Category: Business

*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 Information is factually accurate at the time of publishing but may have become out of date.

Last updated by

12:24:45 BST • 2 April 2025

Offering EICRs as an Electrician: What you need to know

2 April 2025

•

8 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

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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 If a property has undergone renovations or has outdated wiring, an EICR can help identify potential hazards.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:

Be a qualified electrician with experience in inspection and testing.
Hold the Level 3 Award in Periodic Inspection & Testing (2391-51 or equivalent)
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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12:36:31 BST • 2 April 2025

Hiring staff as a sole trader

By Mandy Czyz

26 March 2025

•

11 mins read

Contributors

Mandy Czyz

Mandy has been with Starpeak Insurance Solutions since 2018, starting in sales in the consumer department and mov...

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:

Register with the tax authority: This typically involves providing your business details and employee information.
Set up payroll: To handle employee wages, taxes, and National Insurance contributions.
Obtain employer liability insurance: Protect yourself against claims from employees.
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.

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Last updated by

10:25:30 GMT • 27 March 2025

Common hiring mistakes made by small businesses

25 March 2025

•

8 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

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.

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13:59:55 GMT • 26 March 2025

Expenses you can claim for as a tradesman

By Mandy Czyz

20 March 2025

•

8 mins read

Contributors

Mandy Czyz

Mandy has been with Starpeak Insurance Solutions since 2018, starting in sales in the consumer department and mov...

Get tradesman insurance from Protectivity

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.

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Last updated by

14:16:38 GMT • 26 March 2025

Hiring or outsourcing staff – which is best for your small business?

18 March 2025

•

10 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

Assessing Costs, Productivity, and Market Trends in 2024-2025

The UK business landscape in 2025 presents both challenges and opportunities for small businesses navigating economic uncertainty, rising employment costs, and evolving workforce demands. With increased pressure on businesses to remain agile and cost-efficient, many are reassessing their staffing strategies: should they hire full-time employees or outsource work to freelancers and contractors?

This decision has become even more critical as operating costs continue to rise. Employers face additional financial burdens such as National Insurance contributions, pension obligations, and employee benefits, all of which inflate the true cost of hiring. Meanwhile, outsourcing offers flexibility but comes with higher hourly rates and potential concerns over consistency and control.

According to recent UK business trends, outsourcing is growing in popularity, particularly in sectors like accounting, IT support, administrative services, and compliance, as companies look for ways to reduce fixed costs while maintaining operational efficiency. However, some roles remain essential for long-term stability, and businesses must carefully consider whether outsourcing is a short-term solution or a sustainable strategy.

This article explores the financial implications of hiring verses outsourcing, comparing salaries, hidden costs, and productivity factors to determine which approach is the most cost-effective in the current UK market. Through data analysis and real-world business trends, we’ll showcase key areas for small business owners to consider and decide how to structure their workforce for success in an increasingly competitive environment.

Direct cost comparison: Salaries vs. Freelance Rates

Average UK Salaries vs. Freelance Rates by Role 2024-2025

Job	Employed Annual Salary	Approx. Day Rate	Self-Employed Average Day Rate
Admin Assistant / Virtual Assistant	£29,500	£123	£150
Bookkeeper	£26,500	£110	£157
Chartered Accountant	£60,000	£250	£589
Marketing Manager	£55,000	£229	£525
Marketing Consultant	£62,500	£260	£561
HR Consultant	£42,605	£177	£691
IT Support	£32,000	£133	£210
IT Consultant	£51,250	£214	£596

Sources: Yuno Juno Freelancer rates report 2024 Glassdoor 2025 Ipse – Average Day Rates 2024

With rising employment costs, businesses must assess whether full-time hires are viable or if outsourcing is the smarter financial choice.

The cost of hiring in the current market

Rising employment costs

Hiring an employee at £55,000, such as a Marketing Manager, can cost businesses over £65,000 per year once National Insurance (15%), pension contributions (3%), and other benefits are accounted for. Even lower-paid roles, like Admin Assistants with a £29,500 salary, see substantial cost increases due to mandatory employer expenses. These additional costs make hiring a long-term financial commitment, adding pressure to businesses already struggling with rising operational expenses.

Economic uncertainty

Many small businesses in the UK face fluctuating demand, making it difficult to justify hiring full-time employees with fixed annual salaries and long-term obligations. In an economic downturn, layoffs become an expensive and often complicated process, further increasing financial instability. As businesses navigate unpredictable revenue streams, the rigidity of full-time employment may introduce risks that are harder to manage in uncertain market conditions.

While hiring in-house provides stability and a consistent workforce, the increasing financial burden and economic unpredictability make it a less viable option for businesses with variable demand. Companies must carefully evaluate whether long-term employment commitments align with their projected growth and financial resilience.

The cost of outsourcing in the current market

Higher day rates but lower long-term obligations

Freelancers and consultants typically charge premium daily rates, but businesses benefit from avoiding long-term obligations such as National Insurance, pensions, and holiday pay. For instance, a Chartered Accountant costs £589/day as a freelancer compared to £250/day for an employed counterpart. Although this means outsourcing is 2.35 times more expensive per day, it eliminates the need to cover annual employment costs, making it a financially flexible solution.

