Member News

Ashtons Legal is happy to be able to now publicise that in January of this year a multidisciplinary team from Ashtons Legal assisted the shareholders of renowned marine engineering specialist AR Peachment Limited in the sale of the company to a member of the Alliance Marine Group, a French recreational boating and marine equipment distributor. Created in 1966 by Anthony (Tony) Peachment and his wife Daphne, AR Peachment quickly became renowned as a marine engineering specialist, bringing complete solutions in marine mechanical, hydraulic and electrical systems. When the time came for them to retire, Anthony and Daphne handed the reins over to their sons Kevin and Andrew Peachment, keeping the business in the family. The company grew rapidly and built its reputation on expert service and reactivity, combined with the ability to develop custom drive systems to meet the needs of inland waterways charter companies in particular. The current team of 10 at AR Peachment remains unchanged, with Kevin and Andrew remaining as Managing Director and Technical Director respectively, who will continue to be supported by their expert team. Advising on the sale was Mark Watson from Ashtons’ Corporate and Commercial team. He was expertly assisted by Charlotte Vallins (Commercial Property) and Jessica Piper (Employment). Chris Bidgood at Lees Accountants provided the necessary accounting and tax advice. Mark Watson said: “AR Peachment is a well-known and well respected local marine business which can look forward to the next stage of its development as part of the Alliance Marine Group.  I have known the shareholders at AR Peachment for some time and it has truly been a pleasure to advise them on this transaction. I wish them and the business every success in the future”. Kevin Peachment adds: “This is a very exciting time for us and we look forward to the new prospects and new challenges ahead that come with being a part of an enlarged group. This opens a new chapter for AR Peachment to move forward and strengthening our customer base Europe wide and taking advantage of new opportunities”. Kevin goes on: “We have been extremely grateful for the excellent advice and support we were given during the transaction by the team at Ashtons Legal. Ashtons deliver their advice in a clear and concise way, always offering solutions to any problems we faced and always with our best interests at centre of everything. Mark Watson is very commercial and pragmatic in the advice that he gives. You always felt that Mark genuinely cared about the transaction, which filled us with an immense amount of confidence. We got the result that we wanted and Ashtons guidance made what could have been a very stressful time a more pleasant and manageable experience”. Image property of Ashtons Legal

Wymondham-based Orchard Toys has smashed its £10,000 fundraising target for East Anglia’s Children’s Hospices (EACH) – and presented a cheque for £11,125. It follows in-house fundraising among staff, who have held cake sales and charity football matches, alongside customer and JustGiving donations. In particular, customers have been encouraged to donate if they take advantage of Orchard Toys’ misplaced pieces service, whereby if anyone loses a playing piece from their favourite game they can request free replacement pieces. Orchard Toys has been raising funds for EACH since 2011, and plans to continue pledging donations to the children’s hospice charity. Managing Director Simon Newbery said: “There’s a real ‘synergy’ between the two companies, and we’re proud to have a long-standing relationship with EACH – a local charity doing great hospice work here in the heart of our community.” Laura Southcott, EACH Corporate Fundraising Assistant, added: “We’re extremely grateful to everyone at Orchard Toys and their wonderful customers. It’s great to have their continued support. It’s a phenomenal amount of money and will make a real difference.” EACH supports families and cares for children and young people with life-threatening conditions across Norfolk, Suffolk, Cambridgeshire and Essex. It has three hospices, including The Nook, at Framingham Earl in Norfolk. Image credit – EACH

