Chamber and committees

The Scottish Government continues to engage in discussions with the UK Government around reported labour shortages through several forums, including Business and Industry Interministerial Group QUAD Meetings and DEFRA/devolved administration inter-ministerial group meetings. Our concerns have been echoed by colleagues from Wales and Northern Ireland in these meetings, and the Devolved Governments have jointly written to the UK Government Minister for Safe and Legal Migration requesting regular and meaningful engagement on migration issues.

It is clear from engagement to date that the UK Government is unwilling to make the necessary changes required to address Scotland’s needs. The UK Government must revise its restrictive migration policy to prevent further harm to our economy and society, and establish a specific Labour Market Shortages Taskforce with the Devolved Governments to enable constructive discussion on the measures required to tackle labour shortages

Through the work of the Construction Leadership Forum (CLF) which I chair the Scottish Government is keen to see renewed focus on construction quality, including regulatory compliance, which will improve life-cycle value to clients and productivity of the industry.

The CLF meets bi-monthly with trade union, construction industry and government representatives collaborating on driving progress on the Construction Recovery Plan, which contains a range of practical actions to support the sector. As part of the transformation sub group of the CLF, work is ongoing on an action to gather and disseminate lessons from construction quality improvement initiatives and issue guidance on maintaining focus on construction quality and regulatory compliance during economic downturn. Another action is to establish the infrastructure to take forward and accelerate the work of the Construction Quality Improvement Collaborative.

We are working with the UK Government to explore how the proposed New Homes Ombudsman scheme provided for in the UK Building Safety Bill could operate in Scotland. We will continue this engagement to try to achieve a scheme that works for Scotland and respects the devolution settlement to ensure that buyers can purchase new-build homes with confidence and be assured that any problems relating to quality will be resolved effectively and efficiently.

In relation to the Building Standards system and to improve compliance with the building regulations, a consultation on proposals on the introduction of a new Compliance Plan Manager role, the definition of high risk buildings and penalties and enforcement was issued on 11 November 2021 and closed on 9 February 2022. Raised standards in this respect would be to ensure buildings meet the minimum building regulatory standard.

Further advice can be obtained from consumeradvice.scot which is a free consumer helpline funded by the Scottish Government.

The Scottish Government is keen to support businesses in ways we can and since the start of the pandemic have provided support of more than £4.4bn including COVID-19 non-domestic rates reliefs which have saved businesses around £1.6bn in reduced rates bills since 1 April 2020. To date we have spent almost half a billion pounds more in support of Scottish businesses than the funding we received from the UK Government for that purpose.

Additionally, the Scottish Government has worked in partnership with NHS 24 to develop a long COVID information resource on NHS inform, in order to provide people living with long COVID with clear and accessible guidance about self-management. This resource includes specific advice on navigating a return to work and signposts to information developed by the Society of Occupational Medicine and Acas, the Advisory, Conciliation and Arbitration Service.

The National Wellbeing Hub has also produced guidance for employers and managers. This platform also features interviews with people affected by long COVID sharing first hand experiences of how a supportive and successful return to work can be achieved.

I refer the member to the answer to question S6W-06210 on 22 February 2022. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

The Scottish Government’s upskilling and retraining programmes, including Individual Training Accounts, the Flexible Workforce Development Fund and the Green Jobs Workforce Academy, are designed to equip workers with the skills that employers need now and will need in the future. Additionally, the Skills Recognition Scotland project is designed to support workers with qualifications gained outside the UK to overcome unemployment and underemployment.

The Scottish Government remains committed to working with employers on the fair work agenda, including supporting individuals to use their skills to their full extent, which contributes to fulfilling work as set out in the Fair Work Framework. The most recent Scottish Employer Skills Survey, published in 2021, reported that, in total, 8% of employees were under-utilised in their role, which is an improvement from the figures reported in 2017.

In May 2021 we established our employment and mental health working group to help take forward a number of key employment actions from our Mental Health – Transition and Recovery plan.

The group, consisting of policy officials, employer groups, trade unions and mental health organisations, is leading work to address some of the key challenges employers are facing in terms of supporting the mental health and wellbeing of their workforce. Their work has been focused on 3 key areas, identified by the group as being priorities for action:

1. To review, quality assure and consolidate existing mental health and wellbeing resources to enable employers to access the support they need, when they need it.

2. To help employers to learn from others by showcasing promising and emerging practice, enabling employers to understand how others have overcome barriers and challenges to create mentally healthy workplaces across different sectors and sizes of organisations.

3. To review existing guidance for employers in relation to home working, hybrid working and other models of working and to identify where consideration and support for mental health and wellbeing could be either strengthened or developed through additional guidance or resources.

A key output of this phase of work will be the production of an online platform for employers that clearly signposts employers to relevant, high quality, mental health and wellbeing resources and guidance. As the platform develops, it will be supported by a range of case studies and employer examples that showcase promising practice.

The new platform will be hosted by Public Health Scotland and is currently being tested with employers.