The UK’s Spring Statement 2025 is being pitched as a pivotal moment for national growth — and the construction and trades sector stands to benefit in a big way. With headline-grabbing announcements on housebuilding, skills investment, and capital funding, this Statement sets the tone for an industry poised for expansion.
We’ve collated an overview of what the Spring Statement means for construction workers, employers, and trades professionals — and how these changes could reshape the landscape in the coming years.
A £6.8 billion boost: The economic impact of planning reform
One of the most significant changes comes from landmark planning reforms. The Office for Budget Responsibility (OBR) has projected a £6.8 billion boost to the economy as a result — with UK housebuilding expected to reach its highest level in over 40 years by 2029–30.
These reforms aim to streamline the building process, unlock stalled sites, and reduce bureaucratic hurdles. For tradespeople and construction firms, this means:
More projects coming online quicker.
Increased demand for skilled labour across the supply chain.
Opportunities for long-term business growth and stability.
Skills investment: Training 60,000 new construction workers
The government is addressing a long-standing bottleneck in the sector: the skills shortage.
A £625 million skills package will fund:
35,000 new places in construction-focused Skills Bootcamps.
10,000 Foundation Apprenticeships for young people entering the trade.
10 new Technical Excellence Colleges specialising in construction.
Increased funding for training providers, helping both young people and adults access training.
40,000 new industry placements each year, jointly funded with the Construction Industry Training Board.
What this means for the industry: Whether you’re a contractor, training provider, or someone looking to enter the field, this injection of funding signals a major opportunity. Employers may be able to tap into government-supported training pathways, helping address staffing shortages and upskilling existing teams.
Affordable housing: £2 Billion for new homes, built now
A new £2 billion fund will deliver up to 18,000 new social and affordable homes during this Parliament. The funding comes with a caveat: it must support developments that will break ground during this Parliament — i.e., no delays.
This means:
Priority for shovel-ready projects in areas like Manchester and Liverpool.
More consistent workstreams for regional contractors.
Faster delivery schedules and potentially tighter project timelines.
Capital investment to spur private growth
The government is injecting an additional £13 billion of capital investment to help “get Britain building.” This comes on top of a £100 billion commitment from the Autumn Budget.
This money will support:
Infrastructure upgrades
Regional development, including the Oxford-Cambridge Growth Corridor
Strategic investments to unlock private sector construction projects
With GDP growth projections rising by 0.6% by 2034–35, the sector is likely to be a key engine for broader economic recovery and expansion.
More money in people’s pockets & increased demand
By the end of this Parliament, people are expected to be £500 a year better off on average. While modest, this rise in disposable income could stimulate:
Greater demand for home improvements
Increased appetite for renovations and private building projects
More confidence in self-employed tradespeople and SMEs
This rise in consumer confidence is essential for maintaining momentum in both residential and commercial construction.
A time of opportunity
The Spring Statement 2025 paints a picture of an ambitious government plan aimed at revitalising the economy with construction at its core. While execution remains to be seen, the commitments to funding, reform, and training offer a real chance for growth.
For trades and construction businesses, now is the time to:
Explore available training grants and apprenticeships
Position for public-sector tenders and affordable housing projects
Engage in planning processes to benefit from reforms
The industry has long called for action on skills, infrastructure, and planning. Time will tell if this statement suggests that Westminster is finally listening.
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*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
Hiring the right people is one of the most critical aspects of running a successful small business. The right employees can drive your business forward, but the wrong hires can cost you time, money, and even damage your company culture.
With the increase in minimum wage and higher national insurance contributions taking effect in April 2025, the cost of hiring is set to rise significantly. This puts even greater pressure on small business owners to ensure they are hiring the right people and making every hire count. Wasting resources on the wrong candidates can be more costly than ever, making it crucial to avoid common hiring mistakes that lead to poor staff choices and high turnover.
From acting too fast in the process or failing to onboard effectively, this post will explore some of the most frequent hiring mistakes small businesses make, why they happen, and how to avoid them.
Hiring from large organisations
Many small business owners assume that hiring someone from a large corporation guarantees experience, professionalism, and efficiency. While candidates from big companies may have impressive CVs, they often struggle to adapt to the flexibility, multi-tasking, and hands-on approach required in smaller businesses.
You hire a senior manager from a well-known corporate company, expecting them to bring structure and expertise. However, they’re used to having specialised teams, extensive resources, and defined processes—none of which exist in your smaller setup. As a result, they can struggle to adjust, leading to frustration on both sides.
During the interview, ask situational questions about working in smaller teams and handling a broad range of responsibilities.
Look for candidates who show adaptability, problem-solving skills, and a hands-on approach.
Consider hiring those with experience in SMEs, start-ups, or roles where they’ve had to be resourceful and work independently.
Hiring less experienced staff to save costs
Small businesses often operate on tight budgets, leading them to hire less experienced staff to save money. While this might seem like a cost-effective solution, underqualified employees may require more training, make costly mistakes, and take longer to reach full productivity.
A business owner hires a fresh graduate because they’re enthusiastic and willing to work for a lower salary. However, the role requires decision-making and technical skills that take years to develop. Without adequate experience, the new hire struggles, leading to missed deadlines and customer complaints.
Balance cost-saving with the need for competency—hiring someone who can do the job well will save money in the long run.
If hiring someone with less experience, ensure they have strong problem-solving skills and the ability to learn quickly.
Provide structured training and mentorship to help them grow into the role.
Rushing the recruitment process
When a role needs filling urgently, it’s tempting to hire the first promising candidate without thorough assessment. However, rushed hiring decisions often lead to mismatches in skills, culture, or attitude, ultimately resulting in higher turnover and wasted resources.
A small business loses a key employee unexpectedly and rushes to hire a replacement within a week. The new hire seemed good on paper but lacks key skills and struggles with the company’s pace and culture. Three months later, they leave, putting the business back to square one.
Plan ahead for hiring by anticipating future staffing needs.
Create a structured hiring process, including multiple interview stages, skill assessments, and reference checks.
Consider temporary solutions (e.g., freelancers or interim staff) rather than making a rushed long-term hire.
Lack of an onboarding process
Many small businesses believe that once an employee is hired, they should hit the ground running. However, without a proper onboarding process, new employees may feel lost, underprepared, or disconnected from the team. Poor onboarding can lead to early resignations and lower productivity.
A new hire starts their first day with no formal introduction, no training, and unclear expectations. They struggle to understand their role and don’t feel part of the team. A few months later, they leave for a company that offers better support and structure.
Develop a simple onboarding checklist covering company culture, key responsibilities, and training.
Assign a mentor or buddy to help new employees settle in.
Schedule regular check-ins during the first few months to ensure they feel supported.
Not investing in employee development
Some small businesses see training as an unnecessary expense, assuming employees should “learn on the job.” However, failing to invest in development leads to stagnation, demotivation, and higher staff turnover, as employees look elsewhere for growth opportunities.
A promising employee starts strong but after a year, they feel stuck. Without training or new challenges, their enthusiasm drops. Eventually, they leave for a company that offers better career progression.
Offer regular training opportunities, even if they are low-cost (e.g., online courses, industry events, or mentorship).
Encourage employees to take on new responsibilities and develop their skills.
Conduct regular performance reviews and discuss career development goals.
Not setting clear expectations and milestones
Some small business owners might assume employees will “figure it out” as they go. However, without clear expectations, employees may not know what success looks like, leading to underperformance and frustration.
A new hire is expected to manage social media but isn’t given specific goals. After three months, the business owner is disappointed with the lack of growth, but the employee was never told what was expected in the first place.
Define clear roles, responsibilities, and success metrics from the start.
Set short-term and long-term goals with measurable outcomes.
Schedule regular feedback sessions to track progress and offer guidance.
Not admitting when a hire was the wrong decision
Hiring mistakes happen, but refusing to acknowledge them can harm the business. Keeping the wrong employee too long can lower team morale, reduce productivity, and create unnecessary stress for everyone involved.
A small business hires a salesperson who isn’t meeting targets and struggles with customer interactions. Instead of addressing the issue early, the owner keeps them on for a year, hoping things will improve. By the time they let them go, the business has already lost valuable sales.
Be honest with yourself when a hire isn’t working out.
Provide feedback and support to help underperforming employees improve but set clear timelines for progress.
If it’s clear the role isn’t a good fit, handle the situation professionally and make a timely decision.
Not having Employers’ Liability Insurance
Employers’ liability insurance is a legal requirement for most businesses in the UK that employ staff. Failing to have this cover can result in hefty fines and serious financial risks if an employee makes a claim for a work-related injury or illness. Despite this, some small business owners either overlook it or assume it’s not necessary, leaving them exposed to potential legal and financial trouble.
A small business hires its first employee but doesn’t take out employers’ liability insurance, believing it’s only needed for larger companies. A few months later, the employee suffers a work-related injury and makes a claim. Without insurance, the business faces significant legal costs and compensation payments, putting its financial stability at risk.
Understand your legal obligations—if you have employees, you are required by law to have employers’ liability insurance (with a minimum cover of £5 million).
Regularly review your insurance to ensure it covers your business needs as you grow and take on more employees.
Be aware the penalties also apply for failing to have employers’ liability cover when you have people working for you whether they are full-time, part-time, volunteers or apprentices.
