Gardening is a rewarding profession, offering the freedom to work outdoors, manage your own schedule, and build a thriving business. However, one of the biggest challenges for self-employed gardeners and small businesses is deciding how much to charge for their services. Set your prices too low, and you may struggle to make a living; too high, and you risk losing potential clients.

For sole traders, seasonal gardeners, and small businesses, one of the most important yet tricky parts of running a gardening business is setting the right rates. Charge too little, and you may not cover your costs. Charge too much, and you risk pricing yourself out of work. In this guide, we’ll walk through industry averages, income expectations, and tips for setting fair, competitive prices that reflect the true value of your services.

 

How much do gardeners earn?

On average, qualified self-employed gardeners in the UK with 10 or more years of experience are targeting around £270 per day in 2024, up from £258 in 2023. This equates to approximately £36 per hour, based on 7.5 chargeable hours per day.

It’s worth noting that this isn’t pure take-home pay, it reflects the cost of running a gardening business, which includes tools, insurance, vehicle upkeep, training, fuel, and more. Gardeners can expect around 25% of their annual turnover to go towards these business expenses.

Your actual earnings will vary depending on your level of experience, services offered, region, and how many months of the year you’re actively working, since income typically dips during the winter.

 

How much do gardeners charge on average in the UK?

If you’re deciding how much to charge, it’s useful to understand what gardeners typically cost clients. Rates depend on factors like the size of the job, location, and whether the work is general maintenance or more skilled labour.

For clients hiring a gardener, the average hourly rate is between £25 and £36, depending on whether it’s a one-off job or a regular contract. Gardeners may charge more for specialised work or if the job involves significant travel, use of high-risk equipment, or tasks requiring specific qualifications.

Here are average hourly rates for various gardening services in 2025:

  • Landscape design: £100/hr
  • Garden levelling: £140 (per job, equipment included)
  • Lawn mowing & general maintenance: £20/hr
  • Weeding: £30/hr
  • Tree trimming: £60/hr
  • Planting flowers: £35/hr

 

Prices may also vary by region, the complexity of the job, and the type of service, routine vs. specialist, for example.

 

Average hourly rate for gardeners

Hourly rates are most commonly used for regular maintenance or smaller one-off jobs. The national average falls between £25 and £36 per hour depending on experience and type of service.

Charging by the hour works well when the job duration isn’t easily defined in advance. However, it’s crucial to be transparent with clients and provide an estimate beforehand to avoid misunderstandings. Also, ensure your hourly rate accounts for time spent on non-billable activities like travel, quoting, and tool maintenance.

 

Average day rate for gardeners

For full-day bookings or larger jobs, such as full garden clearances or landscaping, many gardeners prefer to charge a day rate. Based on current data, a qualified, experienced gardener in 2024/2025 may charge around £270 per day, though rates typically range from £150 to £300 depending on location and services included.

A day rate is often more convenient for both the gardener and the client and can offer better value overall. Just make sure to define what’s included in your daily rate, such as equipment, waste removal, or travel.

 

Considerations in how much to charge as a gardener?

Setting your rates as a self-employed gardener involves more than just matching the going rate in your area, it’s about building a sustainable business that covers your costs and rewards your expertise. Your pricing should reflect the true cost of running your business, your level of experience, and the value you provide to clients.

Here are key considerations when working out how much to charge:

Understand your costs

Factor in all your business outgoings such as tools, fuel, vehicle maintenance, insurance, licensing, protective clothing, waste disposal, and marketing. Your rate should ensure these are covered, with room for growth.

 

Research the market

Look into what other local gardeners charge for similar services. This helps you stay competitive and gives you a benchmark to work from.

 

Reflect your experience and skill

If you have qualifications, specialist knowledge (like plant care or landscaping), or use high-grade equipment, your pricing should reflect that added value.

 

Consider demand and availability

If you’re consistently busy or booked in advance, that may be a sign you can increase your rates slightly. High demand justifies higher pricing.

 

Include a profit margin

Don’t just break even. You’re running a business, so ensure your prices include a profit margin to make your work financially worthwhile.

 

Set a minimum charge for small jobs

Many gardeners set a minimum call-out fee to account for travel time, set-up, and overheads, especially for quick or one-off tasks.

 

Review rates regularly

Reassess your pricing at least once a year to keep up with inflation, rising costs, and changes in demand.

By taking all of these into account, you’ll be in a strong position to set fair and confident rates that support both your livelihood and your professional reputation.

 

Winter vs. Summer – Seasonal income

Gardening is a highly seasonal profession, with peak demand in spring and summer. Many gardeners find they can charge higher rates during these months due to increased demand. However, the average income can drop by up to 37% during winter, primarily due to shorter days, poor weather, and fewer garden-related tasks. To maintain earnings in the off-season, consider offering additional services such as:

  • Winter pruning: Many trees and shrubs require pruning in colder months.
  • Fence and shed repairs: Structural garden maintenance is in demand year-round.
  • Leaf clearance and composting: Many clients still need garden upkeep during autumn and winter.

By diversifying your services, you can generate a more consistent income throughout the year.

 

Setting up a gardening business & startup cost

If you’re launching a gardening business, it’s important to plan for some upfront investment. Basic startup costs may include:

  • Tools & equipment: £500 – £2,000+
  • Vehicle (van or trailer): £2,000 – £10,000 (used)
  • Insurance (public liability, tools): £100 – £300 annually
  • Marketing (website, flyers, signage): £200 – £1,000
  • Licences (waste carrier, pesticide handling): Variable

Starting small with essential tools and reinvesting as you grow can help manage costs effectively.

 

Additional pricing considerations

Beyond your standard rates, you may need to factor in additional costs to ensure your business remains profitable. Some key considerations include:

  • Travel expenses: If you’re travelling long distances, charging for fuel and time can be necessary.
  • Package deals: Offering regular clients discounted rates for ongoing maintenance can provide steady work.
  • Waste disposal: If you remove garden waste, charging an additional fee can cover disposal costs.
  • Cancellation fees: A cancellation policy ensures you don’t lose income from last-minute changes.

Being transparent about these costs with clients helps build trust and prevents misunderstandings. Setting the right price as a gardener is crucial for building a sustainable business. Understanding industry rates, factoring in your costs, and adjusting prices based on demand can help ensure profitability.

Whether you charge hourly, daily, or per project, always ensure your pricing reflects your expertise, time, and expenses. Regularly reviewing your rates and diversifying services can also help you maintain a steady income year-round. By charging confidently and fairly, you can grow a thriving gardening business while providing excellent value to your clients.

 

Sources:

https://www.bark.com/en/gb/gardeners/gardener-price-guide/

https://www.thegardenersguild.co.uk/2024_gardener_hourly_rates_garden_maintenance.html

Get Gardeners' Insurance from Protectivity

Get Gardeners’ Liability Insurance from Protectivity

We’ve explored how setting the right rates can help you run a profitable and sustainable gardening business – but what about the things you can’t control? That’s where having the right insurance comes in, helping protect your income and your business when the unexpected happens.

As a professional gardener, you’re often working in other people’s homes and gardens, using tools, machinery, and occasionally dealing with risks like damage to property or injury. Gardeners’ liability insurance gives you peace of mind and financial protection if something goes wrong.

At Protectivity, we provide affordable gardener’s insurance to cover specific incidents commonly faced. Our policies include Public Liability up to £5 million as standard; you then have the option to add Plant and Tools cover, Employers’ Liability 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.

Whether you’re a gardener, handyman or involved in domestic property maintenance -take two minutes today to take a closer look at our trades policies.

 

 

*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. 

Word of Mouth Marketing (WOMM) is one of the most influential tools a small business can use. Unlike traditional advertising, which depends on paid placements and polished messaging, WOMM is driven by genuine conversations and real-life recommendations. When customers share positive experiences, whether in person or online, they help build trust and credibility for a brand, often influencing others to engage or make a purchase.

Historically, word of mouth was spread through face-to-face chats, phone calls, and personal referrals. Small businesses built their reputations locally, thriving on strong relationships and consistent service. While those traditional roots remain relevant, today’s word of mouth has evolved to include social media, online reviews, and influencer endorsements, allowing even the smallest businesses to reach wider audiences.

In fact, data strongly supports its impact. According to Nielsen, 92% of consumers trust recommendations from people they know over any other form of advertising, while reviews and endorsements from trusted figures, such as celebrities or influencers, also carry significant weight. This unparalleled level of trust makes WOMM not just effective, but essential for any small business looking to grow authentically and affordably.

So, what is word of mouth marketing, how easy is it to roll out for your small business and is it worth it? We’ve put together a short guide to help you decide.

 

What is word of mouth marketing?

Word of Mouth Marketing (WOMM) is when customers voluntarily share their experiences about a business with others. It can occur naturally, without any prompting, or be encouraged through strategic efforts by the business.