Similarly, Marketing Consultants charge £561/day – 2.45 times higher than an in-house Marketing Manager, yet businesses only pay for their services when needed, avoiding the overhead costs of full-time employment.

Outsourcing for business agility

More businesses are outsourcing to remain agile in response to economic uncertainty. IT Support freelancers, for example, charge £210/day, which is 58% higher than hiring a full-time IT employee. However, for small businesses that do not require daily IT support, outsourcing eliminates the need to pay an annual salary of £32,000.

Administrative outsourcing is only 22% more expensive than in-house hiring, making it a viable option for businesses that require occasional assistance but cannot justify a full-time role.

While outsourcing may have a higher per-hour cost, it provides businesses with greater flexibility, allowing them to scale services up or down as needed. This makes outsourcing an ideal choice for companies with project-based work or fluctuating workloads that do not justify full-time salaries.

Hidden costs of hiring vs. outsourcing

Hidden costs of hiring employees

National Insurance (NI): 15% on earnings above £9,100.
Pension Contributions: Minimum 3% employer contribution.
Holiday & Sick Pay: 28 days statutory holiday + sick pay.
Office Costs: Desk space, equipment, software licenses.

For example:

A £35,000 employee actually costs £42,000 – £45,000 per year when including benefits.
For a Marketing Manager earning £55,000, the total cost of hiring to the business may exceed £65,000 per year.

Hidden costs of outsourcing

Higher hourly rates

Freelancers and contractors often charge significantly more per hour than salaried employees. However, this is balanced by the fact that businesses are not responsible for providing benefits, office space, or long-term commitments. In some cases, the higher per-hour cost is justified by the ability to pay only for work completed rather than covering a fixed salary.

Lack of commitment

Unlike full-time employees who are dedicated to a company’s long-term goals, freelancers often juggle multiple clients. This means they may leave for other projects or become unavailable when needed, leading to disruptions and the added cost of recruiting and onboarding replacements.

Quality control

While outsourcing provides access to a global talent pool, the experience and reliability of freelancers can vary widely. Businesses must invest time in vetting candidates, setting clear expectations, and monitoring work quality to ensure consistency. In some cases, revisions or additional training may be required, which can offset initial cost savings.

For example:

A full-time employee (1,800 hours/year) costs £45,000 (including benefits).
A freelancer at £40/hr for 1,000 hours/year costs £40,000.

Maximising workforce productivity

Workforce productivity is a key factor in business success, influencing hiring and outsourcing decisions. Ensuring the right people are in place while avoiding common hiring mistakes can significantly impact efficiency and profitability. It’s widely reported there’s been a national decline in productivity since 2023, making it more important than ever for small businesses to optimise their workforce through strategic hiring, training, and the adoption of digital tools.

A productive workforce isn’t just about working harder but working smarter. Productivity can be measured by revenue generated per hour worked, and businesses that invest in efficient systems, clear processes, and the right support see the best results. The decision between hiring and outsourcing also plays a major role.

Freelancers offer fast, specialised support but may not always be available for long-term projects, while employees provide consistency but require onboarding, training, and retention strategies. Given the current economic uncertainty in the UK, many businesses are leveraging outsourcing to manage fluctuating workloads without the financial risks of full-time hires.

For roles that are essential and require long-term stability, hiring is often the best approach. However, if workloads are inconsistent or expertise is only needed temporarily, outsourcing can provide flexibility and cost savings. By finding the right balance between in-house employees and external support, businesses can boost productivity while staying agile in an evolving market.

UK businesses increasing outsourcing in 2024-2025

Percentage of Small Businesses Outsourcing (2024 & 2025 Projections)

Function	2024 (Micro <10 people)	2025 (Projected)
Accounting & Finance	28%	21%
Administrative Support	4%	12%
Customer Communications	7%	19%
Data Management	4%	7%
Human Resources	5%	5%
IT Support	19%	9%
Regulatory Compliance	2%	5%

Sources: Parseq-State-of-Back-Office-Outsourcing-2024-2025

Outsourcing continues to evolve as small businesses navigate economic pressures. While accounting and finance remain one of the most commonly outsourced functions, projections indicate a decline from 28% in 2024 to 21% in 2025, possibly due to businesses bringing these tasks in-house to reduce external costs. In contrast, administrative support outsourcing is set to rise significantly, from 4% to 12%, reflecting a growing trend of businesses seeking flexible, cost-effective assistance without hiring full-time staff.

Customer communications outsourcing is also expected to increase from 7% to 19%, highlighting the demand for external solutions in handling customer interactions efficiently. Data management remains a smaller but steadily growing outsourced function, projected to rise from 4% to 7%. Meanwhile, IT support is expected to see a notable drop from 19% to 9%, suggesting that more businesses may be investing in in-house technical support rather than relying on third-party providers.

These trends highlight how small businesses are strategically adjusting their outsourcing decisions to balance cost, efficiency, and expertise in a shifting economic landscape.

A hybrid model: The best of both worlds?

Many UK businesses are adopting a hybrid approach, hiring for core functions while outsourcing specialised or fluctuating tasks. For example, they may hire a full-time admin assistant but outsource high-level accounting, employ in-house IT support while contracting cybersecurity projects, or maintain a marketing team but bring in external consultants for campaign strategy.