A Greater Anglia train. Credit: Greater Anglia Railway passengers, including football fans and people going to see Coldplay at Wembley Stadium are being advised to avoid travelling on Greater Anglia and Stansted Express trains on Saturday 13 August due to a train drivers’ strike. The strike by train drivers’ union ASLEF will leave Greater Anglia – which also runs the Stansted Express service – able to run only ten per cent of its usual services. There will be no trains between Cambridge and London Liverpool Street or on any Greater Anglia regional and branch lines including all trains to the seaside, except for Southend. A heavily reduced service will run between London Liverpool Street and Norwich, Colchester and Southend Victoria. There will be no direct Stansted Express trains due to engineering works along the route, with a very limited rail replacement bus service between Waltham Cross and Harlow Town to connect with trains which are only operating between 7am and 7pm. Airport travellers are advised to make alternative travel arrangements. Five football teams from East Anglia have fixtures on Saturday 13 August – Norwich City, Cambridge United, Ipswich Town, Peterborough United and Colchester United, with Arsenal also playing at home that day. In addition, Coldplay has a concert at Wembley Arena. Greater Anglia managing director Jamie Burles said: “We know that many people from our region would have been planning to travel by train either to the football or to see Coldplay or for the many other events around our region on Saturday. “Unfortunately, our advice is avoid travelling on our trains because with our train drivers on strike we can’t run 90 per cent of our services. “Work is continuing at an industry level to try to resolve the dispute with ASLEF, the RMT and TSSA, so we can resume our usual punctual and reliable service. “We are very sorry for the inconvenience these strikes are causing our customers.” Timetables and details of first and last train times will be available on the Greater Anglia website, app and social media as soon as they are finalised. There will be no rail replacement bus service operating instead of any of the trains which are not running because of the strikes. Passengers can use tickets bought for a strike day either the day before or the two days after the strike day, or they can change their ticket to a different date or get a refund. Services on Sunday 14 August will start later than usual due to disruption caused by the 24-hour strike. There will be no direct Stansted Express services on Sunday, but a limited alternative rail service will be available between London and Stansted Airport using Great Northern and Thameslink trains between Kings Cross and Cambridge and Greater Anglia and Cross Country trains between Cambridge and Stansted Airport. Other train companies affected by the ASLEF strike on Saturday 13 August are Avanti West Coast, Cross Country, GWR, Hull Trains, LNER, London Overground and Southeastern. Train operators in the region not affected by strike action on Saturday 13 August are Elizabeth line, c2c, EMR and Great Northern so their services may be a helpful alternative for some journeys. Local bus operators may also be an option for some shorter distance journeys. The RMT has announced more national rail strikes for Thursday 18 and Saturday 20 August. London Underground is also affected by RMT strike action on Friday 19 August. Greater Anglia members of rail union, TSSA are taking industrial action short of a strike from 18-20 August. Service information for Saturday 13 August There will be no services on the following routes on Saturday 13 August:

• Between London Liverpool Street and Cambridge North
• Between Norwich and Cambridge/Stansted Airport, Sheringham, Lowestoft and Great Yarmouth
• Between Ipswich and Cambridge, Peterborough, Felixstowe and Lowestoft
• Between Marks Tey and Sudbury
• All other branch lines: Hertford East to Broxbourne, Braintree to Witham, Southminster to Wickford, Harwich Town to Manningtree, Clacton/Walton-on-the-Naze to Colchester, Colchester Town to Colchester, Meridian Water to Stratford.

The following services will be running:

• Intercity service between Norwich and London Liverpool Street will be one train an hour, with first and last trains from Norwich at 08.00 and 19.00, and from Liverpool Street at 10.30 and 21.30
• Stopping service between Colchester and London Liverpool Street will be one train an hour, with first and last trains from Colchester at 08.13 and 20.13, and from Liverpool Street at 10.00 and 22.00
• Between Southend Victoria and London Liverpool Street will be one train an hour, with first and last trains from Southend Victoria at 08.13 and 22.00, and from Liverpool Street at 09.47 and 23.45
• The Stansted Express service between London and Stansted Airport is affected by engineering works. There will be one service an hour, including a limited rail replacement bus service between Waltham Cross and Harlow Town, between 07.00 to 19.00. Airport customers are advised to make alternative travel arrangements. Buses are expected to be busy with long queues throughout the day.