 

Types of WOMM

  1. Organic WOMM – This occurs when customers genuinely enjoy a product or service and talk about it with friends, family, or social media followers. There is no incentive involved; it stems purely from enthusiasm and satisfaction.
  1. Amplified WOMM – In this case, businesses actively encourage and promote word-of-mouth sharing. This could be through referral schemes, social media engagement, or influencer collaborations.

 

 

Why is WOMM essential for small businesses?

Small businesses often operate with limited marketing budgets, making WOMM an invaluable strategy. It allows companies to grow organically, as happy customers naturally spread the word about great products and services. Additionally, recommendations from friends and family carry significant weight, making potential customers more likely to trust and act on them.

 

Why do people share recommendations?

People are naturally inclined to share recommendations, and much of this behaviour is rooted in psychology. At the heart of it lies the principle of social proof – when people endorse a product or service, it reinforces their own decision-making and provides a sense of validation. Sharing a great experience also creates an emotional payoff; there’s satisfaction in helping others discover something valuable.

On a deeper level, recommending a business can subtly provide a positive reputation, as it signals taste, insight, or being ‘in the know.’ This intrinsic motivation is often complemented by external incentives, such as discounts or referral rewards, which can further nudge people to spread the word.

 

WOMM channels in the digital era

Today, digital platforms have transformed how word of mouth spreads. With just a few clicks, customers can share their experiences with a much larger audience. Some of the most powerful modern WOMM channels include:

  • Social media: Platforms like Facebook, Instagram, Twitter, TikTok, and LinkedIn allow businesses to engage with customers and encourage them to share their experiences.
  • Online reviews & ratings: Feefo, Trustpilot and Checkatrade can be essential tools for businesses that rely on reputation and customer feedback.
  • Influencer marketing: Businesses collaborate with micro-influencers for authentic promotion, leveraging their credibility and following.
  • Referral & loyalty Programmes: Offering incentives for referrals helps encourage organic recommendations.
  • User-Generated Content (UGC): Customers posting photos, testimonials, and reviews about a business can generate powerful word-of-mouth exposure.

As an example: A small café that once relied on local chatter can now experience a surge in customers due to a viral Instagram post or a glowing online review.

 

How to use Word of Mouth Marketing for your small business

Deliver outstanding service & experiences

Providing exceptional service is the foundation of WOMM. Customers only recommend businesses they genuinely love. A memorable, seamless experience makes people more likely to talk positively about your brand, both online and offline.

 

Encourage reviews & testimonials

Asking satisfied customers to leave reviews can significantly boost credibility. Positive reviews serve as social proof, reassuring potential customers and influencing their purchasing decisions.

 

Leverage social media

Encourage customers to tag your business, use hashtags, and share their experiences online. This not only increases your visibility but also creates a stream of authentic content that can attract new audiences.

 

Use referral & loyalty programmes

Reward customers for referring friends to your business. These programmes turn happy customers into active promoters, helping you grow your base through trusted personal networks.

 

Work with micro-influencers & brand advocates

Authentic endorsements from real people can be highly effective. Micro-influencers, in particular, often have stronger connections with their followers, making their recommendations more persuasive.

 

Engage in community & networking

Attending local events and networking can help spread the word about your business. Building genuine relationships in your community can lead to lasting loyalty and consistent word-of-mouth referrals.

 

Benefits of Word of Mouth Marketing

Higher trust & credibility

Recommendations from friends and family are more influential than traditional advertising. People tend to trust real experiences over brand messages, making word of mouth a powerful driver of consumer confidence.

 

Cost-effective

WOMM requires little to no financial investment compared to paid advertising. This makes it especially valuable for small businesses looking to maximise impact without straining their budget.

 

Builds customer loyalty

Encouraging repeat customers helps businesses thrive. When people feel heard and valued, they’re more likely to return and promote your business to others.

 

Boosts brand awareness

More exposure with less effort. Every share, mention, or recommendation extends your reach to new potential customers without the need for constant promotion.

 

Increases conversions

Referred customers are more likely to make a purchase. They often arrive with a level of trust already established, making them easier to convert and more likely to become loyal patrons.

 

Costs of using Word of Mouth Marketing

Organic WOMM: Free, however it relies on satisfied customers receiving positive experiences and natural advocacy. Conversely if customers have negative experiences the cost to recover from this could be detrimental.

Paid WOMM Strategies:

  • Offering referral rewards such as discounts, free products.
  • Collaborating with influencers.
  • Investing in reputation management tools.

WOMM is far more cost-effective than traditional advertising and has long-term benefits.

 

Small businesses that benefit most from WOMM

Local service-based businesses

Businesses that rely on trust and credibility naturally benefit from WOMM. Restaurants, cafés, salons, auto mechanics, and cleaning services all thrive on personal recommendations. If someone has a great dining experience, a fabulous haircut, or finds a trustworthy mechanic, they are likely to tell others.

 

Professional services

Word of mouth is crucial for professional services such as real estate agents, consultants, and freelancers. Clients who have had a positive experience will be more inclined to recommend their service provider to friends and colleagues.

 

Retail & E-commerce

Shops selling unique or handmade products can benefit greatly from word of mouth, particularly if their products stand out on social media. Hobby shops and niche retailers can also build loyal customer communities that naturally generate recommendations.

 

Fitness, health & wellness

Gyms, personal trainers, and wellness businesses see significant benefits from WOMM. People are more likely to join a gym or try a new fitness class if they hear about it from a friend who had a positive experience.

 

Examples of successful word of mouth marketing campaigns UK

Wild Cosmetics

Wild Cosmetics specialises in refillable deodorants and body care products aimed at reducing single-use plastics. The brand’s commitment to sustainability and innovative product design resonated with consumers, leading to organic discussions and recommendations. This positive word-of-mouth contributed to a 77% revenue increase, reaching £46.9 million in 2023, and culminated in the company’s acquisition by Unilever for nearly £100 million in April 2025.

 

Wingstop UK

In 2018, entrepreneurs Tom Grogan, Herman Sahota, and Saul Lewin introduced the American chicken wing franchise Wingstop to the UK. The brand rapidly gained popularity, particularly among Gen Z consumers, thanks in part to endorsements from celebrities like Stormzy and AJ Tracey. These endorsements and the ensuing buzz led to organic word-of-mouth promotion, fuelling the expansion to 50 restaurants across the country and resulting in the company’s sale for over £400 million in December 2024

 

Why small businesses can thrive with WOMM:

  • Customers naturally talk about businesses that deliver excellent experiences.
  • Trust is a key factor in decision-making.
  • Repeat customers and referrals lead to long-term growth.

 

Word of mouth marketing plan checklist

  1. Provide excellent customer experiences
  2. Set up a referral programme
  3. Encourage customer reviews & testimonials
  4. Actively engage on social media
  5. Partner with local influencers & brand advocates
  6. Attend community events & network
  7. Monitor & respond to online reviews & mentions
  8. Track results & optimise strategies

 

Word of Mouth Marketing is one of the most powerful and cost-effective ways for small businesses to grow. It builds trust, increases visibility, and generates customer loyalty. By delivering outstanding service, leveraging social media, and using referral programmes, small businesses can harness WOMM to drive sustainable success.

 

Specialist Small Business Insurance from Protectivity

While word of mouth marketing thrives on positive experiences, it’s important to be prepared for when things don’t go to plan. Although insurance can’t protect your reputation from negative perceptions, it can provide vital cover for unexpected incidents beyond your control.

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.

Whether you’re looking for  pet care business insurancedecorators insurancecatering insurancecrafters insurance, or another small business, explore the full list of small business insurance we provide today – or get in touch with our team to discuss your specific requirements.

 

Get Small Business Insurance from Protectivity

 

 

*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. 

The tax landscape is changing, and if you’re a small business owner, sole trader or landlord in the UK, now is the time to start paying attention to Making Tax Digital (MTD). From April 2026, a major shift is coming for those who file Income Tax through Self-Assessment (ITSA), requiring them to keep digital records and submit tax updates more frequently using approved software.

We’re all about helping you avoid losing money, whether that’s through the right insurance cover or by staying ahead of costly regulatory changes. MTD is one of those changes that can easily slip under the radar, until the penalties hit. While over 1.4 million VAT-registered businesses are already using MTD, millions of sole traders and landlords still haven’t signed up for the Income Tax version, and take-up of the government’s pilot scheme remains low. That means many could end up scrambling to comply at the last minute, or worse, face avoidable fines.

By getting informed now and making a few simple changes, you can avoid stress and unnecessary costs down the line. In this guide, we’ll walk you through what’s changing, who it affects, and the practical steps you can take to prepare in plenty of time.

 

What is Making Tax Digital (MTD)?

Making Tax Digital is a government initiative from HM Revenue & Customs (HMRC), designed to make tax reporting more efficient and accurate. The idea is simple: get rid of paper records and manual tax returns and move towards digital systems that help reduce errors and improve compliance.

MTD has already rolled out for VAT-registered businesses, and next up are those who file Income Tax through Self-Assessment.

 

What will be different under MTD for income tax?

Here’s what’s changing under MTD for Income Tax:

Quarterly updates

Instead of one tax return per year, you’ll need to submit updates to HMRC every three months, summarising your business income and expenses.

