Patron Perspectives 2024/25 | Navigating the Employment Landscape

This blog series brings together sector reflections from our Patron network – leaders who play an active role in shaping Kingston’s economy and supporting its business community.

Each piece was first published in our 2024/25 Impact Report, where we asked: what’s changed over the past year – and what’s likely to shape what’s next?

The result is a collection of expert, actionable editorials. Throughout this series you’ll find perspectives on housing, education, digital experience professional services and more, reflecting the challenges and opportunities shaping Kingston’s economy.

The Borough of Kingston upon Thames currently provides approximately 89,000 jobs across 8,500 businesses. Employers, large and small, over the next 12–24 months face a dynamic and evolving landscape, requiring strategic foresight to exploit the opportunities and mitigate the potential pitfalls. 

OPPORTUNITIES 

Talent attraction and retention:
Kingston’s working-age population ranks among the most educated in England. The Office for National Statistics (ONS) reports the percentage of the Kingston upon Thames working-age (aged 16 – 64) population who have a degree or higher as 65.2%, which is above the 43.2% degree qualification rate for England. Borough businesses can benefit from a highly educated and creative local workforce – as long as they have strategies in place to attract employees in the face of the potential appeal of commuting into London. 

Technological advancements:
The rise of AI and automation offers businesses the chance to enhance their business model, streamline operations and accelerate productivity. Where businesses are currently feeling the financial impact of the rise in employment costs and a highly competitive environment, any opportunity to improve productivity through utilising technology, while developing an engaging culture, is essential.  Employees may understandably be nervous of the potential impact of technological advancements on their employment. Education and collaboration with employees to support their adoption of technological change is key. 

Workforce expansion:  

Many industries across the UK, such as IT, healthcare, and logistics, are experiencing growth, creating opportunities for recruitment and skill development. Within the borough in particular,
we have a wealth of creative and entrepreneurial enterprises that provide new opportunities for employment and a growing reputation for innovation. Partnerships between private and public sector organisations provide an environment for exceptional insight, growth and success. While these opportunities signal growth potential, businesses must also contend with formidable obstacles. 

CHALLENGES 

Legislative changes:
The Employment Rights Bill will see the introduction of more legislative changes than employers have seen in the last decade. In 2025 – 2026, new laws will affect a wealth of employer responsibilities, including fair dismissals, workplace anti-harassment, extensions to family- friendly leave and right-to-work monitoring. These changes not only require updates to internal policies and practices but also to leadership capability. All leadership teams need to face their responsibilities or deal with potential significant reputational and financial damage. 

Rising costs and expectations:
The increase in National Insurance contributions to 15% in April 2025 and higher living wages are putting financial pressure on all employers. The NI increase alone will result in employers paying an additional 2.61% for each employee. At the same time, with most employees feeling the pressure of higher costs of living, there is a demand for pay increases and increased variable pay. improved creativity and communication around pay and benefits will be necessary for any employer to successfully retain talent. 

Employee wellbeing:
According to DHR Global’s Workforce Trends Report 2025, 82% of employees are experiencing burnout to some level due to long hours and difficulty balancing work and personal life. Data from the recent What Kingston Thinks report reflected that the biggest concern of Kingston residents was regarding their mental health and wellbeing. Employers are faced with higher employment costs in conjunction with higher absenteeism levels and reduced productivity due to mental health concerns.    

SUMMARY 
As Kingston businesses navigate this shifting employment terrain, adaptability and strategic foresight will be paramount. Companies must proactively invest in talent retention, harness emerging technologies, and leverage Kingston’s entrepreneurial ecosystem. Simultaneously, they must confront rising costs, evolving legislation, and increasing employee wellbeing concerns with innovative solutions. The key to sustainable success lies in balancing opportunity with preparedness – ensuring businesses not only survive but thrive in the years ahead.  

The HR Dept Elmbridge, Kingston & Surbiton provides tailored HR and employment law support to small and medium-sized businesses across North Surrey. Led by Sandra Porter, a Chartered FCIPD professional with extensive Director-level HR experience, the team offers practical services from contracts and recruitment to employee relations, performance management and tribunal insurance. With a local and personal approach, The HR Dept helps business owners make confident decisions, protect their organisations and focus on growth.

Find more information at https://www.hrdept.co.uk/elmbridge/.