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The New Labour government introduced a national minimum wage (NMW) in 1999. At first this was opposed by the Conservative party, but they have since joined a growing political consensus. The Low Pay Commission (LPC) are tasked with recommending NMW rates that 'help as many low-paid workers as possible without any significant adverse impact on employment or the economy’. The LPC’s apparent success in achieving this, may be one reason for growing political census, so it is perhaps worrying that a National Living Wage (NLW) is being set without these considerations. Len Shackleton, Professor of Economics at the University of Buckingham and Editorial and Research Fellow at the Institute of Economic Affairs, sets out these issues and more in a recent IEA paper on Restructuring Minimum Wages. Prof. Shackleton argues that the system has become overly complex and recommendations made by the Taylor Review will only add to this complexity. In this interview we consider his proposals and what the future may hold for UK minimum wages.

Welcome to 1984 – the hidden twist in the smart meter saga that could see suppliers take control of your account. Plus, victory for the fans as Ticketmaster takes a significant step to combat 'professional' touts. Also…Can you get on the property ladder with £10 thousand, and how to avoid being a CV cliché!

Recent decades have seen radical change in the way that conflict is dealt with in UK workplaces. Collective industrial action has been replaced by pursuit of individual employment rights through litigation, via Employment Tribunals (ETs). Richard Saundry is Professor of HRM & Employment Relations at Plymouth University Business School. He has written extensively on workplace conflict and brings a wealth of experience, including time spent at NUM HQ at the start of the 1990s. Peter and him consider why employees in certain types of firm report higher levels of conflict; whether ‘vexatious’ ET claims represent a significant cost to firms and discuss how conflict is resolved in the modern workplace. In this modern setting, what role is there for the union movement and what are the implications of Brexit?

Adam Cox chats with Sam Miles, the head of production for Televisualise, a branded content company. They discuss how social media sites, especially YouTube, have enabled companies large and small to move from traditional advertising to a more subtle and less intrusive approach. From product placement to vlogging, this episode looks at how modern marketing has democratised audience engagement with tips about how to go about it for even the smallest company.

In this episode of Modern Mindset, Adam Cox talks to Hypnotherapist and NLP practitioner, Matt Cullen, to investigate whether hypnosis has any place in the workplace or the boardroom. From communication, beliefs, and values, to confidence and anxiety, could this be the key to helping businesses unlock their employees’ full potential?

With the clock ticking on Britain's two year negotiation period the Brexit debate is proving far from over. So what could the outcome mean for Britain's rural economy? In this special report Share Radio's Tom Hill looks at the hopes and fears of the country's farming and fishing industries.

In part 2 of our look at the impacts of Brexit on Britain's rural economy Share Radio's Tom Hill looks at the hopes of Britain's fishing industry.

The government has rejected calls to ban employers from forcing women to wear high heels, arguing that existing laws against sex discrimination already outlaw such dress codes. So what can employees do if they're faced with sexist dress codes?

A lack of skilled workers is increasingly forcing many employers to offer higher wages and lower requirements for candidates. That's according to research from The Recruitment & Employment Confederation which found nearly half of employers struggling to recruit for permanent roles. To find out more about what's causing this Share Radio's Tom Hill spoke to REC Director of Policy and Professional Services Tom Hadley.

Last week saw the introduction of new gender pay reporting regulations forcing companies employing more than 250 people to publish information about their pay. So, what will this information really tell you, what can you do if you think you're not being paid the same as men in your organisation and what happens if you don't comply with the rules?