In the current economic climate, small businesses must carefully decide between hiring and outsourcing. Hiring makes sense for roles essential to operations, long-term stability, and strong company culture, especially when demand justifies employment costs. Conversely, outsourcing is the smarter choice for inconsistent workloads, project-based needs, or accessing specialist skills without the commitment of a full-time salary, offering greater financial flexibility in an uncertain market.

The strategic choice in 2025

With rising employment costs and an unpredictable economy, outsourcing is becoming a strategic advantage for many businesses. While hiring ensures consistency, outsourcing provides flexibility and cost control. The best approach depends on the business model, financial outlook, and long-term goals.

Ultimately, businesses that remain adaptable, leveraging outsourcing where it makes sense while investing in core in-house talent, will be in the strongest position for success in the current UK market.

Specialist Small Business Insurance from Protectivity

Protectivity offers affordable 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.

Sources:
https://www.xero.com/uk/guides/increase-productivity/
https://www.ipse.co.uk/campaigns/the-self-employed-landscape/self-employed-landscape-2024
glassdoor.co.uk, payscale.com

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Last updated by

14:06:50 GMT • 26 March 2025

Using social media for trades businesses

13 March 2025

•

11 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

*https://www.directlinegroup.co.uk/en/news/brand-news/2023/28092023.html

Gone are the days when trade businesses relied solely on word-of-mouth or a well-placed ad in the local paper. Today, if you’re not on social media, you’re missing out on a huge opportunity to find customers, showcase your skills, and grow your business. In fact, research suggests tradespeople obtain nearly 50% of their business through social media channels.*

Regardless of digital experience picking up some tips on using social media is very accessible from some basics to more advanced tactics. You’ll want to know which channels are going to be best and what tools you can utilise to maximise your time.

Let’s be honest—nobody starts a roofing or carpentry business because they dream of posting on Instagram all day! So, how can you use social media effectively without it becoming a full-time job? Let’s break it down.

Finding workers through social media

Struggling to find decent workers is a common challenge, but have you ever considered that many people are actively using social media to search for jobs? Today, younger talent often turn to these platforms as a primary resource for finding work—making them the perfect audience for your recruitment efforts. Here are some enhanced strategies to help you get in front of the right candidates:

Paid Advertising

Running targeted ads on Meta platforms like Facebook and Instagram is not only cost-effective but also allows you to pinpoint exactly who sees your job postings. With advanced demographic and location-based targeting, you can ensure your ad reaches local candidates with the precise skills and interests you need. Including compelling visuals, clear job descriptions, and a direct call-to-action can boost your ad’s effectiveness and attract more qualified applicants.

Private Groups

Many trade-specific or local groups exist on social media platforms where professionals gather to share insights and opportunities. By joining these groups on Facebook, LinkedIn, or even niche community forums, you can post your job opportunities directly to an engaged audience. This approach not only increases the visibility of your listings but also builds trust within the community, as group members often rely on peer recommendations and insider knowledge when seeking new opportunities.

Showcasing Skills

Young apprentices and skilled tradespeople frequently showcase their work on platforms such as Instagram, TikTok, or YouTube. Their profiles serve as a digital portfolio, offering you a firsthand look at their craftsmanship, creativity, and attention to detail. When you spot work that impresses you, don’t hesitate to reach out directly—this proactive approach can help you secure talented individuals who are already passionate about their craft.

Check Reviews & Testimonials

Before making a hiring decision, it’s essential to verify a candidate’s reputation online. Social media profiles, professional pages, and community forums can provide valuable reviews and testimonials from previous employers or colleagues. These insights offer a glimpse into a candidate’s work ethic, reliability, and overall performance, helping you make more informed hiring decisions.

A good worker is worth their weight in gold, so by leveraging these digital tools and strategies, you can build a robust team that not only meets your business needs but also propels your company to new heights.

Promoting your work effectively

It’s not bragging if it’s true! Sharing your work online is one of the best ways to attract new clients. With video and photo imagery more accessible than ever, you can showcase your craftsmanship and creativity to a broad audience. By blending striking visuals with authentic stories, you not only highlight your talent but also build trust and credibility. Here’s how to do it right:

The basics…

Before-and-after shots

People love a good transformation! Capture high-quality images from the start of your project to the final reveal. This visual journey not only demonstrates your ability to bring visions to life but also gives potential clients a clear idea of the quality and impact of your work.

Client testimonials

Ask happy customers if you can share their feedback. Featuring short video clips or written quotes alongside photos of the completed project can add authenticity to your portfolio. These testimonials build social proof and can significantly influence prospective clients who are considering your services.

Mid-level…

Behind-the-scenes content

Offer your audience a glimpse into your creative process. Time-lapse videos of jobs in progress, candid photos of your team at work, or snapshots of your tools and materials can be surprisingly satisfying to watch. This type of content not only entertains but also educates viewers about the craftsmanship and attention to detail that go into your work.

Work-in-progress updates

Keep your followers engaged by sharing regular updates on ongoing projects. These progress reports build anticipation for the final outcome and demonstrate your commitment to quality and transparency, reinforcing the trust your audience has in your brand.