End of Period Statement (EOPS)

After the end of the tax year, you’ll confirm your income and make any necessary accounting adjustments.

Final Declaration

This replaces your Self-Assessment return and confirms your total taxable income, including anything outside of your business (like dividends or savings interest).

Digital record-keeping

You’ll need to keep digital records of your income and expenses using MTD-compatible software.

 

Who does MTD apply to

It applies to you if:

  • You’re self-employed or a landlord, and
  • Your combined business and/or property income is more than £50,000 per year from April 2026, or
  • More than £30,000 per year from April 2027.

Who may be exempt?

If your income is under £30,000, you won’t be required to use MTD (for now), but you can opt in voluntarily.

You might be exempt if you can’t use digital tools due to disability, age, remote location, or other valid reasons.

To be officially exempt, you must apply to HMRC with supporting evidence.

 

When is the deadline?

The MTD rollout for Income Tax is happening in stages:

  • April 2026: MTD becomes mandatory for self-employed individuals and landlords with income over £50,000.
  • April 2027: MTD expands to those earning over £30,000.

HMRC is encouraging businesses to start preparing now—or even sign up early—so the switch is smooth and stress-free.

 

What are the penalties for missing the deadline?

HMRC is introducing a points-based penalty system under MTD:

  • You’ll get one penalty point each time you miss a submission deadline.
  • Once you hit a certain threshold (usually 4 points), you’ll receive a £200 penalty.
  • Penalty points expire after 2 years, as long as you stay compliant.
  • Late payment interest will also apply if you don’t pay your tax on time.

So, missing deadlines under MTD could lead to frequent penalties, not just once a year.

 

How to prepare for the MTD changes

Here’s a step-by-step guide to get you ready before the 2026 deadline:

1. Check if MTD Applies to You

Work out your gross income from self-employment and property. If it’s over £50,000, you’ll need to follow MTD from April 2026. If it’s over £30,000, you’re next in line in 2027.

 

2. Apply for an exemption (if you qualify)

If you’re not able to use digital tools for genuine reasons, apply to HMRC for an exemption as early as possible.

 

3. Choose Your MTD software

Find HMRC-approved software that suits your business. Make sure it offers:

  • Easy-to-use dashboard
  • Quarterly reporting tools
  • Support for digital links

Speak to your accountant if you’re unsure which one to go with.

 

4. Start keeping digital records

If you’re still using notebooks or spreadsheets, it’s time to go digital. Start logging:

  • Sales and income
  • Business expenses
  • Bank transactions

Most software lets you photograph receipts and upload them straight to your records.

5. Get familiar with quarterly updates

Instead of just one big return, you’ll send HMRC four quarterly updates, plus an EOPS and Final Declaration each year.

Your updates are due:

  • End of July (for April–June)
  • End of October (for July–Sept)
  • End of January (for Oct–Dec)
  • End of April (for Jan–March)

 

6. Set up digital links

Whether you use bank feeds, POS tools, or bridging software, make sure all systems talk to each other automatically.

 

7. Speak to an accountant or bookkeeper

If you already work with an accountant, they’re probably up to speed on MTD. If not, now’s a great time to get some advice to ensure you’re fully compliant.

 

Choosing MTD-compatible software

To comply with MTD, you’ll need to use software that can:

  • Keep digital records.
  • Submit quarterly updates and final declarations directly to HMRC.
  • Maintain digital links (no manual copy-pasting between systems).

Popular options include:

  • QuickBooks
  • Xero
  • FreeAgent
  • Sage
  • Zoho Books
  • And several others listed on the HMRC website

Some providers offer free or low-cost versions for sole traders, especially those with simple accounts. If you already use accounting software, check with the provider whether it’s MTD-compatible.

 

What is a digital link—and is it necessary?

A digital link is an electronic connection between different software programs or tools where data flows without manual input. For example, importing bank transactions directly into your accounting software is a digital link.

Under MTD rules:

  • Manually copying and pasting figures from one system to another is not compliant.
  • Digital links ensure accuracy and help HMRC reduce errors and fraud.

If you use spreadsheets, they must be connected to bridging software that automatically pulls data into HMRC’s systems—again, no manual input allowed.

 

Final Thoughts

Making Tax Digital might sound like a hassle at first, but it can actually make your life easier in the long run. Real-time reporting means fewer surprises, better financial visibility, and more time to focus on your business—not your bookkeeping.

Start early, choose the right software, and don’t be afraid to ask for help. April 2026 might seem far off now, but it’ll be here before you know it.

 

Get Small Business Insurance from Protectivity

Small business meeting

Affordable small business insurance 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.

Whether you’re looking for  pet care business insurancedecorators insurancecatering insurancecrafters insurance, or another small business, explore the full list of small business insurance we provide today – or get in touch with our team to discuss your specific requirements.

 

 

*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. 

Starting your own gardening business can be a rewarding and profitable venture. The gardening industry offers plenty of opportunities, whether you’re interested in providing basic lawn care or more specialised services like landscaping or garden design. In this comprehensive guide, we will walk you through the essential steps for starting your own gardening business, including costs, necessary skills, and how to find clients.

Gardening services are always in demand, whether it’s for residential properties, commercial spaces, or community projects. If you’re passionate about plants and enjoy working outdoors, starting a gardening business could be the perfect career for you. From lawn care to hedge trimming and garden design, the opportunities are endless. But how do you start a gardening business? This guide will cover everything from the basics to more advanced considerations.

 

Who should start a gardening business?

Before you dive in, it’s important to determine whether this is the right path for you. While starting a gardening business can be very rewarding, it’s not for everyone. Here are a few traits that make someone well-suited for the job:

  • A passion for outdoor work: Gardening requires spending a lot of time outdoors, so it’s important to enjoy working in all kinds of weather conditions.
  • Physical fitness: Gardening can be physically demanding, especially if you’re handling heavy equipment or performing tasks like digging or lifting.
  • Attention to detail: Successful gardeners need to have a keen eye for design and maintenance. The ability to spot small issues before they become big problems is essential.
  • Self-motivation: As a business owner, you’ll need to be self-driven and able to manage your time effectively.
  • Interpersonal skills: You’ll be working directly with clients, so good communication and customer service skills are key to building long-term relationships.

 

How to start your own gardening business

Getting started involves a few key steps to ensure you’re legally compliant, well-equipped, and ready to start offering services.

Research and planning

Start by researching the gardening services market in your area. Understand the demand for gardening services and identify potential competitors. Know what they offer and what sets you apart. Defining your services is a crucial next step. You can offer everything from lawn mowing and hedge trimming to more specialised services like garden design or tree surgery.

Create a business plan

A solid business plan is essential for guiding your operations. Your plan should include:

  • Services: What specific gardening services will you offer?
  • Target market: Identify your ideal customers. Are you targeting residential homes, commercial properties, or a mix of both?
  • Marketing strategy: How will you attract customers? Consider online marketing, word-of-mouth, and local networking.
  • Financial projections: Estimate the cost of starting your business, including equipment and insurance, and project your income based on your pricing.

Legal considerations

Before you can start working, you need to make sure you’re following the legal requirements. You’ll need to:

  • Choose a business structure (sole trader, partnership, or limited company).
  • Register your business with HMRC.
  • Apply for necessary licences or certifications. Some services, like pesticide application, require specific qualifications.

 

Why you should start a gardening business

There are several compelling reasons why you should consider starting your own gardening business:

  • High demand for services: With more people investing in their outdoor spaces, gardening services are in high demand.
  • Flexibility: As a business owner, you have control over your schedule. Whether you work part-time or full-time, you decide when and where to work.
  • Satisfaction: There’s a sense of pride in seeing your work transform an outdoor space. The impact you have on a client’s garden can be immediate and visible.
  • Low entry barriers: Compared to many other businesses, starting a gardening business has relatively low start-up costs and no formal qualifications are required (although they are recommended).

 

Cost of starting a gardening business

The cost to start a gardening business can vary depending on the services you offer and the tools you need. Here are some of the major expenses you’ll need to budget for:

Professional gardening tools

Your equipment will be your biggest initial investment. Essential tools include:

  • Lawnmowers: Ranging from £200 for basic models to £2,000+ for professional-grade machines.
  • Hedge trimmers: Typically priced between £100 and £400, depending on the quality.
  • Pruning shears: Can cost £20 to £150 for top-quality, professional models.
  • Other equipment: Shovels, rakes, pruning saws, etc., which can total £500 to £1,000.
  • Transport: If you need a vehicle for your tools, a used van could cost between £3,000 and £10,000.

Insurance

Public liability insurance is essential to protect your business from claims due to accidents or damage. Basic coverage starts from around £3.96 per month, with annual premiums starting from around £60 for a small business. Additional coverage like equipment cover or employer’s liability insurance will come as additional costs.

