Great feedback just in from a first-time buyer and self-employed company director for our mortgage advisor, Jayne Routledge:
“I just wanted to say thank you so much for the past year and a half for helping me along the whole process of buying my first home and answering all and any questions that I had.”
Choosing an independent mortgage advisor means getting tailored advice, access to a wider range of lenders, and someone who truly works in your best interest, not the bank’s.
At Brancaster House, we take pride in guiding our clients through every step, from first-time buyer to remortgage and beyond.
Since its launch ten years ago, Twitter has gone from strength to strength. In recent years, businesses have begun to take advantage of the ever-growing social network to help their brand flourish.
However, one thing that has always been a major stumbling block is trying to fit full sales messages, news headlines and general content posts into Twitter’s 140 character limit.
Twitter have now made life slightly easier for those of us who utilise Twitter as a focal point of our marketing strategies. Back in May Twitter announced that users would be able to make the most of 140 character limit by excluding media such as images and videos from the character count – this is now a reality!
Before this update images used to count for around 24 characters.
Example: when providing a link to your website, and an image to attract some more attention, you would only be left with roughly 92 characters to actually write your ‘message’ – not really enough, is it?
I’ve always been taught to include an image/graphic/video in as many of my tweets as possible. This helps to maximise engagement – an image on a Twitter feed stands out much more than just text. Looking at a recent top trend below, you can see what I mean. The tweet with the image attached is far more prominent than those that consist of just text:
We hope that in the near future we will see URLs excluded from the character count as well. But for now, thank you Twitter!
Should your business invest in height-adjustable desks? Here’s what you need to know
They’re popping up in workplaces everywhere, and chances are you’ve seen them online or in person. But are height-adjustable desks really as beneficial as people say – or just a fad we’ll all forget about in a few years?
At Millar West, we’ve seen plenty of furniture trends come and go over the past 30 years. In this article, we’ll give you our honest take on sit-stand desks. What the research says, who they benefit, and how to choose the right one for your workspace.
1. What are height-adjustable desks?
Height-adjustable desks (also called sit-stand desks) allow users to switch between sitting and standing during the workday.
Most use electric motors to raise or lower at the push of a button – some are manual crank-based. Either way, the goal is simple: to help people move more and sit less at work.
2. Why businesses are paying attention
UK businesses face a range of challenges today, and chances are, you’ve felt them firsthand.
One of the biggest is employee absenteeism. In 2023 alone, over 8 million sick days were taken due to back-related issues. With 3 in 10 workers reporting regular back pain, it’s clear that workplace health is becoming a serious concern.
That’s why more companies are exploring ways to improve employee wellbeing. It’s now becoming essential for reducing time off, boosting productivity and staying competitive in today’s tougher markets.
Height-adjustable desks have emerged as a simple, effective part of that solution. And it’s not just blind hope – there’s solid evidence they can make a real difference.
3. What the research says
In recent years, several scientific studies have explored the real-world impact of height-adjustable desks. One of the most reliable came in 2018 – a year-long study in a working office environment.
Here’s what they found when comparing height-adjustable desks to traditional desks:
47% of users reported reduced upper back, shoulder, and neck discomfort
65% saw better energy levels and improved health outside of work
65% also reported increased productivity and sharper focus
Other key findings:
A 2021 Japanese study found a significant reduction in neck and shoulder pain
A 2022 University of Leicester study reported reduced workplace stress and body pain
These weren’t just small, casual surveys – they were peer-reviewed and methodologically sound. In short, the benefits of sit-stand desks are real.
4. Why sitting all day is a problem
Sitting for long stretches can take a toll on your body and mind. Here’s a quick snapshot of what the research shows:
The average office worker sits 6.5 to 8 hours per day, not counting evenings.
Prolonged sitting is linked to metabolic syndrome (high blood pressure, blood sugar, and belly fat).
Sitting 8+ hours/day raises the risk of early death by 22%, especially in inactive adults.
It’s also tied to higher levels of anxiety, depression, and workplace stress.
Physically, it weakens muscles, shortens hip flexors, and compresses spinal discs, leading to long-term back pain and higher absenteeism.
You’ve probably heard the phrase “sitting is the new smoking.” While a bit dramatic, it reflects a serious health issue.