To sum up…
Hiring the right employees is one of the biggest challenges small businesses can face, but avoiding these common mistakes can make the process smoother and more effective. By taking the time to hire carefully, investing in onboarding and development, and setting clear expectations, small businesses can build a strong, motivated team that drives success.
If you’re looking to refine your hiring process, start by evaluating your current approach—small changes can lead to big improvements!
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*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
Spring is just around the corner, and millions of us will be planning to give our homes and gardens some TLC as the temperatures increase and the days become longer.
With this in mind, we collaborated with five expert tradespeople across various specialisms (including building, joinery and carpentry, gardening, electrics, and painting and decorating) to discover some lesser-known tricks of the trade, with the hopes of increasing consumer’s knowledge, confidence, and (where relevant) competency around various DIY/home maintenance, home improvement/renovation, and building/construction topics. Read on to find out more…
Adding value to your property and refurbishment considerations
First we spoke to Mike Ryan, director of construction atCapstone Developers, who has over 20 years of experience in the construction industry. When it came to which home refurbishments can add the most value to a property, Mike shared that expanding your property’s square meterage is one of the most effective ways to increase its value, with “loft conversions being the most impactful addition I’ve undertaken”. However, Mike stresses that it’s crucial to focus on perceived value rather than just added value – “to maximize returns, you must ensure that your spending on additional square meterage aligns with local square meterage sales prices. I follow a 50-50 rule, spending no more than 50% of the added value per square meter, to avoid overspending while still achieving a strong return on investment”.
Mike Ryan of Capstone Developers
Speaking with Alex Almond Bennett from Almond Bennett Developments, a Leeds and West Yorkshire based joinery and construction company, he shared that extensions will always add value to property, an extra bedroom or bathroom will add the most
Alex also added that filling your home with really expensive items not knowing the top end market price for your house can be a mistake – for example, “if your house has a top end value of £200k don’t put a freestanding bath in and a 30k kitchen, as you will never see the return on your investment. Unless you plan on living there long term and are happy to lose that money”.
Adding to this, Mike shared that before starting any loft conversion projects, his team invites three local estate agents to evaluate the property to “help establish the square meter selling rate, which in turn determines that the homeowner should be looking to spend up to 50% of the uplift on additional square meterage”.
One of the biggest mistakes Mike sees homeowners make when planning a refurbishment is not having the correct drawings – “too often, I see people requesting construction quotes based on planning application drawings, which are simply not sufficient. Relying on these will inevitably lead to numerous variation orders, adding unexpected costs and delays”. To avoid this, it is absolutely essential to have a detailed construction drawing that “outlines every single aspect of the proposed refurbishment. This ensures clarity, accuracy, and a smoother building process”.
Home trends
Alex shared some new trends related to joinery and carpentry that he has noticed in recent months. In particular, he has seen a spike in clients looking to install media walls, feature wall paneling, and garden rooms – adding some further context, he shared “I spoke to an estate agent recently that said the most searched thing on Rightmove currently is garden room and can add up to 5%”.
Natalie Marsden, a Plymouth-based painter and decorator, otherwise known as The Lady Painter, has also noticed that installing panelling and media walls is a big trend at the moment – “if I’m honest I love it and it does bring a different texture and feature to a room. But the newest trend is something called drenching, where the woodwork is brought in the same colour as the walls”.
When it comes to specific paint colours, Natalie shared that warm pastel beige and sage green are hues that a lot of people are using.
Logo of NGM Painter & Decorator
Mike revealed that prioritising sustainability and eco-friendly construction is also a key trend for 2025, and that Capstone implements green practices across every stage of a project – “from construction techniques to painting and decorating, we actively move away from oil-based paints and maximise the use of reclaimed materials, either integrating them directly or setting them aside for future reuse”.
When it comes to electrics, Vishal Narbheram is an electrician with 15 years’ experience, and founder of Onward Shift – a mental health platform to help construction businesses and individuals thrive – shared that LED lighting strips are becoming increasingly popular. However, there’s an important warning to keep in mind – “while they look great and are energy-efficient, the drivers (which power the LED lights) can be costly to replace especially if you can’t find an exact match for your current setup. To avoid unnecessary hassle and expense, always ensure the drivers are installed in an accessible location. Placing them inside ceilings for example, can lead to major issues if they need replacing, as ceilings may have to be damaged just to reach them. A little planning during installation can save you a lot of trouble down the line”.
Gardening trends
Sean Lade, founder of Easy Garden Irrigation, who has 15+ years in gardening and irrigation, revealed four main trends that he has noticed over the last 6 months. These include boundaryless garden spaces – where he expects to see “outdoor kitchens, modular furniture, and even outdoor showers gaining popularity”. This trend particularly appeals to renters and those with small gardens, allowing them to optimise their outdoor space while maintaining flexibility.
Sean Lade of Easy Garden Irrigation
Climate-resilient gardens was another trend Sean noted, in particular implementing “sustainable gardening will continue to dominate, with a greater focus on water efficiency and resilient plant choice”. Sean revealed that gardeners are turning to “drought-tolerant plants like lavender and hardy geraniums, as well as water-saving solutions like drip irrigation, rainwater harvesting, and app-controlled irrigation systems”. He predicts that flood-resistant designs, rainwater retention systems, and dense planting methods will also rise in popularity “to help manage the increasingly unpredictable British weather”.
Vertical gardens and green walls are other trends expected to grow even further in 2025, so Alex expects creative containers that allow greater flexibility, particularly for renters or those with limited space, to become even more popular this year.
Gardeners are embracing ecotherapy, using plants for mindfulness and wellbeing. Biophilic design will continue to be popular this year. The line between indoor and outdoor living is disappearing as homeowners seek to maximise their space, so including houseplant collections that thrive indoors is also expected.
DIY tips and money saving hacks
When it comes to tasks you can DIY, Mike suggested that (if you are fit and able) you could “do some of the demolition work yourself or any other trade you are comfortable doing”. Alex shared that “most people can do anything if they are shown. Most skills are learnt over time and through practice – watch YouTube videos. be patient, and take your time. If it’s not right, take it down and try again. The more you do it, the better you’ll get”.
Logo of Almond Bennett Developments
On painting, Natalie shared that “people often think painting is easy, but it’s not if you want the best finish possible. Put the time and effort in at the beginning with the preparation and it will be beneficial come the end”. When it comes to getting the perfect finish when painting, Natalie stresses that it’s all about the preparation – “use the correct paints for the correct surfaces, make sure imperfections are filled, make sure that gaps in woodwork are filled, and sand back all surfaces in between coats”. She also shared that we should be using the right rollers for the different surfaces too.. “I tend to use a woven mohair or a fused fibre roller for woodwork rather than a medium pile/ microfibre roller that I use on walls and ceilings. Trusting the process is key”.
On wallpapering, she added that “I think people underestimate how detailed wallpapering can be and wallpaper nowadays isn’t cheap so they want the job done to the best it can be”.
When buying paint, Natalie urges DIYers to be mindful of the ‘buy cheap, buy twice’ saying… “People tend to buy the cheaper paints and it takes so many more coats because it isn’t good quality that they end up buying another lot. Stick to a good brand or a brand that is highly recommended and you can’t go wrong”.
Vish gave some ways to cut down on your electricity bills without much effort. These included switching to LED energy efficient bulbs “as they use less power and last longer, saving you money in the long run”, turning off lights and appliances when not in use (“even standby mode consumes energy, so switch them off completely”), and lowering your heating slightly – “a small reduction can make a noticeable difference without sacrificing comfort”.
Electrician Vishal Narbheram
Sean also shared some potential money-saving gardening hacks that you can use this spring… “Applying mulch around your plants reduces water evaporation, meaning you won’t need to water as often. It also helps to suppress weeds, cutting down on maintenance. Installing a drip irrigation system (that delivers water directly to plants’ roots) reduces waste by up to 50% compared to traditional watering methods like the garden hose.
“Using a water butt to collect rainwater helps reduce reliance on mains water and helps to keep costs down. Repurposing household waste (such as eggshells, coffee grounds and banana peels) makes excellent natural fertilisers, providing nutrients without the need for chemical alternatives”.
Propagating plants was another tip – “instead of buying new plants, take cuttings from existing ones to grow your own for free”.
Gardening considerations
Common gardening mistakes include watering too early in the season, not preparing the soil, mowing the lawn too short, and forgetting about pests. Sean shared that “many gardeners start watering heavily as soon as spring arrives, but plants need a balance. Overwatering in cool temperatures can lead to root rot.
“Skipping soil improvement (e.g., adding compost or organic matter) results in poor plant health and lacklustre growth. Cutting the grass too low in early spring weakens the roots, leading to patchy lawns and encouraging weed growth.
“Warmer weather brings pests like aphids and slugs. Preventative measures, such as companion planting or natural deterrents, can help protect plants before problems arise”.
Sean also noted that lawn care and weed prevention is key to a thriving garden… “your lawn starts actively growing in March and April, so give it a good start by raking out moss and thatch, aerating compacted areas, and applying a spring lawn feed. Keep mowing heights around 4cm to encourage strong, lush growth.
“Weeds also begin to take off in early spring… removing them now prevents a bigger problem later. Hoe annual weeds on dry days and hand-pull deep-rooted weeds like dandelions to stop them from spreading. Mulching beds and borders will also help suppress new weed growth”.
