We pride ourselves on providing tailored, individual solutions for our clients.
Our recruitment teams are trained to identify client needs and develop an in-depth understanding of their talent requirements.
COVID-19 and its impact on social distancing and physical meetings demanded that Morson shake up how we deliver the onboarding process for clients who wish to transfer away from their incumbent recruitment provider. Interim Head of Implementation, Charlotte Lewis, explains how we've taken implementation online, creating an efficient, effective and engaging onboarding experience for our clients. Usually, during this time in a relationship with a new client, we’d spend months working physically alongside the different teams requiring our services to hand-hold them through the process. The Coronavirus restrictions meant that wasn’t going to be possible in 2020, but our ability to adapt has revealed a new way of working, which will now create major efficiencies in our typical method and will prove useful for businesses way beyond the virus. Early in 2020, when news of the pandemic began to emerge, we started considering how the Government’s EAST communications framework could be applied to clients who require it – but digitally. We needed to make everything we would normally do face to face as easy, attractive, social and timely as possible, using only online platforms. Our usually day-long sessions had to be more easily digestible and designed to establish partnerships that could be strong from afar, rather than in close proximity, which is what we and our clients have always been used to. It’s something we were considering ahead of the pandemic, but it became a priority when COVID-19 hit and we were requested to deliver an online migration by a new client. We’d recently been appointed as its Managed Service Provider (MSP) for contingent labour resource, supplying specialist and niche contractors more time and cost efficiently, and the company was as keen as us to ensure the pandemic didn’t halt the transition away from their incumbent. As such, the groundwork we had already put in place to develop our digital implementation strategy came to fruition while being tested in a real life scenario. The client team was already familiar with using online video platforms to deliver training and professional development to its global workforce, and we worked with their preferences in mind. We held online conferences, interactive workshops, seminars, forums and drop in sessions to gain all the information we normally would in face to face settings, but made the sessions shorter to avoid Zoom fatigue. We also enabled an element of socialising online; the client’s finance, systems and operations teams had the opportunity to learn more about our MSP, meet our team members, hear about the benefits we could bring to their company and challenge us on anything that they were unsure of. At times, we had more than 70 team members actively participating in what we were offering. It provided the reassurance to both parties that, thanks to technology, we could take on the challenge lockdown presented to us and achieve brilliant results. Typically, implementation periods take a minimum of 12 weeks and include an eight-week buffer to mitigate for the usual delays that come with running businesses. However, in this very first experience of putting our digital strategy to the test, the entire implementation process was completed on time, in less than three months – even with a pandemic rumbling along in the background. What’s been most pleasing about this project is that we’re now able to offer a completely new service to other businesses. It’s been tried and tested and proven to be successful thanks to our agility; we were able to pivot and accommodate the client’s needs, on-demand, to enable better outcomes and increased productivity for them as a result. We’ll now use this same process to provide other clients with an analysis of the ever-changing labour market, looking at how the economic unrest around the world might be mitigated using different recruitment models. And we’ll be able to do so without limitation, knowing that technology enables true value and benefits for our clients. “We understand that so many of our clients bigger strategic goals are linked to talent. Thanks to our in-depth market intelligence, vertical expertise, industry-leading technology and collaborative approach, we can support our clients businesses through these challenging market uncertainties, the diversifying of workforces, preparing for IR35, fulfilling local employment quotas, and any other tests our clients may face.” If you would like to find out more about how we can support your business and it's ambitions, get in touch with myself, Morson director, David Lynchehaun at firstname.lastname@example.orgFind out more