5. Could height-adjustable desks help you and your team?
If you or your colleagues spend most of the day sitting at a computer, a height-adjustable desk could make a big difference.
We’d recommend them if:
Your team sits 6+ hours per day
Staff report recurring aches or low energy
You’re looking to improve productivity or reduce sick days
You want to modernise your office setup
6. What to consider before you buy one
The good news is that height-adjustable desks aren’t that expensive anymore.
With the global sit-stand desk market expected to grow to over £10 billion by 2032, manufacturers are constantly competing on price.
Here’s a quick guide if you’re looking to invest in height-adjustable desks:
Measure your space just like you would for a traditional desk.
Check the weight limit – 100kg is a good benchmark for dual monitors and heavier setups.
Check the height range – not all desks go as high or as low as you might need. The correct height for standing is generally elbow-level.
Manual or electric? Manual desks are cheaper, but can be awkward to adjust. Electric desks change height in seconds.
Single vs Dual Motor: Dual motor frames last longer, are less likely to break, and the price difference is small.
Control panel settings: If your staff will share a desk, get one with memory settings so they can quickly adjust the desk to their preferred height.
7. Want to try one out first?
If you’d like to see what an electric height-adjustable desk is really like to use, we offer a free trial.
At Millar West, we’ve helped everyone from small startups to NHS departments find the right sit-stand solution without blowing the budget.
We can deliver and install a desk for you to try in your own space, with a range of sizes, finishes, and styles available.
Whether you’re upgrading a home office or furnishing an entire workspace, we’ll help you find the right fit. Get in touch today to arrange your free trial.
In today’s fast-paced working world, health and safety are no longer optional—they’re essential. As organisations strive to build stronger, more resilient workforces, investing in proper training is key. One of the most recognised and respected health and safety training programmes in the UK and globally is the IOSH (Institution of Occupational Safety and Health) course. Whether you’re a team leader, manager, or frontline employee, completing an IOSH course can offer wide-ranging benefits—not just for you as an individual, but for your entire organisation.
What is IOSH? IOSH is the Chartered body for health and safety professionals. Their courses are designed to equip individuals with the knowledge and tools to identify and manage risks in the workplace effectively. The most popular courses include: IOSH Managing Safely – Ideal for managers and supervisors across all sectors. IOSH Working Safely – Perfect for employees at any level, in any industry. These courses are widely recognised and set a solid foundation for creating safer work environments.
Top 5 Benefits of Completing an IOSH Course
1. Improved Workplace Safety IOSH training empowers individuals to identify potential hazards and implement effective risk control measures. A trained team leads to fewer accidents, injuries, and near-misses—creating a safer and more productive workplace.
2. Legal Compliance Health and safety legislation is complex and constantly evolving. IOSH courses ensure that your team is aware of their legal responsibilities, helping your organisation stay compliant and avoid costly fines or legal issues.
3. Boosted Employee Confidence and Morale When employees know that their workplace prioritises safety—and that they are trained to handle risks—it significantly boosts morale. A confident, safety-conscious workforce is also more efficient and motivated.
4. Enhanced Reputation Organisations known for their commitment to health and safety gain a competitive edge. Clients, customers, and stakeholders are more likely to trust companies that demonstrate a proactive approach to employee wellbeing.
5. Cost Savings Workplace accidents can lead to significant costs—from lost productivity to compensation claims. By reducing incidents through effective training, organisations can see measurable financial benefits over time. Who Should Take an IOSH Course? IOSH courses are suitable for a wide audience: Managers and Supervisors – To effectively lead safe teams. Employees – To work responsibly and spot hazards early. New Starters – To instil a safety-first mindset from day one. Health and Safety Champions – To deepen their expertise and lead initiatives.
Conclusion: A Smarter, Safer Future Completing an IOSH course is more than just ticking a compliance box—it’s a proactive step towards a safer, more successful workplace. With the right training, your team can manage risks confidently, protect each other, and contribute to a positive safety culture that benefits everyone. Whether you’re an individual looking to boost your skills, or an employer aiming to raise safety standards, IOSH training is a smart investment in your people and your future.
