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Morson has invested heavily in recruitment technology. Our sophisticated systems have been developed to support ongoing service excellence throughout our business.  Using client and candidate feedback, combined with market intelligence and research, we have created and evolved robust software to significantly improve the efficiency of our recruitment processes.

We have worked alongside our client base to truly understand their needs and have created bespoke recruitment technology to support our clients’ contract objectives.




Vencuro is our 'talent technology' recruitment tool, born from the vendor management requirements of Morson Managed Service solutions.

A leader in recruitment technology, the bespoke, single sign-on system gives you full visibility and control over an organisations end-to-end recruitment process.

The module based system allows clients to choose the modules which best suit the needs of their business, controlling and managing the recruitment process through a single touch point. Each module, Vencuro Time, Vencuro Dashboard and Vencuro Talent, provides real-time information to the client, in conjunction with ensuring that the recruitment process remains transparent and auditable.

Click here to find out more at www.vencuro.com

 

"The implementation of Vencuro was provided with thorough training support and consultation, ensuring that the Vencuro solution and the dashboards were fully configured to our own requirements. 

The tailored online dashboards have not only improved our performance reporting capability but also our ability to analyse the direct and indirect cost savings our Morson managed service provides. The best bit is it is so simple to use - a few clicks and we have access to all our information requirements!"

Vicky Watson, HR Business Partner | Tata Chemicals Europe

recruitment technology

Morson Recruitment Technology

Morson’s recruitment technology helps us to retain our market leading position and is improved and developed on an ongoing basis by Morson’s dedicated ‘Business Systems and Compliance’ department.
Morson is also able to interface with third party technologies where necessary, and has experience across a range of alternative technology solutions.​
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    One Small Step... | The Morson Story - Part One

    Morson Group has been celebrating 50 years in business in 2019. As part of our celebrations, we’ve created a book about the business; its foundations, its growth and its people. Over the next six weeks, we’re going to be releasing excerpts from the book, charting the Morson story from its earliest days to the present day. ​ One Small Step From the age of 18, young Eccles boy Gerry Mason developed a hunger to explore life abroad. Initially he followed his passion for modern Jazz as well as spending some of his teenage years in Canada where he worked as a bank teller and lifeguard at Toronto University. When he returned at the age of 20, he began his career as a self-employed mechanical design draughtsman, discovering quickly that working for different companies on contract was a challenge that suited him. It was also a time Gerry discovered the love of his life, Margaret, who he married in 1962. Despite the temptation to settle down, the draw of international travel, particularly Canada, remained strong. So, when the opportunity arose in 1966 to open and manage a Toronto office for UK firm Cromwell Engineering, Gerry jumped at the chance, taking Margaret and their two-year-old Ged and one-year-old Carmen with him. Two successful years passed with Gerry learning much about developing a business and management. But all the while, a burning ambition was driving Gerry in another direction; recalling “I always had the ambition to come back and start my own business and basically work for myself.” The cupboard under the stairs Gerry believed firmly that “back then there was a pool of talented engineers and designers in the North West. The people were all hard working and honest.” With this in mind, he decided to realise his ambition by founding his own recruitment business, providing technical contract staff to the engineering industry. Their new home was a four-bedroom house in New Lane, Eccles. “It was a nice house,” Gerry recalled, “with a big open plan staircase and the desk underneath was the office.” And it was here, under the stairs, where Gerry’s new company J. Morson & Son, a combination of his surname and that of an old work colleague J. Corbett, was born. Unbeknown to him was the fact this would provide the foundations from which an international business would eventually grow; one that 50 years later remains rooted firmly in the fabric of the North West. With no money to hire staff, Gerry’s family were immediately thrown into helping get the business off the ground. “When we got a call in the early morning or weekend my wife would answer saying she was the cleaner,” Gerry recalled with a smile. “Then, during the day when she answered, she was the secretary.” Gerry never took his family support for granted: “There was quite a bit of pressure on my wife and the family; mostly my wife. She supported me throughout the early years and during the growth in many ways. She was always there to support me every step of the way. I’ll forever be indebted to her for that.” The time would soon some where the fledgling business would require its own permanent office space so the business could take on permanent staff to fulfil the growing demand… Part two coming soon Watch our video, 'No Finish Line: The Story So Far' and hear the Morson story as told by those who have been part of it

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    Morson Training | Engineering Apprentices undergo vital training course with Eleven Nexus