The Government may have given businesses an additional 12 months on top of the original April 2020 deadline to prepare for the reforms to IR35 legislation, but doing so in today’s climate is anything but normal.With many private sector organisations prioritising how they tackle the disruption caused by the ongoing pandemic, combined with the potential of a ‘No Deal’ Brexit, the last few quarters have been spent focusing on how to adapt operations and labour strategies against much bigger problems.However, with less than six months to go until the updated deadline comes into play, organisations must once again place IR35 at the top of their talent agenda, taking proactive steps to mitigate the risk that the upcoming reforms bring.What is changing?From 6th April 2021, determining the correct IR35 status will switch from the individual to you, the end client.Those who fail to identify and correctly comply could face significant financial penalties, as well as the potential legal and reputational damage of not prioritising your greatest asset – your people.How can I prepare?To help clients prepare for this milestone moment, we’re holding a series of webinars about IR35 reform and the responsibilities that will come to lie with businesses, their contractors and us as their recruitment agency partner.In our latest webinar, we explored how businesses must demonstrate ‘reasonable care’ when considering the employment status of their contractors. From there, there’s a jigsaw of different elements to pull together to remain compliant, including updating contractual terms, assessing financial risk, looking at substitutions and personal services then how the new process is integrated to every ‘in scope’ worker.We’re repeating our webinar on 12th January 2021, 11am – 12pm, for those who were unable to attend. However, we wanted to answer some questions that were raised during the session which we think will give our future webinar attendees a greater knowledge on IR35, making this a useful asset when it comes to your own reform considerations.Q&AThe below queries have been responded to jointly by the three experts who headed up our webinar – Phil Beardwood, compliance & assurance director at the Morson Group; Chris Bloor, compliance & assurance manager at Champion Contractors and Amy Jones, associate at Thorntons Law LLP.Q: As a freelance HR consultant working under my own Ltd company, what preparation should I be doing in preparation for IR35? My agreement has a right of substitution, but I have never had to apply this.A: If you haven’t already done so, you’ll need to obtain your own assessment to see if how you provide your services would be considered inside or outside of the legislation. Collate as much evidence of what you consider sets you aside as different to an employee and speak with your end client(s) to get their interpretation of the relationship. Ultimately, it will be the end client that needs to make the determination and pass down the chain, but facilitating and supporting this will be beneficial on both sides.It’s positive news that your contract includes the right to substitute, however, it will be important to see how this will be applied by the client if or when you wanted to provide an alternative worker. With that in mind, speak with your client(s) ASAP so that you can work together to obtain a compliant solution. You should also consider who you might provide as a substitute if this situation ever arose and agree terms with them so that you can further demonstrate that a substitution could realistically happen.Q: Is there a standard format of SDS we should be using?A: Unfortunately, there isn’t a standard format or template for what an SDS would look like. However, it should confirm the overall determination, explaining the reasoning behind why the client has determined the worker to be in or outside of scope, detailing all elements of working day practices, and should ideally also include the appeal process. HMRC has provided further details about client requirements here. Q: We're a small business exempt from determination, but we sometimes resource our clients’ teams with freelancers. What should happen in these situations? Should our end client make the determination? And if a determination is made, who pays NI and tax - is this paid by the contractor? A: First you need to establish who is the actual end client because that is where the obligation to provide the determination lies. If the end client passes the SDS down the chain to you as the intermediary then, if in scope, you will be classed as the fee payer and must deduct Tax/NI at source.As a small business, your responsibility is to confirm your size if asked by the contractor or organisation you contract with. This is to make sure that you, agencies and workers can consider what rules apply.Q: I received an email indicating I will have my hourly rate reduced to deduct ENIC. I pay into a company pension and thought this was calculated before NIC/corporation tax deduction. How do I recover the ENIC on the sum I put into a company pension?A: If you opt to be paid PAYE by Morson then there will not be the ability to operate a salary sacrifice pension arrangement. This can be accommodated by some of our umbrella company providers such as Champion Contractors. Please contact them directly to discuss your circumstances.Q: Which contract takes precedence - client-agency or agency-contractor?A: Neither holds precedence, as both need to be reviewed to ensure there is congruence through the supply chain. However, for the purposes of an IR35 assessment you should consider the contract in place between the PSC and the agency as taking precedence. That’s because the upper level contract would default as the overriding agreement with the intermediary. However, HMRC will attempt to construct a hypothetical contract based on actual working practices.Q: We are not-for-profit, and agencies are already asking about our IR35 determinations, but we believe we are in the April 2021 roll out alongside the private sector. Is this the case?A: Many clients and agencies are seeking this information now in relation to assignments which they know will continue beyond 6 April 2021, and which they are trying to get ahead of. Firstly, check to ensure your organisation will be required to make determinations, as charities and not-for-profits must meet two of the three thresholds over two accounting periods to fall under the new IR35 rules. These thresholds are an annual turnover of £10.2million or more, a balance sheet total of more than £5.1million and having over 50 employees.If this is the case, and you are responsible for making these determinations, then it will be important to start your preparations ASAP. Further information on this, and all the above questions – plus more concerning IR35 reform – is available in our webinar slide deck which can be requested by emailing IR35@morson.comAlternatively, you can attend our next webinar on 12th January 2021, 11am – 12pm, and can ask your own questions.Early preparation for IR35 reform will give you an advantage, and we have everything you need to ensure you can compliantly support your contractor workforce.Find out more
