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The Val Wade Brief
Complete Edition
November 2026
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Issue 5 — November 2026
Welcome to The Val Wade Brief. This month: permanent hiring grows for a second month running, the Budget sets next April’s pay floor and new harassment and trade union duties are now in force.
Last month we shared the first rise in permanent placements since 2022. September’s figures show it wasn’t a one-off: permanent hiring grew again, at its strongest pace in four years. It’s a fragile recovery and employers are still choosing carefully, but the direction of travel is encouraging.
October was a busy month in the diary. The Arts Council’s National Portfolio round opened on 20th October, the Budget on 28th October confirmed next year’s minimum wage rates and new harassment and trade union duties took effect on 30th October. As always, this issue brings together what we’re seeing in the market, sector by sector, alongside the candidate side of it: who’s available right now and what’s shaping their decisions.
We’re incredibly proud to have been helping organisations and candidates build successful partnerships for nearly 40 years. While the world of recruitment continues to evolve, one thing hasn’t changed: our belief that great recruitment starts with listening, understanding and building genuine relationships.
Best wishes,
Emma Darbyshire Managing Director, Val Wade Recruitment
Legislation & Compliance
The second phase of the Employment Rights Act took effect on 30th October. Here is what is now in force, plus the employment points from the Budget on 28th October and what comes next on 1st January 2027.
Now in force: stronger harassment duties
Employers must now take all reasonable steps to prevent sexual harassment of their staff. Tribunals can increase compensation by up to 25% where a harassment claim succeeds and the duty has been breached. Employers are also liable again for harassment by third parties such as clients, visitors, suppliers and members of the public. Reception, front-of-house, visitor services and events teams are the obvious place to start: risk assessments, refreshed training and clear reporting routes.
Now in force: trade union access
Independent trade unions can now request physical and digital access to workplaces. Employers have 15 working days to respond to a request. Union equality representatives also gain a right to reasonable paid time off. HR and office managers should know who will handle a request and how it will be logged.
Budget: next year’s pay floor confirmed
The National Living Wage for workers aged 21 and over rises by 3.9% to £13.21 an hour from 1st April 2027, with the rate for 18 to 20-year-olds rising to £11.27. The Government confirmed no increase to the headline rates of Income Tax, National Insurance or VAT. It also announced a consultation on limiting non-compete clauses and hinted at future action on pay transparency in job adverts.
Looking ahead to 1st January 2027
The qualifying period for unfair dismissal falls from two years to six months. It takes effect on 1st January 2027 but applies to anyone employed since 1st July 2026, so recent starters will be covered from day one of the change. The duty to tell workers of their right to join a trade union also starts on 1st January 2027. Probation terms, reviews and documentation for new starters are worth tightening now.
Market Intelligence
Last month we reported the first rise in permanent placements since 2022. September’s data shows that growth continuing, although the recovery is still fragile.
Numbers to know
2nd Month of Growth
UK permanent placements (KPMG/REC, September 2026)
Strongest in 4 Years
Pace of permanent placement growth (KPMG/REC)
£13.21
National Living Wage from 1st April 2027 (Budget)
Permanent hiring grows again, but London temp billings dip
The KPMG/REC Report on Jobs, published on 10th October, showed permanent placements rising for a second month in September. The increase was marginal but the strongest in four years. Demand for permanent staff in the private sector improved for the first time in over two years. Three of the four English regions monitored saw more permanent placements, led by the North. Temp billings grew at their slowest pace in five months and fell sharply in London, ending a four-month run of growth there. Overall vacancies fell at their weakest rate in just over two years and permanent starting salaries rose more slowly for the first time in four months. KPMG described the jobs market as starting to flicker back to life, while warning that the recovery remains fragile.
Business Support Salary Benchmarks — London 2026
Role
Salary Range
Day Rate
EA / PA (senior)
£50,000–£70,000
£200–£280
Chief of Staff
£75,000–£100,000+
£300–£400
Office Manager
£38,000–£52,000
£160–£230
Team Administrator
£28,000–£38,000
£120–£170
Receptionist / FOH
£26,000–£34,000
£110–£150
Sources: Lily Shippen 2026 Salary Survey, Robert Half, Morgan McKinley. Figures are unchanged from last month. Permanent salary growth slowed in September (KPMG/REC), but competition for skilled candidates is still pushing offers up, so pitching at the lower end of these ranges carries risk. Candidates with strong AI-assisted workflow skills continue to command a premium.
