Memorandum by the Department for Work
and Pensions (DWP)
Does Jobcentre Plus (JCP) help migrant workers
from within the EU find jobs? If so, how has the experience of
helping migrant workers find a job compared to helping the locally
unemployed?
On entering the UK, an EU migrant can access
JCP self service employment services in the same way as a local
unemployed person—they can look for work through the JCP
website, through the self service job kiosks in JCP offices and
through the Jobseeker Direct telephone service. As these services
are of a self service nature, there is no information available
on the extent to which migrant workers use them or on the outcomes
of migrants' use of these services.
Once an EU migrant has met the conditions[21]
for claiming Jobseeker's Allowance (including having demonstrated
that they have a right to reside and are habitually resident in
the UK), they have the same rights of access to the full range
of JCP services and employment programmes as a local unemployed
person. They also have the same responsibilities to do everything
they can to get themselves into work. Information is not available
about the numbers of migrants accessing the New Deal, but the
number of non-UK EU nationals claiming Jobseeker's Allowance is
low[22].
Jobcentre Plus translates its key leaflets into
Arabic, Bengali, Chinese, Gujarati, Punjabi and Urdu and also
provides an interpreter service where appropriate. It is also
piloting a leaflet in Polish on the self service jobsearch support
provided for migrant workers already in the UK, which seeks to
channel enquiries to our e and phone routes.
JCP is a member of the EURES network, the European
network for promoting and supporting the mobility of workers which
was founded in 1994. JCP discharges its obligations as a member
of this group by providing a link from its vacancies website to
the official EC mobility web site, by publishing information on
living and working in the UK, and through a small network of 20
EURES advisers who offer advice on EU labour markets and seek
to influence employers who use migrant labour to consider JCP
priority customer groups by promoting its services and initiatives.
For jobs in sectors which have relatively large
numbers of migrant employees—eg agriculture, catering and
construction—why are these jobs not being filled by local
workers? Do local workers refuse to do such jobs? Or in some cases
is there a skills shortage that cannot be met by the local population?
Do you find employers in some sectors prefer to employ migrant
workers instead of locals? If so, why?
Jobseekers Allowance customers cannot refuse
a job offer without reasonable grounds, but in some sectors which
have relatively large numbers of migrant employees the work available
may not be appropriate/a realistic option for JCP customers for
practical reasons.
For example, agricultural work a long way away
from population centres might be unsuitable for someone without
their own transport—but still attractive to a migrant who
is prepared to live on site. Hard physical work will not be appropriate
for most Incapacity Benefits customers, and 12 hour night shifts
would not be appropriate for many lone parents.
In some sectors (construction, for example)
shortages of specific skills are an issue. The Government recognises
the importance of migration for these sectors but also recognises
that there is more to do to enable local unemployed people to
compete effectively for jobs.
The newly established Migration Advisory Committee
(MAC) and the UK Commission for Employment and Skills (CES) will
play a joint role in identifying and addressing such skills shortages.
The MAC by providing independent and evidence-based advice to
Government on specific sectors and occupations in the labour market
where shortages exist which can sensibly be filled by migration
and the CES through its role in overseeing performance of the
Sector Skills Councils, and by strengthening the role of employers
in the development of a more integrated employment and skills
service which is better tailored to meeting the needs of employers
and thereby addressing skills shortages.
Previous JCP investigations across a range of
sectors have shown that there is strong anecdotal evidence that
migrant workers are perceived by employers as harder working and
more reliable and that they often have contacts and friends to
recommend to employers, making the "grapevine" a common
recruitment route. There is also anecdotal evidence that some
employers choose to recruit directly in Eastern Europe or use
recruitment agents who specialise in supplying migrants.
As part of Jobcentre Plus support for employers,
EURES advisers offer advice on EU labour markets and seek to influence
employers who use migrant labour to consider Jobcentre Plus priority
customer groups by promoting its services and initiatives. For
a few employers with clear skill shortage vacancies, more comprehensive
help is offered including putting them in touch with EURES services
in other countries. At the request of member states, advisers
also attend overseas events with the prime aim of reducing speculative
migration to the UK. They do not support employers at these events.