Preparing for the reforms to IR35 legislation in today’s climate is anything but normal, as private sector organisations tackle the disruption caused by the ongoing pandemic, combined with the potential of a ‘No Deal’ Brexit. Despite Government delaying the original April 2020 deadline by 12 months to give additional time to prepare, the likelihood is that many businesses have spent the last few quarters dealing with the after-effects of the virus and adapting their operations and labour strategies accordingly.But with less than six months to go, organisations must once again place IR35 at the top of their talent agenda and begin proactive steps to mitigate the risk that the upcoming reforms bring. Those who fail to do so could face significant financial penalties, as well as the potential legal and reputational damage of not prioritising your greatest asset – your people.This unprecedented year means that many are starting their IR35 preparations completely afresh to reflect their current talent strategies and future demands. Whatever the stage of your IR35 readiness, the majority of cases will include a greater reliance on personal service companies (PSCs) as a way to benefit from the flexibility and other advantages of leveraging a contingent talent pool.As experts in the talent landscape, our upcoming IR35 webinar series brings together figureheads from the Morson Group and some of our specialist and hand-picked IR35 partners to help guide you through the steps on how to support your contractor workforce compliantly.During the 60-minute sessions, the panel will discuss what is changing, your responsibilities as the client, as well as the suite of IR35 solutions that businesses can choose to adopt; weighing up the advantages and threats of each route in correctly defining the IR35 status of your contractor population.Our panel will also offer their expert advice on how to shape and perfect your IR35 processes and procedures and ultimately develop a bespoke compliance strategy that minimises risk to your operations, with the opportunity to ask questions during a live Q&A session.Our Expert Panel:Phil Beardwood, compliance & assurance director at the Morson GroupPhil brings more than 35 years’ industry experience and plays a leading role in providing clients with employment law guidance and IR35 support. He is ultimately responsible for implementation and contractual compliance of all new legislation relating to an employment business.Phil is a Member of The Recruitment & Employment Confederation (MREC), a Member of APSCo (Association of Professional Staffing Companies) and a Panel Member of the Morson Group’s Legal Forum.Chris Bloor, compliance & assurance manager at Champion Contractors Chris’ 20 years’ experience in contractor payroll and accountancy services has built him extensive knowledge of all industry-related legislation, including IR35, and sees him play a leading role in supporting organisations throughout the supply chain; which, for the last six years, has included the Morson Group and its clients.Amy Jones, associate at Thorntons SolicitorsAmy’s specialist employment law experience honed over the last eight years enables her to provide practical, pragmatic advice in all areas of HR and employment law. She brings significant experience advising private and public sector clients in relation to employment status and navigating the changes to off-payroll working.In what is an unprecedented opportunity to reset the IR35 agenda, ensure your business doesn’t get left behind. Register your place todayFind out more
The IR35 reforms to the private sector may have been delayed until April 2021 but the clock is ticking.With thousands, if not millions, of private sector organisations that engage contract workers facing increased risk and costs, as well as potential legal and reputational damage, it is crucial that these businesses and senior decision-makers now prioritise how IR35 will impact them and ensure their compliance with the changes.As experts in the talent landscape, we bring considerable experience of IR35, having supported numerous clients during the reforms to the public sector in 2017, as well as other legislative changes. As these same changes come to the private sector, we have created a suite of IR35 solutions that solve key pain points and deliver a smooth transition between now and April 2021.We cannot stress enough the importance of preparing now and getting your house in order. The COVID-19 pandemic presented businesses with another 12 months to prepare for the changes and it is crucial that IR35, once again, remains top of your agenda.Unlike the original April 2020 deadline, which was impacted by a General Election, Brexit decision and other significant political and economic factors, this 