The influencers…

Documentary-style videos

Elevate your storytelling with in-depth videos that document your projects from concept to completion. Integrate expert tips on achieving specific looks or techniques, share insights on overcoming challenges, and explain the creative decisions behind your work. These videos position you as an industry thought leader and can attract a wider, more engaged audience.

Expert interviews and collaborations

Consider featuring interviews with industry experts or collaborating with influencers who align with your brand. These partnerships broaden your reach and add a layer of credibility, as viewers see that respected professionals are connected to your work. This collaborative approach can help you tap into new networks and drive additional interest in your projects.

By integrating these strategies into your promotional efforts, you not only showcase your work in a compelling way but also build a narrative that resonates with potential clients. This dynamic approach to online promotion can set you apart in a crowded market and lead to sustained business growth.

Handling customer feedback online

Both positive and negative feedback offer valuable insights and opportunities to build your brand’s reputation. Here’s how to effectively manage and respond to each:

Negative Feedback

Respond Promptly: A timely reply demonstrates your dedication to customer satisfaction. Invite the dissatisfied customer to continue the conversation offline if needed, so you can address the issue in detail and work towards a resolution.

Positive Feedback

Express Gratitude: Thank your customers for taking the time to share their positive experiences. A simple, sincere thank-you can strengthen customer relationships and encourage loyalty.

Showcase Reviews: Highlight glowing testimonials on your social media channels and website. Sharing positive feedback not only builds credibility but also inspires potential clients to consider your services.

Encourage More: After delivering a great service, gently remind satisfied customers to leave a review. Consistently gathering positive feedback can help balance out any negative reviews and further enhance your online reputation.

By addressing both negative and positive feedback thoughtfully, you not only improve your service quality but also demonstrate transparency and commitment to your customers.

Social media might not be your trade, but it can certainly help grow your business. With the right strategy, you can attract more customers, find great workers, and build a strong reputation.

Secure specialist Tradesperson Insurance from Protectivity

For any trades business securing the necessary insurance is a must to protect yourself.

At Protectivity, we provide affordable tradesman insurance to cover specialist incidents commonly faced by trades. Our policies include public liability up to £5 million as standard; you then have the option to add 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. You can also insure your tools from as little as £8.98 a month with our new tools insurance offering.

Take two minutes today to take a closer look at our trades policies.

Sources

Get Tradesperson Insurance from Protectivity

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14:57:43 GMT • 13 March 2025

Changes for employers from April 2025

6 March 2025

•

7 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

https://www.fsb.org.uk/resources-page/fsb-weekly-brief-newsletter-friday-21-february-2025.html

There has been significant discussion about the evolving nature of employment laws in the UK this year, with changes expected from multiple angles. For small businesses, staying agile can be challenging, but remaining informed and compliant is essential.

As April 2025 approaches, it is important to be aware of the changes set to take effect following the Autumn Budget in 2024. Several key updates are expected to have a notable impact on employers, with small businesses potentially facing the greatest challenges as they navigate these developments alongside other external pressures.

Understanding the key aspects of these changes and their potential implications will help businesses prepare effectively. Employers should assess how these developments may affect their operations and take proactive steps to ensure compliance. Where possible, planning ahead can help facilitate a smooth transition and minimise disruptions. Here’s a reminder of some of the key updates alongside some implications for small businesses.

National Insurance Contributions (NICs)

Upcoming Changes:

- From April 2025, employer NICs will increase by 1.2% to 15%
- The secondary threshold decreasing from £9,100 to £5,000.
- The Employment Allowance is increasing. Right now, businesses that paid £100,000 or less in employer National Insurance last year can reduce their bill by £5,000. This allowance will go up to £10,500, and the £100,000 limit will be removed, so more businesses can benefit.

Source: gov.uk

Considerations and planning:

With these changes taking effect in 2025, this is good time for small businesses to review their finances and plan accordingly. The increase in employer National Insurance Contributions (NICs) and the reduction of the secondary threshold may lead to higher payroll costs, making it essential to explore ways to manage the financial impact. Reviewing workforce costs and considering tax-efficient employment options could help businesses adapt effectively.

The rise in the Employment Allowance presents an opportunity for eligible employers to offset some of these costs, so it is advisable to ensure it is being fully utilised.

Additionally, businesses may benefit from assessing pricing structures and identifying operational efficiencies to maintain financial stability. Taking proactive measures now can help ensure continued resilience and smooth operations in the year ahead.

Changes in pay and wages

National living wage increases:

From 1 April 2025, the National Living Wage for workers:

Aged 21 and over – £12.21 per hour (6.7% increase)
Aged 18 to 20 – £10.00 per hour (16.3% increase)
Under 18s – £7.55 per hour (17.9% increase)
Apprentices – £7.55 per hour (17.9% increase)

Source: gov.uk

Considerations and planning:

Rising wages will lead to higher payroll costs, making it important for businesses to review their financial plans and ensure expenses remain manageable. Updating payroll systems to reflect the new rates will help maintain accuracy and compliance. If these changes place pressure on profit margins, businesses may need to consider adjustments such as revising pricing strategies or improving operational efficiency.

The increase in the Employment Allowance may provide some financial relief for eligible businesses, helping to offset additional costs. Proactive planning can support a smooth transition while maintaining business stability and continued support for employees.