When to consult a professional
We also asked the experts about which tasks homeowners should always consult a professional, rather than attempting to DIY.
Mike shared that homeowners should always consult a qualified builder and a professional when a project involves structural work – “it is absolutely essential that DIY enthusiasts avoid undertaking structural modifications themselves. Proper advice, planning consents, and compliance with building regulations are crucial to ensuring safety, durability, and legal approval for any transformation”.
Alex added that you should not attempt to do anything to do with gas or electricity unless you are qualified for safety reasons. Corroborating this, Vish noted that electricity is invisible and often silent, making it unpredictable and dangerous if not handled correctly, saying that “unless you’re a skilled and competent professional, it’s always best to call a qualified electrician for any electrical work. A trained expert will ensure the job is done to current safety regulations, maintain a high standard of workmanship and most importantly, protect you from the risk of a potential fatal electric shock”.
Vish added that ovens and hobs are a major contributor to electrical fires due to loose connections, inadequate cable sizing, and poor installation – “these appliances require a significant amount of electricity to operate, making it crucial to use the correct cable size, which should be determined through proper calculations. For example, a 2.5mm cable is not sufficient to power a 6kW oven or hob, as it would draw excessive power, causing the cable to overheat and potentially ignite, creating a serious fire hazard. Ensuring the correct installation and cable capacity is essential for safety and efficiency”.
Natalie said that, anecdotally in her line of work, woodwork is the main task that she sees people consulting a professional for, due to the level of preparation and desired finish.
While many gardening tasks can be “DIY-ed”, Sean shared some jobs require expert advice, such as installing an irrigation system – “professionals can design a tailored system that maximises efficiency and prevents issues like water waste or uneven coverage. Hardscaping projects, such as laying patios, installing drainage solutions, or creating complex planting schemes, also benefit from professional expertise to ensure long-term durability. Tree pruning is another key task which is best left to arborists, as improper pruning can damage trees or pose safety hazards”.
Tradesman Insurance
Our tradesmen insurance offers the essential business cover you need to protect against potential claims, ensuring you operate securely and avoid financial losses. With public liability included, you also have the option to add extras like employers’ liability, Contractors Works cover, Plant & tools cover, tailored to the specific needs and size of your business. So, whether you operate as a sole trader or run a larger business we can offer the cover you need. Whether you’re a builder, painter or plasterer, our policy is flexible to your needs.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
Assessing Costs, Productivity, and Market Trends in 2024-2025
The UK business landscape in 2025 presents both challenges and opportunities for small businesses navigating economic uncertainty, rising employment costs, and evolving workforce demands. With increased pressure on businesses to remain agile and cost-efficient, many are reassessing their staffing strategies: should they hire full-time employees or outsource work to freelancers and contractors?
This decision has become even more critical as operating costs continue to rise. Employers face additional financial burdens such as National Insurance contributions, pension obligations, and employee benefits, all of which inflate the true cost of hiring. Meanwhile, outsourcing offers flexibility but comes with higher hourly rates and potential concerns over consistency and control.
According to recent UK business trends, outsourcing is growing in popularity, particularly in sectors like accounting, IT support, administrative services, and compliance, as companies look for ways to reduce fixed costs while maintaining operational efficiency. However, some roles remain essential for long-term stability, and businesses must carefully consider whether outsourcing is a short-term solution or a sustainable strategy.
This article explores the financial implications of hiring verses outsourcing, comparing salaries, hidden costs, and productivity factors to determine which approach is the most cost-effective in the current UK market. Through data analysis and real-world business trends, we’ll showcase key areas for small business owners to consider and decide how to structure their workforce for success in an increasingly competitive environment.
Direct cost comparison: Salaries vs. Freelance Rates
Average UK Salaries vs. Freelance Rates by Role 2024-2025
With rising employment costs, businesses must assess whether full-time hires are viable or if outsourcing is the smarter financial choice.
The cost of hiring in the current market
Rising employment costs
Hiring an employee at £55,000, such as a Marketing Manager, can cost businesses over £65,000 per year once National Insurance (15%), pension contributions (3%), and other benefits are accounted for. Even lower-paid roles, like Admin Assistants with a £29,500 salary, see substantial cost increases due to mandatory employer expenses. These additional costs make hiring a long-term financial commitment, adding pressure to businesses already struggling with rising operational expenses.
Economic uncertainty
Many small businesses in the UK face fluctuating demand, making it difficult to justify hiring full-time employees with fixed annual salaries and long-term obligations. In an economic downturn, layoffs become an expensive and often complicated process, further increasing financial instability. As businesses navigate unpredictable revenue streams, the rigidity of full-time employment may introduce risks that are harder to manage in uncertain market conditions.
While hiring in-house provides stability and a consistent workforce, the increasing financial burden and economic unpredictability make it a less viable option for businesses with variable demand. Companies must carefully evaluate whether long-term employment commitments align with their projected growth and financial resilience.
The cost of outsourcing in the current market
Higher day rates but lower long-term obligations
Freelancers and consultants typically charge premium daily rates, but businesses benefit from avoiding long-term obligations such as National Insurance, pensions, and holiday pay. For instance, a Chartered Accountant costs £589/day as a freelancer compared to £250/day for an employed counterpart. Although this means outsourcing is 2.35 times more expensive per day, it eliminates the need to cover annual employment costs, making it a financially flexible solution.
Similarly, Marketing Consultants charge £561/day – 2.45 times higher than an in-house Marketing Manager, yet businesses only pay for their services when needed, avoiding the overhead costs of full-time employment.
Outsourcing for business agility
More businesses are outsourcing to remain agile in response to economic uncertainty. IT Support freelancers, for example, charge £210/day, which is 58% higher than hiring a full-time IT employee. However, for small businesses that do not require daily IT support, outsourcing eliminates the need to pay an annual salary of £32,000.
Administrative outsourcing is only 22% more expensive than in-house hiring, making it a viable option for businesses that require occasional assistance but cannot justify a full-time role.
While outsourcing may have a higher per-hour cost, it provides businesses with greater flexibility, allowing them to scale services up or down as needed. This makes outsourcing an ideal choice for companies with project-based work or fluctuating workloads that do not justify full-time salaries.
Hidden costs of hiring vs. outsourcing
Hidden costs of hiring employees
National Insurance (NI): 15% on earnings above £9,100.
A £35,000 employee actually costs £42,000 – £45,000 per year when including benefits.
For a Marketing Manager earning £55,000, the total cost of hiring to the business may exceed £65,000 per year.
Hidden costs of outsourcing
Higher hourly rates
Freelancers and contractors often charge significantly more per hour than salaried employees. However, this is balanced by the fact that businesses are not responsible for providing benefits, office space, or long-term commitments. In some cases, the higher per-hour cost is justified by the ability to pay only for work completed rather than covering a fixed salary.
Lack of commitment
Unlike full-time employees who are dedicated to a company’s long-term goals, freelancers often juggle multiple clients. This means they may leave for other projects or become unavailable when needed, leading to disruptions and the added cost of recruiting and onboarding replacements.
Quality control
While outsourcing provides access to a global talent pool, the experience and reliability of freelancers can vary widely. Businesses must invest time in vetting candidates, setting clear expectations, and monitoring work quality to ensure consistency. In some cases, revisions or additional training may be required, which can offset initial cost savings.
For example:
A full-time employee (1,800 hours/year) costs £45,000 (including benefits).
A freelancer at £40/hr for 1,000 hours/year costs £40,000.
Maximising workforce productivity
Workforce productivity is a key factor in business success, influencing hiring and outsourcing decisions. Ensuring the right people are in place while avoiding common hiring mistakes can significantly impact efficiency and profitability. It’s widely reported there’s been a national decline in productivity since 2023, making it more important than ever for small businesses to optimise their workforce through strategic hiring, training, and the adoption of digital tools.
A productive workforce isn’t just about working harder but working smarter. Productivity can be measured by revenue generated per hour worked, and businesses that invest in efficient systems, clear processes, and the right support see the best results. The decision between hiring and outsourcing also plays a major role.
Freelancers offer fast, specialised support but may not always be available for long-term projects, while employees provide consistency but require onboarding, training, and retention strategies. Given the current economic uncertainty in the UK, many businesses are leveraging outsourcing to manage fluctuating workloads without the financial risks of full-time hires.
For roles that are essential and require long-term stability, hiring is often the best approach. However, if workloads are inconsistent or expertise is only needed temporarily, outsourcing can provide flexibility and cost savings. By finding the right balance between in-house employees and external support, businesses can boost productivity while staying agile in an evolving market.
UK businesses increasing outsourcing in 2024-2025
Percentage of Small Businesses Outsourcing (2024 & 2025 Projections)
Outsourcing continues to evolve as small businesses navigate economic pressures. While accounting and finance remain one of the most commonly outsourced functions, projections indicate a decline from 28% in 2024 to 21% in 2025, possibly due to businesses bringing these tasks in-house to reduce external costs. In contrast, administrative support outsourcing is set to rise significantly, from 4% to 12%, reflecting a growing trend of businesses seeking flexible, cost-effective assistance without hiring full-time staff.