We are running an IOSH open course in Wymondham 15th-17th July 2025. Get in touch for more details.
“Do I Have Enough Money to Retire?” – Clarity Through Cashflow Forecasting
It’s one of the most important and most frequently asked questions we hear: “Do I have enough money to retire?”
For many, the idea of retirement is both exciting and daunting. The thought of stepping away from work and embracing the next chapter of life brings dreams of travel, hobbies, and freedom. But it also raises serious concerns: Will my money last? Can I maintain my lifestyle? What if something unexpected happens?
At Brancaster House Financial Planning, we understand that retirement isn’t just about reaching a certain age or hitting a magic number in your pension pot. It’s about confidence. It’s about knowing that your finances will support the lifestyle you envision, for the rest of your life.
Understanding What Retirement Really Means
Retirement means different things to different people. For some, it’s a complete exit from the workforce. For others, it might mean reducing hours, changing careers, or pursuing passion projects. Regardless of your definition, the common thread is financial independence – the ability to make decisions without being limited by money.
Planning for that kind of freedom doesn’t happen overnight. It requires thoughtful analysis, strategic decision-making, and most importantly, clarity. That’s where we come in.
It’s Not Just About the Pension Pot
When people think about retirement planning, they often zero in on their pension. While your pension is undoubtedly a key piece of the puzzle, it’s far from the whole picture. Savings, investments, property, state benefits, and other assets all play a role. So too do your expenses, both essential and discretionary.
The big question isn’t just “How much have I saved?” but “What do I want my retirement to look like, and will my resources support that vision?”
This is where lifestyle planning becomes essential. Are you hoping to travel extensively? Do you want to help children or grandchildren financially? Will you remain in your current home or downsize? All these choices carry financial implications.
How We Help: Clarity Through Cashflow Forecasting
At Brancaster House Financial Planning, we use advanced cashflow forecasting tools to give you a realistic, personalised view of your financial future. This isn’t just about looking at your savings and investments on paper. It’s about modelling your actual lifestyle – your income, expenditure, tax obligations, and future goals.
We’ll work with you to build a detailed picture of what your retirement might look like, taking into account:
Your current assets and liabilities
Anticipated income from pensions, savings, and investments
Expected and potential expenses (e.g. travel, healthcare, care costs)
Inflation and investment growth assumptions
One-off events, such as gifting money or moving house
The result is a living, breathing financial roadmap that helps you understand whether you’re on track or whether adjustments are needed.
Real-Time Insight With Your Personal Client Portal
We also provide each of our clients with a secure, personalised customer portal that gives you real-time access to your financial information. From tracking your outgoings to monitoring the performance of your investments, this platform brings transparency and control to your fingertips.
No more guesswork. No more digging through paperwork. Just a clear, accessible view of your finances, whenever you need it.
Planning for the Unexpected
A good retirement plan isn’t just built for the good times; it accounts for the unexpected as well. Market volatility, health issues, changes in family circumstances or new tax rules can all impact your financial position.
Through our planning process, we’ll stress-test your forecast under various scenarios. What happens if inflation rises faster than expected? What if you live 10 years longer than you assumed? What if you need to provide care for a loved one? These are uncomfortable questions, but addressing them now gives you the confidence to navigate the future with peace of mind.
Making the Most of What You’ve Got
Part of our role is helping you make your money work harder. That might mean:
– Making better use of tax allowances (such as ISAs and pension contribution reliefs)
– Reviewing investment strategies to suit your retirement timeline
– Considering phased retirement to draw income tax-efficiently
– Evaluating the potential benefits of downsizing or equity release
– Aligning estate planning to minimise inheritance tax
None of these strategies are one-size-fits-all. That’s why everything we do is built around you – your goals, your values, your lifestyle.
Why People Delay…and Why You Shouldn’t
It’s natural to put off retirement planning, especially if you’re uncertain about what lies ahead. But the earlier you start asking the right questions, the better positioned you’ll be. Even if retirement is 10 or 15 years away, decisions you make now – around saving, investing, or paying off debt – can have a major impact on your future options.
And if you’re already nearing retirement age? There’s still time to make meaningful changes. Many of our clients come to us just a few years before they plan to retire. Through careful planning and considered advice, we help them gain clarity and confidence about what lies ahead.