    MORSON NEWS | 4 MIN READ We follow the journey of Morson Training's engineering apprentices as they discuss the benfits of a six week training course with Eleven Nexus We speak with Eleven Nexus founder, Ray Law and Morson Training's Matthew Leavis about the collaboration Earlier this year Morson Training’s engineering apprentices took part in a six-week training course with health and fitness company, Eleven Nexus at a local state of the art CrossFit gym. The aim of the experience was to give the young apprentices functional fitness skills such as lifting techniques, which are vital when applied to working in rail. Six months on, the apprentices returned to Eleven Nexus with substantial operational experience under their belt since their last visit. We joined the apprentices in their latest session to find out more about the benefits of the classes both physically and mentally. Head of UK Training at Morson, Matthew Leavis, discussed where the initial idea for the collaboration with Eleven Nexus came from and why this is so important for young people entering manual work: “The idea behind this initiative was that we noticed the drop off rate in apprentices when they go from the classroom to the practical environment. We noticed that some of the younger members coming through maybe didn’t have the experience of working in a physical world, in blue collar trades like the industry needs. We decided to work Eleven Nexus to try and build a six-week strength and conditioning programme” He continued: “We worked on physical fitness and team building to make them realise that there are people who want to build them up, not knock them down. The idea was to try and prepare them for after the six weeks residential phase, to then go out into the industry with good movements, good biomechanics and a good level of conditioning” Eleven Nexus founder, Ray Law, gave his reaction to the physical improvements that the apprentices have experienced whilst taking part in this initiative: “My initial thoughts ‘this is fantastic’ Part of what we do is for the health of everyone, it’s not just within fitness, but the whole wellbeing. The fact that Morson were doing that, it’s fantastic and it’s great to see. It’s investing back into the people, it’s investing into their health for longevity and also because that then portrays back into the company” ​ Ray also described why it is so important for companies to offer help to aspiring apprentices at this crucial stage of their young careers: “Personally, taking away from working with the local apprentices, it’s great to be able to support them coming up and giving them that level of support. Far too often we see apprentices in any industry being thrown into the deep end without that kind of support. It’s refreshing for me to see it work from the beginning and offer that support right at the start of their journey” One of the apprentices, Blake Reid, gave an insight into how working with Eleven Nexus has helped him in ways that can be applied to all aspects of life; “I think the apprenticeship has helped me build my confidence, before this I wouldn’t have much confidence to interact with other people. Now it’s helped me grow and grow and become a better person. If I’m given a task on track I’ll go and perform it to my best ability because I’m more confident within myself" Anthony Jones also took part in the training and highlighted how unique this course is and the privilege that those involved have with the invaluable experience that has followed: “I feel like it’s definitely unique because I’ve not come across anyone on site that’s done the same sort of courses that we have, so it’s helped us a lot" Having seen the success of the course this year first hand, Matthew Leavis added what he would improve about the training sessions to make it even more fulfilling going forward: “Six weeks was great and an hour and a half every week did help build baseline abilities. But I think we could develop on the series by offering more sessions throughout the week” It’s great to see such brilliant opportunities for apprentices to improve their strengths in both fitness and social skills and we look forward to seeing how they continue to reap the rewards of their learning in the future.

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    Morson sponsor International Trade Award in the Northern Automotive Alliance Awards