Marketing and advertising

To attract clients, you’ll need some form of marketing. Costs could include:

  • Website: A basic website might cost £500 to £1,500 for setup, plus around £50 to £100 per year for domain and hosting.
  • Business cards and flyers: Expect to spend between £50 and £200 on printed materials.
  • Local advertising: Placing ads or flyers in local community centres or newspapers could cost £100 to £500 for initial campaigns.

Ongoing Costs

In addition to initial start-up expenses, you’ll need to consider:

  • Fuel: Regular travel to job sites can add up, particularly if you’re using a van.
  • Maintenance: Tools and vehicles require upkeep, which can range from £100 to £500 annually.

 

Profitability of gardening

Gardening can be a profitable business, with the potential for steady work year-round. A small, solo gardening business can expect to earn anywhere from £20,000 to £50,000 per year, depending on the number of clients and types of services offered. Your earnings will increase as you build a client base and gain more experience. If you plan to hire employees or expand to offer additional services, the profitability can grow even further.

 

What skills do you need?

Running a successful gardening business requires a combination of practical skills and business acumen. Here are some key skills:

  • Horticultural knowledge: Understanding how plants grow, their needs, and how to care for them is fundamental to the business.
  • Physical strength: Gardening can be labour-intensive. The ability to work efficiently and handle heavy equipment is necessary.
  • Customer service: Building and maintaining good relationships with your clients will help you retain business and generate referrals.
  • Business management: Understanding basic business principles, such as bookkeeping, marketing, and managing cash flow, will help ensure your business is financially successful.

 

Qualifications and licences

Although formal qualifications aren’t strictly necessary to start a gardening business, they can help build credibility and trust with clients. Some qualifications and certifications to consider include:

  • Horticulture courses: Courses in horticulture or garden design will help you deepen your knowledge and increase your skills.
  • Pesticide application licence: If you plan to use chemical treatments, you’ll need a licence to apply pesticides legally.
  • Professional memberships: Joining a professional organisation like the Professional Gardeners’ Guild can increase your credibility and offer networking opportunities.

 

How to register a gardening business

To operate legally, you’ll need to register your gardening business with HMRC. The process varies depending on the type of business structure you choose.

Sole trader

If you plan to operate as a sole trader, the registration process is relatively straightforward. You simply need to register as self-employed with HMRC, which can be done online through the government website. As a sole trader, you’ll be responsible for keeping accurate financial records, submitting a Self Assessment tax return each year, and paying income tax and National Insurance contributions on your profits.

Limited company

If you decide to set up a limited company, the process is slightly more complex. You will need to register with Companies House and choose a unique company name that complies with government guidelines. Additionally, you must appoint at least one director, prepare a memorandum and articles of association, and register for Corporation Tax with HMRC. Running a limited company comes with extra responsibilities, such as filing annual accounts and submitting confirmation statements.

Additional considerations

Regardless of your business structure, you may also need to register for VAT if your annual turnover exceeds the VAT threshold. It’s also wise to check whether you need any specific licenses or permits, especially if you plan to use pesticides, transport plants, or dispose of garden waste professionally.

 

Different types of gardening services

There are many different gardening services you can offer, and you may choose to specialise in a specific area or provide a broad range of services:

  • Lawn care: Regular mowing, edging, and fertilising.
  • Landscape design: Creating new garden layouts and planting schemes.
  • Tree surgery: Pruning, trimming, or removing trees.
  • Hedge trimming: Maintaining the shape and size of hedges.
  • Garden maintenance: Regular care for existing gardens, such as weeding, pruning, and plant care.

 

Finding your customers

Building a customer base takes time, but there are many ways to find clients:

  • Word of mouth: Happy customers will refer you to others. Providing excellent service is the best form of advertising.
  • Local advertising: Place flyers in community centres, local cafes, or on bulletin boards.
  • Online presence: Create a professional website to showcase your services, customer reviews, and portfolio.
  • Social media: Platforms like Instagram and Facebook are great for showcasing before-and-after photos of your work.

 

Starting a gardening business can be a financially rewarding and personally fulfilling experience. By understanding the necessary steps, costs, and skills involved, you can confidently launch your business and begin cultivating success. Whether you’re offering lawn care, garden design, or tree surgery, there’s a niche for every aspiring gardener. By learning the ropes and investing in the right tools, you’ll be well on your way to building a thriving gardening business.

 

Get Gardeners’ Insurance from Protectivity

When you’re starting a gardening business, getting gardener’s insurance is crucial for protecting your business from potential risks and liabilities. As a gardener, you work closely with clients and their properties and accidents can happen. Whether it’s damaging a client’s property, causing injury to someone on-site, or even facing a legal claim due to a mishap, having the right insurance ensures you’re covered.

Protectivity’s gardeners’ insurance provides specialist cover for the risks you face while offering gardening services. You can choose the cover that best suits your business needs, with benefits such as public liability coverage up to £5 million as standard. Additional options include Employers’ Liability insurance, tools and equipment cover, and protection against financial loss. This ensures that if anything goes wrong, you won’t be left facing unexpected costs.

Find out more about gardeners’ insurance and get a quote online today.

 

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Gardener mowing the lawn

 

*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 small businesses, falling victim to a scam isn’t just an inconvenience – it can lead to serious financial loss, operational disruption, and reputational damage. In fact, a recent Visa survey found that UK SMEs lose an average of £3,800 per fraud incident, with 6–8% of cases resulting in damages exceeding £10,000. As cyber criminals become more sophisticated, digital fraud has emerged as a growing threat, with more than 41% of UK small and medium businesses reporting they were targeted in the past year. Unlike physical crimes such as theft or vandalism, cyber scams often go unnoticed until it’s too late, making them especially dangerous.

Yet despite the scale of the problem, insurance policies often don’t cover the financial or operational impact of these attacks. This highlights the need for greater awareness and stronger preventative action. There are practical steps that both businesses and insurers can take to reduce the risk. This article explores the most common types of digital scams, the cost and scale of fraud affecting small firms, and how businesses can better protect themselves through awareness, training, and strong internal controls.

 

Types of scams

Phishing emails

Phishing continues to be the most common cyber-attack on businesses. In these scams, fraudsters pose as trusted organisations – such as banks, HMRC, or suppliers – and send emails designed to trick staff into clicking malicious links or revealing sensitive login details. Other variants include vishing (fraudulent phone calls) and smishing (deceptive text messages), all designed to manipulate employees into sharing information or making payments.

 

Invoice fraud & fake supplier scams

Also known as mandate fraud, this scam involves criminals impersonating a regular supplier and requesting a payment to a new bank account. Often, they use hacked email accounts or convincing lookalike invoices, making the request appear legitimate. The business only realises something is wrong when the real supplier later contacts them about a missing payment. This category also includes fake purchase orders or bogus procurement schemes – scams that cost small businesses millions every year and are among the most frequently reported.

 

Business identity theft

This involves criminals hijacking or imitating a legitimate business to commit fraud. It could mean altering official registration details, setting up a similarly named sham company, or even cloning a company website or social media profile. The goal is typically to take on debt, order goods, or mislead customers and partners. Aside from financial losses, these scams can cause lasting damage to a business’s reputation and credit rating.

 

CEO and impersonation scams

In these attacks, scammers pretend to be someone in authority – such as a CEO, director, client, or bank official – and instruct staff to make urgent payments or share sensitive data. Known as CEO fraud, this tactic relies on employees’ trust and the pressure to act quickly. A common example is a fake email from a senior executive demanding an urgent transfer outside of normal protocols. These scams exploit human behaviour rather than technology – making them particularly dangerous.

 

Cyber fraud and malware

Not all scams rely on social engineering. Some involve more technical threats like ransomware, viruses, or direct hacking. For example, fraudsters may gain access to a business’s phone systems and make premium-rate calls, or hack into email systems to redirect payments. While less common than phishing, these incidents can cause significant disruption and financial harm, particularly when critical data is compromised or lost.

 

Cost of scams

The financial impact of fraud is significant. According to UK Finance, a total of £1.17 billion was stolen through fraud across the UK in 2023. Small businesses are a major part of this figure. In just the first half of 2023, businesses lost £42.6 million through authorised push payment (APP) scams – where companies are tricked into sending money to fraudsters.

On average, UK SMEs that fall victim to fraud lose around £3,800, according to Visa’s survey, but this can be much higher in complex scams. The average cost of a cybercrime incident is estimated at £1,120, though 6–8% of cases result in losses of over £10,000.

 

Scale of scams to small businesses

Prevalence

Fraud targeting small firms is widespread. The Federation of Small Businesses (FSB) reports that 37% of SMEs experienced fraud or cybercrime over a 12-month period. A separate survey by Visa in late 2024 found that 41% of UK small and medium businesses had been affected by fraud in the past year – a clear sign that this threat is not going away.

 

Top tactics

Phishing is still the most common form of cyber-attack – accounting for around 84–90% of incidents. Impersonation scams also remain prevalent, experienced by roughly 35% of businesses. In terms of financial fraud, invoice fraud tops the list at 31% of reported cases, followed by card/cheque fraud (29%) and unauthorised bank payment fraud (26%).