Holiday entitlements

Key changes in holiday pay reforms:

Starting from 1 April 2024, there’s a new way to calculate holiday entitlement for irregular hour and part-year workers. Their holiday will now be based on 12.07% of the hours they actually work in each pay period, making it easier to track and manage time off. This applies both in the first year of employment and beyond.

Considerations and planning:

The new accrual method introduces a simplified approach to managing holiday entitlement, which may streamline administrative processes over time. Clearly communicating these changes to employees will be advised to ensure they understand how their holiday entitlement is calculated and what it means for them.

Updating payroll systems and internal policies in advance can help prevent misunderstandings and facilitate a smooth transition. Proactive planning and clear communication will support efficiency while maintaining transparency and fairness in the workplace.

Flexible working arrangements

Key changes with policy shift:

Employees can request flexible working from their first day on the job, instead of waiting 26 weeks.
Employees are now allowed to make two flexible working requests in a year, increasing from 1 request per year.
Employers can still refuse a request if they have a valid business reason.

Source: gov.uk

Considerations and planning:

Under the new UK flexible working laws, employees now have the right to request flexible work arrangements from their first day of employment, rather than after 26 weeks. While employers can decline requests for legitimate business reasons, small businesses may benefit from assessing how to incorporate flexibility without disrupting operations.

Reviewing work schedules, exploring remote or hybrid options, and updating internal policies can help establish a balanced and practical approach. A structured and transparent process will support compliance while contributing to employee satisfaction and retention.

Employment Rights Bill proposal

Brought to Parliament on 10 October 2024, the Employment Rights Bill includes 28 key employment law reforms designed to enhance and modernise worker protections.

Highlights of proposed changes:

Ban exploitative zero-hours contracts by ensuring guaranteed hours, fair shift notice, and compensation for last-minute cancellations.
End ‘fire and rehire’ practices by making dismissals for refusing contract changes automatically unfair unless unavoidable.
Provide day-one protection from unfair dismissal, with probationary periods allowing a simpler dismissal process.
Make Paternity Leave and Unpaid Parental Leave available from day one of employment.
Expand Statutory Sick Pay by removing earnings limits and waiting periods.

Source: gov.uk

Considerations and planning:

The proposed employment law reforms are expected to introduce significant changes for small business employers, impacting hiring practices, contractual agreements, and overall business operations. The ban on exploitative zero-hours contracts may lead to increased labour costs and reduced scheduling flexibility, while restrictions on ‘fire and rehire’ practices could make workforce adjustments more complex.

Day-one protection from unfair dismissal may require businesses to refine their hiring and probationary processes to ensure employees are a good fit before full protections apply. Additionally, expanding Statutory Sick Pay and granting immediate access to Paternity and Unpaid Parental Leave could introduce financial and operational pressures, particularly for businesses with small teams that rely on consistent staff availability.

To prepare for these changes, small businesses can take proactive steps to ensure compliance and minimise disruption:

Review employment policies and contracts to align with the new requirements.
Assess workforce planning and budgeting to anticipate potential increases in labour costs.
Engage with employees and stakeholders to support a smooth transition and maintain positive workplace relations.
Seek legal or professional guidance to understand the full implications of the reforms and implement best practices.

With significant employment law changes ahead, staying informed and adapting proactively will be essential for small businesses. Ensuring compliance across areas such as pay, contracts, leave entitlements, and flexible working arrangements will help businesses mitigate legal risks, maintain operational stability, and foster a positive work environment.

Regularly reviewing policies, updating contracts, and engaging employees in the transition process will support a smooth adaptation to the evolving regulatory landscape. Taking early action through financial planning, policy adjustments, and expert consultation can help businesses navigate these reforms effectively, strengthening both compliance and long-term resilience.

Employers Liability Insurance for Small Businesses from Protectivity

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

Sources

https://www.thetimes.com/business-money/companies/article/workers-rights-law-will-bring-havoc-to-uk-economy-employers-tell-starmer-b5999ttr8

https://www.gov.uk/government/news/what-does-the-employment-rights-bill-mean-for-you

https://commonslibrary.parliament.uk/research-briefings/cbp-10189/

https://commonslibrary.parliament.uk/research-briefings/cbp-7735/

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14:07:58 GMT • 26 March 2025

How to become a bricklayer

4 March 2025

•

10 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

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Do you love working with your hands, enjoy being outdoors, or want a career with solid earning potential, then bricklaying could be a great fit for you.

With the governments ambitious house building plans the construction industry is under pressure to deliver on building targets. However, it’s widely reported that there is a shortage of bricklayers, with numbers at their lowest in the UK, since 1998.* With 1.5 million new builds targeted it is estimated that 20,000* more bricklayers will be required, one of the most in demand trades across the construction industry. So, if you’re deciding on a trade for yourself, bear in mind that bricklayers can earn more than other trades – this might be an option to consider.

We’ve constructed an overview of the bricklayer landscape to help you assess if it’s the right direction for you. We’ll walk you through what bricklayers do, how to get trained, career pathways, earnings, and even how to start your own bricklaying business.

What do bricklayers do?