Sector Intelligence: Professional Services
Law firms get to grips with AI
An HSBC survey of more than 100 senior law firm leaders found 73% see integrating AI as a major organisational challenge and 60% say clients bringing work in-house, often using their own AI tools, is disrupting their business. Firms are becoming more selective about where they invest. For business support teams, that means demand is shifting towards EAs, PAs and coordinators who can work confidently with new tools and keep complex practices running smoothly.
Hiring practices under review
The Budget’s planned consultation on non-compete clauses and its hint at pay transparency in job adverts both point towards more open hiring. Firms that already advertise salary ranges and keep restrictive covenants proportionate will be better placed if rules change. They also tend to attract stronger shortlists in the meantime. Meanwhile, the new harassment duties are particularly relevant for client-facing reception and hospitality teams.
Sector Intelligence: Built Environment
Construction downturn eases, but job cuts continue
The S&P Global UK Construction PMI rose to 46.1 in September from 44.3 in August. Activity is still falling, but more slowly. Commercial building recorded its smallest fall since May 2025 while housebuilding remained the weakest area. Construction employment has fallen every month since January 2025, with September’s drop the sharpest in five months. Business optimism fell to its lowest since May. Engineering was one of the sectors leading permanent demand in the latest Report on Jobs.
Architects’ staffing outlook turns positive
RIBA’s Future Workload Index held at +1 in September and both staffing indices moved back into positive territory, with permanent staffing at +3 and temporary at +1. London workload expectations recovered to +9 from -10, although London remains the weakest region for staffing intentions. Practices report workloads around 9% lower than a year ago, so RIBA describes this as stabilisation rather than recovery. For experienced practice managers, studio coordinators and PAs, well-targeted opportunities are starting to reappear.
Sector Intelligence: Higher Education
International student levy costs rise
An updated government impact assessment published on 28th October estimates the £925-per-student international levy will cost providers £1,010m in lost fees over its first three years, more than the £900m forecast in 2025. Higher-ranked universities are expected to absorb it with fewer recruitment losses, while lower-ranked institutions are likely to feel it most. The Budget also said the Graduate Route will be extended to two years for graduates of high-compliance universities, although details are still to come.
Professional services teams remain under review
With the Office for Students’ latest figures showing over four in ten English providers forecasting deficits, restructures, shared-service projects and interim cover continue to shape HE hiring. That is releasing experienced faculty administrators, PAs, HR coordinators and student services staff, many of whom are open to moves into arts, charity and professional services settings.
Sector Intelligence: Arts & Heritage
National Portfolio 2028–33: six weeks to go
Arts Council England’s National Portfolio round opened on 20th October and closes on 15th December, with decisions expected in July 2027. For the first time, funding is offered for five years from the outset, through a single integrated application. Chief executive Darren Henley has warned that demand will likely exceed the funding available. Organisations finalising bids may need extra development, finance and administrative support over the next six weeks. Talk to us →
Councils, capital projects and change
Arts Council England and the Local Government Association have formed a three-year partnership to strengthen councils’ role in cultural planning during local government reorganisation, which matters for council-run museums and venues. Capital projects continue too: Ipswich Museum’s £12m redevelopment is in its final stages ahead of reopening in 2027. Reopenings and restructures bring demand for project, visitor experience and operations support.
The Candidate Market
Candidate availability is still rising sharply, often linked to redundancies, but at its slowest rate in three years. Permanent candidate supply grew at its weakest pace since September 2023, while temporary candidate numbers rose at their fastest rate in three months. So strong permanent candidates are becoming harder to find, while interim and temp cover is easier to secure.
Arts & Heritage
With National Portfolio bids due on 15th December, development, finance and administrative talent is in demand. Candidates with successful funding applications behind them have options, so early engagement pays.
Higher Education
Restructures continue to release experienced faculty administrators, PAs, HR coordinators and student services staff. Many are open to moving into arts, charity and professional services settings.
Built Environment
Architects’ staffing intentions have turned positive while contractors are still cutting jobs. Experienced support staff are available but are weighing stability carefully before they move.
Professional Services
Competition for strong EAs, PAs and team administrators is sharpening as permanent hiring grows. The best candidates are moving quickly, so speed and a clear salary position win.
What candidates are looking for right now
✦ Job security and a stable, well-funded employer
✦ Hybrid expectations that are clear and applied consistently
✦ Pay that keeps pace with living costs and next April’s wage rises
✦ A quick, decisive process with prompt feedback
✦ Genuine development and progression
✦ Support to use AI tools well in their role
Ready to hire, or looking for your next role?
We’d love to help. Val Wade has been placing office administration, digital, business and customer support professionals across our specialist sectors for over 40 years.
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