Book Your Free Financial Health Check
If you’re unsure whether you have enough money to retire, we encourage you to take the first step today. Our free financial health check is a no-obligation opportunity to talk through your current situation and understand your options.
Retirement isn’t a destination; it’s a new phase of life that should be enjoyed with confidence and freedom. Asking, “Do I have enough to retire?” isn’t a sign of doubt; it’s a sign that you’re ready to take control of your future.
Pensions Awareness Week (15th to 19th
September 2025) is officially here; and its a perfect time to take a close look
at your financial future.
While pensions might seem like a
complicated topic, understanding the basics is the first and most crucial step
toward securing a comfortable retirement.
At its core, a pension is a long-term
savings plan with one simple purpose: to provide you with an income when you
stop working. Unlike a standard savings account, a pension is specifically
designed for retirement, so the money you put in can’t be accessed until you
reach a certain age.
Types of Pensions
In the UK, there are three main types
of pensions:
· The
State Pension: This is the
basic pension provided by the government. To qualify, you need to have paid
National Insurance contributions for a certain number of years. It acts as a
safety net, but it’s typically not enough to live on comfortably. The State
Pension age is also rising, so you can’t be sure of when you’ll be able to
access it.
· Workplace
Pensions: If you’re employed,
you’re likely “auto-enrolled” into a workplace pension scheme. You,
your employer, and the government all contribute to it. This is a powerful tool
because your employer’s contributions effectively give you free money.
· Personal
Pensions: If you’re
self-employed or simply want to save more, a personal pension allows you to
manage your own retirement savings. You choose the provider and how your money
is invested.
The Main Issues:
Why Pension Planning Is Crucial
Despite the clear benefits, many people
put off pension planning. Here are the main issues we see:
· “Set
It and Forget It” Mentality:
While auto-enrolment is great, many people contribute only the minimum amount
and then forget about their pension. This can leave them with a much smaller
pot than they need.
· The
“Pension Puzzle”:
Over a career, you may have multiple jobs, leaving you with several small,
scattered pension pots. Keeping track of them and knowing how they’re
performing can be a huge headache, leading to billions in unclaimed funds.
· Inflation
& Cost of Living: A pension
pot that looks healthy today might not buy as much tomorrow. The value of your
savings can be eroded by inflation, making it essential to ensure your money is
invested effectively to grow over time.
The Three Pillars of
a Strong Pension Plan
So, what can you do to
take control in this confusing environment? It’s simpler than you might think,
and it all starts with a proactive approach.
Pillar 1: Find Your
Missing Pots
This is often the
easiest and most rewarding first step. Over a career, it’s common to lose track
of old workplace pensions. Do you have old paperwork in a drawer? Do you
remember a pension from a job you had a decade ago? These small pots can add up
to a significant sum, and locating them is the first step to consolidating your
retirement savings.
Finding these pots and
bringing them together into a single, manageable fund offers a host of
benefits:
Clarity: You get a single, clear view of your total
retirement savings.
Simplicity: Fewer accounts mean less paperwork and less to
manage.
Reduced Fees: You can often save on fees by combining
multiple small pots into a larger one.
Pillar 2: Understand
Your Goals
What does a comfortable
retirement look like for you? A few more holidays? A new hobby? Simply living
without financial stress?
This is where a good
financial adviser becomes your most valuable partner. By understanding your
goals, we can help you calculate exactly how much you need to save to make that
dream a reality.
Pillar 3: The Power
of Independent Advice
The final and most
crucial pillar is seeking professional help. A good, independent financial
adviser is worth their weight in gold. We can:
Consolidate Your
Pensions: We have the tools and
expertise to locate your old pension pots and handle the paperwork to bring
them all together.
Create a Holistic
Strategy: We look at your
entire financial picture, from savings and investments to your attitude to risk,
to build a pension strategy that is tailored specifically for you.
Navigate the
Complexities: We stay on top of
all the political and legislative changes so you don’t have to. We’ll help you
understand how potential reforms might affect you down the line and adjust your
strategy accordingly.
