James Reed, chairman of REED and founder of Keep Britain Working, added: "In February, we have seen a 14 per cent increase, month-on-month, in jobs. We’ve had 153,000 new jobs in the first three weeks of February alone, which is actually 4 per cent up year-on-year, even pre-pandemic. “We are seeing a lot more administration jobs posted, which is encouraging because it suggests companies are potentially planning to reopen their offices." With all that said, those with skills relevant to aviation and administration should see the Prime Minister’s announcement as a major step forward. Progress will be steady, but we will arrive at a time when international travel and office-based working once again becomes the norm. When it does, it’ll be a win for our economy, our people and our country. ​Read more: Could an RPO be the solution to your HR woes? Morson COO, Adrian Adair explores >Why 2021 is the year to consider contracting | Morson construction director, Rhys Harris explains >

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  • Image 2021 02 24 T08 24 22

    Contractor IR35 options: Act now for peace of mind

    ​As the April deadline for rolling out new IR35 rules in the private sector draws closer, an increasing number of contractors have already received their status determination statement, with more expected in due course. Whether you have been deemed inside or outside of the off-payroll working rules – or perhaps you haven’t yet received your determination – Morson is here to help. We offer a suite of IR35 compliant payroll solutions ranging from Pay As You Earn (PAYE) via Morson to several FCSA-accredited Umbrella companies. If you are currently operating via a personal service company (PSC), it is important that you understand your options and the various routes available that ensure you remain compliant with the new rules. Don't leave it to the eleventh hour - be proactive and avoid the rush by discussing your IR35 options today.​Cutting out the jargon: A simple guide to IR35What is IR35? Legislation introduced by the government in 2000 designed to close what was considered to be a potential loophole which allowed individuals to set up a LTD company with the sole aim of paying less Tax/National Insurance than regular full time employees.Is something changing I need to know about? Yes. From April 2021 the legislation will be revised. The key change to be aware of is that the responsibility for determining whether an individual contractor is operating inside or outside of IR35 will move to the end-client the individual works for rather than being left to the individual themselves to decide their own tax status as per the current version of the legislation.What will clients need to do? Clients will need to make an IR35 determination on your role before the start of April 2021 and will need to inform both you and Morson directly of their determination outcome. This determination, presented in the form of a status determination statement (SDS) will either confirm you are Inside IR35 or Outside IR35. What does inside IR35 mean? This means the client has determined that the role you carry out is deemed to be similar to that of an employee of their business for tax purposes only and needs to be treated as such. If the client determines you are inside (or in scope of) IR35, you will need to consider alternative contract payment options if you want to continue working for that client beyond 6th April 2021. This will mean looking in to one of the below payment models via Morson.What does outside of IR35 mean? This means the client has determined that the role you carry out is truly self-employed for tax purposes. If the client determines you are outside (or out of scope) of IR35 you can carry on operating through your LTD company and can continue to manage your own tax affairs in the most efficient way. You will still need a new contract to confirm the clients outside IR35 determination from April 6th 2021 but nothing else will change.Morson Group Umbrella Company PSL Morson Group PSL providers are all engaged on an overarching agreement with associated indemnities and warranties. They are assessed for financial stability, ownership is sanction checked, RTI reports are provided and we conduct regular audits. In addition, all workers are engaged on a PAYE contract of employment. These providers need to be either members of the FCSA or Professional Passport accredited. With the Morson Group PSL we offer full compliance and avoid some of the umbrellas that are springing up which put workers at future risk. Whilst some umbrellas may claim to be HMRC audited this isn’t a badge of approval from HMRC, as HMRC will not endorse any company. We only engage with FCSA or Professional Passport accredited umbrella providers, this ensures they are financially stable as well as compliant with all relevant legislation. However, there are a lot of schemes designed to avoid Income Tax and National Insurance contributions (NICs), through a combination of capital advances and complex offshore joint (or mutual) share ownership arrangements. These schemes may also offer tax-free T&S, which again is subject to the intermediaries legislation in respect to SDC, and generally put the worker at personal financial liability. Part of our due diligence includes assessing some of the symptoms of aggressive scheme promoters such as:Directors with a history of phoenixing companies Directors with hundreds of small companies under them Companies registered offshore e.g. Philippines, India and the Isle of Man Payslips for an agency using different PAYE references 'FREE' schemes – i.e. no margin charged to the worker, high take-home pays promisedWhilst we appreciate the financial impact on workers of being deemed in scope of IR35, we have a duty to ensure all parties in the supply chain, and more importantly, the actual workers, are protected from the risks associated with non PSL umbrella providers. HMRC are very firm on this within their guidance and FCSA accreditation is an industry-accepted compliance by the REC (Recruitment & Employment Confederation). Furthermore, we are also governed by The Criminal Finance Act (as amended September 2017). Our list of approved umbrella suppliers below can help you gather comparative quotes or please visit https://www.tax.service.gov.uk/estimate-paye-take-home-payClick here to visit our IR35 Hub to see our list of approved umbrella suppliersTogether with our network of approved suppliers, we are here to guide you through whichever option you choose. Act now to gain the peace of mind that comes with knowing your IR35 affairs are in order.For further advice, please contact your Morson representative or our central IR35 support team at IR35@morson.com or visit our IR35 Hub