Gearing yourself up for a difficult conversation is never easy. Whether it’s with a parent, a partner, or your confrontational child, we can all find ourselves tongue-tied and out-played by a better debater. So what if that tricky conversation needs to involve a professional relationship, and a sensitive topic you fear might undermine your current career standing? Research consistently shows that even in an age of society talking so much more about mental health, employees still feel anxious about speaking out on this topic to their boss. Changing this, for the most part, lies with the culture created within a business, and the way in which leaders and line managers are encouraged to adopt appropriate strategies to compassionately hear the experiences of their staff. Having said that, even if your corporate culture seems to be somewhat less than perfect on this area of sensitivity, it is certainly NOT a reason to deny yourself the opportunity to speak out and reflect your health status. By sharing your story, and allowing your manager to understand your state of wellbeing, you play a role in ensuring that others are subsequently well supported too. Before you even engage in the conversation with your employer, take time to think about what it is you want to say, where and how you might say it. Prepare by making some notes if it helps – reflecting on what impact your issues are having, and why you think they need addressing. Think also about what you might want to hear from your employer. Are you seeking time away from work altogether to recover, or do you need ‘reasonable adjustments’ to your daily activities and responsibilities? For some, it feels naturally more appropriate to attend an appointment with a medical practitioner first, perhaps to confirm in a healthcare setting, what it is you are feeling and thinking. If this is the case, know that if you share your clinician’s advice, you are protected by law from discrimination on these grounds, and it is upon your employer to seek to do all they can to support you. You may also want to preface your conversation by exploring what healthcare support is available to employees like you. Is there an employee assistance package in place, which you might want to access? When it comes to the ‘actual conversation’, do make sure you block time with your employer and schedule the chance to have such a confidential and important moment. You don’t want to be having such a chat in a busy corridor, or to do so in the canteen, because that’s the only place you think your manager will give you five minutes of their time. Remember also that you are perfectly entitled to request that the chat happens with another party present – perhaps your HR advisor, or an employee engagement lead in your firm. During the conversation, try to cast aside any sense of embarrassment, and certainly don’t feel you need to underplay your true state of wellbeing. Being candid really counts, and a good employer will certainly not be passing judgment on you. Try to conclude the meeting with a sense of what each party has said they will do – and by when. This can help everyone to reflect on necessary actions and to follow-up in a timely way. You may also want to quickly take note of what was said, and in particular ‘what was promised’, just in case you should experience difficulties in receiving ongoing support and understanding from the business and its leaders. Above all, remember that mental health issues are extremely common, and that you do yourself, your employer, your colleagues, or your family or friends, no good whatsoever to mask your state of health. Author Credit – Deborah Watson Image provided by MAD-HR

One of East Anglia’s largest independent recruitment agencies is embarking on a Summer vacation – to help people into work and offer career advice along the way! To celebrate Norfolk Day, Contract Personnel, who have offices in Norwich, Thetford and Great Yarmouth are launching the ‘A-Z of Norfolk – The Summer Vacation’. The initiative will see their recruitment experts travelling to different places in Norfolk – using each of the letters of the alphabet! To carry out their journey across the county, Contract Personnel will be using their brand-new interview job bus – which comes fitted with an area specifically for interviews and registrations. They are now asking for readers to get in touch with some potential locations to visit – during the Summer Holidays – to offer expert career tips and knowledge to people who may be looking for work. Sarah Hooper, Director at Contract Personnel, said: “This year, we wanted to celebrate Norfolk Day in style with our biggest expedition yet – in our interview job bus. “Our team are looking forward to heading out across the county and helping as many people as possible to find work. We would encourage anyone to get in touch with us about where we should stop on our ‘Summer Vacation’.” The team at Contract Personnel plan to take photographs at each location and will be handing out goodies and treats along the way. If you spot the bus at any time during the Summer Holidays, you can message Contract Personnel on their social media pages – using the hashtag #CPLSUMMERVACATION. And be sure to follow them on Facebook for the full itinerary and details of their epic holiday adventures. Photo credit – Contract Personnel

A Greater Anglia podcast series which takes people on an audible journey around East Anglia has won a top national award. ‘Lives On The Lines’ – developed by Greater Anglia and its community rail partnerships – received a Bronze Award for the Best Branded Podcast at the British Podcast Awards. The series – which can be found at smarturl.it/livesonthelines – invites listeners to take an audible journey to discover majestic coastlines, the phenomenal wildlife of broads and fens, breathtaking cathedral cities and magical market towns of Cambridgeshire, Essex, Norfolk and Suffolk – and meet the people that make them such unique and special places to live, work and visit. Special guests include Hugh Somerleyton, who discusses his ambition for rewilding a large area of the region through the WildEast movement, Laura Howarth, Archaeology and Engagement Manager at National Trust Sutton Hoo, who explains how the discovery of an Anglo-Saxon ship burial on the site revolutionised our understanding of early England, Dr David Waterhouse, Senior Curator of Natural History & Geology at Norfolk Museums Service who reveals the secrets of North Norfolk’s fossil-rich deep history coast, and Mark Bills, Director of Gainsborough’s House Museum, who sheds light on the life and work of one of England’s greatest landscape painters, Thomas Gainsborough. They are joined by local tour guides, museum curators and some of Greater Anglia’s volunteer station adopters, who share their experiences of living and working in the region and help to tell the story of each county’s unique landscape, culture and history and divulge some of its secrets. Greater Anglia’s Customer and Community Engagement Manager, Alan Neville, said, “We teamed up with our community rail partnerships to make this podcast because we wanted to showcase the amazing people and places that make this region so special. We are delighted it has been recognised with an award and hope that it will inspire people to come aboard and discover the wonders of East Anglia for themselves sustainably by train and could even be used like a guided audio tour as the scenery rolls by.” “On behalf of Greater Anglia and our community rail partnerships, I would like to extend a huge thank you to everyone who helped to make this series possible, especially all the guest collaborators who have helped to build a fascinating insight into our region.” There are six episodes in total covering six of Greater Anglia’s branch lines that are supported by a community rail partnership. They are the Hereward Line between Ely and Peterborough, the Bittern Line between Norwich and Sheringham, the Wherry Lines between Norwich and Great Yarmouth / Lowestoft, the East Suffolk Lines between Ipswich and Lowestoft / Felixstowe, the Gainsborough Line between Marks Tey and Sudbury and the Mayflower Line between Manningtree and Harwich. The podcasts were created by Fresh Air Production and are produced and narrated by Katherine Kerr. Greater Anglia has another podcast series, Life on Rails, which gives listeners a behind the scenes look at the company with interviews with members of staff and a special guest in every episode who is sent on a rail journey in East Anglia. Life on Rails, also produced by Fresh Air Productions, can be found on all podcast platforms and at greateranglia.co.uk/podcast. Photo credit Greater Anglia