12-month extension is a time to reset the IR35 agenda and proactively plan with a clear and confirmed deadline in mind – April 2021.The impact of such events has made our strategic and agile support, and our suite of complementary services, increasingly vital to organisations. The effect on the supply and retention of talent has made it increasingly essential to protect your greatest asset – your people.Our suite of expertly created and value-adding IR35 solutions offer businesses a range of options to help them shape and perfect their IR35 processes and procedures and develop a bespoke compliance strategy that will work to minimise risk to your operations. Why must I act now? What are the risks?As the responsibility for defining IR35 status switches from the individual contractor to you, the end client, businesses face significant financial penalties should the incorrect steps be implemented. Adopting a blanket approach, whereby you deem all contract workers as inside IR35, including those who may be genuine limited company contractors, could also result in a loss of talent.Organisations must, therefore, undertake a full review and correctly define the IR35 status of their entire contractor population or create robust statements of work to mitigate risk. Defining the IR35 status of your contingent workforce requires a full review and effective individual assessments of each role to prevent being in breach of deploying ‘reasonable care’ when making such decisions.Our countdown calendar below defines the various stages when preparing for the upcoming changes to IR35 legislation reform, including our recommended timeline of what to action and when. Too many businesses will leave their preparations too late, which only increases the risk to their operations and is why we’re urging you to act now.Having originally prepared for an April 2020 deadline, many organisations have seen first-hand the potential pitfalls of failing to prepare and most will be required to start such preparations again from scratch – many, now with stretched resources as a result of the ongoing pandemic. Yet with careful planning and the support from an expert partner like the Morson Group, organisations can continue to compliantly engage contractors and maintain a competitive advantage. Engage our IR35 team todayHaving originally prepared for an April 2020 deadline, many organisations have seen first-hand the potential pitfalls of failing to prepare and most will be required to start such preparations again from scratch – many, now with stretched resources as a result of the ongoing pandemic.Yet with careful planning and the support from an experienced partner like the Morson Group, you can continue to compliantly engage contractors and maintain a competitive advantage.By providing a suite of robust solutions, you can select a service which is tailored to your operations and shape the most effective IR35 strategy to minimise risks and costs.Every organisation has a duty of care to their workers and against the backdrop of COVID-19, it has never been more important to prioritise your talent and do the right thing, protecting your business and its workforce.With 50 years of recruitment experience, we are the right choice for IR35 compliance.To support you in the lead up to (and following) the April 2021 off-payroll changes, our experts are on hand to help businesses navigate the reforms.From full reviews of your contractual workforce to practical and commercial IR35 solutions including a fixed price statement of work, we provide a suite of robust solutions tailored to your organisation to help shape an effective IR35 strategy to remove the burden of IR35, minimise risks and costs.Visit our IR35 hub or get in touch with our team at IR35@morson.comFind out more
We're thrilled to announce that Morson has been appointed to manage 4th Utility’s entire HR function and support its UK expansion during a three-year recruitment process outsourcing (RPO) partnership.The company, which specialises in ultra-fast fibre broadband installations, is set to increase the size of its workforce more than five-fold, with 60 new roles being created in a range of areas including sales, IT and administration.Tasked with ensuring 4th Utility is strategically positioned as an employer of choice, Morson will deliver collaborative solutions to attract and retain the best candidates. The first phase includes the launch of a dedicated careers microsite, development of key hiring collateral, market intelligence information, as well as the roll out of Morson’s ‘Fit For Work’ app, which delivers the mechanics for enhanced health & safety.The announcement comes just weeks after 4th Utility unveiled a new long-term partnership with DIF Capital Partners, which included a £25million investment package to support thousands more ultra-fast fibre broadband installations.Tony Hughes, CEO at 4th Utility, said: "We're embarking on a really exciting period for 4th Utility and we're thrilled to be making up to 60 new roles available as part of our strategy for future growth."Morson Group is recognised as an industry leader when it comes to finding the very best talent, so we're pleased to be linking up with them at such an important time for our business."Increasing our market share and bringing commercial-grade fibre broadband to even more people is a strategic priority for us right now and in order to do that, we need a strong team of people behind us. With the support of Morson, I'm confident we will be well placed to drive the entire operation forward."As well as domestic installations, 4th Utility