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    HS2 phase 2a confirmed and bought forward

    ​Plans for phase 2a of HS2 have officially been granted Royal Assent by MPs.Costing £4.5billion, the phase 2a section of the line, which will run for 36 miles from Birmingham to Crewe, will now be built earlier than originally planned. It will be the first new intercity railway to be built in the north of England in over 100 years.The stretch of line will create 5,000 jobs in construction and dozens more across the supply chain. In addition, the railway will support 140 permanent jobs at its maintenance base near Stone in Staffordshire. HS2 intended to split the section into two major civil contracts worth around £1.6 billion each but revised thinking indicates that this will now be seven civils packages. This includes the delivery of two tunnels, 26 cuttings, 17 viaducts and 65 bridges. The ‘Early Civils Work – Package 2’, will be worth £50m and will be awarded through the government’s existing Construction Works and Associated Services framework. HS2 said this would streamline the procurement process allowing a contract to be awarded shortly. Hundreds of new HS2 jobs in Birmingham were announced in 2020, following the official announcement at the start of the year that the project was to be given the green light. Prime Minister, Boris Johnson said: “Today is a landmark moment in our infrastructure revolution. HS2 is the most significant expansion to our national railways in a generation – transforming connectivity between our towns and cities and vastly increasing the capacity of our rail network. By proceeding full steam ahead, we are delivering on our commitment to unite and level up the country. The construction of Phase 2a will support thousands of jobs and create opportunities for local businesses as we build back better.” HS2 CEO, Mark Thurston said: “Parliament’s approval for extending HS2 beyond the West Midlands to the North is a clear sign that MPs recognise the enormous potential of this scheme and continue to give their strong support. As the first major railway built in the North for over 100 years, HS2 will spur massive economic growth for our towns and cities, help to level up the country, and provide cleaner, greener public transport for millions.” Morson is the UK's leading rail recruiter. Search our latest jobs in rail here or find out how a rail apprenticeship could benefit you here

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    Morson's Janet Mottram named Recruitment Juice's Apprentice of the Year