A public consultation on Norfolk County Council’s Norwich Western Link project will launch in August, with people being invited to give their views on proposals before the planning application is finalised and submitted. The Norwich Western Link is a new 3.9 mile dual carriageway road that would connect the A1270 Broadland Northway to the A47 west of Norwich. As well as improving travel between these two major routes, the new road would tackle traffic congestion and delays on the local road network and in communities, and prevent them from worsening due to planned housing and job growth in Greater Norwich. The Pre-Planning Application Public Consultation will launch on Monday 15 August and will close eight weeks later, at midnight on Sunday 9 October. Cllr Martin Wilby, Cabinet Member for Highways, Transport and Infrastructure at Norfolk County Council, said: “This is our fourth public consultation on the Norwich Western Link and it will provide more details on the design of the route, including the viaduct over the River Wensum, as well as complementary measures being proposed as part of the project. “This is a vital piece of infrastructure for Norfolk that will bring in national investment and make a huge positive difference to local residents, businesses, emergency services and visitors to our county. We want to submit the best possible planning application for this project and getting people’s feedback at this point will help us to do that. I hope anyone with any interest in the Norwich Western Link will look through the information contained in the consultation and give us their views so we can consider them as we finalise our proposals.” Four consultation events will be held during the consultation period, with information on display and members of the project team available to discuss the proposals and answer questions. These events will be held at:

• Barnham Broom Village Hall on Friday 2 September (12-8pm)
• The Costessey Centre on Friday 9 September (1-8pm)
• Weston Longville Hall for All on Thursday 15 September (12-8pm)
• Felthorpe Village Hall on Thursday 22 September (12-8pm)

There will also be opportunities for people to speak to members of the project team about the proposals via bookable online and phone appointments. Once the consultation launches, people will be able to view information on the proposals via the Norfolk County Council website at www.norfolk.gov.uk/nwl, and fill in an online questionnaire. Email and postal responses will also be accepted. The planning application for the project is due to be submitted next year. Subject to gaining necessary statutory approvals, construction of the Norwich Western Link is scheduled to get underway in late 2024 with the road open for use in late 2026. Images provided by Norfolk County Council

A recent poll looking at Menopause in the Workplace (commissioned by Koru Kids), found that 18% of women in UK workplaces are currently experiencing menopause or perimenopause symptoms were considering leaving their job. When you consider that women (within the menopausal age range) are the fastest-growing demographic in the workforce – 4 million women aged 45-55 in work (ONS 2021), it is clear that unless businesses start to reflect on how they support their employees, they are at risk of losing a vital part of their workforce which could have been unavoidable. Here’s five tips for a dedicated workplace approach to managing the menopause:

