As we move into April, employers continue to face a range of challenges that could impact their recruitment and workforce management strategies. From navigating new legislation to adjusting to ongoing economic changes, businesses must stay vigilant. This month, we’ll be highlighting key areas employers should focus on, including the latest changes to pay structures and upcoming deadlines for regulatory compliance.
Labour Market Stats from March 2025:
We investigated in to the Nottinghamshire labour market for common industrial and commercial roles.
Warehouse Operatives
Average Pay: £12.59 (+2p vs February)
People seeking roles: 34,420 (+10,733 vs February)
Jobs posted: 159 (+47 vs February)
Summary: A surge of candidates combined with a disproportionate increase in available roles leads to a candidate heavy market. Those hiring should allocate increased time to filter and respond.
Production & Manufacturing
Average Pay: £13.67 (+1p vs February)
People seeking roles: 39,186 (-1188 vs February)
Jobs posted: 441 (+76 vs February)
Summary: Increased employer demand combined with less availability of candidates could see competitors raising pay rates to attract top talent. Those hiring should benchmark their pay rates to assess their place in the job market.
Adminstrator
Average Pay: £12.74 (+4p vs February)
People seeking roles: 19,621 (-1245 vs February)
Jobs posted: 135 (-7 vs February)
Summary: Less candidate availability and a modest drop in roles posted could suggest a stable market with a potential for a skills shortage in the future. Those hiring could take advantage of CV search facilities to focus on passive candidates.
Purchase Ledger
Average Pay: £13.20 (+5p vs February)
People seeking roles: 1634 (-199 vs February)
Jobs posted: 15 (+4 vs February)
Summary: The largest pay increase of the four examples, coupled with the decrease in candidates and the increase in demand for them implies that competition is rising. Those hiring should act quickly to secure top talent.
All figures pulled from March 2025 on Indeed
Current employment levels in Mansfield:
In employment: 71.9%
Econimically inactive: 28.1%
Claimant count 4.1%
Unemployed: 3.6%
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Recruiters, take note: May 2025
After the whirlwind of April’s updates, May is a much easier month with just two main points to discuss:
The Minimum wage rose last month – your competitors will have either met these new rates or exceeded them. Now is a great time to benchmark your own rates.
Employers with over 250 employees are required to report their gender pay gap annually, usually by the end of March. If an organisation hasn’t done so by May 2025, it could face reputational damage and penalties. Employers will need to review their pay structures, diversity policies, and take steps toward reducing any gender-based pay disparities.
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