Customer communications outsourcing is also expected to increase from 7% to 19%, highlighting the demand for external solutions in handling customer interactions efficiently. Data management remains a smaller but steadily growing outsourced function, projected to rise from 4% to 7%. Meanwhile, IT support is expected to see a notable drop from 19% to 9%, suggesting that more businesses may be investing in in-house technical support rather than relying on third-party providers.
These trends highlight how small businesses are strategically adjusting their outsourcing decisions to balance cost, efficiency, and expertise in a shifting economic landscape.
A hybrid model: The best of both worlds?
Many UK businesses are adopting a hybrid approach, hiring for core functions while outsourcing specialised or fluctuating tasks. For example, they may hire a full-time admin assistant but outsource high-level accounting, employ in-house IT support while contracting cybersecurity projects, or maintain a marketing team but bring in external consultants for campaign strategy.
In the current economic climate, small businesses must carefully decide between hiring and outsourcing. Hiring makes sense for roles essential to operations, long-term stability, and strong company culture, especially when demand justifies employment costs. Conversely, outsourcing is the smarter choice for inconsistent workloads, project-based needs, or accessing specialist skills without the commitment of a full-time salary, offering greater financial flexibility in an uncertain market.
The strategic choice in 2025
With rising employment costs and an unpredictable economy, outsourcing is becoming a strategic advantage for many businesses. While hiring ensures consistency, outsourcing provides flexibility and cost control. The best approach depends on the business model, financial outlook, and long-term goals.
Ultimately, businesses that remain adaptable, leveraging outsourcing where it makes sense while investing in core in-house talent, will be in the strongest position for success in the current UK market.
Specialist Small Business Insurance from Protectivity
Protectivity offers affordable business insurance suitable for sole traders, freelancers and other small business owners, specialising in a wide range of different activities.
Public liability is included with options to add extras such as employers’ liability and other specific industry add-ons. It’s a legal requirement to have employers’ liability insurance if you employ just one staff member, volunteer or apprentice with penalties for failing to comply.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
There has been significant discussion about the evolving nature of employment laws in the UK this year, with changes expected from multiple angles. For small businesses, staying agile can be challenging, but remaining informed and compliant is essential.
As April 2025 approaches, it is important to be aware of the changes set to take effect following the Autumn Budget in 2024. Several key updates are expected to have a notable impact on employers, with small businesses potentially facing the greatest challenges as they navigate these developments alongside other external pressures.
Understanding the key aspects of these changes and their potential implications will help businesses prepare effectively. Employers should assess how these developments may affect their operations and take proactive steps to ensure compliance. Where possible, planning ahead can help facilitate a smooth transition and minimise disruptions. Here’s a reminder of some of the key updates alongside some implications for small businesses.
National Insurance Contributions (NICs)
Upcoming Changes:
From April 2025, employer NICs will increase by 1.2% to 15%
The secondary threshold decreasing from £9,100 to £5,000.
The Employment Allowance is increasing. Right now, businesses that paid £100,000 or less in employer National Insurance last year can reduce their bill by £5,000. This allowance will go up to £10,500, and the £100,000 limit will be removed, so more businesses can benefit.
Source: gov.uk
Considerations and planning:
With these changes taking effect in 2025, this is good time for small businesses to review their finances and plan accordingly. The increase in employer National Insurance Contributions (NICs) and the reduction of the secondary threshold may lead to higher payroll costs, making it essential to explore ways to manage the financial impact. Reviewing workforce costs and considering tax-efficient employment options could help businesses adapt effectively.
The rise in the Employment Allowance presents an opportunity for eligible employers to offset some of these costs, so it is advisable to ensure it is being fully utilised.
Additionally, businesses may benefit from assessing pricing structures and identifying operational efficiencies to maintain financial stability. Taking proactive measures now can help ensure continued resilience and smooth operations in the year ahead.
Changes in pay and wages
National living wage increases:
From 1 April 2025, the National Living Wage for workers:
Aged 21 and over – £12.21 per hour (6.7% increase)
Aged 18 to 20 – £10.00 per hour (16.3% increase)
Under 18s – £7.55 per hour (17.9% increase)
Apprentices – £7.55 per hour (17.9% increase)
Source: gov.uk
Considerations and planning:
Rising wages will lead to higher payroll costs, making it important for businesses to review their financial plans and ensure expenses remain manageable. Updating payroll systems to reflect the new rates will help maintain accuracy and compliance. If these changes place pressure on profit margins, businesses may need to consider adjustments such as revising pricing strategies or improving operational efficiency.
The increase in the Employment Allowance may provide some financial relief for eligible businesses, helping to offset additional costs. Proactive planning can support a smooth transition while maintaining business stability and continued support for employees.
Holiday entitlements
Key changes in holiday pay reforms:
Starting from 1 April 2024, there’s a new way to calculate holiday entitlement for irregular hour and part-year workers. Their holiday will now be based on 12.07% of the hours they actually work in each pay period, making it easier to track and manage time off. This applies both in the first year of employment and beyond.
Considerations and planning:
The new accrual method introduces a simplified approach to managing holiday entitlement, which may streamline administrative processes over time. Clearly communicating these changes to employees will be advised to ensure they understand how their holiday entitlement is calculated and what it means for them.
Updating payroll systems and internal policies in advance can help prevent misunderstandings and facilitate a smooth transition. Proactive planning and clear communication will support efficiency while maintaining transparency and fairness in the workplace.
Flexible working arrangements
Key changes with policy shift:
Employees can request flexible working from their first day on the job, instead of waiting 26 weeks.
Employees are now allowed to make two flexible working requests in a year, increasing from 1 request per year.
Employers can still refuse a request if they have a valid business reason.
Source: gov.uk
Considerations and planning:
Under the new UK flexible working laws, employees now have the right to request flexible work arrangements from their first day of employment, rather than after 26 weeks. While employers can decline requests for legitimate business reasons, small businesses may benefit from assessing how to incorporate flexibility without disrupting operations.
Reviewing work schedules, exploring remote or hybrid options, and updating internal policies can help establish a balanced and practical approach. A structured and transparent process will support compliance while contributing to employee satisfaction and retention.
Employment Rights Bill proposal
Brought to Parliament on 10 October 2024, the Employment Rights Bill includes 28 key employment law reforms designed to enhance and modernise worker protections.
Highlights of proposed changes:
Ban exploitative zero-hours contracts by ensuring guaranteed hours, fair shift notice, and compensation for last-minute cancellations.
End ‘fire and rehire’ practices by making dismissals for refusing contract changes automatically unfair unless unavoidable.
Provide day-one protection from unfair dismissal, with probationary periods allowing a simpler dismissal process.
Make Paternity Leave and Unpaid Parental Leave available from day one of employment.
Expand Statutory Sick Pay by removing earnings limits and waiting periods.
Source: gov.uk
Considerations and planning:
The proposed employment law reforms are expected to introduce significant changes for small business employers, impacting hiring practices, contractual agreements, and overall business operations. The ban on exploitative zero-hours contracts may lead to increased labour costs and reduced scheduling flexibility, while restrictions on ‘fire and rehire’ practices could make workforce adjustments more complex.
Day-one protection from unfair dismissal may require businesses to refine their hiring and probationary processes to ensure employees are a good fit before full protections apply. Additionally, expanding Statutory Sick Pay and granting immediate access to Paternity and Unpaid Parental Leave could introduce financial and operational pressures, particularly for businesses with small teams that rely on consistent staff availability.
To prepare for these changes, small businesses can take proactive steps to ensure compliance and minimise disruption:
Review employment policies and contracts to align with the new requirements.
Assess workforce planning and budgeting to anticipate potential increases in labour costs.
Engage with employees and stakeholders to support a smooth transition and maintain positive workplace relations.
Seek legal or professional guidance to understand the full implications of the reforms and implement best practices.
With significant employment law changes ahead, staying informed and adapting proactively will be essential for small businesses. Ensuring compliance across areas such as pay, contracts, leave entitlements, and flexible working arrangements will help businesses mitigate legal risks, maintain operational stability, and foster a positive work environment.
Regularly reviewing policies, updating contracts, and engaging employees in the transition process will support a smooth adaptation to the evolving regulatory landscape. Taking early action through financial planning, policy adjustments, and expert consultation can help businesses navigate these reforms effectively, strengthening both compliance and long-term resilience.
Employers Liability Insurance for Small Businesses from Protectivity
Protectivity offers affordable small business insurance suitable for sole traders, freelancers and other small business owners, specialising in a wide range of different activities.
Public liability is included with options to add extras such as employers’ liability and other specific industry add-ons. It’s a legal requirement to have employers’ liability insurance if you employ just one staff member, volunteer or apprentice with penalties for failing to comply.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
Do you love working with your hands, enjoy being outdoors, or want a career with solid earning potential, then bricklaying could be a great fit for you.
With the governments ambitious house building plans the construction industry is under pressure to deliver on building targets. However, it’s widely reported that there is a shortage of bricklayers, with numbers at their lowest in the UK, since 1998.* With 1.5 million new builds targeted it is estimated that 20,000* more bricklayers will be required, one of the most in demand trades across the construction industry. So, if you’re deciding on a trade for yourself, bear in mind that bricklayers can earn more than other trades – this might be an option to consider.
We’ve constructed an overview of the bricklayer landscape to help you assess if it’s the right direction for you. We’ll walk you through what bricklayers do, how to get trained, career pathways, earnings, and even how to start your own bricklaying business.