    Congratulations to Janet Mottram from Morson’s aerospace recruitment division who was awarded Apprentice of the Year by Recruitment Juice.Recruitment Juice is the recruitment industry’s no.1 fully gamified online learning provider. They offer over 60 courses, each offering a fun and innovative training path that combines video, interactive learning quizzes, advice from industry experts, downloadable documents, a stand-alone mobile app and a new performance centre to encourage and engage.Janet follows in the footsteps of other recruitment apprentices from Morson who have been involved with the training organisation. In 2020, Morson's Charlie Moore went through his apprenticeship with Recruitment Juice and shared his thoughts on why it was the perfect course for him.Upon presenting Janet with the award for 2021, Recruitment Juice commented:“Janet was chosen as apprentice of the year because of her tenacity and resilience to learning and her ability to overcome numerous barriers. Janet had not studied since school 30+ years ago. As she did not have proof of her O-Levels, she was required to complete functional skills in Maths and English alongside the Recruitment Resourcer Standard. This is Janet’s first role in aerospace and recruitment resourcing. She often found it hard to fit everything into her working day as she attempted to learn about a brand-new industry, the knowledge, skills and behaviours of a Recruitment Resourcer and also study for Maths and English. There were times when Janet found this stressful and could have easily admitted defeat, but she didn’t! She would turn up to her meetings every month, with a can do, positive attitude and she would put her all in to learning what she needed to succeed. Her resilience, determination and hard work paid off and she passed the Recruitment Resourcer Standard with a Distinction. Her Mentor could clearly see how proud Janet was of herself every time she achieved a part of the qualification along the way and especially when she got the news that she passed her overall Recruitment Resourcer Standard with a distinction.” Phil Evans, Associate Director within the aerospace team at Morson, said: “Janet started working for the aerospace division in June 2018, having originally been brought on board to manage the GDPR call team that was set up to assist the business with getting candidates to accept GDPR. This was her first role in recruitment but adapted very well due to her call centre background and professional manner on the phone to both candidates and clients. She’s always eager to learn and happy to put her hand up for anything, even if its outside of her comfort zone. Her positive, can-do attitude got her over the line and this is reflected in her approach to work and why she is a great asset to my team.” Morson is a leading recruiter for the aerospace and defence industry. Search our latest roles here

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    Katy Daley-Mclean talks career, World Cup win and Sale Sharks Women

    ​We caught up with our newest ambassador and one of the most successful rugby players of all time, Katy Daley-Mclean to discuss her storied career and her first season with Sale Sharks Women.Sale Sharks Women are currently midway through their first season as a side, with a mix of youth and international talent such as Daley-Mclean, there have been some great moments in an action-packed first season in the Premier 15s. The World Cup-winning fly-half explained why a move from Loughborough Lightning to the newly formed club in Manchester was the right move: “For me joining Sharks last September, they have such a rich history, and the vision Darren Lamon and Michelle Orange had for the club was something that really excited me. To come to a club that wants to redevelop the next generation of rugby playing women was something that I couldn’t turn down” Earlier this season Katy announced her retirement from international rugby after one of the most impressive careers in an England shirt, winning a World Cup and nine Six Nations trophies, as well as being nominated for World Player of the Year and being named in World Rugby’s Team of the Decade. The Sale Sharks star explained why this was the right time to close the door on her England career:“International retirement was something that I wasn’t thinking about when I signed for Sale but having a young family and the stage I’m at in my career, it was the right time to do that. I’ve absolutely loved my international career, I’ve seen some amazing places and met some great people and when you know it’s time to walk away you know”​Many of Sale Sharks Women’s current stars balance full-time day jobs with professional rugby which is incredibly demanding both physically and mentally. This is something that Katy isn’t a stranger to, having worked as a primary school teacher during one of the most crucial times of her career: “I’ve been very lucky, I stopped working full time in 2014, close to the World Cup. I’ve had the best of both worlds really in terms of still having my normal life and balancing work and rugby. At the time it was really hard in a world cup year, it was about getting up early and making sure those training sessions in because I was a primary school teacher at the time as well. It was about doing it for the children I taught as well, that was the motivation for me and I had great family support” She continued: “When you’re playing full time you obviously have that extra time to recover and train and get stuck into analysis and skills which you don’t have that spare time if you’re working full time too” The former England star explained where her winning mindset came from and what still motivates and inspires her when playing today: “For me, I’m a massively driven person, especially when I was younger I wanted to be the best at anything I do. I’ve always loved Rugby and it’s always been in my blood and family, but my main motivation was to be the best at it. Probably a lot of the actions I took were quite selfish because as an elite athlete you have to be focused on the task ahead. Looking back on my career I can say there is immense pride, I’m really proud of everything I’ve done because I set out because I love the game and that’s why I still play today. Playing for my teammates and not letting them down was a massive drive too. In the build-up to the 2014 World Cup and lifting that trophy, I knew my teammates had the same mindset and didn’t want to be the weak link and wanted to be the best they could be, which was the biggest thing in lifting that trophy.” Head to our YouTube channel for the full interview and stay up to date with Morson Sport by following us on Twitter@MorsonGroup

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