Pensions Awareness Week:
Your Moment to Act
Pensions Awareness Week
is a reminder to take charge of your financial future. While politicians will
continue to debate, you have the ability to act right now. Take this
opportunity to check on your pension, find those old pots, and start thinking
about the future you want to create.
How We Can Help
Get on the front foot
of your pension.
At Brancaster House
Financial Planning, our team of independent advisers is here to help. Are you
retirement ready? Use our retirement health
check to see what you might need.
Never miss an
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Feeling overwhelmed by marketing? You’re not alone. Most small business owners in the UK wear multiple hats, and while you know marketing is absolutely crucial for growth, figuring out where to start, what to do, and how to do it effectively can feel like navigating a dense fog.
You’ve heard the buzzwords – SEO, social media, content marketing, lead generation – but turning those concepts into tangible results for your business can seem daunting.
The truth is, there’s no “one-size-fits-all” marketing solution. What works for one business might not be right for another, and what you need right now might be different from what you need next year. The key isn’t to do all the marketing, but to find the right level of marketing support that fits your current needs, budget, and bandwidth.
That’s where I come in. I’m Rechenda, and at Rechenda Does Marketing, I’m here to guide you through that fog. I believe in empowering business owners, not overwhelming them. That’s why I offer a tiered approach to marketing support, designed to meet you exactly where you are – whether you want to learn to do it yourself, collaborate closely, or simply hand it over to an expert.
DIY Marketing: Master Your Skills, Your Way
Are you a goal-getter? Someone who thrives on learning new skills and loves the satisfaction of achieving things independently? Do you have the time and enthusiasm to immerse yourself in marketing, but just need the right roadmap and tools? Then the DIY Marketing approach is perfect for you.
This option is specifically designed for small business owners, solopreneurs, small family business owners and start-ups who are working with a tighter budget but have an abundance of drive.
You want to understand the mechanics of marketing, create your own strategies, and execute them with confidence. My DIY resources are built to empower you to do just that.
What you gain:
Flexibility & Affordability: Learn at your own pace, on your own schedule, without the higher investment of one-on-one or outsourced services.
Foundational Knowledge: My off-the-shelf courses and digital resources are packed with practical, actionable strategies and templates. From understanding your ideal customer to crafting compelling social media posts, you’ll gain the foundational knowledge you need to build a robust marketing presence.
Empowerment: The satisfaction of building your marketing engine from the ground up, with the confidence that you’re using proven techniques.
You bring the dedication, and I provide the expert guidance and resources to help you master your marketing skills, your way. It’s about giving you the power to succeed independently, equipped with the best advice and materials.
Do-It-Together: Guided Expertise for a Bespoke Strategy
Perhaps you’ve dipped your toe into DIY marketing, or you have a good grasp of the basics, but you’re hitting a wall.
You know what you should be doing, but you’re struggling with the how for your unique business. Or maybe you need a fresh perspective and a strategic mind to help refine your plans. This is where my Do-It-Together service shines.
This collaborative approach is ideal for business owners who are hands-on and want to be deeply involved in their marketing strategy, but need expert guidance to ensure they’re on the right track.
You’re ready to dedicate time to your marketing but want to fast-track your results with bespoke training and direct input from an experienced professional.
How it works:
Half-Day or Full-Day Intensive Sessions: We’ll book a dedicated block of time where we work together, side-by-side. These aren’t just generic lectures; they’re dynamic, interactive sessions tailored specifically to your business and your marketing challenges.
Bespoke Strategy & Training: We’ll dive deep into your goals, target audience, and current efforts. I’ll train you on specific techniques, help you design compelling campaigns, and collaboratively strategise your next moves. Whether it’s optimising your content calendar, crafting a killer email sequence, or refining your social media voice, we’ll tackle it together.
Accelerated Progress: By having an expert guiding your efforts in real-time, you’ll gain clarity and confidence, enabling you to implement effective strategies much faster than if you were working alone.
This is about turning your marketing intentions into actionable, results-driven plans. It’s a strategic partnership designed to empower you with custom knowledge and a clear path forward, leveraging my expertise directly for your unique business needs.
Do-It-For-You: Your Marketing, Managed by a Professional
For many business owners, time is the ultimate luxury. You’re busy running your company, serving clients, and managing your team.