 

Are small businesses keeping up?

Many SMEs are taking steps to improve their defences – 92% report implementing some form of cyber or anti-fraud measure. However, as criminals continue to evolve their tactics, there’s still a knowledge gap. Nearly half of small businesses are unaware of threats like invoice fraud, making them easier targets. Without dedicated cybersecurity teams or regular training, smaller firms often struggle to spot and stop scams in time.

Preventative measures

Experts and authorities urge small businesses to take proactive steps to guard against scams. Here are key preventative measures based on official advice:

 

Be sceptical and verify requests

Encourage your team to question unexpected requests, especially those involving payments or sensitive information. If you receive an email requesting a payment or a change of bank details – even if it appears to come from a known supplier or your boss – verify it via an independent channel. For example, call the supplier using the phone number you have on file (not a number provided in the email) to confirm the request.

 

Always confirm changes to bank details or unusual payment instructions through a separate, trusted communication channel – such as phoning the supplier directly using a known number. Don’t rely solely on email or caller ID, as both can be spoofed.

 

Educate and train employees

Regular training is key. Help staff recognise red flags such as strange email addresses, unexpected urgency, or generic greetings. Make scam awareness a routine part of your operations – much like health and safety. Campaigns like Take Five to Stop Fraud and quizzes from UK Finance offer excellent training tools to keep your team alert and informed.

 

Strengthen cybersecurity hygiene

Adopting good cyber habits can go a long way. Use strong passwords, turn on multi-factor authentication, keep devices and software up to date, and install reliable antivirus protection. Back up your data regularly and limit who has access to key systems. The NCSC’s Small Business Guide offers simple, practical tips for building digital resilience.

 

Secure your business identity

Protect your business’s official records by signing up for the PROOF scheme at Companies House, which helps block unauthorised changes. Use the Follow service to get alerts for any updates to your business’s filings. Be cautious about what you share online – details about suppliers or contracts could help a scammer craft convincing messages.

 

Implement strong payment controls

It’s worth introducing checks and balances into your payment processes. Require dual approval for high-value transactions and consider setting daily transfer limits. Make the most of banking tools like Confirmation of Payee – if the account name doesn’t match, investigate before sending funds. Separating responsibilities for payment approvals and execution can further reduce risk.

 

Report and respond quickly

If you do suspect a scam or fall victim to one, act immediately. Contact your bank’s fraud team if you think you’ve sent money to a wrong account – banks can sometimes freeze or recall funds if alerted in time. Likewise, if your system is hacked or you notice suspicious account changes, notify your IT provider or cybersecurity response service without delay.

 

Next, report the incident to Action Fraud (the UK’s national fraud reporting centre) either online or by phone. Prompt reporting not only aids possible investigations, but also ensures authorities capture the details to warn others and build intelligence on scam trends.

 

Small businesses can also reach out to helplines from bodies like the National Cyber Security Centre or industry associations for guidance after an incident. Remember that you’re not alone – law enforcement and industry groups are encouraging all businesses to speak up about fraud attempts so that the perpetrators can be tracked and stopped.

 

By staying vigilant, educating staff, and putting these protective measures in place, small businesses can significantly reduce their exposure to scams. As fraud experts often stress, a combination of human scepticism and robust processes is the best defence.

 

 

Sources

Action Fraud (UK police fraud reporting centre) – alerts and prevention tips

UK Finance – industry reports on fraud losses and scam types

Federation of Small Businesses (FSB) – research on small business crime trends

National Cyber Security Centre (NCSC) – Small Business Guide for cybersecurity (gov.uk)

Companies House – guidance on protecting your company from identity fraud (PROOF scheme)

Visa UK – SMB Fraud research 2024 (press release)

Barclays Bank – fraud prevention advice for businesses (invoice scam guidance)

Avena Group

 

 

 

Get Small Business Insurance from Protectivity

The most effective way to stay protected is to understand the risks and how they could impact your business, while keeping up to date with the latest scam trends. For other risks such as injury and damage liabilities it’s worth investing in business insurance.

At Protectivity, our affordable small business insurance* suitable for sole traders, freelancers and other small business owners, specialising in a wide range of different activities.

Whether you’re looking for  pet care business insurancedecorators insurancecatering insurancecrafters insurance, or another small business, explore the full list of small business insurance we provide today – or get in touch with our team to discuss your specific requirements.

*Currently cybersecurity cover is not included in Protectivity small business policies as we aim to keep premiums as affordable as possible.

 

Get Small Business Insurance from Protectivity

 

 

*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 staff is a big step for any small business, and getting the employment contract right is crucial. The type of contract you use doesn’t just affect your legal obligations, it also gives you the flexibility to manage your staffing resources in a cost-effective way. Whether you need someone full-time, part-time, or just for the odd shift, choosing the right agreement can help you balance workload demands without overstretching your budget.

Just as importantly, clear and appropriate contracts protect your business if things don’t go to plan, for example, when someone fails to meet their responsibilities or disputes arise. Setting expectations from the start can save a lot of time, stress, and money later on.

In this guide, we’ll explore the main types of employment contracts available to small businesses in the UK, including additional considerations to help you stay compliant, flexible, and protected.

 

Standard employment contracts

Full-Time Contracts

A full-time contract is the most traditional form of employment, where an employee works a set number of hours per week, typically between 35 and 40. Full-time employees are entitled to statutory benefits such as paid holiday, sick leave, workplace pensions, and redundancy rights. This type of contract provides job security for employees while offering stability for employers who require consistent staffing. Full-time contracts are ideal for core roles within a business that require ongoing commitment and responsibility.

 

Part-Time Contracts

Part-time contracts work similarly to full-time ones, but with fewer weekly hours. Employees on part-time contracts receive the same legal rights as full-time workers, including paid holiday and pension contributions, but on a pro-rata basis. This type of contract is particularly useful for businesses that need staffing at peak times but not full-time coverage. It also offers flexibility for workers, making it an attractive option for parents, students, or those seeking work-life balance.

 

Fixed-Term Contracts

A fixed-term contract is used when an employee is needed for a specific period, such as six months or a year. This could be to cover maternity leave, complete a particular project, or manage seasonal demand. Employees on fixed-term contracts have the same rights as permanent employees, including protection against unfair dismissal after two years of service. It’s a great way for businesses to fill temporary skill gaps without the long-term commitment of a permanent hire.

 

Zero-Hours Contracts

Zero-hours contracts allow businesses to hire staff without guaranteeing them a set number of hours. Instead, employees are offered work as and when needed. They have the right to refuse work without penalty, and they are entitled to holiday pay and other statutory rights. This type of contract is popular in industries with fluctuating demand, such as hospitality and retail. However, businesses must ensure fair treatment of zero-hours workers to maintain good working relationships and avoid potential legal issues.

 

Apprentice Contracts

An apprentice contract is designed for employees who are combining work with structured training. Apprentices are paid in line with the national apprentice wage and must receive formal training as part of their employment. This contract benefits businesses looking to develop talent from the ground up, providing skilled employees who understand company processes and culture. While apprentices require investment in training, they can become valuable long-term assets to the business.

 

Contracts for self-employed staff

Self-employed workers, such as freelancers and consultants, operate differently from employees. They manage their own tax and National Insurance contributions and are not entitled to standard employee benefits. Hiring self-employed staff can be a cost-effective way for small businesses to access specialist skills without long-term commitments.

However, it’s essential to clearly define the terms of engagement in a written contract to avoid any confusion about employment status. Misclassifying a self-employed worker as an employee can lead to legal and tax complications.

Agency contracts

When hiring through an agency, the agency itself is the employer, not your business. This means the agency handles pay, contracts, and certain legal responsibilities. Agency workers are entitled to basic employment rights, and after 12 weeks in the same role, they gain additional protections, such as equal pay to permanent staff.

Using agency contracts is a flexible way to fill short-term staffing needs, particularly during busy periods, but can sometimes be more expensive than hiring directly.

 

Contracts for casual workers

Casual workers are employed on an ad-hoc basis, often with no set hours or guaranteed work. This type of contract is similar to zero-hours contracts but is usually more informal. Casual workers are entitled to basic employment rights, including holiday pay, but may not have the same level of job security as contracted employees. Businesses that require staff for occasional events, seasonal peaks, or irregular work may find casual contracts to be a practical solution. However, it’s important to ensure workers understand the nature of their employment to avoid disputes.

 

Choosing the right contract for your business

Selecting the right employment contract depends on several factors, including the level of commitment required, budget constraints, and legal responsibilities. Permanent contracts provide stability, whereas flexible contracts like zero-hours or self-employment agreements offer adaptability.

Small businesses should also be mindful of employment law and ensure all contracts comply with UK regulations. A well-structured contract can prevent misunderstandings, protect your business, and create positive working relationships. Seeking legal advice when drafting employment contracts can be a valuable investment in avoiding future issues.

 

Other considerations for employers

Offering the right contract is only one part of hiring staff—there are several other important considerations that small business owners should keep in mind to stay compliant and create a positive working environment.

