Originally posted by BlueSharp
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- they might have a plug-in number to estimate how much they gain if people don't jump ships. Replacing resources comes with finders fee, training time, cost of assessing the new resource(time of a panel of managers) and additional risk the new person might not be up to par.
If the person leaving is an essential resource to the team then cost is a lot higher (for comp not hmrc).
So understandable they don't like the cost.
Question is, when they actually have to get resources, will they be able to motivate that person to take the role?
- "tax without representation" pay everything as a permanent resource, you don't get compensated for additional risk you take.
As a permanent you can still get fired in first 2y without much fuss, redundancy package before 3-4y is not significant anyway. So security is a red herring anyway.
Pretty much what my thoughts were before, they are changing the resourcing model to limit opportunities and create more manageable approach.
If IR35 has been a compromise solution in the past(for them) to get resources, now looking forward what are they counting on to give more fluidity?
Questioning if EU Tier 1 visa requirements were an impediment and now they can count consultancies and external resource to fill the gaps.
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