    AUTOMOTIVE NEWS | 4 MIN READ Morson was delighted to sponsor the International Trade Award in the Northern Automotive Alliance Awards last week. Vehicle lightweighting was a key focus for many of the winning companies at the 2019 Northern Automotive Alliance (NAA) Awards, which took place in Cheshire on 7th November and showcased the successes of vehicle manufacturers, supply chain companies and service providers in the region. Morson was delighted to sponsor the International Trade Award in the Northern Automotive Alliance Awards last week. The Northern Automotive Alliance is an independent, not-for-profit company which provides a membership service to the automotive community, supporting micro-companies through to the locally-based global vehicle manufacturers. The NAA helps to support and nurture supply chain companies to grow into larger businesses, in order to strengthen the upstream supply chain in the UK. Vehicle lightweighting was a key focus for many of the winning companies at the 2019 Northern Automotive Alliance (NAA) Awards, which took place in Cheshire on 7th November and showcased the successes of vehicle manufacturers, supply chain companies and service providers in the region… The winner of the overall NAA Company of the Year Award 2019, sponsored by Bentley Motors Ltd, was Sigmatex (UK) Ltd, one of the world’s leading independent converters of carbon fibre. Sigmatex also won the Logistics Excellence Award, sponsored by DHL, for a project that implemented a series of process and product changes that optimised package size and footprint, which reduced the number of deliveries, resulting in a significant reduction in emissions. In addition, Sigmatex was highly commended in the Manufacturing Excellence Award category, by improving efficiency to transform a loss-making process into one making a sizeable profit. Another company working in the area of vehicle lightweighting is Carbon Performance Limited, winner of the Industry 4.0 Award, sponsored by Senseye, for fully embracing the essence of Industry 4.0 – bringing together a range of technologies, including AI, 3D printing and cloud computing to drive real business value and measurable results. The vehicle lightweighting theme continued with Briggs Automotive Company (BAC) Ltd, manufacturer of the single-seat Mono supercar: the company won the Design & Innovation Award, sponsored by Klarius Products, for achievements such as a 22% weight reduction by the use of graphene, and a global record for the power-to-weight ratio for the vehicle. The electric vehicle market is a focus for Autac Products Ltd, the winner of the International Trade Award, sponsored by Morson Group; the company demonstrated a thorough and methodical approach in the development of its export strategy. Klarius Products Ltd won the Manufacturing Excellence Award, sponsored by Jaguar Land Rover, for a ‘bottom up’ approach to lean manufacturing and continuous improvement. The Corporate & Social Responsibility Award, sponsored by GEFCO, was won by MGS Technical Plastics Ltd for, in the words of the judges, “demonstrating an ambition for CSR that is far beyond the expectations of smaller enterprises”. Setco Automotive (UK) Ltd was the winner of the People & Skills Excellence Award, sponsored by SMMT Industry Forum, for investment in both the training and development of its workforce. TOP BLOG | Morson host 'Balls to That' event in partnership with the NAA | Tackling mental health, from rugby pitches to yoga mats The winner of the Digital Media & Marketing Award, sponsored by the Samuel James Group, was Hylomar Limited for its 3D explainer videos. The keynote speaker for the 2019 Northern Automotive Alliance Awards was Professor Jon King, Strategic Planning & Development, WMG Centre High Value Manufacturing Catapult, WMG at the University of Warwick, and a longstanding member of the UK Automotive Council Supply Chain Group, who provided an update about the latest news in electrification and the electric vehicle supply chain. Rowan Egan, NAA Chief Executive, commented: “I was delighted to see that a number of the companies winning NAA Awards this year are involved in the area of vehicle lightweighting. This is already a core strength of the Northern Automotive industry, so it’s great to recognise the achievements of companies working in this sector, along with all our other winners, who show that our members are successfully embracing new products, processes, markets and opportunities.” Wes Jacklin, Chairman of Directors and Advisory Board, Northern Automotive Alliance, added: “Despite the automotive industry facing various challenges over the past 12 months, including well-documented political issues, our Award-winning companies have not only been getting on with the job, but have been striving for continuous improvement, and it’s excellent to see such progress in areas such as efficiency and sustainability.” Ready to progress in your career? To find your next opportunity search Morson jobs here.

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    Confident in your IR35 preparations? Follow our 5 step process to ensure IR35 compliance