 

Written Statement of Employment

By law, all employees and workers are entitled to a written statement of employment particulars on or before their first day. This isn’t the full contract, but it outlines key terms such as pay, working hours, and holiday entitlement. Ensuring this is provided on time is a legal requirement and helps set clear expectations from the start.

 

Right to Work Checks

Before employment begins, employers must confirm that the individual has the legal right to work in the UK. This applies to all staff, regardless of nationality, and failure to do so can result in hefty fines.

 

Pay and Minimum Wage

It’s essential to ensure that all workers are paid at least the National Minimum Wage or National Living Wage, depending on their age and employment status. Regularly reviewing pay in line with government updates helps ensure ongoing compliance.

 

Pension Enrolment

Most employees must be automatically enrolled in a workplace pension scheme if they meet the criteria (age and earnings thresholds). As an employer, you’ll need to make contributions to their pension unless they choose to opt out.

 

Health and Safety

Even in small businesses, employers have a duty to provide a safe working environment. This includes carrying out risk assessments, offering training where needed, and putting in place relevant health and safety policies, especially important if staff are working with equipment or in physical roles.

 

Policies and Procedures

Having clear workplace policies—such as grievance procedures, disciplinary processes, and equal opportunities policies—can help you manage your team fairly and consistently. While not all are legally required, they provide useful frameworks for handling workplace issues.

 

Employers’ Liability Insurance

If you employ one or more members of staff, you are legally required to have Employers’ Liability Insurance. This protects your business by covering claims if an employee is injured or becomes ill as a result of their work. The minimum level of cover is £5 million, and you could face fines if you don’t have a valid policy in place.

 

In summary…

Understanding the different types of employment contracts can help small businesses build a strong and flexible workforce while remaining legally compliant. Whether you’re hiring full-time staff, freelancers, or temporary workers, selecting the right contract ensures clarity and fairness for both employer and employee.

As employment laws evolve, it’s worth reviewing your contracts regularly to ensure they meet current legal standards. For further guidance, you can refer to UK government resources on employment law.

 

Get Small Business Insurance 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.

Whether you’re looking for  pet care business insurancedecorators insurancecatering insurancecrafters insurance, or another small business, explore the full list of small business insurance we provide today – or get in touch with our team to discuss your specific requirements.

 

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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. 

An Electrical Installation Condition Report (EICR) is a key service electricians provide to assess the safety and integrity of a property’s electrical systems. It involves a thorough inspection and testing process designed to identify issues such as faulty wiring, deterioration, non-compliance with current regulations, or potential fire and shock risks.

As an electrician, understanding and offering an EICR test not only boosts your service offering but plays a critical role in public and workplace safety.

Are you wanting to know more about offering EICR’s? It could be a valuable service to expand your client base. We’ve provided an overview of who might need them, what they involve and parts of the process to be aware of to help weigh up, if it’s worth getting qualified.

 

Who needs an EICR certificate?

Understanding your market helps you position EICRs as a necessary service:

Landlords

Landlords are legally required to obtain an EICR at least every five years for rental properties. The Electrical Safety Standards in the Private Rented Sector (England) Regulations 2020 make it mandatory to provide a copy of the report to tenants and local authorities if requested. Houses in Multiple Occupation (HMOs) have even stricter requirements, ensuring that shared properties meet safety standards.

 

Homeowners

While homeowners are not legally required to have an EICR, it is highly recommended every ten years or when selling a property. Many mortgage lenders and solicitors request an EICR to confirm electrical safety before completing a house sale. If a property has undergone renovations or has outdated wiring, an EICR can help identify potential hazards.

 

Businesses and Commercial Property Owners

Under the Health and Safety at Work Act 1974, business owners must ensure that electrical installations are safe for employees and customers. EICRs play a key role in meeting this duty of care, with recommended inspection intervals varying based on the type of business and its electrical usage. Failure to maintain electrical safety can result in legal penalties and insurance issues.

 

Public and High-Risk Buildings

Buildings such as schools, hospitals, hotels, and leisure centres require regular EICRs due to the high number of occupants and potential risks. These buildings typically require inspections every one to five years, depending on the level of electrical demand and safety risks associated with their use.

 

Industrial Sites

Factories, warehouses, and other industrial premises require more frequent EICRs due to the high electrical loads and complexity of installations. The recommended interval for these properties is generally every three to five years, ensuring that any faults are identified before they pose significant hazards.

 

Construction and Temporary Installations

Electrical systems used on construction sites, temporary event venues, and similar locations must comply with BS 7671 regulations. These installations often require inspections every three months due to the changing nature of the environment and the risks involved.

 

What does an EICR involve?

As the professional conducting the EICR, your responsibility is to inspect and test the property’s electrical installation, checking components such as:

  • Distribution boards
  • Wiring systems
  • Sockets and switches
  • Earthing and bonding

You’re looking for signs of wear, overloading, damage, or anything that doesn’t comply with BS 7671 (IET Wiring Regulations). Each issue you find is classified into one of the following codes:

  • C1: Danger present – immediate action required
  • C2: Potentially dangerous – urgent remedial work needed
  • C3: Improvement recommended (not legally required)
  • FI: Further investigation required

Serious faults (C1 or C2) should be clearly explained to the client, with recommendations for remedial work.

 

Why EICRs matter for your clients (and your business)

Whether you’re working with landlords, homeowners, commercial clients, or industrial sites, the demand for EICRs is growing steadily. This is driven not only by tightening legal requirements but also by a growing awareness around electrical safety and risk management.

For clients, an EICR is more than just a report—it’s a vital step in demonstrating due diligence, protecting occupants, and avoiding liability. For you, as an electrician, offering this service allows you to:

  • Ensure compliance with UK legislation such as the Electrical Safety Standards in the Private Rented Sector (England) Regulations 2020 and the Health and Safety at Work Act 1974.
  • Support clients in fulfilling their legal and insurance obligations, especially in rented or commercial environments where duty of care is non-negotiable.
  • Help maintain high safety standards in properties that may have outdated or overloaded systems, particularly in older buildings or those with high energy demands.
  • Provide peace of mind—landlords want safe tenants, businesses want protected assets, and homeowners want assurance their home isn’t hiding unseen hazards.
  • Position yourself as a trusted expert, helping clients navigate regulations, understand risks, and make informed decisions about remedial work.

From a business standpoint, being qualified to deliver EICRs gives you a strong competitive edge. Clients are increasingly looking for electricians who can provide full inspection and testing services, not just installations and repairs. It also opens doors to repeat business—especially with landlords and commercial clients who require inspections on a regular cycle.

 

How to qualify to offer EICR certificates

Only a qualified and registered electrician can conduct an EICR. To legally carry out EICRs, you must:

  1. Be a qualified electrician with experience in inspection and testing.
  2. Hold the Level 3 Award in Periodic Inspection & Testing (2391-51 or equivalent)
  3. Be registered with a recognised body such as:
    • NICEIC
    • NAPIT
    • Elecsa

Certification from these schemes assures clients that you’re competent, up to date with regulations, and authorised to issue EICRs. If you’re not certified yet, consider enrolling in a 2391 course and applying for scheme membership—it’s a worthwhile investment to expand your services.

 

What happens after you complete an EICR?

Once an EICR is completed, you need to provide a report detailing any issues found. If no faults are detected, the installation is deemed safe. If problems are identified, remedial work must be carried out, particularly for C1 and C2 issues. Once repairs are made, a follow-up inspection may be required to confirm compliance. Landlords must provide copies of the EICR to tenants, and businesses must retain records for legal and insurance purposes.

 

  • Deliver the EICR to the client clearly outlining any observations or defects.
  • For C1/C2 issues, recommend immediate remedial action.
  • If necessary, book a re-inspection after the remedial work is completed.
  • Keep records of all reports for compliance, especially for business and landlord clients.

 

How to price EICRs

When working out your pricing you will need to consider the variations based on complexity, but here are general guidelines on the cost of EICR certificates:

  • Domestic: £100–£300
  • Rented properties: £150–£350
  • Commercial/Industrial: £300+ (based on scale and layout)

Be transparent about costs and explain what’s included. Emphasise your accreditation and experience to justify quality over cut-price competition.

 

What is the difference between an electrical certificate and an EICR?

An Electrical Installation Certificate (EIC) is issued when a new electrical installation or major modification is completed. It confirms that the work meets UK wiring regulations. In contrast, an EICR is a periodic inspection of an existing electrical system, identifying wear and potential hazards. While both documents are essential for ensuring electrical safety, an EIC is for new work, whereas an EICR assesses the ongoing condition of an existing installation.

 

Make sure your clients understand the difference:

  • EIC: Issued after a new installation or major modification.
  • EICR: A periodic assessment of an existing system.

Both are important, but an EICR ensures ongoing safety and compliance of existing systems — a valuable recurring service opportunity for you.

 

Final Thoughts…

Offering EICRs is more than a box-ticking service, it’s a key part of protecting people, properties, and your clients’ reputations. By staying qualified, compliant, and thorough, you position yourself as a trusted electrical safety expert.