What do bricklayers do?
Bricklayers (or brickies) are the backbone of construction projects. Their job isn’t just stacking bricks – there’s a lot of skill involved – correctly laying bricks and concrete blocks that are built to last. There’s also work that involves other materials to build walls, homes, offices, and even grand architectural structures. As a bricklayer your main areas of work will be:
Reading construction plans and blueprints
Mixing and applying mortar
Ensuring walls are level and sturdy
Repairing and restoring old buildings
Working with various materials like bricks, blocks, and natural stone
If you like the idea of seeing the physical results of your work every day, bricklaying can be a very satisfying job.
Day-to-day bricklaying
There’s a wide variety to a bricklayer’s day but let’s look at a typical one:
Morning: Site prep & first bricks
Most bricklayers start early, usually by 7:30 AM. The day begins with checking plans, preparing materials, and setting up the work area. Once ready, you’ll start laying bricks, ensuring everything is level and secure using a spirit level and trowel.
Midday: Progress & coordination
After a short morning break, work continues, often coordinating with labourers, site supervisors, and other trades. Tasks might include cutting bricks to size, mixing mortar, and checking progress against blueprints. Then a midday lunch break.
Afternoon: Finishing & clean-up
The afternoon is spent progressing with the build, adding details like pointing (smoothing out mortar joints) for a neat finish. By 4 PM, tools are cleaned, the site is tidied, and the next day’s work is planned.
Essential skills for a bricklayer
To be a great bricklayer, you don’t need top grades in school, but you do need a good work ethic, and these specific skills will certainly help you out:
Physical fitness: It’s a hands-on job that involves lifting, bending, and working outdoors.
Attention to detail: No one wants wonky walls!
Basic maths skills: You’ll need to measure, cut, and calculate materials.
Good coordination: Bricklaying requires precision and accuracy.
Problem-solving ability: Every project is different, and you’ll need to think on your feet.
Teamwork: You’ll often be working with other tradespeople, from plumbers to electricians.
Average earnings for bricklayers and job outlook
Earnings vary depending on location and experience, but here’s a rough guide:
Apprentice Bricklayer – £12,000 – £18,000 per year
Qualified Bricklayer – £25,000 – £40,000 per year
Highly Experienced Bricklayer – £50,000+
Self-Employed Bricklayer – Potentially £60,000+ (more on that below)
The construction industry in the UK is growing, so skilled bricklayers will always be needed. To learn more read our blog on how much bricklayers make in the UK.
Training to become a bricklayer
Bricklaying is a skilled trade and you’ll need some valuable training to get started. There are different options to suit your preferred learning process or depending on where you are in life.
Apprenticeships (Best for hands-on learning)
Usually take around 2-3 years and result in an NVQ Level 2 or 3 in Bricklaying.
An apprenticeship is the most common way to become a bricklayer in the UK. You’ll earn while you learn, usually working four days a week with a bricklaying company and spending one day at college.
College courses (Ideal for career changers)
If you’re over 16 and want a structured way to learn, many colleges offer bricklaying diplomas or NVQs. Courses range from beginner to advanced levels, and while you won’t get paid while studying, they’re a good way to gain the skills needed for an apprenticeship or junior job. These courses are often more flexible with evening or weekend options to fit around other work.
On-the-job training
Some people start as a labourer and learn on the job. This can be a great way to get experience, and after a while, your employer may sponsor you to gain formal qualifications.
Qualifications
Whilst it’s not a requirement, if you’re looking to reach for the top jobs having a qualification will stand you in good stead. City and Guilds offer a few options. Here are some examples of different courses available:
Level 2 Technical Certificate in Bricklaying
Level 3 Advanced Technical Diploma in Bricklaying
Apprenticeship Bricklayer Level 2
Apprenticeship Craft Bricklayer Level 3
Career pathway for bricklayers
Bricklaying isn’t just about working on site all your life (unless that’s what you want!). There are several career progression opportunities:
Apprentice Bricklayer
Starting as an apprentice is the most common route into bricklaying. You’ll gain hands-on experience while earning a wage and working towards industry-recognised qualifications, such as an NVQ (National Vocational Qualification) in Bricklaying. Apprenticeships typically last around two to three years and involve a mix of on-site training and classroom learning at a college or training centre.
Qualified Bricklayer
Once you’ve completed your apprenticeship and achieved your NVQ, you’ll be recognised as a fully qualified bricklayer. This opens the door to working on a wide range of construction projects, from housing developments to commercial buildings and even large-scale infrastructure projects. As a qualified bricklayer, you can expect to earn a competitive wage and continue developing your skills on the job.
Specialist Bricklayer
If you’re interested in refining your expertise, you could specialise in areas such as:
Restoration & Conservation: Working on historic buildings and listed structures, carefully repairing or recreating brickwork in line with heritage standards.
Decorative Brickwork: Creating detailed brick patterns, arches, and ornamental designs that add architectural interest to buildings.
Refractory Brickwork: Installing heat-resistant bricks in industrial settings like furnaces, kilns, and chimneys.
Specialising can set you apart in the industry and may allow you to command higher rates for your expertise.
Site Supervisor / Foreman
With experience and strong leadership skills, you could step up into a supervisory role. As a site supervisor or foreman, you’ll be responsible for overseeing a team of bricklayers, ensuring work is completed to a high standard and within deadlines. This role involves managing materials, liaising with other trades, and ensuring health and safety regulations are met on site.
Construction Manager
If you’re ambitious and willing to take on further qualifications, such as an HNC, HND, or even a degree in Construction Management, you could progress to overseeing entire building projects. As a construction manager, you’d be responsible for budgeting, scheduling, and coordinating multiple aspects of a project, from planning to completion. This role comes with significant responsibility but also a higher earning potential.
Self-Employed Bricklayer
Fancy being your own boss? Many bricklayers choose to go self-employed, allowing them to set their own rates, choose their projects, and even build their own client base. Running your own business can be rewarding, but it also comes with added responsibilities such as managing finances, sourcing work, and handling customer relations.
How to become a self-employed bricklayer
If you want to be your own boss and earn more money, going self-employed could be a great option. Here’s what you’ll need:
Experience – Clients will want proof of your skills.
CSCS Card – Required for most UK construction sites.
Tools and Transport – You’ll need your own kit and a van.
Business Skills – Managing finances, quoting jobs, and finding clients.
Marketing – A website, social media, and word-of-mouth can help you get work.
Many self-employed bricklayers start by doing weekend jobs or small side projects before going fully independent.
Typical tools and equipment used by bricklayers
When you become a bricklayer, especially if you’re self-employed, you’ll want to start building up a range of tools, your typical toolkit should include:
Trowels – For spreading mortar
Spirit Level – To keep everything straight
Hammer & Chisel – For shaping bricks
Brick Jointer – To create neat mortar lines
Mixing Tools – For preparing cement and mortar
Safety gear, such as gloves, steel-toe boots, and a hard hat, is also essential.
Challenges and benefits of a bricklaying career
Like any job, bricklaying has its ups and downs.
Pros:
Job security – always in demand
Good earnings potential
Work outdoors, not stuck in an office
Great for people who enjoy hands-on work
Cons:
Physically demanding work
Working in all weather conditions
Early mornings and long hours
Starting a bricklaying business
If you’re ready to take the first step towards a career in bricklaying, here’s what to do:
Look for apprenticeships: Check sites like the UK Government’s apprenticeship portal.
Find a college course: Many local colleges offer bricklaying diplomas.
Gain work experience: Even unpaid work experience can help you get your foot in the door.
Network with professionals: Speak to builders and bricklayers in your area for advice.
Get your CSCS card: Most construction sites require this for safety reasons.
Bricklaying is a rewarding, hands-on career with great prospects. Whether you’re looking to start as an apprentice, switch careers, or even go self-employed, there’s plenty of opportunity in this field. So, if you like the sound of working with bricks and building something real, why not give it a go?
Get Bricklayers Insurance with Protectivity
When you’re starting out as a bricklayer you will no doubt be made aware of the safety precautions that you’ll need to follow to protect yourself from risks and dangers at work. Insurance is another key aspect to consider and having specific trades insurance is essential.
Protectivity’s bricklayers’ insurance can provide specialist cover for risks you face offering your bricklaying services.
Choose the type of cover that best meets the needs of your business, with a range of benefits. Our policies include public liability up to £5 million as standard; you then have the option to add Employers’ Liability insurance, Contractor Works cover, Plant and Tools cover, financial loss and employee tools (only if you’ve included the other benefits). That way, when unforeseen circumstances occur, you can ensure you’re protected from unexpected costs.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
Side hustles have become the norm for millions of Brits, whether it’s selling handmade crafts, freelancing, dog walking, or working a second job.
According to data from Finder, the side hustle economy in the UK is booming with 39% of Brits now having a side hustle as an additional income stream and the average side hustle making £210 a week (or £914 a month).*
With the rising cost of living, more people are looking for extra ways to boost their income – but when does this attract the attention of HMRC? Well, it looks like it has.
The latest figures from HMRC report that 65% of people operating sides hustles are generally unaware they should be registered for tax. **
In fact, HMRC have just announced a new campaign ‘Help for Hustles’ that aims to help people understand their side hustle tax obligations and tackle what they call the ‘hidden economy’.