You know marketing needs to happen, and it needs to be effective, but you simply don’t have the time or the in-house expertise to do it justice. This is where the Do-It-For-You service becomes invaluable.
This option is perfect for established businesses, busy founders, or growing companies who need a comprehensive, hands-off marketing solution.
You want results, and you want to delegate the complex, time-consuming marketing tasks to a trusted professional so you can focus on what you do best.
What I take off your plate:
Website in a Week & Smart Strategy: Need a professional, lead-generating website quickly? I can design and launch a focused site for you, integrated with a smart, tailored marketing strategy to ensure it works hard for your business from day one.
Comprehensive Content Packs:
Social Media Management: From crafting engaging posts to scheduling and community management, I can create and manage your social presence, ensuring consistency and growth.
Blogging: High-quality, SEO-friendly blog posts that position you as an industry expert and drive organic traffic to your website.
E-Newsletter Campaigns: Engage your audience and nurture leads with expertly written and designed email newsletters.
Professional Design Packs:
Email Templates: Custom-designed, branded templates for newsletters, event invitations, or one-off promotions that make your emails stand out.
Social Media Templates: Consistent, on-brand templates that make creating visually appealing social content a breeze (or I can do it for you!).
LinkedIn Profile Optimisation & Running: Your LinkedIn profile is your professional shop window. I can optimise it for maximum impact and even manage your activity to grow your network and enhance your professional presence.
With the Do-It-For-You service, you gain a dedicated marketing department without the overheads. It’s about peace of mind, knowing your marketing is being handled strategically and professionally, freeing you up to focus on core business operations.
Find Your Perfect Fit
No matter where you are on your marketing journey, or what your current business needs and budget dictate, there’s a solution that fits.
From empowering you with the knowledge to do it yourself, to collaborating closely to craft a bespoke strategy, or taking the entire marketing burden off your shoulders, my goal is always the same: to help your business thrive.
Ready to stop guessing and start growing? Whether you’re eager to learn, keen to collaborate, or simply want to hand it over to an expert, I’m here to help.
Let’s chat about which marketing support option is the right fit for your business.
When to Provide Catering for Your Corporate Event (and How to Get the Timing Right)
When it comes to corporate events, catering isn’t just about serving food—it’s about serving purpose. The timing and type of catering you choose can shape energy levels, encourage networking, and keep your agenda running smoothly.
Get it right, and your attendees will stay engaged, alert, and satisfied. Get it wrong, and you risk mid-session yawns, food comas, and distracted guests checking their watches.
Here’s how to time your catering so it enhances—not interrupts—your event.
●Registration / Welcome Period Greet early arrivals with light refreshments—think coffee, tea, pastries, and fresh fruit. It sets a warm, welcoming tone and keeps guests occupied until things kick off.
●Comfort Break If your event runs several hours, schedule a light break around 10–10:30 AM, or even offer breakfast catering to energize your attendees.
●Lunch Lunch typically falls between 12–1 PM. Keep it on time—hungry attendees quickly lose focus.
○Networking-focused? Go for buffet or boxed lunches.
○Formal setting? Choose plated service.
●Afternoon Break A small boost around 3 PM helps maintain focus through the final stretch. Fruit, biscuits, coffee, and tea are perfect here.
2. Avoid the “Food Coma” Trap
Schedule heavier meals before low-intensity sessions (like networking or casual breakouts), and lighter options before high-focus activities such as keynotes or training. Heavy lunches right before a critical presentation can be a recipe for drowsy delegates.
3. Build Around Agenda “Energy Points”
Plan catering around the natural rhythm of the day:
●Before a meal → High-energy, high-focus sessions.
●After a meal or snack → Lower-pressure activities, networking, or creative workshops.
4. Think Practical
●Serving Logistics: Minimize long queues with multiple serving stations or staggered service.
●Dietary Inclusivity: Clearly label vegetarian, vegan, gluten-free, and allergy-friendly options, as well as providing the venue with dietary restrictions well in advance so they can accommodate everyone.
5. Quick Catering Guidelines
●Think “No Fork” Friendly → Make it easy for guests to eat while standing or networking.
●Include Variety → Cater to different diets and tastes.