    IR35 | 3 MIN READ We strongly recommend businesses act now and perform a full review of your contractual workforce. Follow our 5 step process to check on your progress. We can help. Contact our expert IR35 team now at IR35@morson.com to find out how we can support your organisation. Like it or not, it is likely that IR35 reforms in the private sector will come into effect on the 6th April 2020. With only months to go, business need to act now, as failure to comply with the IR35 reforms could leave your organisation open to extra expense, and exposed to risk. Read our latest article which explores the risks to your business if you do not prepare effectively enough and what you should be doing now to avoid this. Ideally, as a private sector business who engages a contingent workforce, you should be in the midst of your preparations, reviewing your contractor landscape and performing initial assessments. As one of the changes is that the responsibility of defining IR35 status will switch from the individual to the end client, we strongly recommend that a full review of your contractual workforce is started now, to ensure your business is prepared well in advance of the changes. As you, the end client, will be responsible for determining whether a contractor is ‘inside’ or ‘outside’ scope you must ensure you are making correct assessments. End clients could be left open to financial risk if their contractors are found by HMRC to be incorrectly determined. Complied with our specialist partners, Weightmans LLP and Champion Contractors, follow our 5 step process to ensure your business is compliant by the 6th April 2020 deadline. Read through our 5 steps to compliance if you have not started preparing or just want to check on your progress: 1. PREPARE What do I need to help my company prepare for IR35? Appoint a project lead and/or a steering group. Having appointed person(s) will help get the programme of tasks involved progressing more swiftly. Whether you have a project lead or steering group will depend on the size and complexity of your organisation as well as your volume of contractor use. How can Morson help? Our in-house experts can provide advice on the best team for you based on our own experience if required. We’ve also developed a handy IR35 process checklist which will help you design a project and risk mitigation plan independently or with the expert support of our compliance team. Contact IR35@morson.com to get a copy of the IR35 process checklist. 2. REVIEW What’s the first step you need to undertake? You need to conduct an internal review of your contractor population. This will mean asking your payroll and HR teams for details of contractor workers, your supply chain and/or your recruitment managed service partner for this information. Once collated you’ll have an understanding of the potential number of affected contractors. If you have a complex supply chain and/or a large number of contractors you directly payroll this is an excellent opportunity to explore how partnering with a recruitment managed service provider could help to mitigate your risk. How can Morson help? At Morson, we’ll be able to consolidate your contractor worker engagement process – simplifying and controlling the supply chain spend and compliance adherence whilst removing the financial and legislative burden associated with directly payrolling contractors. This will give you full visibility of contractor use and through accurate data speed up the IR35 assessment process. 3. ASSESS Now I understand my contractor population what else do I need to do? Using your contractor information and, our sample IR35 considerations list, conduct an initial review of each contractor. From this you’ll have a draft ‘traffic light’ system of contractor statuses. We can support you with the assessment process for roles via our approved partners Champion Contractors and Weightmans LLP. How do I develop my initial assessment? From April 2020, you as the end client are responsible for confirming the IR35 status of an individual. In our experience, the best way to develop the initial assessment is to complete a sample of mock employment status indicator (ESI) forms. To maximise the validity of this sample we recommend speaking to your colleagues who utilise contractors to fully understand the roles/disciplines. After completing these sample ESIs these can then be submitted to Weightmans LLP for review. 4. DETERMINE After I’ve submitted my sample ESIs to Weightmans LLP what happens? Once the assessments have been submitted, Weightmans LLP will provide status reports that will identify whether the roles/disciplines fall inside or outside of scope. It then sits with you as the end client to review this information and determine which contractors are required to complete the full IR35 assessment. How to demonstrate ‘reasonable care’ Whilst the HMRC have suggested that role-based assessments are legitimate, it will be difficult for you as the end client to ascertain if any contractor specific factors which may be considered at an official enquiry and potentially taken in to account when confirming the overall status. Therefore, to demonstrate ‘reasonable care’ we recommend that all contractors are provided with the opportunity to take an individual assessment. However as this process illustrates, this decision is for you, as the end client, to make. 5. ENGAGE What’s the best way for me to engage our contractors in this process? We’ve developed a helpful suite of communication tools to engage your contractor audience. This includes an online assessment tool for contractors. Designed to be fully auditable, independent and easy to use this tool goes beyond the Check Employment Status for Tax (CEST) tool suggested by the HMRC. Instead of anyone in the supply chain being able to complete this information as per the CEST tool, our independent review controls the assessment process allowing full disclosure and considerate assessment of each individual contractor. Importantly Weightmans’ independent review provides a final determination agreed by you the end client, with a detailed report which is accessible to the supply chain. Contact IR35@morson.com to find out more about this assessment tool.

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    The ultimate guide to contracting by Morson

    CAREER ADVICE | 3 MIN READ Whether you are a new member of the Morson family or are an experienced contractor, we strive to help you every step of the way and make your time with us an enjoyable experience. Over the past few weeks, we have shared some helpful blogs on pay types and career advice. Check up our round-up of the ‘guide to contracting’ series below. Whether you are a new member of the Morson family or are an experienced contractor, we strive to help you every step of the way and make your time with us an enjoyable experience. Over the past few weeks, we have shared some helpful blogs on pay types and career advice. Check up our round-up of the ‘guide to contracting’ series below. Choosing the right pay option for you We've have been talking a lot about the different pay options available to help you make an informed decision on which one is right for you. Finding the right pay option for you is a vital part of the contractor onboarding process. it is important that you make the right decision and chose the pay option best suited to your circumstances. Click the blogs below to learn more about each pay type, their positives and negatives and key points to consider: All you need to know about contractor pay types - PAYE Contractor pay types explained – what is an umbrella company? Everything you need to know about setting up as a limited company “Our process of getting you started with your new job is designed to be easy and simple. We provide support every step of the way, from helping you find the right job - all the way through to processing your timesheets and supporting you throughout your contract.” How to submit your timesheets How you submit your hours depends on the client you work for. Certain clients have their own process that you need to follow, but you will always be advised about each process beforehand by your Recruitment Manager. To give you an example, there are generally three ways to submit your timesheets: Printed timesheet – either a Morson or client-specific timesheet Online timesheet Client collected hours There might be exceptions to this and if you are unsure, you should contact your Contractor Care Team for further clarification. “If you are one of our many contractors who submits their hours by completing an online timesheet, you will be sent a copy of the user guide once your Morson account is completed.“ Holiday and leave requests Depending on which pay option you have chosen, if you are contracting as a PAYE employee directly through your client or through your umbrella company, you will be entitled to a certain number of paid holidays. How do I request a holiday or leave? If you wish to take a holiday or request some leave time, you will need to fill in a holiday request form and holidays will need to be approved by your line manager. Your Contractor Care Team or line manager will be able to provide you with the appropriate forms should you need to book annual leave. Career advice to help you along the way Whether you’re looking for your next opportunity, you’re wanting to push yourself to the next level or you simply want to expand your knowledge, Morson’s dedicated recruitment teams are on hand to support you through your job search. Check out a selection of our top career advice blogs below or to get advice from our recruitment experts, click here to browse our career advice hub. How meditation affects your brain and improves job performance 5 words you should eliminate from your professional vocabulary Leaders create future leaders | 5 ways to help employees reach their full potential Ready to search for a new job with Morson? Click here to find your next opportunity. Or, if you’re a contractor and want read more career advice, click here.