Bricklayers (or brickies) are the backbone of construction projects. Their job isn’t just stacking bricks – there’s a lot of skill involved – correctly laying bricks and concrete blocks that are built to last. There’s also work that involves other materials to build walls, homes, offices, and even grand architectural structures. As a bricklayer your main areas of work will be:

Reading construction plans and blueprints
Mixing and applying mortar
Ensuring walls are level and sturdy
Repairing and restoring old buildings
Working with various materials like bricks, blocks, and natural stone

If you like the idea of seeing the physical results of your work every day, bricklaying can be a very satisfying job.

Day-to-day bricklaying

There’s a wide variety to a bricklayer’s day but let’s look at a typical one:

Morning: Site prep & first bricks

Most bricklayers start early, usually by 7:30 AM. The day begins with checking plans, preparing materials, and setting up the work area. Once ready, you’ll start laying bricks, ensuring everything is level and secure using a spirit level and trowel.

Midday: Progress & coordination

After a short morning break, work continues, often coordinating with labourers, site supervisors, and other trades. Tasks might include cutting bricks to size, mixing mortar, and checking progress against blueprints. Then a midday lunch break.

Afternoon: Finishing & clean-up

The afternoon is spent progressing with the build, adding details like pointing (smoothing out mortar joints) for a neat finish. By 4 PM, tools are cleaned, the site is tidied, and the next day’s work is planned.

Essential skills for a bricklayer

To be a great bricklayer, you don’t need top grades in school, but you do need a good work ethic, and these specific skills will certainly help you out:

Physical fitness: It’s a hands-on job that involves lifting, bending, and working outdoors.
Attention to detail: No one wants wonky walls!
Basic maths skills: You’ll need to measure, cut, and calculate materials.
Good coordination: Bricklaying requires precision and accuracy.
Problem-solving ability: Every project is different, and you’ll need to think on your feet.
Teamwork: You’ll often be working with other tradespeople, from plumbers to electricians.

Average earnings for bricklayers and job outlook

Earnings vary depending on location and experience, but here’s a rough guide:

Apprentice Bricklayer – £12,000 – £18,000 per year
Qualified Bricklayer – £25,000 – £40,000 per year
Highly Experienced Bricklayer – £50,000+
Self-Employed Bricklayer – Potentially £60,000+ (more on that below)

The construction industry in the UK is growing, so skilled bricklayers will always be needed. To learn more read our blog on how much bricklayers make in the UK.

Training to become a bricklayer

Bricklaying is a skilled trade and you’ll need some valuable training to get started. There are different options to suit your preferred learning process or depending on where you are in life.

Apprenticeships (Best for hands-on learning)

Usually take around 2-3 years and result in an NVQ Level 2 or 3 in Bricklaying.

An apprenticeship is the most common way to become a bricklayer in the UK. You’ll earn while you learn, usually working four days a week with a bricklaying company and spending one day at college.

College courses (Ideal for career changers)

If you’re over 16 and want a structured way to learn, many colleges offer bricklaying diplomas or NVQs. Courses range from beginner to advanced levels, and while you won’t get paid while studying, they’re a good way to gain the skills needed for an apprenticeship or junior job. These courses are often more flexible with evening or weekend options to fit around other work.

On-the-job training

Some people start as a labourer and learn on the job. This can be a great way to get experience, and after a while, your employer may sponsor you to gain formal qualifications.

Qualifications

Whilst it’s not a requirement, if you’re looking to reach for the top jobs having a qualification will stand you in good stead. City and Guilds offer a few options. Here are some examples of different courses available:

Level 2 Technical Certificate in Bricklaying
Level 3 Advanced Technical Diploma in Bricklaying

Apprenticeship Bricklayer Level 2
Apprenticeship Craft Bricklayer Level 3

Career pathway for bricklayers

Bricklaying isn’t just about working on site all your life (unless that’s what you want!). There are several career progression opportunities:

Apprentice Bricklayer

Starting as an apprentice is the most common route into bricklaying. You’ll gain hands-on experience while earning a wage and working towards industry-recognised qualifications, such as an NVQ (National Vocational Qualification) in Bricklaying. Apprenticeships typically last around two to three years and involve a mix of on-site training and classroom learning at a college or training centre.

Qualified Bricklayer

Once you’ve completed your apprenticeship and achieved your NVQ, you’ll be recognised as a fully qualified bricklayer. This opens the door to working on a wide range of construction projects, from housing developments to commercial buildings and even large-scale infrastructure projects. As a qualified bricklayer, you can expect to earn a competitive wage and continue developing your skills on the job.

Specialist Bricklayer

If you’re interested in refining your expertise, you could specialise in areas such as:

Restoration & Conservation: Working on historic buildings and listed structures, carefully repairing or recreating brickwork in line with heritage standards.
Decorative Brickwork: Creating detailed brick patterns, arches, and ornamental designs that add architectural interest to buildings.
Refractory Brickwork: Installing heat-resistant bricks in industrial settings like furnaces, kilns, and chimneys.

Specialising can set you apart in the industry and may allow you to command higher rates for your expertise.

Site Supervisor / Foreman

With experience and strong leadership skills, you could step up into a supervisory role. As a site supervisor or foreman, you’ll be responsible for overseeing a team of bricklayers, ensuring work is completed to a high standard and within deadlines. This role involves managing materials, liaising with other trades, and ensuring health and safety regulations are met on site.