works closely with residential and commercial landlords, property developers and housebuilders to deliver high-quality fibre infrastructure.Jimmy Acton, Chief Technology Officer at 4th Utility, added: "Our ability to support developers and builders with state-of-the-art FTTP infrastructure has been an important part of our success so far, but we know we need extra resources to really build on this at speed and scale. "Confirming the partnership with DIF Capital Partners has already made this a landmark year for 4th Utility and it's fantastic to now be putting the wheels in motion on our expansion plans so soon afterwards."Morson Group is anticipating hundreds of applications for the new roles, with a third of the positions expected to be live and filled before the end of 2020.A full list of the vacancies on offer and details on how to apply can be found by contacting Danielle.Nixon@morson.comGed Mason OBE, CEO at Morson Group, added: "It's clear that 4th Utility is on an upwards growth trajectory, and we're proud that they have chosen to appoint Morson as their recruitment partner and in doing so, unlock the benefits that such a collaborative partnership can offer."Our 50 years of experience in the talent landscape allows us to cut through the noise to ensure we reach, recruit and retain the best people by deploying a powerful strategy that will overcome present-day challenges and that utilises innovative techniques such as video interviews and unconscious bias.“Going beyond recruitment, we offer clients a full suite of talent services, from candidate attraction through to support with legislative changes, and in today’s unique climate, which sees talent pools at a size that we may never see again in a generation, it’s our mission to keep Britain working.“To achieve this objective, we will be targeting workers with the right transferable skills and specifically those who have been hardest hit by the economic impact of COVID-19, to ensure 4th Utility has access to an agile pool of ambitious candidates.”Property developers including The McGoff Group, Crest Nicholson, David Wilson Homes and Fortis Group are among those to have already agreed broadband partnerships with 4th Utility.For more information about 4th Utility, visit https://the4thutility.co.uk/Find out more
HS2, Europe's largest infrastructure project, will today move from enabling works to full construction, with digging finally starting on the project which was given the go-ahead on January 10, 2012. Prime Minister Boris Johnson has heralded the HS2 rail link as an 'engine for jobs growth' as construction finally begins today. Mr Johnson said: HS2 is at the heart of our plans to build back better – and with construction now formally under way, it's set to create around 22,000 new jobs. As the spine of our country's transport network, the project will be vital in boosting connectivity between our towns and cities. But HS2's transformational potential goes even further. By creating hundreds of apprenticeships and thousands of skilled jobs, HS2 will fire up economic growth and help to rebalance opportunity across this country for years to come. HS2 Ltd and its main contractors expect to recruit for around 22,000 roles in the coming years to build the phase one route. These will include 7,000 jobs in the West Midlands, more than 4,000 building the section from the Long Itchsington Wood site in Warwickshire south to the Chilterns, and 10,000 in the Greater London area. The recruitment industry has been poised and ready to help attract, train and deploy the thousands of technical skillsets needed to deliver HS2, and as shovels break ground, Adrian Adair, Morson Group COO, discusses what HS2 becoming reality means for UK infrastructure, skills and labour demand. As well as being dubbed as a catalyst for growth by transforming connectivity and capacity between the North and South, HS2 provides the perfect platform to develop a highly-skilled workforce across numerous technical sectors. Together with carving out rewarding careers for tens of thousands of white- and blue-collar workers, the major project provides a clear pipeline to drive the next generation into engineering, with HS2 set to create some 2,000 apprenticeships. Where we source this very talent will be integral, with current labour demands Vs supply, together with multiple economic, social, political and environmental factors, already posing risk to HS2’s delivery timeline. The rail sector is unique when it comes to its forward-thinking outlook, with £billions being invested here over the next decade. But if we as UK talent specialists do not work together with our clients to plug the insufficient skills in the market and halt the sector’s rising age profile, then few others will. The skills gap is the biggest barrier to HS2. Whilst supply chain partners work to achieve their SEE Outputs – something which is set upon them by HS2 Ltd – this will only become more difficult as the need for more on track talent ramps up as the project reaches its peak. Today’s primary school children are HS2’s future train drivers and engineers. It’s also significant that we make apprenticeships the norm, whilst changing people’s perceptions of rail, to make this sector aspirational to all. What’s clear is that there’s no one-size-fits-all solution. But what is certain is that solving the UK’s skills problem should be top of the supply chain’s agenda to unleash HS2’s true potential in building a healthy and resilient UK economy." For more information about how we're supporting the talent pipeline contact us at email@example.comFind out more