The Living Wage is an hourly rate set independently and updated
annually (it is presently £7.20). It is calculated according
to the basic cost of living in the UK. Outside of London the rate
is calculated by the Centre for Research in Social Policy.
Employers sign up to pay the Living Wage on a voluntary basis.
Paying the Living Wage is good for business, good for the
individual and good for society. An independent study of the
business benefits of implementing a Living Wage policy in London
found that more than 80% of employers believe that the Living Wage
had enhanced the quality of the work of their staff, while
absenteeism had fallen by approximately 25%.
Two thirds of employers reported a significant impact on
recruitment and retention within their organisation. 70% of
employers felt that the Living Wage had increased consumer
awareness of their organisation’s commitment to be an ethical
employer. A Living Wage affords people the dignity to provide for
themselves and their families.
75% of employees reported increases in work quality as a result of
receiving the Living Wage. 50% of employees felt that the Living
Wage had made them more willing to implement changes in their
working practices; enabled them to require fewer concessions to
effect change; and made them more likely to adopt changes more
quickly. The Living Wage campaign was launched in 2001 by parents
in East London, who were frustrated that working two minimum wage
jobs left no time for family life. Over 10,000 London families have
been lifted out of working poverty as a direct result of the Living
Wage. We can and should do this in Lancashire and LCC should lead
the way.
This ePetition ran from 01/05/2012 to 01/11/2012 and has now finished.
104 people signed this ePetition.
The County Council pays above the national minimum wage and the
rates payable by LCC reflect the 'value' of the role and have been
set following a comprehensive equal pay/job evaluation exercise.
Quoting a minimum salary also does not reflect the fact that
employees also enjoy good terms and conditions of employment such
as an excellent pension to which the Council contributes an
additional 20% or so of an individual's salary, annual leave and
sickness provisions.
The County Council will keep this under review