Construction Manager

If you’re ambitious and willing to take on further qualifications, such as an HNC, HND, or even a degree in Construction Management, you could progress to overseeing entire building projects. As a construction manager, you’d be responsible for budgeting, scheduling, and coordinating multiple aspects of a project, from planning to completion. This role comes with significant responsibility but also a higher earning potential.

Self-Employed Bricklayer

Fancy being your own boss? Many bricklayers choose to go self-employed, allowing them to set their own rates, choose their projects, and even build their own client base. Running your own business can be rewarding, but it also comes with added responsibilities such as managing finances, sourcing work, and handling customer relations.

How to become a self-employed bricklayer

If you want to be your own boss and earn more money, going self-employed could be a great option. Here’s what you’ll need:

Experience – Clients will want proof of your skills.
CSCS Card – Required for most UK construction sites.
Tools and Transport – You’ll need your own kit and a van.
Business Skills – Managing finances, quoting jobs, and finding clients.
Marketing – A website, social media, and word-of-mouth can help you get work.

Many self-employed bricklayers start by doing weekend jobs or small side projects before going fully independent.

Typical tools and equipment used by bricklayers

When you become a bricklayer, especially if you’re self-employed, you’ll want to start building up a range of tools, your typical toolkit should include:

Trowels – For spreading mortar
Spirit Level – To keep everything straight
Hammer & Chisel – For shaping bricks
Brick Jointer – To create neat mortar lines
Mixing Tools – For preparing cement and mortar

Safety gear, such as gloves, steel-toe boots, and a hard hat, is also essential.

Challenges and benefits of a bricklaying career

Like any job, bricklaying has its ups and downs.

Pros:

Job security – always in demand
Good earnings potential
Work outdoors, not stuck in an office
Great for people who enjoy hands-on work

Cons:

Physically demanding work
Working in all weather conditions
Early mornings and long hours

Starting a bricklaying business

If you’re ready to take the first step towards a career in bricklaying, here’s what to do:

Look for apprenticeships: Check sites like the UK Government’s apprenticeship portal.
Find a college course: Many local colleges offer bricklaying diplomas.
Gain work experience: Even unpaid work experience can help you get your foot in the door.
Network with professionals: Speak to builders and bricklayers in your area for advice.
Get your CSCS card: Most construction sites require this for safety reasons.

Bricklaying is a rewarding, hands-on career with great prospects. Whether you’re looking to start as an apprentice, switch careers, or even go self-employed, there’s plenty of opportunity in this field. So, if you like the sound of working with bricks and building something real, why not give it a go?

Get Bricklayers Insurance with Protectivity

When you’re starting out as a bricklayer you will no doubt be made aware of the safety precautions that you’ll need to follow to protect yourself from risks and dangers at work. Insurance is another key aspect to consider and having specific trades insurance is essential.

Protectivity’s bricklayers’ insurance can provide specialist cover for risks you face offering your bricklaying services.

Choose the type of cover that best meets the needs of your business, with a range of benefits. Our policies include public liability up to £5 million as standard; you then have the option to add Employers’ Liability insurance, Contractor Works cover, Plant and Tools cover, financial loss and employee tools (only if you’ve included the other benefits). That way, when unforeseen circumstances occur, you can ensure you’re protected from unexpected costs.

Find out more about our tradesman insurance and get a quote online.

Get Bricklayers Insurance from Protectivity

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14:09:31 GMT • 26 March 2025

How to price a job & win business

27 February 2025

•

10 mins read

Contributors

My main focus is managing the blog and product content for the Protectivity website ensuring everything aligns wi...

Get tradesman insurance from Protectivity

Pricing a job correctly is one of the most important things you can do as a tradesperson. Charge too little, and you risk working for nothing or even making a loss. Charge too much, and you might struggle to win business. In a competitive market, many tradespeople feel pressured to lower their prices to secure work, but this can be a costly mistake if it leads to unsustainable profits.

One of the most common pricing pitfalls is forgetting to include time, overheads, or unexpected expenses, which can leave you out of pocket. Another mistake is assuming that the cheapest quote always wins. While some customers will go for the lowest price, many are looking for reliability, quality, and professionalism. If you’re a skilled and trustworthy tradesperson, you’ll always be in demand – but that doesn’t mean you should undersell yourself.

The key to winning work without sacrificing profit is to price jobs fairly and confidently. Customers are willing to pay more when they see the value in your service. A well-structured quote, clear communication, and transparent pricing help build trust and make it easier for customers to choose you over someone who cuts corners.

Let’s walk through everything you need to consider pricing a quote for a job, from understanding costs to presenting a professional quote that wins more work. By getting your pricing right, you can grow a profitable business while maintaining a reputation for quality and fairness.

Calculating labour charges

Your time is valuable, so it’s important to charge fairly for your skills and experience. Failure to do so can lead to low profit margins and unsustainable pricing.

To charge fairly, you need to set a rate that reflects your skills, experience, and the true cost of your labour.

Consider whether to charge hourly or daily, factoring in industry standards, subcontractor costs, and regional differences – for example, rates in London and the South-East are typically higher.