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    Morson Training shortlisted in Transport for London Supplier Awards 2019

    MORSON NEWS | 3 MIN READ Morson Training shortlisted for TfL Supplier Award for 'Best Health Initiative' In 2018, Morson Training scooped 'Best Apprenticeship' at the awards Morson Training are delighted to be shortlisted for the Transport for London Supplier Awards 2019. Following on from their Best Apprenticeship win in last years awards, Morson Training have been shortlisted once again, this time in the category of Best Health Initiative, with a focus on mental health. The TfL Supplier Awards recognise suppliers to the infrastructure that work collaboratively with TfL to help make the transport network more innovative, address underrepresentation in the workplace and protect the environment. Experts point to mental health as being the leading cause of sickness absence in the UK. The average person spends 90,000 hours of their life at work, but poor mental health can impact productivity, progression and wider wellbeing. Millions of workdays are lost annually because of mental illness, at a cost of £billions to UK employers. Within Morson, specifically, workforce absences have increased year-on-year; short-term absences for reasons of anxiety, stress, depression and other mental health concerns have also increased. To understand the impact of this across the industry, we undertook a multi-sector survey exploring mental health experiences in the workplace and found that 1 in 10 had considered taking their own life. Almost half (46%) were living with a mental health condition, but hadn’t informed their employer, with 55% of those saying one of the main reasons why was because they were either unaware of any support available or they felt that their workplace lacked in any assistance for mental illness. TfL was the first rail leader to sign the Time to Change pledge in 2011, designed to tackle stigma and improve workplace mental health and wellbeing. Wanting to demonstrate that we take steps to mirror and build on our clients’ mental health strategies, we opted to roll out a mental health focused initiative targeted with improving the statistics from our survey and ensuring all our Operatives feel encouraged to seek support if struggling with mental health related issues. As such, we committed to Mental Health First Aiders (MHFA) England – a robust, seven-day course for individuals who seek to act as reference points within organisations to spot mental health triggers in workforce, including those of our contractors. The course is designed to train individuals to have the confidence to intervene and support those suffering with typical symptoms of mental health strain, from a change in personality or attitude to work, to depression, anxiety, stress, panic attacks and addictive behaviours – things which can have a devastating impact on everyday life. Since initiating the campaign, we have trained 40+ MHFAs, who range from Labourers to Directors – so that basic needs can be met at every level – with our entire workforce having access to a first aider within a 45-minute commute thanks to having multiple trained people in each of our key regions. Graham Timbers, operations director (rail) at the Morson Group, said: “After it was revealed that statistically 1 in 10 of our Operatives have considered taking their own lives, and almost half are living with mental health conditions, we implemented the Mental Health First Aiders (MHFA) programme to encourage our workforce to seek support if they felt they couldn’t cope or were at risk of harming themselves. “Our 40 MHFAs - who range from Labourers to Directors - are available to support every individual, offering step-by-step guidance for all on how to foster good mental health in a personal and team capacity so that collectively, we can improve mental health support not just for our contractors and TfL, but the rail industry as a whole. “Since launching the scheme, more than 130 interventions have taken place relating to instances of depression, anxiety and stress. With numerous Operatives already expressing how an MHFA has supported them when they were struggling to cope, we are demonstrating how significant an impact this type of initiative can have in our industry, and we encourage other organisations to pursue it, too.” The 2019 TfL Supplier Awards ceremony will take place at the London Transport Museum on Wednesday 27th November.

