A new analysis of shift premia and benefits carried out by Make
UK reveals that retention of good people has become easier for
manufacturers in the last 12 months.
But this change has been largely because of a willingness from
companies to invest in their workforce to keep people on the
payroll. Manufacturers are rewarding their staff for different
shift patterns, extra responsibilities and additional hours, as
well as giving more to support new parents and those suffering
from ill-health.
Two thirds of companies that offer overtime, pay time and a half
for extra hours and staff who work Bank Holidays, while 33% offer
bonuses or incentives for meeting production targets or other
goals. Some 31% ensure employees can benefit from professional
development opportunities and nearly a quarter (22%) give health
and wellness benefits such as gym membership.
Taking on additional responsibilities is also well rewarded, with
nearly half of companies giving employees who volunteer to be a
First Aider an annual payment of more than £1,000 a year. And 17%
offer the same for Mental Health First Aider volunteers. 82% of
companies offer employees benefits in kind such as company
pension schemes and 60% give workers the option of taking up
Private health insurance.
Nearly half of manufacturers (47%) offer a fixed percentage
premium for workers who take on permanent night shifts while 43%
offer a premium for the early shift on a double day shift. And
53% give a fixed percentage on a late shift for a double day
shift pattern.
Pay settlements have slightly declined as inflation and
recruitment pressures have eased over the last year, across the
sector manufacturers continue to support their employees
significantly above Statutory Sick Pay for those suffering ill
health (45% of manufacturers pay above) while 90% of firms that
offer enhanced maternity pay give an enhanced offering based on
length of service.
Jamie Cater, Make UK employment lead said:
“Manufacturers continue to invest in their people, and it is
paying dividends in improved recruitment and retention across the
sector over recent months. Firms have looked not just to basic
pay, but a range of different financial rewards, incentives and
bonuses for skilled staff. Employees working different shift
patterns and overtime typically receive a generous settlement,
while increased support for parental leave and pay, sick leave
and additional workplace responsibilities are all playing a role
in enabling manufacturers to keep hold of talent. In a labour
market that remains highly competitive for the skills the sector
needs, this investment is crucial for retention.”
