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The Labour government's new Employment Rights Bill represents the most significant transformation of UK employment law in a generation. This comprehensive legislation will fundamentally alter the employer-employee relationship, introducing changes that businesses must carefully prepare for and implement.

Multiple economic pressures are forcing organisations to rethink their hiring strategies. The increase in Employer National Insurance Contributions, combined with a higher National Minimum Wage and expanded employee rights, is creating significant challenges for workforce planning.

In the fast-paced world of London’s professional services, it is easy to focus on the headline-makers — the CEOs, the dealmakers, the innovators. But behind every high-performing executive and every seamless operation is a team of skilled, adaptable, and often unsung professionals: Executive and Business Support staff. At Morgan Spencer, we know that these roles are not just “support” but they are strategic enablers. And in today’s competitive market, the demand for top-tier support talent has never been higher.

As organisations face growing skills gaps, the decision between upskilling existing talent and hiring new employees has become increasingly complex. Recent data shows that successful companies are adopting a dynamic approach, combining both strategies to build resilient, future-ready workforces.

London's business landscape is experiencing a significant shift, with new commercial hotspots emerging beyond the traditional core. While the City and West End remain powerful magnets, innovative businesses are increasingly drawn to emerging districts that offer fresh opportunities and better value.

The recruitment landscape has fundamentally shifted. While competitive salaries and benefits remain important, candidates are increasingly prioritising a company's Environmental, Social, and Governance (ESG) credentials when making career decisions. Recent research reveals that nearly 40% of employees would seek new opportunities if they felt their employer wasn't doing enough on ESG issues.