The support services contract company Regent Samsic reports that it has become one of the first in its sector to become a recognised services provider to work with the Living Wage, an hourly rate based on the cost of living in the UK and higher than the legal national minimum wage.
The accreditation by The Living Wage Foundation (LWF), according to Regent Samsic, reflects its commitment to the Living Wage in its core business while raising its perceived importance by the company’s customers. Regent Samsic provides cleaning, security, and facility management support services from 13 regional offices to 1700 UK sites across occupied by 750 clients.
Rhys Moore Director of the Living Wage Foundation said: “The benefits the Living Wage brings to staff and business are clear and I welcome the leadership shown by Regent Samsic on this important issue.”
And Regent Samsic joint managing director, Jonathan King, said: “Becoming a Recognised Living Wage Service Provider and striving to pay the Living Wage where possible is continued evidence of our ongoing commitment to staff welfare. We see promoting the Living Wage as a cornerstone of best practice, going forward.”
Visit www.regentsamsic.com and www.livingwage.org.uk.
What’s a recognised services provider?
The LWF made the scheme for contractors providing servivces such as cleaning and security guarding to others that feel they are unable to implement the Living Wage in all of their contracts. To attain the award, these organisations commit to paying all of their own head office staff the Living Wage, and to always supply a Living Wage bid alongside a market rate bid to their current and prospective clients. In November 2014 the LWF raised the hourly level to £7.85 and for London to £9.15 per hour. Over 1000 organisations have signed up to be accredited Living Wage Employers.
This compares with the national minimum wage since 2014 of £6.50 an hour for those over 21; which itself compares with £5.05 in 2005.
About the Living Wage
Organisers stress the benefits – reducing staff turnover; increasing worker morale and loyalty; reducing absenteeism; productivity improvements – and that there has to be a business case and that costs are covered. For more visit the LWF website.