• Encourage Education. Move sharply away from the idea that only women of the menopausal age need to understand how menopause affects an individual. Look to feature resources on your intranet, in lunch and learn opportunities, or even as part of the induction and line management training process.
• Create Change Champions. Whether you label a small group of people as your dedicated team on the menopause or not, it can certainly help to have the reflections and insights of a number of professionals who may want to help you shape that workplace approach. Remember to include those who are partners of those experiencing the menopause, and those who are yet to reach this point in their life.
• Risk Assess and Identify Adjustments. Once you have greater knowledge about the symptoms and the likely impact on an individual of the menopause, it’s time to look at how you risk assess the implication on certain roles. Are there things which a person experiencing the menopause may now find more difficult to do? Equally, look at what reasonable adjustments could be applied for someone who is going through the menopause. What tasks could be tweaked or swapped out, without it causing that person embarrassment or frustration?
• Strengthen a Communication Culture. All employees should feel they have the ability to speak up about how they are treated or what they are feeling. Ensure that it is clear to your staff – at all ranks – that their views will be heard, respected, and treated confidentially. Let them know what options there are for having a conversation with a professional other than the immediate line manager or head-of-business.
• Reflect Menopause Experience in Performance Management. How you would normally evaluate a staff member’s performance or effectiveness may indeed change during a period in which they are experiencing the menopause. Consider this in your existing performance management activity, and ensure all line managers and leaders are aware of such factors.

For more information and to get key tools to help you go the MAD-HR Menopause toolkit. Image provided by MAD-HR

Is it possible to feel lonely, even when you’re interacting with dozens of colleagues every day? Absolutely it is – particularly since Covid and the move for more employees to work from home. According to data from the Department of Digital Culture, Media and Sport (2021), the cost of loneliness to UK employers is an eye-watering £2.5 billion every year. Loneliness is just one of the wellbeing issues increasingly reported among employees who work remotely, and it is vital that businesses respect this reality and do all they can to ensure staff are supported. As with so many things we suggest here at MAD-HR, it starts with ‘culture’. Whatever your scale of business, you can set the tone for how staff feel and experience their daily lives. Emphasising connection, relationship-building, collaborative working and frequent team engagement, can all prove a dramatic benefit in limiting the way in which loneliness is felt (if at all). There are key points in an employee’s work cycle, where one could easily expect there to be more vulnerability to loneliness and low well-being. This might include at the point they join the firm, that they return from a period of sickness or maternity, or because of something entirely unrelated to work. Leaders should work hard to ensure that person is mentored, supported, and has the opportunity to relay how they are feeling at all times. Some businesses also address well-being issues with directly appointed ‘champions’ within the company. These champions might be trained mental health first aiders, and would be primed to support their peers with conversation wherever needed. Other ways of enhancing well-being, might include regularly changing which staff are ‘teamed’ together for particular initiatives or projects. Tackling a task with different remote-working colleagues can spark new conversation and debate, and allow individuals to shine where they might not have felt it possible alongside other peers. Remember that even where your staff are continuing to ‘work remotely’, there are many ways of using technology to ensure that person is frequently part of the daily worplace conversation, and that they can be involved in social activities. Post-covid, do remember that it’s possible, and appropriate to add in ‘in person’ socialisation too. You could have frequent team days, walk and talk opportunities, or all attend key business networking events together. Finally, always encourage your own staff to contribute on what they feel would aid the reduction of loneliness in your particular workplace. They know its people, its culture and its routine. Their insight can help you develop a prevention policy which supports all your current and future employees, and aid you in providing a shining example to other business peers. Image and video provided by MAD-HR

It’s all very well for a business to have a marketing strategy, a financial strategy, and even a business development strategy, but there’s one kind of strategy that every business (large or small) should commit to – a unique Well-Being Strategy. It doesn’t take a genius to know that if employee well-being is low, we risk reduced productivity or losing employees from their roles; let’s face it, employee turnover is incredibly expensive. If you really want to aid recruitment, and retention, and breed a culture where staff feel valued and cared for, then a Well-Being Strategy is your absolute must. Here’s what to consider:

• Know what it is that your staff want. Too many firms create wellbeing strategies without really understanding how employees feel and what might benefit them. Have discussions, create feedback, and truly commit to producing a strategy which speaks of the very issues which your staff face everyday.
• Consider what health and wellbeing benefits are in place already. Before you completely chuck the bath water out, look with brutal honesty at what is working and what is not. Assess any existing Employee Assistance Programmes. Make sure that what you have in place serves people better than simply at crisis stage.
• Share and compare. Don’t be afraid to chat to peers in the business community about what they do and don’t do. Rely on your established network for insight. Turn to other leaders you admire.
• Bring in external specialists if you feel it would be of longer term benefit to succeed at this task. Sometimes, our own PAYE employees may not have the specialist skills to create such strategies from scratch. External consultants can give you a healthy new perspective.
• Embed what you agree. Ensure that all staff understand that time and commitment will be put into bringing your strategy into play. Communicate those changes internally and allow staff to share their views at all stages of the process.
• Assess and amend as needed. Don’t make a strategy and think you’ve ticked the box. Continually reflect on whether it still works or whether elements need to change. You might even appoint ‘ambassadors’ or ‘champions’ to repeatedly report back on what is working well or less well.