●Keep Portions Small → Encourages mingling and avoids waste.
●Stay Balanced → Mix proteins, healthy carbs, and fresh produce to maintain steady energy.
When Catering Becomes Essential
If your corporate event lasts more than four hours, catering stops being a nice-to-have and becomes a necessity. Here’s why:
1. Attendee Comfort & Focus
After 2–3 hours, energy and concentration drop. Food and drink help reset the room.
2. Professional Expectation
Corporate attendees expect catering for half-day or full-day events—it’s part of the experience.
3. The Catering Rule of Thumb
●Under 2 hours → No catering needed (maybe water/coffee).
●2–4 hours → Light refreshments.
●4–6 hours → One substantial meal plus a snack or coffee break.
●Full-day (6+ hours) →lunch and at least one snack break.
4. Extra Considerations
●Event Type: Networking events benefit from more finger food variety.
●Time of Day: Spanning mealtimes? Provide a proper meal.
●Budget vs. Perception: Cutting catering might save money, but it can make the event feel less polished.
✅ Bottom line: Thoughtful catering timing isn’t just about feeding people—it’s about fueling their attention, energy, and overall event experience. Plan it right, and your guests will leave full of both ideas and good impressions.
More and more employers are requiring more and more flexibility from their workforce including the ability to request that there is work done on Sundays.
Retail outlets and a variety of recreation and leisure businesses are common examples where a regular requirement may exist. All employers should be aware of the legal implications of attempting to force employees to work where there is a reluctance or refusal to do so on the part of the employee.
As always in such circumstances, the first consideration is to examine whether the employee’s contract of employment or written statement of terms and conditions addresses the issue. If the contract is silent on the issue, or if it is ambiguous in its wording or mutual obligation, an agreed change to the provisions of the contract may be unavoidable.
The contractual terms in relation to Sunday working should confirm in writing
The actual frequency or potential likelihood for Sunday working
The actual or likely hours of work on Sundays
Any period of notice of such a requirement that will be given to employees
Any premium payments that will be made for work done on a Sunday (there is no statutory right that requires employers to provide any extra payment for Sunday working)
Any extra provision for overtime working beyond the normal hours of work on Sundays and any additional premium payments that will be made.
Rules on how any refusal to work will be handled should also be incorporated. Employers will normally apply their existing disciplinary procedures to any such refusal which, if the contract is properly drafted, will normally constitute a breach of contract by the employee.
Employers should also be careful not to inadvertently guarantee Sunday working where this is not their intention.
Shop and betting workers
Employees who work in a shop or in the betting industry (either at a betting shop open to the public or a bookmaker at a sports venue) have special rights. They can opt out of having to work on Sunday even if their contractsays that they have to work. Employer must inform their employees about this right within two months of the commencement of employment. However, the rights do not apply to those staff employed to work on Sundays only.
Employees with this statutory right can opt out of Sunday work by writing to their employer and giving them three months’ written notice of their wish to cease working on Sundays. Employers are not however required to offer extra work on other days instead and employees will therefore lose the wages for Sunday working if they opt out and no other work on other days is available.
As in many other areas of the law, employees can ask an Employment Tribunal to examine unfair treatment in this area. Special and careful consideration should however be given to those employees who express a religious belief in relation to Sunday working and all employees have the right not to be discriminated against for wishing to exercise such a belief.
If you are contemplating the introduction of Sunday working or are wishing to amend or scrap your existing arrangements, please contact Chamber HR helpline 02920 349 614
Directors are the ‘mind and will’ of the Company. They are personally and legally responsible for their own actions with unlimited liability.
Following changes to the law, Directors now have a greater personal accountability. There are over 200 statutes under which Directors can face penalties, fines, disqualification and even imprisonment.
A developing blame culture means a rising number of people are resorting to litigation against Directors and Officers. As well as regulatory bodies, the list of potential claimants include your shareholders, employees, customers, suppliers and creditors. The cost of defending an action can be substantial.
Directors and Officers Liability Insurance protects the company Directors, Officers and Senior Managers against claims arising from their decisions and actions taken whilst managing the business. The insurance policy will pay on behalf of the Director, their legal costs and expenses and civil damages awarded against them.