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    The principle risks of not preparing your business for IR35

    IR35 | 3 MIN READ Despite political turmoil, private sector organisations must still prepare for IR35 Businesses who are not compliant by April 2020 risk financial, operational and reputational issues As we know the Autumn Budget was cancelled this month, but organisations must not let this, plus other political factors such as Brexit or the upcoming General Election, cloud their decision making and delay their IR35 preparations. It is integral that private sector organisations continue in their preparations for the upcoming reforms in April 2020 as failure to comply could leave your business open to extra expense and exposed to risk. What are the risks if I don't prepare? End clients could be left open to financial risk if their contractors are found to be incorrectly determined. As you, the end client, will be responsible for determining whether a contractor is ‘inside’ or ‘outside’ scope you must ensure you are making correct assessments. Morson, alongside our specialist partners Champion Contractors and Weightmans LLP, can support you with the assessment and determination of your contractor workforce - contact us at IR35@morson.com to speak to our expert IR35 team. Financial risk: If HMRC finds contractors to have incorrect determinations then the end client will face potential tax / National Insurance losses. For example: For a contractor on £100k the tax / National Insurance would be circa £20k. Therefore, for a contractor on a salary of £100k who is found to have been incorrectly determined, the end client would face a bill of £80k plus interest and penalties/fines over 4 years. NB. It would be the end client liability if the contractor is engaged direct, if engaged via the agency route the liability moves to the agency on the proviso the client has demonstrated “reasonable care”. Legal, reputational and operational risk: Outside of financial risk, operational, legal and reputational damage can arise if businesses do not prepare for change appropriately or early enough. Delay to projects due to loss of resource, litigation with HMRC and a restriction to the flow of contract talent are all risks that may arise if you do not prepare early or well enough. Is it all doom and gloom? Whilst IR35 represents a challenge for many businesses, completing this review process and achieving full visibility of your contractor workforce can result in a number of business benefits, including: Streamlining processes and creating operational efficiencies. Identifying cost saving opportunities. Ensuring supply chain compliance. Delivering a more inclusive recruitment process. Enhancing your flexible workforce recruitment process. How can Morson support you? In our role as a specialist recruitment provider, we are committed to supporting our client community through the legislative changes. Morson, alongside our IR35 expert partners, are on hand to support companies who use contract resource to introduce robust process to ensure compliance. We can support you with your full review of your contractual workforce and provide a practical and commercial solution for your business. Contact us at IR35@morson.com or explore our IR35 hub for more advice, helpful downloads and events.

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    Putting the ‘health’ back into health and safety | Safety Matters

    SAFETY MATTERS | 5 MIN READ Busy lifestyles mean that the trip to your GP for a recommended health check, which the NHS says should take place every five years between the ages of 40 and 74, is simply pushed down the priority list. As a result, we’re bringing the health MOT to our people, to help promote early detection and facilitate open health discussions. Since February 2019, our Health and Safety Advisers have toured the length and breadth of the UK delivering on-site health checks not only to our workforce but anyone available on site. Busy lifestyles mean that the trip to your GP for a recommended health check, which the NHS says should take place every five years between the ages of 40 and 74, is simply pushed down the priority list. Rather than rely on our workforce to take action, we’re bringing the health MOT to our people, to help promote early detection and facilitate open health discussions. Since February 2019, our Health and Safety Advisers have toured the length and breadth of the UK delivering on-site health checks not only to our workforce but anyone available on site. Blood pressure, body fat, visceral fat, body mass index (BMI), bone mass and metabolic rate are all measured by our health testing equipment. The painless, five-minute process involves the user placing their arm into one machine, stepping onto another and inputting data such as height and age into the computer’s health algorithm. The analysed data is then discussed privately between the user and the Adviser to better understand their health profile, including any identified risks and subsequent actions to be taken. Vital’s health and safety manager, Mark Barrett, explains: “I wanted to physically do something around health and wellbeing rather than just pay lip service to it, to really show that we have the interest of our workers at heart. Some people can be very nervous when discussing their health and wellbeing. To that, I say ‘Look, just come in and have your blood pressure done’. I’ve since had people say to me ‘Oh, I didn’t really know that’ and others that it’s given them a kick up the backside!” Hundreds of health check-ups have been delivered since the machine first hit the road, including on senior leaders at a meeting of the Track Safety Alliance. Brian Paynter, project director at Network Rail, left a glowing endorsement of the machine and scheme, saying: “Having this type of equipment available to our Orange Army helps them understand that we do care about their health and wellbeing, and I see this as one of the many tools of free advice we offer to help them understand what they may need to do with their lifestyle choices to make themselves fit for work and fit for life in general. Our entire senior management team has gotten behind this initiative. We’ve a genuine interest as we want to look after our workforce, not just on-site but off-site as well, and this machine is helping us do just that.” Putting the ‘health’ back into health and safety Our ‘MorFit’ strategies were created according to a holistic approach, with ambitious targets set over various components relating to employee wellbeing, from physical and mental health, to financial wellbeing and more. One pillar is our Mental Health First Aiders – individuals who act as reference points to spot mental health triggers within our workforce and take steps to offer assistance and guidance. We recognise that any working environment has the potential to exacerbate mental illness and understand how crucial it is that key personnel are equipped to spot warning signs of declining mental health. Our MorFit programme targets mental illness, which can have a devastating impact on day-to-day life, such as depression, anxiety, stress, panic attacks and addictive behaviours, and was designed to promote early recognition and response, in addition to promoting good mental health. The names and contact information of all our First Aiders are clearly displayed across every Group office and has been widely promoted to raise awareness and to encourage a dialogue around mental health. The campaign, which first began with 20 First Aiders, has since swelled to 40, and it’s our goal to reach 80 trained individuals. ‘Managing Mental Health in the Workplace’ training has also been made mandatory for anyone with line manager responsibilities, ensuring broad acceptance of mental health and wellbeing is a Group-wide priority. Step-by-step guidance on fostering good mental health – personal, among teams and across the wider business – is provided, addressing topics such as how to welcome someone back to work after a mental health-related absence and how to approach someone with signs of mental illness. At the heart of the strategy is our dedicated health, wellbeing and engagement partner, Heather Deering, who has been appointed to lead and expand the programme to maximise its reach and efficiency. Download our latest issue of Safety Matters to read more about everything from health and safety innovation and project wins to top tips and case studies. Or, to search for our latest jobs, click here.