The recently introduced Local Employment Partnerships
(LEPs) are aimed at strengthening the relationship between employers
and Jobcentre Plus. Through the LEPs, Jobcentre Plus is working
with an increasing number and range of employers to look at measures
that can help support benefit claimants back into work. The measures
include: offering work trials; working together with other partners
on the design of pre-employment training, and agreeing guaranteed
interviews for benefit claimants who complete this training; encouraging
the mentoring of long term claimants by employees to help prepare
them for work; reviewing application processes to ensure benefit
claimants are not inadvertently excluded.
In addition, Jobcentre Plus is analysing the
occupational preferences of benefit claimants and comparing these
to employers' job forecasts. This enables Jobcentre Plus to identify
training/support needs and/or where they need to target efforts
to secure additional jobs. Jobcentre Plus Account Managers work
with employers to support their recruitment needs and discuss
these at both a strategic national level and for specific recruitment
exercises. Through these discussions there are opportunities to
talk to employers who do recruit from the European Union and to
look at how the employer can best fill their range of vacancies,
always seeking to maximise the vacancies available to long term
benefit claimants.
Many migrant workers appear to be doing jobs for
which they are over-qualified. In your experience are there any
particular reasons why migrant workers are not doing jobs that
are better suited to their qualifications? Do you find that over
time migrant workers take up jobs that are better suited to their
qualifications?
Evidence previously submitted to the House of
Lords by the Home Office in partnership with DWP[23]
includes some discussion of whether migrants are doing work for
which they are over qualified. The evidence cites a study by external
economists[24]
which notes that many new arrivals initially move into lower level
occupations than their skills would dictate, and states that this
is something policy is addressing through initiatives such as
English language training (ESOL), so that language does not represent
a barrier to migrants putting their skills to maximum productive
use.
The evidence also cites an external study[25]
which suggests that the labour market performance of foreign born
workers changes with length of residence in the UK—possibly
because they acquire additional skills specific to the UK economy,
or tailor their existing skills to the UK labour market.
External researchers (Dr Richard Dickens and
Dr Abigail McKnight) are currently examining, using DWP data,
the labour market progression of immigrants entering the UK in
terms of their assimilation into the UK labour force. The findings
of this research will be published in due course.
Jobcentre Plus has not conducted any analysis
of this issue, but there is some anecdotal evidence to suggest
that some migrants take on jobs for which they are over-qualified.
This may be because it is quicker and easier for migrants to access
low-skilled work because of the nature of the recruitment processes
involved. In addition, the difference in wage levels between,
for example, the A8 countries and the UK may mean that low skilled
work is an attractive option for many migrants, despite the fact
that they may have higher skill levels than the job requires.
From 2008, the Government will introduce a Points
Based System (PBS) to replace the existing 80 different routes
by which a non-EEA national can come to the UK to work, study
or train. Central to the design of the new PBS are; a five tier
framework, which will help people understand how the system works
and direct applicants to the category that is most appropriate
for them; a points-based approach to determining which migrants
will be successful with their applications; and the inclusion
of sponsors to help ensure that the system is not being abused.
For non EEA nationals there is only a limited risk that highly
skilled people (Tier 1 Highly skilled individuals to contribute
to growth and productivity) would want to take up jobs that JCP
client groups might take, and for other tiers the design of the
PBS should make it unlikely that skilled people would be
competing for jobs where there are no shortages.
30 November 2007
21 Conditions for accession state nationals differ
from those which apply to other EU nationals. Back
22
Figures have been supplied to the EAC as part of the evidence
the Office for National Statistics have submitted for the Inquiry.
Statistical Evidence on the Economic Impact of Immigration. Full
document available at: http://www.parliament.uk/documents/upload/EA235%20ONS.doc Back
23
The Economic and Fiscal Impact of Immigration, a report by the
Home Office in partnership with DWP, available at http://www.parliament.uk/documents/upload/EA255%20Home%20Office.pdf Back
24
Dustmann, C, Fabbri, F, Preston, I and Wadsworth, J. (2003) The
local labour market effects of immigration in the UK,Home Office
Online Report 06/03, available at http://www.homeoffi ce.gov.uk/rds/pdfs2/rdsolr0603.pdf Back
25
Dustmann, C, Fabbri, F, Preston, I, Wadsworth, J. (2003) Labour
market performance of immigrants in the UK labour market, Home
Office Online Report 05/03, available at http://www.homeoffice.gov.uk/rds/pdfs2/rdsolr0503.pdf Back
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