If you earn extra income from a side hustle or ‘odd jobs’ you could be failing to pay the tax you owe, which may lead to fines down the line. We’ve picked out some key points that should help you understand whether you’re operating a side hustle, how HMRC tax side hustles and if you need to pay tax on yours.
What counts as a side hustle?
A side hustle is any work you do outside of your main employment that earns you extra cash. Whether it’s a passion project, weekend gig, or a second job, if you’re making money, it’s worth knowing the tax rules. Here some popular side hustle categories:
Buying or making things to sell – Selling handmade or refurbished items on platforms like Etsy, eBay, Vinted, Depop, or Amazon Handmade.
Having a side gig – Working part-time or taking on second jobs, such as tutoring, bar work, or weekend shifts.
Working for yourself across multiple jobs – Freelancing, gig economy work (EG. TaskRabbit jobs), or offering services.
Content creation & influencing – Earning money through YouTube, TikTok, blogging, social media sponsorships, or affiliate marketing.
Manual labour & services – Dog walking, pet sitting, cleaning, property maintenance and gardening.
Renting out property – Earning money through short-term lets (Airbnb), spare room rentals, or property subletting.
Even if it’s just a hobby, you may still need to pay tax if you’re earning over a certain amount.
When do you need to pay side hustle tax?
You can earn up to £1,000 a year, tax-free under the Trading Allowance.
Earning less than £1,000? No need to declare it.
Earning more than £1,000? You must register with HMRC and report your income.
When does a side hustle become a small business?
Not sure if your side hustle has outgrown its “extra cash” phase? Here’s when it’s time to treat it as a business:
Earnings exceed £1,000 per year (you must register with HMRC).
You work consistently and professionally rather than as a one-off.
You invest in branding & marketing (e.g., website, social media ads).
You have business-related expenses (equipment, materials, insurance).
You’ve registered as a sole trader or limited company.
Hobby vs. Business – What’s the Difference?
If you’re making money as a one-off (e.g., selling an old laptop on eBay), it’s just personal income. But if you’re regularly selling goods or providing a service for profit, HMRC considers it a business.
Examples of when tax applies:
Selling handmade jewellery on Etsy every month.
Offering personal training or fitness coaching.
Running a dog walking or pet sitting service.
Cleaning houses or offering property maintenance services.
If your goal is to make a profit rather than just cover costs, you’re running a business, so tax applies, and it’s worth getting financial advice to stay compliant and tax efficient.
How to register & declare side hustle tax UK?
If you’re earning over £1,000, follow these steps:
Travel costs (mileage, petrol, public transport for business purposes)
Marketing expenses (website costs, social media ads, business cards)
Office costs (if working from home, you can claim a portion of bills)
Keep all receipts and records to make sure you get the maximum tax relief!
Common mistakes & how to avoid them
Not tracking income & expenses properly – Use a spreadsheet or accounting app.
Assuming you don’t need to register – Even small earnings can require tax reporting.
Missing deadlines – Late tax returns = hefty fines from HMRC.
Forgetting to save for tax – Keep a portion of your earnings aside.
As HMRC raise awareness for their new campaign the key message is to help avoid these mistakes.
Angela MacDonald, HMRC’s Second Permanent Secretary and Deputy Chief Executive Officer, said:
“We know many people are turning their hobbies and interests into successful businesses and we’re here to help them understand their tax obligations.
Nobody wants an unexpected tax bill, so anyone with a side hustle should check HMRC’s straightforward guide and make sure they’re getting their tax right.”
Finally – side hustle tax obligations are up to you
By launching a new campaign HMRC have shown commitment to tackle the ‘hidden economy’ of undeclared income, which they estimated at £2.2 billion in the 2022-2023 tax year. **
From HMRC’s perspective paying taxes is your responsibility so if you fail to follow the rules and get caught, excuses and common mistakes are unlikely to be valid, so make sure you’re fully aware where you stand.
Protect your side hustle with Small Business Insurance
Protectivity offers affordable small business insurance suitable for side-hustlers and budding entrepreneurs just like you, specialising in a wide range of different activities. Public liability is included with options to add extras such as equipment cover, employers’ liability and other specific industry add-ons.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
For many tradespeople, a van is more than just a vehicle, it’s a mobile workshop and an essential part of running a business. It’s also where thousands of pounds worth of tools are often stored. But with van tool theft on the rise, protecting your equipment has never been more critical.
According to research from Volkswagen Commercial Vehicles, 1 in 5 UK van drivers were victims of tool theft last year, amounting to over 15,000 cases.* However it is widely believed that many thefts go unreported.
The scale of the problem has reached such heights that tradespeople are calling for action. On Monday 3rd February, a rally took place in London, organised by Trades United, pushing for tougher laws on tool theft and the re-sale of stolen equipment.
The booming second-hand tool market, fuelled by the cost-of-living crisis, has made it easier than ever for stolen tools to be resold. Once they’re gone, the chances of recovery are slim. Police forces across the country are already stretched, and tool theft is rarely prioritised, leaving tradespeople to foot the bill for replacements.
Whilst many in the industry are demanding stronger legal protections, prevention remains the best defence. Increasing your awareness of the problem can help to protect your tools, when stored in your van.
How big is the problem?
Key issues
Nearly £100 million worth of tools stolen last year*, with many incidents going unreported.
Vans are prime targets, with thieves using lock-picking tools, peel-and-steal methods, and electronic key hacking.
Recovery rates are shockingly low, and the cost of replacing stolen tools can cripple a business.
The rise in second-hand tool sales on online marketplaces and social media makes it easier than ever for thieves to profit.
Vans are prime targets
Thieves are using increasingly sophisticated methods to access locked vans in record time. Lock-picking tools and peel-and-steal attacks, where criminals force van doors open by bending them back, remain common. But technology is also playing a role in van theft, making break-ins even easier.
One of the biggest threats is keyless entry hacking. By using a relay device, thieves can clone a van’s electronic key fob from a short distance, allowing them to unlock and start the vehicle in seconds. This method leaves no visible signs of forced entry, making it difficult for insurance claims and police investigations. Some criminals even pose as locksmiths or mechanics, using fake service vans to blend in while they target parked vehicles in broad daylight.
The law enforcement challenge
Despite the scale of the problem, police resources are stretched, and tool theft is often considered a low-priority crime. Many cases are closed without investigation, and even when thieves are caught, they often receive minimal sentences.
There is no specific legal classification for tool theft from vans, meaning it falls under general theft offences. The lack of a targeted approach has led to calls for harsher penalties, with campaigners demanding stronger deterrents for repeat offenders.
The proposed Theft of Tools of Trade Bill, introduced in December 2024, aims to address this by introducing tougher laws on resale markets and increased punishments for offenders. However, until these legal changes are made, the risk to tradespeople remains high.
The black market & rise of stolen tool sales
Online Marketplaces
One of the biggest factors driving tool theft is the ease with which stolen tools can be resold. Online marketplaces like Facebook Marketplace, eBay, and Gumtree have become hotspots for criminals looking to offload stolen goods. With no strict regulations or proof of ownership required, it’s all too easy for thieves to turn a quick profit while victims are left without their essential equipment.
Unregulated Car Boot Sales & Local Markets
Beyond the internet, car boot sales play a major role in the resale of stolen tools. Many buyers unknowingly purchase stolen equipment, further fuelling demand and making it even harder for stolen tools to be traced. Without stricter resale regulations, the cycle of theft is likely to continue.
How to protect yourself from buying stolen tools
Be wary of suspiciously low prices, if a deal seems too good to be true, it probably is.
Always ask for proof of purchase before buying second-hand tools.
Use traceable payment methods, avoid cash deals that leave no paper trail.
Check for property markings like serial numbers, engravings, or forensic markers before making a purchase.
Pushing for better protection: Legislation & industry action
As theft rates continue to rise, tradespeople are calling for better legal protections, as current laws don’t go far enough to deter tool thieves.
Extend anti-theft measures to essential trade tools.
Regulate resale markets to prevent stolen tool sales.
Introduce harsher penalties for tool thieves.
Taking action as an industry
Groups like Trades United, Band of Builders and On the Tools are actively lobbying for change. From arranging protests to lobbying parliament.
Their main aims are to achieve:
Stronger punishments for offenders to deter criminal activity and repeat offences.
Improved security in high-risk areas with increased surveillance and preventative measures in locations prone to crime.
A national task force on theft, galvanising a coordinated effort to investigate and reduce theft-related crimes.
Dedicated support for victims with financial assistance and resources to help those affected recover.
Public Awareness Campaigns to highlight the impact of theft and promote prevention.
Leo Wilcox, from On the Tools told GB News in an interview:
“Nearly £100 million worth of tools stolen last year”
“The sanctions just aren’t tough enough. If you’re a tradesman and your tools are stolen, you can’t go into work the next day”.
Clearly criminals are not being deterred and the loss of earnings that can impact victims of these crimes, from delaying work, as well as equipment will be a significant loss.
Best ways to protect your van and avoid tool theft
Secure your van with physical barriers
Install high-security deadlocks and slam locks to prevent break-ins.
Use internal van vaults or tool safes to store high-value items.
Consider shielding plates for door handles and locks.
Park smart
Always park in well-lit, busy areas or secure compounds.
When possible, park against a wall to block access to van doors.