Image and video provided by MAD-HR

It has not been an easy road for independent agencies over the past 20 years, with uncertainties such as a recession and the more recent Covid-19 pandemic. Coming out stronger than ever is Naked Marketing, proudly celebrating their 20th anniversary this July 2022. 

With a purpose of helping organisations be the very best they can be by exposing their greatness through on and offline, branding, design, and marketing, Naked, a creative marketing agency, has transitioned with the developments in technology to incorporate the rise of social media and digital platforms. Proud advocates of Norfolk businesses, Naked have built up an impressive client roster over their 20-year history including Midwich, Hadley & Ottaway, and Allen & Page, and, more recently, AF Group, Gasway and Roarr! Dinosaur Park. A key value of Naked’s is  ‘Once naked, stay naked’; more than 50% of their clients have been with them for over five years and 20% have been naked for nearly the full duration.

Although a focus on awards isn’t their primary objective, Naked were honoured to have received EDP Small Business of the Year and runner-up Business of the Year Awards in the same year.

Naked started their 20th anniversary year strongly, announcing the appointment of James Hale as a new Director and the Head of Marketing and Digital. Experiencing strong digital growth, Naked reported their 2021-22 revenue increased by 86% in digital and marketing services alone. 

David Lloyd, Managing Director at Naked Marketing has been with the firm from the outset as co-founder. With over 20 years experience in the creative industry, David, a graphic designer, has co-lead the design team with Dan Bradfield and managed Naked’s design studio. He stepped up into his current role as the UK moved into Covid-19 lockdowns and has steered the team to triumph in their 20th year.  

Reflecting upon the success they have achieved over the years, their ethos of keeping it simple, with a no-nonsense, stripped-back approach to marketing continues to enable their growth supporting local businesses. 

David comments ‘Working with businesses of all shapes and sizes, it’s an organisation’s ambition or story that turns us on rather than their budget – we have to add more value than we charge. This concept helps us create long-term relationships that are mutually beneficial. We get to know our clients better. We want to create a marriage. It’s been the recipe for 20 years of success!’

Looking to the future, Naked are moving forward with a focus on brand marketing led by Dan Bradfield, Creative Director, Head of Design and Branding. Their ultimate aim is to take away over-complicated ambiguous definitions and jargon, and help small to medium businesses present themselves to their audience.

To mark the prestigious monument, Naked celebrated in style, with a grand birthday bash held on 15th July 2022. Clients new and former were invited to the festivities with the Naked team.

Images provided by Naked Marketing

Captain Fawcett has received many requests to augment his renowned Hair Styling range and as such is delighted to present his simply magnificent and entirely new product line of most efficacious Hair Pomades. Created with old school panache, the Captain’s Patent Pomades will ensure the discerning gentleman goes about his business with ne’er a hair out of place. Unless, perchance, one prefers a more dishevelled style! Sculpt all manner of looks from slick and super glossy to tousled and texturised with a no-shine matt finish. Malleable texture, maximum volume, strong control all delivered with a rather sophisticated fragrance of verdant wood and subtle spice with a citrus spike to keep things sharp. And, may I add, Captain Fawcett’s Patent Pomades work really rather well for adding a pert polish to Pin-Up kiss curls. One for the glamour gals! I say! The fragrance is subtle and sophisticated combining verdant wood notes and a hint of spice sharpened with citrus. Presented in handsome, highly collectible and environmentally friendly reusable tins, classically styled in 4 complementary colours with luxurious gold embellishment. Perfect for displaying as a set, smartly lined up on the bathroom shelf or dressing table. Award winning Barber and Educator Sid Sottung says; ‘The packaging is bloody brilliant. The container is easy to grip so they’re incredibly barber friendly to use. It’s also very large so you really get your money’s worth. Fantastic both for barbers and for clients to style their hair at home.’ Hair Dressing at its very finest…no less!  Huzzah! SHOP HERE: www.captainfawcett.com/collections/pomade   Images provided by Captain Fawcetts