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    Automotive giants Peugeot and Fiat announce plans for merger

    INDUSTRY NEWS | 3 MIN READ Peugeot and Vauxhall maker PSA has agreed on plans for a merger with Fiat Chrysler that would create the world's fourth-largest carmaker. In a joint statement, the car manufacturers announced that the merger would allow the companies to better tackle the growing technological and regulatory challenges that face the industry. Peugeot and Vauxhall maker PSA has agreed on plans for a merger with Fiat Chrysler that would create the world's fourth-largest carmaker with a combined revenue of nearly €170bn and a recurring operating profit of over €11bn. In a joint statement, the car manufacturers announced that the merger would allow the companies to better tackle the growing technological and regulatory challenges that face the industry. FCA brands include Alfa Romeo, Chrysler, Fiat, Jeep, Lancia and Maserati. While Group PSA has five car brands: Peugeot, Citroën, DS, Opel and Vauxhall. The companies said: “In a rapidly changing environment, with new challenges in connected, electrified, shared and autonomous mobility, the combined entity would leverage its strong global R&D footprint and ecosystem to foster innovation and meet these challenges with speed and capital efficiency." Mike Manley, FCA’s chief executive, said: “I’m delighted by the opportunity to work with Carlos and his team on this potentially industry-changing combination. We have a long history of successful cooperation with Groupe PSA and I am convinced that together with our great people we can create a world-class global mobility company.” CATCH UP ON THE LATEST AUTOMOTIVE NEWS... Bentley Motors becomes the UK’s first carbon-neutral luxury automotive factory. Tesla research partner develops a lithium-ion battery which could power vehicles for over a million miles. Most of the biggest players in the industry are making changes. Volkswagen and Ford are working together to develop electric and self-driving vehicles, while German carmakers BMW and Daimler have formed a joint venture that will develop driverless technology. Carlos Tavares, chief executive officer of Groupe PSA said: “This convergence brings significant value to all the stakeholders and opens a bright future for the combined entity. I’m pleased with the work already done with Mike and will be very happy to work with him to build a great company together.” Involved in over 2 out of every 3 vehicles built in the UK every day, Morson has some of the most exciting automotive jobs in the motor industry. Search Automotive and Motorsport jobs now.

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    What does the budget cancellation mean for IR35 and what should you be doing in November to prepare?