If you have a driveway, install CCTV and motion sensor lighting.
Use tracking & marking systems
Mark tools with forensic property marking kits (e.g., SmartWater or SelectaDNA).
Keep a detailed inventory with serial numbers and photos.
Consider GPS tracking devices on high-value tools.
Remove tools overnight (when possible)
If you can, take tools inside—especially in high-theft areas.
If not practical, use steel van safes to deter quick thefts.
Even with the best security measures, no van is completely theft-proof. Having the right insurance policy in place can help reduce financial losses and keep your business running.
Many trades insurance policies might not include tool cover as standard, and some may exclude tools theft when left in an unattended vehicle, so it’s important to understand what you’ll need to have to be fully covered.
What does tool insurance cover?
As we’ve highlighted, replacing stolen tools can cost thousands, tool insurance provides specialist protection for essential tools, equipment, and related assets used in your work. Here are some key benefits worth including:
Owned Tools & Equipment – Covers portable and power-driven tools, as well as temporary buildings and caravans used in contract work.
Hired Tools & Equipment – Provides protection against loss, damage, and legal liability for hiring charges, ensuring you are not left out of pocket for borrowed equipment.
Tools of Trade – Extends coverage to tools stored in locked, unattended vehicles, offering security even when tools are off-site.
Employees’ Tools & Personal Effects – Protects tools and personal items belonging to employees while on-site or under joint working agreements.
This can help ensure financial security against loss, damage, or theft, helping you avoid costly replacements or disruptions.
Take action to protect your tools
Van tool theft is a growing problem, but by taking the right precautions and pushing for change, tradespeople can better protect themselves and their livelihoods.
Upgrade your van security to deter thieves.
Support industry action to strengthen tool theft laws.
Invest in tool insurance to safeguard against financial loss.
If you rely on your tools for work, don’t leave them unprotected. Take steps to secure them, support industry campaigns, and ensure you’re covered in case the worst happens.
*Volkswagen Commercial Vehicle research – https://www.vwpress.co.uk/releases/5163
At Protectivity, we provide affordable tools insurance to cover these incidents commonly faced by tradespeople, including tools of trade theft.
Our policies include Public Liability up to £5 million as standard; you then have the option to add Employers’ Liability insurance, Contractor Works cover and Plant and Tools cover. With plant and tools cover you can add your employees’ tools as well as tools of trade insurance, to protect your tools when left in an unattended van, offsite.
Focus on the job, without the worry of where you’ve parked your van. Don’t be another statistics, find out more about our specialist tools cover today!
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
There’s been a lot of discussion about raising prices in recent weeks, and you might be wondering whether this is the right move for your business. According to the British Chamber of Commerce (BCC), over half of UK businesses—91% of which are SMEs—plan to increase their prices in response to the ramifications of the Budget announced in Q4 2024.
A significant driver of these plans is the rising cost of hiring staff. The National Minimum Wage is set to increase to £12.21 per hour in April 2025 for employees aged 21 and over, alongside a rise in employers’ National Insurance contributions to 15.05%. For many, the cost of staffing has become a growing barrier to investment and growth.
Raising prices may seem obvious, especially since many businesses are doing the same. In fact, it could be argued that not doing so risks falling behind competitors. However, this decision is not without its challenges and potential consequences. To help, we’ve taken a closer look at the key considerations and implications.
Ultimately, there’s always a bigger picture to evaluate. Factors such as competitor pricing, the cost of goods, and ongoing skills shortages will all play a role in shaping your decision.
Current landscape
Economic pressure
Rising operational costs are squeezing small businesses across the UK. We’ve already touched on the rise in minimum wage and national insurance, these changes, compounded by inflation and broader economic challenges, are leaving many SMEs grappling with the decision of how to remain sustainable while managing higher expenses.
Industry examples
Certain sectors are feeling the strain more acutely. A reported 20% of small businesses are spending significantly more on plant and equipment to stay competitive, with industries like trade and catering particularly affected.
For example, catering businesses face the dual challenge of increased ingredient costs and higher wages, while tradespeople must manage the rising prices of tools and materials. These additional expenses create a growing need for businesses to evaluate their pricing strategies carefully.
Customer sensitivity
In a cost-of-living crisis, balancing the need for price increases with customer affordability is a delicate task. Consumer behaviour has shifted, with many buyers becoming increasingly price-conscious, comparing options more rigorously, and cutting back on non-essential spending. However, research suggests that customers will pay more when they perceive value or feel a strong loyalty to a brand. Understanding the dynamic of perceived value is key for businesses looking to navigate the fine line between maintaining customer trust and covering rising costs.
Given the current economic challenges, it’s clear that many small businesses are navigating uncharted waters—but within these challenges lies an opportunity to reassess strategies and strengthen your business for the future.
One key consideration is whether raising prices could provide the stability needed to offset rising costs, maintain quality, and ensure long-term success. Of course, this decision comes with both advantages and potential risks, so let’s take a closer look at the pros and cons to help you make an informed choice.
The pros of raising prices
Covering increased costs
Raising prices is one of the most straightforward ways to offset increased expenses such as wages, taxes, and materials. Without these adjustments, many small businesses risk running at a loss, which can jeopardise their long-term survival. A carefully considered price increase allows you to absorb these costs while continuing to operate sustainably.
Maintaining profit margins
Preserving profit margins is vital for reinvestment and growth. Whether it’s upgrading equipment, expanding your team, or improving your services, healthy margins enable your business to thrive rather than simply survive. By proactively adjusting prices, you can maintain the financial stability needed to invest in your future.
Value perception
When paired with exceptional quality or improved offerings, higher prices can actually enhance how customers perceive your business. Many buyers equate higher costs with superior value, so positioning your price increase alongside clear improvements—such as better service or additional features—can turn a challenge into an opportunity.
Long-term viability
Adapting pricing to align with market realities is essential for business longevity. By staying ahead of rising costs and industry trends, you demonstrate adaptability and foresight, which are crucial in maintaining your position in a competitive marketplace.
The cons of raising prices
Customer backlash
One of the biggest risks of raising prices is alienating existing customers. If the increase feels unjustified or sudden, customers may feel undervalued and take their business elsewhere. Clear communication and transparency are essential to mitigate this risk.
Market competition
In highly competitive industries, even small price adjustments can make your offerings appear less attractive compared to cheaper alternatives. Competitors who don’t raise their prices may gain an advantage, so it’s important to monitor your market and differentiate your value.
Economic climate
The current economic climate is challenging for many consumers. Raising prices during a cost-of-living crisis may put additional pressure on your customers, potentially damaging your relationship with them. Balancing your financial needs with their ability to pay is crucial to maintaining loyalty.
Strategic considerations
When it comes to adjusting your pricing, strategy and understanding buyer psychology can make all the difference. It’s not just about crunching the numbers—it’s about knowing how your customers think and what motivates their decisions. By taking the time to assess your customers’ willingness to pay and how they perceive value, you can communicate price changes more effectively and even turn potential pushback into an opportunity to strengthen loyalty.
Thinking about what makes your customers tick might feel like stepping into unfamiliar territory, but it’s worth it. Insights into perceived value, loss aversion, and the importance of transparency can help you navigate the tricky waters of price increases with confidence and clarity. After all, a little psychology could be just the inspiration you need to shake things up and set your business up for long-term success.
Perceived value matters most
Customers are unlikely to pay more for the same product. But if your customers feel they’re getting something extra—better quality, superior reliability, or an all-round more polished experience—they’re more likely to accept the increase. Think of it like buying a takeaway coffee: you could get a cheaper instant brew at home, but that expertly crafted latte from your local café, with its perfectly frothed milk and rich flavour, feels worth the extra spend.
Loss aversion
People tend to hate losing something more than they love gaining something. You can highlight the added value to prevent customers from feeling they are losing out. Flip the narrative. Show them what they’re gaining—be it better service, improved products, or the peace of mind that you’re still around because you’ve stayed sustainable.
The power of anchoring
Customers compare prices – fact. Whether it’s your competitors or what they paid last year, so pre-empting this with the right messaging can help them navigate to you.
To make a price jump feel less dramatic, anchor your increase to something concrete. Maybe it’s the rising costs of materials, higher wages for your amazing team, or a shiny new feature you’ve added. People like to feel there’s a logical reason behind a change.
Transparency builds trust
Honesty builds trust. Be upfront about why your prices are going up. Customers are more likely to accept changes when they understand the “why.” So, whether it’s inflation, supply chain issues, or the cost of keeping your standards high, customers appreciate knowing the story.
Alternatives to raising prices
Operational efficiency
Cutting costs without compromising quality is a powerful way to protect your margins without raising prices. Start by examining your current operations for inefficiencies. Are there processes that could be automated or streamlined? For example, using digital tools for inventory management or switching to cloud-based accounting software can save time and money.
Renegotiating supplier contracts can also lead to substantial savings, particularly if you’ve built a strong relationship over time. Don’t forget to review recurring expenses like energy bills—investing in energy-efficient equipment could reduce costs in the long term.
Diversifying income streams
Expanding your offerings can generate new revenue streams and reduce dependence on price increases. This could mean introducing complementary products or services, entering new markets, or even exploring partnerships with other businesses. For example, a café might start selling branded coffee beans or offering barista workshops, while a tradesperson could launch a consultancy or training service. Diversification not only boosts revenue but also helps protect your business against fluctuations in demand.
