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Becoming a Living Wage Employer

What are the benefits of accreditation? Living Wage employer logo

  • 66% of employers reported a significant impact on recruitment and retention within their organisation.
  • 75% of employers reported increases in work quality as a result of receiving the Living Wage.
  • 25% fall in absenteeism following the introduction of the Living Wage into contracted-out services.
  • 80% of employers believe that the Living Wage had enhanced the quality of the work of their staff.
  • 70% of employers felt that the Living Wage had increased consumer awareness of their organisation’s commitment to be an ethical employer.

Join other employers who have already signed up.

Crawley Borough Council became a Living Wage employer in 2014. Here’s why…

Why did you begin paying the Living Wage?

A Full Council acknowledged the benefits as both direct improvements in recruitment, retention and individual benefits, but also the secondary effect of reducing housing and benefit claimants.

An aim of the council is for Crawley to become a Living Wage town, where everyone is paid the foundation’s rate, it is therefore essential for the council to be setting an example and encouraging further accreditations.

How many staff were affected, and what sort of roles did they do? (Including subcontracted staff)

Whilst staff directly employed by Crawley Borough Council were already paid the Living Wage, 6 out of 21 subcontractors did not pay the Living Wage.

These included cleaning, leisure facilities, catering and general labourers.

Crawley Borough Council undertook a phased approach where contractors were only required to pay the Living Wage once their contracts were renewed, in order to ensure a manageable transition.

Living Wage employer

What difference has the Living Wage made to your staff?

Staff satisfaction has increased, particularly with the council’s sub-contractors, as staff feel valued and appreciated for the work they do.

Staff absence and turnover has decreased as there is a work environment that staff enjoy and feel valued in.

What difference has the Living Wage made to your organisation?

Being Living Wage accredited has increased the council’s opportunity to interact with a variety of businesses who are Living Wage accredited, or striving to be so.

As an organisation, the council has had the ability to influence and support other Crawley businesses in achieving Living Wage accreditation.

What advice would you give to other employers considering paying the Living Wage?

If companies are struggling to recruit, the Living Wage is attractive to prospective employees and represents an ethical commitment that many are drawn to.

The Living Wage makes business sense – it will increase recruitment and staff retention as well as productivity. The process is simple, administration minimal and the Living Wage Foundation are incredibly supportive.

Would you like to tell us anything else?

We would like to encourage more organisations to become Living Wage accredited and achieve our ambition of Crawley becoming a Living Wage town.

Register your interest

If you are interested in becoming a Living Wage employer and would like to join the other local businesses that are currently accredited please contact us  for advice and support.

01293 438336 livingwage@crawley.gov.uk click to email us
Living Wage Unit
Town Hall
The Boulevard
Crawley
RH10 1UZ


Contact Us

tel: 01293 438336

email: click to email us

address:
Living Wage Unit
Town Hall
The Boulevard
Crawley
RH10 1UZ


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