If you’re not currently qualified to offer EICRs, now is the time to upskill. Once certified, promote your EICR services confidently, because electrical safety starts with you.

 

Get Electricians’ Insurance from Protectivity

If you’re working on a self-employed basis or running your own electrician business where you’re employing other people, then having your own cover in place is a must. If something goes wrong, the financial implications can be severe, which is why having the correct tradesman insurance is essential.

At Protectivity, we specialise in providing electricians’ insurance to professionals just like you. 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. Our tools insurance, is ideal for electricians needing to protect their equipment.

Find out more about our affordable policies, excellent claims handling, and monthly payment options when you request a quote today.

 

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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. 

As a sole trader, you might think that hiring employees is out of reach. However, sole traders can hire people, just like other larger businesses. This guide explores who you may hire and the process of hiring people as a sole trader. We’ll also cover key considerations and legal obligations you must meet when bringing on staff. With the right approach, hiring employees can help scale your business and free up time for you to focus on the bigger picture.

 

What is a sole trader?

A sole trader is a self-employed individual who owns and operates a business. This structure is the simplest and most common form of business. As a sole trader, you are personally responsible for all aspects of the business, including debts and legal obligations. While it may seem daunting to hire staff as a sole trader, many successful businesses start this way. As your business grows, hiring employees or contractors can help you manage tasks, increase productivity, and expand your services.

 

Can a sole trader hire employees?

Yes, a sole trader can hire employees. While you are the sole owner, you can employ casual workers, full-time staff, or hire self-employed contractors to support your business operations. However, you must adhere to employment laws and regulations, including tax obligations and worker rights. Hiring employees means taking on additional responsibilities, but it can also open up new opportunities for your business. It’s essential to ensure you are compliant with legal requirements, such as PAYE (Pay As You Earn) tax systems, pension schemes, and other benefits that employees are entitled to.

If you’re interested in hiring self-employed staff, you can read more about the process in our guide on how to hire self-employed staff.

 

What to consider before hiring someone

Legal obligations

Before hiring anyone, make sure you fully understand your legal obligations as an employer. This includes responsibilities for taxes, national insurance, and providing a safe and fair working environment. Failing to meet these obligations can lead to fines and legal issues.

Budget and payroll management

Hiring employees comes with significant financial commitment. You’ll need to consider wages, taxes, and potential benefits such as sick pay, holiday pay, and pensions. Before hiring, ensure your business can afford to pay salaries regularly and manage the financial impact of staffing. For a clearer understanding of the potential costs involved in hiring an employee, check out our guide on the cost of employing someone.

Job description and recruitment process

Clearly defining the roles and responsibilities of any position will not only help attract the right candidates but also ensure that both you and the employee have clear expectations. The recruitment process should be efficient and transparent, and it’s important to think about how you will train and support your new staff.

Finding good employees

It’s essential to attract the right talent to your business. Building relationships in your industry, networking at business events, and using online platforms can help you find skilled candidates who align with your business needs.

 

Who might a sole trader hire?

Casual workers

These are temporary or part-time employees who assist in managing workload during busy periods. For example, a retail shop owner might hire extra staff during peak holiday seasons or a catering business might bring on additional servers for a large event. Casual workers offer flexibility, but it’s essential to comply with employment laws regarding pay, working hours, and benefits.

Self-employed labourers or contractors

These are independent professionals who provide specialised services without becoming full-time staff. For instance, a sole trader in construction might hire an electrician or plumber for specific tasks. This approach allows access to expertise without the long-term financial commitment of full-time employment. However, it’s important to establish clear contracts outlining the scope of work and payment terms.

Administrative support

Hiring an office assistant or virtual assistant can help with day-to-day tasks such as managing schedules, responding to customer enquiries, handling bookkeeping, and managing social media accounts. This support can free up your time to focus on core business activities and improve overall productivity.

Specialised professionals

Engaging experts like accountants, marketers, or IT specialists can be crucial for business growth. An accountant can manage your taxes and financial records, a marketing expert can help with advertising and customer outreach, and an IT professional can handle website management and technical support. These professionals can be hired on a freelance basis or for specific projects, depending on your business needs.

 

Pros and cons of hiring employees as a sole trader

Hiring employees as a sole trader can help you scale your business, but it comes with its advantages and challenges. It’s important to carefully consider both sides before making the decision.

Pros of hiring employees

  • Increased productivity: Delegating tasks allows you to focus on growing your business and handling higher workloads.
  • Ability to take on more clients: With additional staff, you can expand your business by taking on more projects or offering additional services.
  • Improved reputation: Having employees can give your business a more professional image, which can boost customer trust and attract larger clients.
  • Better work-life balance: With employees handling the day-to-day, you’ll have more personal time and avoid burnout.
  • Access to specialised skills: Employees can bring in expertise you may not have, such as marketing, accounting, or technical skills, which can improve overall efficiency.

Cons of hiring employees

  • Increased costs: Wages, taxes, and benefits can significantly affect your business finances.
  • Legal responsibilities: You’ll need to comply with employment laws, which may involve contracts, tax filings, and insurance.
  • Management and training: You’ll need to invest time in training employees and managing their work, which can take away from other tasks.
  • Risk of poor hires: A bad hire can result in wasted time, money, and productivity, so finding the right person is crucial.
  • Less flexibility: With employees, you may have to accommodate schedules, holidays, and other factors that can limit your flexibility.

 

How to Find Good Employees

  • Network within your industry: Attend events and join professional groups.
  • Leverage online platforms: Use websites like Indeed or LinkedIn.
  • Referrals and recommendations: Ask existing contacts for recommendations.
  • Offer competitive benefits: Provide incentives to attract top talent, such as flexible hours, career development opportunities, and performance bonuses.

 

How to hire casual workers and the typical recruitment process

Casual workers are employed on a flexible, non-permanent basis. Here’s how to hire them:

  • Identify your needs: Determine the type of work, required skills, and duration of employment. Assess whether you need additional help for seasonal peaks, special projects, or occasional support.
  • Advertise the position: Use job platforms such as Indeed, community boards, or social media groups to reach potential candidates. Consider word-of-mouth referrals and local job fairs for better outreach.
  • Screen applicants: Review applications, conduct interviews, and verify references. Ensure that the candidate has the necessary experience and a good cultural fit for your business.
  • Set terms of employment: Clearly outline working hours, pay rates, and job responsibilities. Specify the duration of employment and any conditions related to termination or extensions.
  • Ensure legal compliance: Check the worker’s right to work, and meet minimum wage requirements. Provide a written agreement or contract that protects both parties.
  • Manage payroll and taxes: Register with the tax authority, if necessary, handle tax deductions, and provide payslips. Ensure compliance with any national insurance contributions or pension schemes.
  • Onboarding and training: Introduce the employee to your business operations and provide any necessary training.
  • Monitor performance: Provide feedback and support to help casual workers perform efficiently. Maintain proper records of working hours and wages.

 

 

How to register as an employer

If you decide to hire employees, you must register as an employer with the relevant tax authority. For instance, in the UK, you would register with HM Revenue & Customs (HMRC).

Steps to register as an employer:

  1. Register with the tax authority: This typically involves providing your business details and employee information.
  2. Set up payroll: To handle employee wages, taxes, and National Insurance contributions.
  3. Obtain employer liability insurance: Protect yourself against claims from employees.
  4. Adhere to employment laws: Ensure compliance with minimum wage laws, working hours, and employee rights.

 

Technology and tools for managing a team

  • Payroll software: Tools like QuickBooks or Xero to manage employee wages and tax deductions.
  • Project management platforms: Trello or Asana for tracking progress and collaborating with contractors.
  • Communication tools: Slack or Microsoft Teams for seamless team communication.
  • Time tracking software: Apps like Clockify or Toggl for monitoring working hours and productivity.

 

Post-hiring strategies

After hiring employees, it’s crucial to set them up for success and foster a positive work environment. Start with a solid onboarding process, where you introduce them to your company culture, explain their role, and provide any necessary training. This helps them feel confident and integrated into the team from day one.

Clear communication about expectations and responsibilities is key. Make sure they understand their goals, and check in regularly to offer support and feedback. Recognising their achievements and providing constructive feedback will help keep them motivated and engaged.

Investing in ongoing development opportunities, such as training or cross-skilling, can help employees grow professionally while contributing to your business’s success. Lastly, creating a positive, supportive work environment encourages employee satisfaction and loyalty, which is essential as your business grows.

 

Typical examples

Catering business

A sole trader running a catering business hires casual staff for large events, such as weddings or corporate functions, to handle busy periods without the need for permanent employees.

Crafting business

A handmade jewellery maker hires a part-time assistant to help with packaging and order management, and contracts additional crafters during peak seasons like the holidays.

Tradesman

A plumber hires self-employed subcontractors, such as electricians, to help with larger projects or during busy times, allowing for flexibility and expanded services.

