The position and experiences of migrant workers in the UK The challenges for the South West Dr Sonia McKay

Issues to be covered  Definitions  Background to recent migration  Routes of access to employment  Employment rights  Motivations, aspirations and ambitions  EEDA research  HSE research

Definitions  “migrant workers” those who have come to the UK within the last five years specifically to find or take up work, whether intending to remain permanently or temporarily and whether documented or undocumented’  Sectors: construction; agriculture; food processing; health care; hotels and catering  Countries of origin: Eastern Europe; Portugal; South East Asia; Southern Africa  Schemes and permits

Background to recent migration  Traditional reliance on seasonal labour  Changes in methods of production  Lack of locally available labour  Skills’ shortages  World upheaval

ROUTES OF ACCESS TO EMPLOYMENT  Personal contacts word of mouth  Recruited abroad  Agencies and gangmasters  individual searches for work

Migrant workers and employment rights  Is there adequate protection?  Are migrant workers in a special position?  Are there issues applicable to all workers?  Identifying the employer  Gangmasters and agencies  The Employment Agencies Act 1973  The Gangmasters’ Licensing Act 2004 –criminal penalties  Unauthorised workers and illegality

Key employment rights  Discrimination at work: should there be a specific right for migrant workers?  Written terms and conditions: problems of lack of information  Pay rights: deductions; pay under the NMW  Working time and health and safety: risks – long hours  Dismissals: service qualification; impact of new procedures  Trade union rights: vulnerable workers

Research questions  New workers: Migrants and refugees  What are the distinctions between ‘voluntary’ and ‘involuntary’ migration  Documented or not; short-term or long-term  Intentions change and evolve  Had they ‘chosen’ to come?  How did they see the future at the time?  Had they anticipated hurdles?  How did they assess their situation?

MOTIVATIONS, ASPIRATIONS AND AMBITIONS Motivations – financial; unemployment; adventure; family; language; historic links; experience of racism or oppression  Aspirations – most aspire to stay for relatively short period; those with families more likely to settle;  Ambitions – to return to own profession; self-employment

Motivations  Motivations  Exercising choice?  Desired destination  Disappointments and frustrations  Why migrate?  Economic reasons  Family and historic ties  Language – acquisition or in common  Gender  New experiences

Research findings East of England  The EEDA research  The region: sectors covered; nature of industries and demands;  Migrant workers’ under-utilised skills  Conditions at work : agencies; wages; hours; shifts  General issues: accommodation; banking; childcare

Size of the migrant labour force: EMPLOYER SURVEY  of those responding 42.2% employed migrant workers  out of total workforce of around 10,000, around 2,000 were migrant workers, one in five employees  one third of these employers had additional seasonal migrant workers  Overall assessment – 50,000 to 80,000 migrants.

AGE, GENDER AND SKILLS  Women as likely as men to be working as migrants, although found in different occupations with similar patterns of job segregation as in UK generally  many had skills in short supply within the region  Sample showed wide age range, but most clustered around 25 – 49 age group  many also had high levels of education

The HSE supported research  Morecambe bay and other incidents  Need for research focusing on experiences of migrants themselves - face to face interviews with 200 migrant workers  Interviews with more than 60 employers  Five regions in England and Wales  Surveys of employers and unions  Report available February/March 2006  Good practice guidelines

Initial findings  Wide range of nationalities  Mostly in low paid jobs, in specific sectors  Disproportionately located in London, but new areas of migration  Greater likelihood that they will not be represented by trade unions, impacts on their negotiating abilities  key issues unequal pay unfair deductions from pay, long hours, poor terms and conditions of work, harassment, job security and immigration status/ work permit issues  English Language difficulties make the understanding of health and safety procedures difficult. Managing health and safety risks is particularly complex when workers have communication difficulties  Vulnerable to health and safety risks