    IR35 | 3 MIN READ Just 6 months to go until IR35 hits the private sector Has the budget cancellation changed how the industry should prepare? What actions should private sector businesses be taking in November to ensure they are compliant by the April 2020 deadline? The start of November marks just 6 months to go until IR35 legislation comes into play in the private sector. The Autumn Budget 2019 was originally scheduled for this month, however the decision was taken at the end of October to scrap the budget due to a further Brexit delay and the upcoming General Election in December. Where does the budget cancellation leave IR35? We recommend that private sector organisations continue to prepare for the IR35 reform, despite the budget cancellation. If implementation of the legislation is rushed, it may be damaging for many private sector contractors. Therefore, it is important that end-clients continue preparing for the IR35 reform by reviewing working practices and getting to grips with their contractor landscape over the coming months. Companies who act now will reap the rewards come April 2020. So, what actions should your business be taking in November to prepare? Our countdown calendar below shows what you should be considering and when to prepare for the upcoming changes to IR35 legislation. OCTOBER - Your first step will be to conduct an internal review of your contractor population. This will mean asking your payroll and HR teams for details of contractor workers, your supply chain and/or your recruitment managed service partner for this information. Once collated you’ll understand the potential number of affected contractors. If you have a complex supply chain and/or a large number of contractors, you directly payroll this is an excellent opportunity to explore how partnering with a recruitment managed service provider could help to mitigate your risk. OCTOBER - NOVEMBER - Now that you understand your contractor population, you need to complete indicative assessments of your contractor workforce. From April 2020, you as the end client are responsible for confirming the IR35 status of an individual. At Morson we can support you with the assessment process for roles via our approved partners Champion Contractors and Weightmans LLP (contact us at IR35@morson.com for more information). In our experience, the best way to develop the initial assessment is to complete a sample of mock employment status indicator (ESI) forms. To maximise the validity of this sample we recommend speaking to your colleagues who utilise contractors to fully understand the roles/disciplines. After completing these sample ESIs these can then be submitted to Weightmans LLP for review. NOVEMBER - As part of this review and initial assessment process it is recommended that you review and amend all relevant contractual terms used throughout your supply chain. In addition, you must ensure that you inform your contractors of your intended assessment process. Keeping them updated and engaged in the process will pay dividends when issuing individual determinations to your contractor population (December to January). How Morson can help you prepare for IR35? With only months to go we are urging business to start your preparations now. Engage us today and we can offer advice and solutions to help mitigate risk at all stages up until and beyond April 2020. At Morson we can support you with the assessment process for roles via our approved partners Champion Contractors and Weightmans LLP. Our in-house experts can provide advice on the best team for you based on our own experience if required. We’ve also developed a handy IR35 process checklist which will help you design a project and risk mitigation plan independently or with the expert support of our compliance team. Contact IR35@morson.com to get your copy. We’ll also be able to consolidate your contractor worker engagement process – simplifying and controlling the supply chain spend and compliance adherence whilst removing the financial and legislative burden associated with directly payrolling contractors. This will give you full visibility of contractor use and through accurate data speed up the IR35 assessment process. "Wolseley IT representatives were invited to attend a presentation by Morson to help clarify our understanding of how the new IR35 legislation will be implemented from April 2020. We, as the client, will need to demonstrate that reasonable care has been taken when implementing our employment status process, as there could be the potential for tax liability reverting back to us. Experts from Champion Contractors, Morson and Weightmans' helped simplify this legislation for us as the end client. We are now working through their suggested process checklist to identify whether our contractors are inside or outside of IR35, so we will be well prepared in advance of the new tax year." Wolseley IT.

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    Morson scoop Investing In Talent award for health and wellbeing scheme

    MORSON NEWS | 2 MIN READ Morson win 'Most Innovative Benefit' at the annual Recruiter Investing In Talent awards 2019 The award recognised our health and wellbeing initiatives, with a focus on mental health in the workplace Morson Group were delighted to come away winners of ‘Most Innovative Benefit’ in the Recruiter Investing in Talent Awards 2019! The award, which praised our newly expanded and developed health and wellbeing programmes, was presented to the team at a black-tie event at The Brewery, London on Thursday 31st October 2019. Morson was recognised for the newly holistic approach to our health, wellbeing and engagement strategy across the business. Developing on from our existing MorFit programme, the new strategy particularly shines a new light on mental health in the workplace. On presenting the award, the judges commented that they were impressed that: “MorFit gets under the skin of mental health issues and addresses them brilliantly. For example, when Morson received feedback that a large number of its contractor workforce wanted to discuss their own mental health struggles and the management team didn’t feel confident in navigating this on their own, Morson arranged special training to suit their specific needs.” Morson recognises that any working environment has the potential to exacerbate mental illness and that many areas in which the company operates may have stress-inducing factors, such as rapid working pace, physical demands and delivery deadlines. We also understand how crucial it is that line managers are equipped to spot warning signs of declining mental health. The superficial question “How are you?” has linguistically lost its potency to properly probe a person’s health, especially among those for whom the traditional “stiff upper lip” predominates. Morson’s programme targets mental illness, which can have a devastating impact on day-to-day life, such as depression, anxiety, stress, panic attacks and addictive behaviours, and was designed to promote early recognition and response, in addition to promoting good mental health. Since it began, the initiative has trained its first aiders to spot red flags and take steps to offer assistance and guidance. Emphasising that this was an employee-led initiative was key, while removing formality around training and communication norms was also a high priority. Step-by-step guidance on fostering good mental health has been provided. Special events, such as workshops hosted by speakers including performance coaches who have worked with top athletes, have also been offered. While the campaign initiated with 20 first aiders, this has since swelled to 40, ensuring that all employees have access to a first aider within a 45-minute commute. In future, the company plans to train 80 individuals.

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