Personal trainer

A personal trainer hires additional trainers on a casual basis to manage increased demand during peak seasons, like New Year’s resolution time, or to assist with group classes.

Dog walker

A dog walker hires part-time workers to assist with walking multiple dogs during busy hours, ensuring that the business can handle more clients and larger areas without hiring full-time staff.

 

To round up

Hiring as a sole trader is entirely possible and can help grow your business. By understanding the legal requirements, identifying the right candidates, and managing payroll effectively, you can build a strong team to support your business goals. Whether you’re looking to hire casual workers or self-employed contractors, following a typical recruitment process will help you find and retain good employees. Expanding your team can be a game-changer for your business, and with the right approach, you can ensure that you hire the best talent to help you succeed.

 

Get Small Business Insurance from Protectivity

If your business is expanding and you’re bringing new employees on board, it’s essential to consider all the associated costs, including insurance. Ensuring compliance with employment laws and regulations is crucial, and having Employers’ Liability insurance is a legal requirement if you hire staff.

Protectivity’s small business insurance is designed to safeguard your business as it grows. Public Liability insurance is included as standard, protecting you against claims from third parties for injuries or property damage. Additionally, optional Employers’ Liability ensures you’re protected should an employee suffer an injury or illness related to their work.

No matter what type of business you run, having the right insurance in place is key to long-term success. Protectivity offers tailored small business insurance with flexible options, including equipment cover and industry specific add-ons.

Find out more and get a quick quote today to ensure your business, and your team, are fully protected.

Get Small Business Insurance from Protectivity

 

 

*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).
  • Ensure you have the right small business insurance policy in place before hiring staff.
  • 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!

 

Add Employers’ Liability Insurance 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.

Whether you’re looking for  pet care business insurancedecorators insurancecatering insurancecrafters insurance, or another small business, explore the full list of small business insurance we provide today – or get in touch with our team to discuss your specific requirements.

Get Small Business Insurance from Protectivity

 

 

*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. 

As a tradesperson, running your business means facing various expenses, from tools and transport to insurance and marketing. But how do you know what counts as a business expense? Understanding what you can and can’t claim on your tax return ensures you don’t pay more than necessary. This guide breaks down the key expenses you can claim that could help reduce your tax bill and keep your business financially healthy.

 

What expenses does a tradesman face?

Tradespeople, whether self-employed or working for a limited company, face various costs to keep their businesses running smoothly. Essential expenses include tools and equipment, work clothing, travel and vehicle costs, insurance, and marketing. Many also pay for training to maintain their skills, rent for premises or workshops, and fees for professional memberships. Some tradespeople may need to hire subcontractors, which adds to overall business costs. Understanding these common expenses is crucial for managing finances and ensuring all allowable deductions are claimed.

 

What can I claim as work expenses?

If an expense is wholly and exclusively for business purposes, it is usually tax-deductible. Here are some of the key expenses you can claim:

Mileage and Accommodation

If you travel for work (e.g. to job sites or training courses), you can claim:

  • Mileage at HMRC’s approved rates (currently 45p per mile for the first 10,000 miles and 25p thereafter)
  • Public transport costs
  • Hotel accommodation for overnight stays related to work

Tools and Equipment

You can claim for:

  • Hand tools and power tools used in your trade
  • Repairs and replacements of work equipment
  • Safety gear such as gloves and helmets

Uniform and Protective Clothing

  • Branded workwear (e.g. embroidered company uniforms)
  • Protective clothing like steel-toe boots and high-visibility jackets

Premises Rent and Utility Bills

  • If you rent a workshop or office, you can claim rent and utility bills
  • If you work from home, a portion of your household bills may be deductible

Vehicle Expenses

  • Fuel, servicing, and maintenance
  • Road tax and insurance
  • Lease or loan payments for a work vehicle
  • Parking and toll fees

Training and Development

  • Courses to improve your trade skills (e.g. new certifications)
  • Health and safety training
  • Industry qualifications

Insurance Premiums

  • Public liability insurance
  • Employers’ liability insurance (if you employ staff)
  • Tool insurance
  • Contractors all risk insurance

Marketing and Advertising

  • Website development and hosting costs
  • Business cards and flyers
  • Online advertising (Google Ads, social media promotions)
  • Signwriting for work vehicles

Professional Fees and Memberships

  • Trade association memberships
  • Union subscriptions
  • Accountant fees

Subcontractor Costs

  • Payments to subcontractors for work completed
  • Costs associated with hiring temporary labour

 

What can’t I claim as work expenses?

While many expenses are claimable, there are certain things you can’t include:

  • Personal expenses – This includes costs such as meals unless you are travelling specifically for work. Everyday personal expenditures that do not directly relate to your business operations cannot be claimed.
  • Everyday clothing – Even if you wear certain clothing for work, it cannot be claimed as a business expense unless it qualifies as protective gear required for your job. Standard work attire, such as trousers, shirts, or shoes, does not fall under allowable expenses.
  • Fines or penalties – Any fines or penalties incurred, such as speeding tickets or parking fines, are not considered legitimate business expenses. These costs are personal liabilities and cannot be deducted.
  • Home office costs unrelated to business – While some home office expenses may be eligible for deductions, general costs like full rent or mortgage payments do not qualify. Only the portion of your household expenses that is directly attributable to business use can be claimed.
  • Client entertainment costs – Expenses related to entertaining clients, such as dining out, event tickets, or hospitality costs, are not tax-deductible. While they may be beneficial for maintaining client relationships, they are considered discretionary expenses rather than essential business costs.

 

Why it’s important to claim expenses back

Claiming allowable expenses is a smart way to reduce your taxable profit, which means you should end up paying less tax. By keeping accurate records of your expenses, you can avoid the risk of overpaying, and make sure you’re not missing out on any deductions that could boost your earnings. Staying on top of your expenses also helps you stay on the right side of HMRC regulations, so you won’t run into any issues down the line. Plus, having a clear picture of your business finances makes it easier to see where you’re at, helping you make better decisions for the future. It’s all about working smarter, not harder!

 

Tips for managing your expenses

Managing your expenses properly makes claiming them a lot easier and ensures you stay on top of your finances. Here are a few tips to help keep everything running smoothly:

  • Keep receipts and invoices – Store receipts and invoices digitally for easy access and reference, especially at tax time.
  • Consider using an accountant – A professional accountant can help you manage expenses, ensure compliance, and maximise your allowable claims. Find out more here about using an accountant.
  • Use accounting software – Tools like QuickBooks or Xero help track and organise expenses automatically, saving you time.
  • Separate personal and business expenses – Use a dedicated business account to keep personal and business transactions separate.
  • Log mileage accurately – Use a mileage tracking app to ensure accurate claims for business-related driving.
  • Stay up to date with HMRC rules – Keep an eye on changing tax laws to avoid missing deductions or facing penalties.

Hopefully these tips have given you ideas to make the process of claiming expenses more straightforward, leaving you with more time to focus on your business.

 

Common questions

What expenses can I claim as a self-employed bricklayer?

  • Work tools, safety gear, work vehicle costs, training and certification fees, subcontractor payments and more

What expenses can a joiner claim?

Joiners can claim similar expenses, including:

  • Carpentry tools, wood and materials for jobs, protective workwear, workshop rent and utility bills, insurance for tools and liability and more

What happens if I mix personal and business expenses?

  • Mixing personal and business expenses can cause problems when claiming deductions and can lead to issues with HMRC. It’s best to keep your personal and business expenses separate by using a dedicated business bank account and credit card.

Do I need to keep receipts for everything?

  • Yes, keeping receipts for all your business expenses is important for record-keeping and for proving your claims if HMRC ever asks for them. Digital copies can be useful and easy to store.

Can I claim for training and certifications specific to my trade?

  • Yes, if you take courses, attend workshops, or acquire certifications related to your trade, these costs can be deducted as business expenses. These types of professional development expenses are often considered necessary to stay compliant and improve your skills.

 

Finally…

Understanding what expenses you can claim is essential to managing your finances efficiently as a tradesperson. Keeping detailed records and making legitimate expense claims can significantly reduce your tax bill, allowing you to reinvest in your business. If you’re unsure about what you can claim, consider consulting an accountant to ensure you’re making the most of your deductions while staying compliant with HMRC rules.

 

Get Tradesman Insurance from Protectivity

Managing your expenses is crucial, and we’ve provided an overview of what you can and can’t claim. By taking control of your expenses, this can help to save you money but what about the things you can’t control? That’s why having the right insurance is essential, to safeguard you from financial setbacks when the unexpected happens.

At Protectivity, we offer affordable tradesman insurance designed to cover common industry risks. Our policies include Public Liability up to £5 million as standard, with optional add-ons such as Contractor Works cover, Plant and Tools cover, Financial Loss, and Employee Tools (available when selecting other benefits). This ensures you’re protected from unforeseen costs when challenges arise.

Whether you’re a carpenter, electrician, painter, builder, handyman, or another tradesperson, take just two minutes today to explore our trades insurance options.

Get Tradesman Insurance from Protectivity

 

 

*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.