Publication
Essential Corporate News – Week ending 1 November 2024
On 30 October 2024, the Chancellor of the Exchequer delivered the Autumn Budget 2024.
Global | Publication | December 15, 2021
As explored in our last paper, the adverse economic, financial and other effects of the pandemic created uncertainty in the minds of employees and business leaders. The last year or so has been tough for many.
Businesses have experienced layoffs, closures and risk-minimisation behaviours like hiring freezes.
Employees (even those unhappy with their current job) perhaps felt enough security as an established part of their work team to outweigh the risks associated with seeking a new role, particularly given reduced numbers of job opportunities.
Now, as economies kick-start, borders reopen, social restrictions lift, business sentiment improves and medical risks reduce, the demand for key talent is reported to be greater than supply in many countries. We now face an employees’ market, and a period of low wage growth in many countries is due for reassessment.
Lockdowns and working from home gave many employees the opportunity to reflect and realise what they wanted from work. They now want work that suits their life and if they’re not happy, they are willing to resign.
Many recent surveys of employee intentions confirm the reality and scope of the looming ‘Intent to Resign’ challenge facing businesses worldwide:
The good news is that this incoming global ‘Intent to Resign’ risk can be influenced and reduced by forward-thinking leaders who are willing to:
The first step in this process is understanding how and why employees have rethought their relationship with work. This will be explored in our next paper.
Publication
On 30 October 2024, the Chancellor of the Exchequer delivered the Autumn Budget 2024.
Publication
In a recent decision, the English High Court struck out what it described as a ‘hopeless and abusive’ claim that amounted to a de facto challenge to an award issued in a London-seated LMAA arbitration.
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