Entity defence cover can be arranged in addition to the Directors and Officers Liability policy, offering protection for the ‘entity’ (the company) where actions are brought against the company rather than the individual. This is worthy of consideration following changes to the Corporate Manslaughter and Corporate Homicide Act.
Below are some claim examples:
Timber Product Manufacturer HSE prosecution following serious injuries suffered by a machine operator whilst trying to clear an obstruction. There should have been a safety cut out facility stopping the machine from operating but this had been broken and disconnected. Defence Costs Incurred £25,700
Waste Management Company Transport Manager of a waste company prosecuted by the Crown Prosecution Service following an accident involving an unroadworthy vehicle operated by the company. Defence Costs Incurred £15,000
Giftware Manufacturer Contractual dispute following appointment of a website developer to design an online trading website for the company. The director concerned was not authorised to enter into the contract and the company cancelled the agreement. Costs £48,000
Distribution Company Claim for unfair and constructive dismissal against the Finance Director of a distribution company by a former employee, alleging sexual harassment and other inappropriate activity (sending text messages out of working hours etc). Costs £21,000
Glass Manufacturers Action taken against the directors of a glass manufacturing company by Trading Standards following allegations of pre-stamping of safety glass before it had passed the necessary testing procedure. Costs £25,000
Shipping Agents Shipping agents were required to hold all goods held on behalf of the claimant in a separate account, but following their liquidation, it was discovered that this was not the case, and the claimants would have to recover their goods as a normal creditor. Directors sued for £61,000
Suitable Alternative Employment in a Redundancy Situation
A recently reported case has once again addressed the question of what does and does not constitute an offer of SUITABLE alternative employment where an employee is at risk of redundancy.
In the case of Readman v Devon Primary Care Trust, the Employment Appeal Tribunal was asked whether the original Employment Tribunal had erred in law in concluding that Mrs Readman had unreasonably refused an offer of alternative employment for her own reasons, when it had correctly concluded that the offer was an offer of suitable employment which a reasonable employee could have accepted.
The Claimant in the case had been employed continuously since 1976 but had ceased to work in a hospital setting in 1985 up to the reorganisation that eventually led to her dismissal.
She had expressed to her employers during the redundancy process the possibility that she might emigrate to Canada but had properly applied for all of the job opportunities that were her preferred options prior to making a final decision. Eventually, an offer of alternative employment was put to her to work as a Matron in a hospital setting, with the full amount of development and other support being put into place for her. Mrs Readman rejected this offer and her considerable redundancy payment was withheld as a result.
The original Employment Tribunal concluded that
“We find that the claimant rejected this offer without any considered attempt to explore what aspects, if any, of her current job would be lost, and what other duties might be required. The refusal was against her desire to emigrate and her desire if possible to be able to take advantage of her redundancy rights and benefits. For these reasons we find that the claimant unreasonably refused this offer of suitable alternative employment.”
The Employment Appeal Tribunal reversed this decision and ordered that the full redundancy payment due be paid to Mrs Readman. They concluded that
“Her main objection was the fact that she had taken a considered decision in 1985 to move away from working and delivering nursing in a hospital setting, in favour of delivering her nursing skills in a community setting. …… The Tribunal was of the view that a reasonable employee would have accepted the employer’s offer, but in our judgment this Tribunal wholly failed to grapple with the question of whether it was unreasonable for this employee, for the reasons which she gave, to accept that offer. It failed entirely to grapple with the question of whether the reason which she gave, as the fundamental reason for refusing it, was sound and justifiable or whether it was unreasonable for her to have taken that position.”
This case illustrates clearly that the decision on whether an offer of alternative employment is suitable or not is a very much a subjective test and it can be reasonable for one employee to reject the offer for their own reasons when some, if not all and any other employees to whom the same offer was put, would readily accept it.
Employers should therefore look closely at two questions in this situation. Firstly, is my offer to the employee one of suitable alternative employment? Secondly, is my employee’s refusal of that offer unreasonable? The inherent danger is that employers will say that they would have accepted the offer so it must be reasonable whereas the correct approach is to look at the individual reasons for any refusal and to evaluate those instead.
For all questions or advice in this area, please go to Chamber HR