Request
1. Does your organisation have a formal policy in-place for ensuring your directly employed staff in London are not in, in-work poverty?
2. Does your organisation employ temporary staff in London?
3. If so, what proportion of the London workforce are temporary staff?
4. Does your organisation have a formal policy or policies in-place to minimize the proportion of the London workforce that is made up of temporary staff?
5. Does your organisation pay at least the London Living Wage to all its London-based staff i.e. those both directly employed and temporary?
6. Which of the following measures, if any, does your organisation have in-place for all its permanent London-based full-time staff?
(a) Help with travel costs
(b) Debt support/ advice
(c) Support for mental health
(d) Support for physical health
(e) Subsidized training courses
(f) Cycle to work schemes
(g) Trade Union recognition
(h) Formal procedures for consulting staff about organisational decisions
(i) Maternity pay above statutory levels
(j) Paternity leave pay
(k) Pension contributions for staff above the statutory minimum
(l) Staff discount scheme
(m) Savings scheme
(n) Wages advance facility
(o) Private medical insurance
7. Which of the following measures, if any, does your organisation have in-place for all its permanent London-based part-time staff? (See above)
8. Which of the following measures, if any, does your organisation have in-place for all its London-based temporary staff? (See above)
9. Does your organisation procure, from private suppliers, goods and/ or services required for the internal functioning of its London offices?
10. Does your organisation have procurement policies in-place which ensure that those that are in London working for entities supplying goods and/ or services to it, are not in, in-work poverty?
11. Does your organisation have procurement policies in-place which require the entities supplying goods and/ or services to it, to pay those London-based workers employed by those suppliers and delivering such goods and/ or services, (at least) the London Living Wage?
12. Does your organisation have procurement policies in-place which require the entities supplying goods and/ or services to it, to ensure the London-based workers employed by those suppliers and delivering those goods and/ or services, are employed on permanent full-time contracts?
13. Does your organisation require (in contractual terms and conditions) the entities supplying goods and/ or services to it, limit the proportion of London-based workers they have delivering such goods and/ or services that are on temporary contracts?
14. Does your organisation have arrangements in place for procuring services for the public, that your institution is under a duty to provide, from private suppliers?
15. Does your organisation have procurement policies in-place which aim to ensure that those London-based people working for the entities supplying services to the public on a contracted-out basis on your institutions behalf, are not in, in-work poverty?
16. Does your organisation require (in contractual terms and conditions) the entities supplying services to the public on a contracted-out basis on your institution’s behalf, to pay at least the London Living Wage to the London-based workers that they have delivering such services?
17. Does your organisation require (in contractual terms and conditions) the entities supplying services to the public on a contracted-out basis on your institution’s behalf, to ensure they employ all the London-based workers that are delivering such services, on permanent full-time contracts?
18. Does your organisation require (in contractual terms and conditions) the entities supplying services to the public on a contracted-out basis on your institution’s behalf, limit the proportion of London-based workers they have delivering such services that are on temporary contracts?
Outcome
Information provided.
Response
1. Does your organisation have a formal policy in-place for ensuring your directly employed staff in London are not in, in-work poverty?
We do not have a formal policy that specifically covers this.
2. Does your organisation employ temporary staff in London?
We employ people on fixed-term contracts. We also use agency staff.
3. If so, what proportion of the London workforce are temporary staff?
10.5% of the London workforce are employed on a fixed- term contract.
4. Does your organisation have a formal policy or policies in-place to minimize the proportion of the London workforce that is made up of temporary staff?
It is The National Archives’ policy to employ on a permanent basis except when there is a justifiable reason not to do so. Fixed-term contracts are typically used when there is a need for a finite period, such as an externally funded project or to cover absence (e.g. maternity eave). Agency staff are only used for very short periods of time when the need is urgent.
5. Does your organisation pay at least the London Living Wage to all its London-based staff i.e. those both directly employed and temporary?
New London Living Wage rates were announced on 22 September 2022. All our London-based employees are paid a salary that exceeded the London Living Wage rate effective at the time of our last pay review on 1 April 2022. We ensure all agencies pay an hourly rate to those placed with us that at least meets the London Living Wage.
6. Which of the following measures, if any, does your organisation have in-place for all its permanent London-based full-time staff?
