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The True Value of Real Living Wage in Facilities Management

Updated: 13 hours ago

In an era where corporate responsibility intersects with operational excellence, the decisions we make about facilities management extend far beyond maintaining buildings – they fundamentally impact people's lives.


As the Real Living Wage (RLW) rates increase to £12.60 across the UK and £13.85 in London for 2024-25, it's crucial to understand how these changes affect your organisation, your service providers, and most importantly, the people who keep your facilities running smoothly day after day.

Graphic showing the new rates of pay

Understanding the Real Living Wage: Beyond the Numbers

The distinction between the Real Living Wage and the government's National Living Wage is significant, yet often misunderstood. While the National Living Wage represents a legal minimum, the Real Living Wage is calculated based on what people actually need to live. This isn't about meeting basic legal requirements – it's about ensuring that everyone in your workplace ecosystem can maintain a decent standard of living.


Consider this: The new Real Living Wage rates mean that full-time workers will earn £2,262 more annually than those on the National Living Wage outside London, and £4,700 more in London. These aren't just figures on a spreadsheet; they represent the difference between struggling to survive and being able to truly participate in society.


The Hidden Cost of Low Pay in Facilities Management

Recent research from the Living Wage Foundation has unveiled a troubling reality that affects many in the facilities management sector. When workers earn below the Real Living Wage, the impacts ripple throughout your entire organisation. Let's examine what this means in practice.


Financial instability among facilities staff manifests in numerous ways that directly affect service delivery. When 42% of workers have less than £10 left after paying for essentials, they're often forced to make impossible choices. This might mean choosing between heating their home or buying adequate food. It might mean missing work when they can't afford the transport costs or coming to work ill because they can't afford to take time off.


The mental health impact is equally significant. With 67% of workers reporting that low pay negatively affects their mental health, we must consider how this influences their ability to perform their roles effectively. Anxiety about finances doesn't stay at home – it follows people to work, affecting concentration, motivation, and overall job performance.

Graphic showing the different between the different rates of pay

The Business Case for Real Living Wage

When we talk about the business benefits of implementing the Real Living Wage, we need to look beyond immediate costs and consider the long-term strategic advantages. Our experience as a Real Living Wage Recognised Service Provider has shown us that the benefits are both broader and deeper than many organisations initially expect.


Enhanced Service Quality and Consistency

The relationship between fair wages and service quality is clear but complex. When facilities management staff earn a Real Living Wage, they're able to focus fully on their work without the distraction of financial stress. This translates into more thorough cleaning, more attentive maintenance, and more proactive problem-solving.


Consider a cleaning operative responsible for maintaining your office environment. When they're not worried about making ends meet, they can focus on delivering exceptional service rather than rushing through tasks to make it to a second job. They're more likely to notice and report potential maintenance issues before they become problems, contributing to the overall longevity of your facilities.


Staff Retention and Institutional Knowledge

One of the costliest aspects of facilities management is staff turnover. When we pay the Real Living Wage, we see dramatically improved retention rates. This matters because experienced facilities staff carry valuable institutional knowledge about your buildings, systems, and preferences that can't be replaced quickly.


A staff member who has been with your facility for years understands its quirks and characteristics. They know which areas need extra attention during different seasons, they understand the building's peak usage patterns, and they've developed relationships with occupants that enhance service delivery. This kind of knowledge takes years to develop and is invaluable for maintaining high standards of facility management.


Reputation and Corporate Social Responsibility

In today's business environment, your approach to wage fairness is increasingly visible to stakeholders. Clients, employees, and investors are paying attention to how organisations treat all their workers, including contracted facilities staff. Implementing the Real Living Wage demonstrates a genuine commitment to social responsibility that goes beyond marketing statements.


The reputational benefits extend to recruitment as well. When organisations become known for ensuring fair wages throughout their supply chain, they become more attractive to potential employees who value ethical business practices. This applies not just to facilities roles but to all positions within the organisation.


Implementation: A Practical Guide

Transitioning to Real Living Wage facilities management services requires careful planning and execution. Here's a detailed look at how organisations can make this change effectively:


Assessment Phase

Begin with a comprehensive audit of your current facilities management arrangements. This should include:

  • Mapping all service contracts and wage structures

  • Identifying which roles would be affected by the change

  • Calculating the total investment required

  • Assessing the potential impact on service delivery and quality


Strategic Planning

Develop a clear implementation strategy that considers:

  • Phasing options for different service areas

  • Communication plans for stakeholders

  • Performance metrics to track impact

  • Budget adjustments and cost management approaches


Implementation Support

As a Real Living Wage Recognised Service Provider, we offer comprehensive support throughout the transition process. This includes:

  • Contract restructuring advice

  • Staff training and development programs

  • Performance monitoring systems

  • Regular impact assessments and adjustments


The Wider Social Impact: A Business Perspective

Implementing the Real Living Wage in facilities management creates ripple effects throughout local communities. When facilities staff earn a living wage, they spend more in local businesses, require less state support, and can participate more fully in community life. This creates a virtuous cycle that benefits the broader economy and society.


From a business perspective, these community benefits translate into:

  • More stable local economies where your business operates

  • Improved community relations and local reputation

  • Enhanced ability to attract and retain talent

  • Stronger local supply chains

  • Better relationships with local authorities and stakeholders


Looking to the Future

As we move forward in an increasingly complex business environment, the way organisations approach facilities management and wage fairness will become even more crucial. The Real Living Wage isn't just about meeting today's needs – it's about building sustainable, resilient organisations that are prepared for future challenges.


The recent increase in Real Living Wage rates reflects the ongoing challenges faced by workers in the current economic climate. By implementing these rates now, organisations position themselves ahead of likely future regulatory changes and demonstrate leadership in their industry.


Taking Action: Your Next Steps

If you're considering implementing the Real Living Wage across your facilities management services, we're here to help guide you through the process. As a Real Living Wage Recognised Service Provider, we understand both the challenges and opportunities this transition presents.


We recommend starting with a comprehensive consultation to:

  1. Evaluate your current facilities management arrangements

  2. Assess the potential impact of implementing the Real Living Wage

  3. Develop a customised implementation plan

  4. Create a monitoring and evaluation framework


The decision to implement the Real Living Wage across your facilities management services is more than a financial choice – it's a statement about your organisation's values and vision for the future. With the new rates now announced, there's never been a better time to take this step.


The evidence is clear: organisations that ensure all their workers, including facilities staff, earn a Real Living Wage see better service quality, improved reputation, and stronger overall performance. The question isn't whether to implement the Real Living Wage, but how to do it most effectively.


As your facilities management partner, we're ready to help you make this transition successfully. Contact our team today to begin your journey toward more ethical, effective, and sustainable facilities management.


Get in touch at sayhello@workplace.co.uk to arrange a consultation and learn more about how we can support your transition to Real Living Wage facilities management services.


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*WORKPLACE is a Real Living Wage Recognised Service Provider, committed to supporting organisations in creating fair, sustainable workplaces through excellent facilities management services.*

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