Value-added pricing models
Rather than a blanket price increase, consider offering tiered or subscription pricing. For example, a basic, standard, and premium tier allows customers to choose the level of service or features that best suit their needs. This approach provides flexibility for price-sensitive customers while encouraging others to pay more for enhanced value. Subscription models can also create consistent revenue streams while fostering customer loyalty. Think of it as offering options for everyone without alienating any segment of your audience.
Staying nimble is critical in today’s rapidly changing economic climate. Monitor industry trends, government policies, and market conditions regularly. For example, keep an eye on inflation rates, competitor strategies, and shifting consumer preferences.
Being proactive allows you to adjust your strategy before challenges arise. Whether that’s refining your product offerings, entering a niche market, or rethinking your marketing approach, adaptability can keep you ahead of the curve.
Benchmarking
Understanding where your pricing stands in relation to your competitors is vital. Research similar businesses in your industry to gauge whether your prices are competitive, undervalued, or premium.
Tools like industry reports, online reviews, and customer feedback can help you gather insights. Benchmarking isn’t just about comparing numbers; it’s also about identifying where you excel and how you can differentiate your value to justify your pricing.
Government support
Don’t overlook the potential benefits of government grants, loans, and relief programmes designed to support small businesses. For example, schemes focused on energy efficiency, workforce development, or innovation could help reduce costs or fund growth initiatives.
Local councils often have business support programmes, too, so check what’s available in your area. Taking advantage of these resources not only offsets rising costs but also allows you to invest in your business without relying solely on revenue increases.
And finally…
Navigating the decision to raise prices is complex, but with careful planning, clear communication, and a focus on value, it can be a strategic step toward sustaining and growing your business. Remember, you’re not alone—many small businesses are facing similar challenges, and by adapting thoughtfully, you can position your business for long-term success.
Discover Small Business Insurance from Protectivity
Rising costs might be making things tighter right now, but some essentials, like small business insurance, shouldn’t be overlooked. It might be tempting to delay it, but doing so could leave your business exposed when you need protection the most.
Protectivity’s small business insurance is specifically designed to support you if claims are brought against your business, giving you peace of mind to focus on what you do best.
With public liability automatically included, you’re covered if a third party sues your business—for example, if a client or member of the public suffers an injury or property damage. For those with employees, Employers’ Liability cover ensures protection against claims brought by your team, keeping your business compliant and secure.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
With four weeks to go before the deadline, HMRC have announced that 5.4 million taxpayers still need to complete their self-assessment tax return. Are you one of them?
If you’re self-employed or a sole trader in the UK, filing your self-assessment tax return is a crucial part of managing your finances. It’s not exactly a task most people look forward to, but missing the deadline can lead to some serious consequences. Whether it’s due to procrastination, confusion, or unexpected life events, filing late can result in penalties, stress, and extra costs.
If you’ve left it to the last minute this year…take a breath, don’t panic, there’s still time! Here are some tips to highlight what happens if you miss the self-assessment deadline, most importantly – what you can do about it, and common queries surrounding a late tax return.
When is the deadline to submit your tax return in the UK?
For most people, the self-assessment deadline falls on 31st January 2025 following the end of the tax year. For example, the deadline for the 2023/24 tax year (which runs from 6th April 2023 to 5th April 2024) is 31st January 2025. If you’re filing a paper tax return by post, the deadline is earlier: 31st October 2024.
Failing to meet these deadlines can result in penalties, so it’s vital to mark them in your calendar. It’s also a good idea to start preparing well in advance—tax returns are rarely a task you want to rush through at the last minute.
Who should submit a tax return?
Self-assessment isn’t just for the self-employed, although they make up a significant portion of filers. You’ll need to submit a tax return if:
You’re self-employed or a sole trader earning over £1,000.
You receive untaxed income, such as rental income, dividends, or investment gains.
You earn more than £50,000 and claim Child Benefit, triggering the High-Income Child Benefit Charge.
You need to pay Capital Gains Tax or have other income that hasn’t been taxed at source.
If you’re unsure whether you need to submit a return, it’s better to check with HMRC rather than assume—it could save you a headache later.
What should you do if you think you’ll miss the deadline?
If you know you’re cutting it close, don’t panic. There are steps you can take to minimise the fallout:
Contact HMRC: If you’re facing circumstances beyond your control, such as illness or a bereavement, let HMRC know as soon as possible. They may offer support or leniency, especially if you act promptly.
Gather your documents quickly: Even if the deadline is near, organise your income records, expense receipts, and other relevant paperwork. This will make the process faster.
Consider an extension: While rare, you may be able to get an extension for extraordinary circumstances. This usually involves proving why you couldn’t meet the original deadline.
Work with an accountant: A professional can help you file as quickly and accurately as possible, reducing the risk of errors but at a late stage they will likely be fully committed to other clients.
What are the penalties for a late tax return?
The penalties for missing the deadline can add up quickly:
£100 Late Filing Fee: This applies if your return is up to 3 months late.
Daily Penalties: After 3 months, you’ll be charged £10 per day, up to a maximum of £900.
Additional Penalties: At 6 months late, you’ll face a further 5% of the tax due or £300, whichever is greater. The same applies after 12 months.
Interest on Unpaid Tax: Any tax you owe will accrue interest from the day after the payment deadline.
For example, if you owe £5,000 in tax and delay your return for over 6 months, you could face penalties exceeding £1,000—on top of the unpaid tax itself.
What if your accountant has filed it late?
Even if you rely on an accountant, the responsibility ultimately falls on you as the taxpayer. If your accountant fails to file on time, here’s what you should do:Communicate immediately: Ask your accountant for an explanation and whether they can rectify the issue promptly.
Document everything: Keep records of your correspondence in case you need to appeal any penalties.
Raise a complaint: If the accountant’s negligence has caused penalties, you can file a complaint with their professional body.
While HMRC is unlikely to waive penalties unless you can prove exceptional circumstances, showing that you acted in good faith may help.
What if you didn’t know you had to submit a tax return?
Ignorance isn’t usually a valid excuse, but HMRC does recognise that some individuals genuinely don’t realise they need to file. Common scenarios include:
Newly self-employed individuals: If you’ve recently started working for yourself, you may not know about the self-assessment system.
Complex income situations: If you have multiple income sources, it’s easy to overlook the requirement.
If this applies to you, register with HMRC as soon as possible. Be honest about why you didn’t file, and they may reduce penalties. However, don’t delay—acting quickly is key.
How to submit a late tax return
Filing late isn’t ideal, but it’s better than not filing at all. Here’s how to do it:
Log in to your HMRC account: Use your Government Gateway credentials.
Prepare your documents: Include income statements, expense receipts, and any relevant records.
File the return online: Complete the form accurately to avoid triggering further penalties.
Pay any tax owed: Settle the outstanding amount, including penalties and interest.
If you’re unsure about any part of the process, seek advice from an accountant or HMRC’s helpline.
How to appeal a late penalty charge for late submission
If you’ve received a penalty for filing late and believe it’s unfair, you have the right to appeal. Here are the steps you should take in these circumstances:
Understand your reason for the appeal:
HMRC will only consider appeals for specific “reasonable excuses.” Examples include:
A serious illness or hospitalisation.
The death of a close family member shortly before the deadline.
Fire, flood, or theft preventing you from filing.
Technical issues with HMRC’s online services.
Gather evidence:
To support your appeal, collect evidence such as:
Medical records or a doctor’s note.
Death certificates for close relatives.
Screenshots of error messages if technical issues occurred.
Submit your appeal
Use HMRC’s online service or submit a written appeal via post. Include your unique taxpayer reference (UTR), details of the penalty, and an explanation of your circumstances.
Appeals can also be made by calling HMRC’s helpline for guidance.
Await HMRC’s decision
HMRC will review your appeal and notify you of their decision. This can take several weeks, so be patient but follow up if you don’t hear back.
Escalate if necessary
If your appeal is rejected and you still believe you have a strong case, you can request a review or take your case to the Tax Tribunal.
Acting promptly is critical. Appeals must generally be made within 30 days of the penalty notice.
Preventing future issues with your tax returns
Avoid the stress of late filing by taking proactive steps:
Start early: Don’t wait until January to think about your tax return.
Use accounting software: Tools like QuickBooks or Xero can simplify the process.
Hire a trusted accountant: Work with someone who understands your needs and won’t leave things to the last minute.
Set reminders: Use digital tools or a calendar to keep track of deadlines.
Missing the self-assessment tax return deadline isn’t the end of the world, but it can lead to unnecessary stress and financial penalties. By understanding your obligations, staying organised, and acting quickly if you’re late, you can minimise the impact.
Remember, HMRC’s deadlines are there for a reason, but they’re not designed to catch you out. If you’re ever unsure or need help, reach out to a professional or HMRC for guidance.
Get business insurance with Protectivity this year
As you’re completing your tax return you may also have insurance in mind. Ensuring you have the necessary cover for your business can avoid costly setbacks if things go wrong, often beyond your control, and you need to make a claim.
Protectivity offers affordable small business insurance for sole traders and small business owners just like you, specialising in a wide range of different activities. Public liability is included with options to add extras such as equipment cover, employers’ liability and other specific industry add-ons.
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