The National Archives offers the same benefits, terms and conditions to all employees, regardless of work pattern and contract type. The following therefore applies to all employees. We do not hold information on all the measures available to those not employed by The National Archives, however we make some available to agency staff where indicated (*).
(a) Help with travel costs
Interest-free season ticket loan.
(b) Debt support/ advice *
Free, professional advice through our Employee Assistance Programme.
(c) Support for mental health *
Mental Health First Aiders, Hear Together volunteers (part of our Time to Change pledge), professional counselling and advice through our Employee Assistance Programme.
(d) Support for physical health *
On-site gym for members of the Civil Service Sports and Social Club (small monthly fee).
(e) Subsidized training courses
Learning and development opportunities are made available to all employees, in support of organisational need and individual performance. Additionally, up to 80% of the cost of further education and other approved courses of study may be available subject to application and budget availability. Fixed-term employees require at least a year remaining on their contract due to the period of time over which these courses are usually run.
(f) Cycle to work schemes
Interest-free bicycle loan.
(g) Trade Union recognition
We formally recognise PCS, FDA and Prospect trade unions.
(h) Formal procedures for consulting staff about organisational decisions
We formally consult with staff through the recognised trade unions.
(i) Maternity pay above statutory levels
The first 6 months of maternity leave is at full pay for those with at least 26 weeks service by the 15th week before the expected week of childbirth.
(j) Paternity leave pay
We provide 3 weeks maternity support leave at full pay for those with at least 26 weeks’ service by the 15th week before the expected week of childbirth or matching week.
(k) Pension contributions for staff above the statutory minimum
The National Archives operates Civil Service Pensions. The contribution rates are published on the Civil Service Pensions website.
(l) Staff discount scheme
Employees have access to discounted products and services.
(m) Savings scheme
We do not offer this.
(n) Wages advance facility
Employees may request an advance in exceptional circumstances. We also offer a Tenancy Deposit Scheme and advances at Christmas.
(o) Private medical insurance
We do not offer this.
7. Which of the following measures, if any, does your organisation have in-place for all its permanent London-based part-time staff?
See above.
8. Which of the following measures, if any, does your organisation have in-place for all its London-based temporary staff?
See above
9. Does your organisation procure, from private suppliers, goods and/ or services required for the internal functioning of its London offices?
Yes, we do procure goods and services from third party suppliers.
10. Does your organisation have procurement policies in-place which ensure that those that are in London working for entities supplying goods and/ or services to it, are not in, in-work poverty?
Our procurement activities are carried out in line with the Procurement Policies published by Cabinet Office.
11. Does your organisation have procurement policies in-place which require the entities supplying goods and/ or services to it, to pay those London-based workers employed by those suppliers and delivering such goods and/ or services, (at least) the London Living Wage?
Our procurement activities are carried out in line with the Procurement Policies published by Cabinet Office.
12. Does your organisation have procurement policies in-place which require the entities supplying goods and/ or services to it, to ensure the London-based workers employed by those suppliers and delivering those goods and/ or services, are employed on permanent full-time contracts?
Our procurement activities are carried out in line with the Procurement Policies published by Cabinet Office.
13. Does your organisation require (in contractual terms and conditions) the entities supplying goods and/ or services to it, limit the proportion of London-based workers they have delivering such goods and/ or services that are on temporary contracts?
Our contractual terms and conditions vary from contract-to-contract, depending on the sourcing method. Most contracts will be under CCS Framework terms, or will follow the model terms published here.
14. Does your organisation have arrangements in place for procuring services for the public, that your institution is under a duty to provide, from private suppliers?
No
15. Does your organisation have procurement policies in-place which aim to ensure that those London-based people working for the entities supplying services to the public on a contracted-out basis on your institutions behalf, are not in, in-work poverty?
We do not contract out.
16. Does your organisation require (in contractual terms and conditions) the entities supplying services to the public on a contracted-out basis on your institution’s behalf, to pay at least the London Living Wage to the London-based workers that they have delivering such services?
We do not contract out.
17. Does your organisation require (in contractual terms and conditions) the entities supplying services to the public on a contracted-out basis on your institution’s behalf, to ensure they employ all the London-based workers that are delivering such services, on permanent full-time contracts?
We do not contract out.
18. Does your organisation require (in contractual terms and conditions) the entities supplying services to the public on a contracted-out basis on your institution’s behalf, limit the proportion of London-based workers they have delivering such services that are on temporary contracts?
We do not contract out.