Also, don’t forget to adjust for job complexity, specialist or more challenging work should be priced accordingly. A well-calculated labour rate ensures you’re paid what you’re worth, while remaining competitive.

Including plant and equipment costs

Many jobs require the use of specialist tools or machinery. A common mistake tradespeople make is overlooking the true cost of equipment.

If you own your tools, remember that maintenance, servicing, and eventual replacement all add up over time. For rented equipment, costs go beyond the hire fee and can quickly add up. These are some equipment costs, not to forget:

Owned Equipment

If you regularly use tools like drills, saws, or cement mixers, don’t forget the hidden costs:

Maintenance and servicing
Depreciation (eventually, tools need replacing)

Rented Equipment

For bigger jobs requiring plant hire (e.g. diggers, scaffolding, concrete mixers), remember to include:

Hire fees
Transport/delivery costs
Fuel for running the equipment
VAT charges

Markup vs. Profit margin

It’s common to get confused between markup and profit margin. The key difference is that markup is how much you increase your costs to set a price, while profit margin is what remains after all expenses are covered. Misunderstanding this can result in setting prices too low, reducing earnings, and even working at a loss.

A frequent mistake is assuming that a 20% markup results in a 20% profit margin – it doesn’t. If you markup materials costing £100 by 20%, you charge £120. But your actual profit margin is only 16.7%, because that £20 increase is a percentage of the final price, not the original cost. Over time, miscalculating markup vs. margin can eat into profits and make it harder to scale your business.

Key Differences

Markup – The percentage added to your cost price to set your selling price.
Profit Margin – The percentage of the final selling price that is profit after covering costs.

Example Calculation:

Cost of Materials (£)	Markup (%)	Selling Price (£)	Profit Margin (%)
£100	20%	£120	16.7%
£100	30%	£130	23.1%
£100	50%	£150	33.3%

If you mistakenly think markup and margin are the same, you could end up charging too little and reducing your actual earnings. For example, if you aim for a 20% profit margin, applying a 20% markup isn’t enough – you need to markup by 25% to achieve that margin.

Quoting with confidence

A clear, professional quote not only reassures customers but also sets the right expectations from the start. Many tradespeople miss out on work or face payment issues because their quotes lack detail or professionalism. A well-structured quote should be transparent, easy to understand, and justify your pricing.

Including key details in your quotes helps build trust and reduces the chances of disputes later. It also makes it easier for customers to compare your offer with competitors without just focusing on price. Where possible, providing options (e.g., economy vs. premium materials) can help customers feel in control of their budget while still choosing quality work.

Using digital quoting tools can streamline the process, ensuring accuracy and professionalism while saving time.

Section	What to Include	Why It’s Important
Breakdown of Costs	List materials, labour, equipment, and any subcontractor fees.	Ensures transparency and helps customers understand your pricing.
Terms & Conditions	Payment terms, deposit requirements, and any late payment policies.	Protects you from disputes and ensures customers understand their obligations.
Clear Timeline	Start and finish dates, plus any key project milestones.	Helps manage customer expectations and prevents unrealistic demands.
Optional Upgrades	Economy vs. premium materials or alternative solutions.	Gives customers flexibility while demonstrating your expertise.

Dealing with customer quote queries

Rarely will you receive no queries from a quotation for work. One of the biggest challenges in pricing work is handling customer expectations. Some customers may not understand the difference between a low-cost job and a high-quality one, while others might be looking for the best value rather than just the lowest price. Managing these situations professionally can help you win more business without undervaluing your work.

A well-informed customer is more likely to appreciate why your price is fair. Instead of justifying a higher quote defensively, focus on educating them about the benefits they’re getting. Here’s some tips:

Create a quote template

To keep things simple consider creating a quote template that you can add to each time and avoid forgetting all the information. Some online tools offer free building quote templates you can download.

Explain the value of your work

Highlight your experience, qualifications, and track record of reliable, high-quality work. Customers often pay more for expertise and peace of mind.

Ensure a like-for-like comparison

If a competitor’s quote is lower, check whether they’ve included everything – some tradespeople omit key costs (e.g., materials, VAT, or finishing work) to appear cheaper. Pointing this out can help justify your price.

Stand firm on pricing

Avoid dropping your price just to win a job. Lowering your rates can set unrealistic expectations for future work and may force you to cut corners, which could harm your reputation.

Offer options for different budgets

If a customer is price-conscious, provide different solutions (e.g., economy vs. premium materials) while maintaining quality standards. This gives them flexibility without compromising your rates.

Staying competitive without undervaluing yourself

Striking the right balance between competitive pricing and fair pay is crucial. Many tradespeople lower their prices to win work, but this can lead to unsustainable profits and set unrealistic expectations for future jobs. Instead of cutting your rates, focus on adding value and justifying your prices. Here are some smart strategies to stay competitive while protecting your earnings:

Offer small incentives – Discounts for repeat customers or referrals can encourage loyalty without undercutting your rates.

Emphasise quality and expertise – Make sure your quotes highlight your experience, specialist skills, and any certifications that set you apart.

Build a strong reputation – Good reviews, word-of-mouth recommendations, and a portfolio of past work can justify higher pricing.

Be transparent about pricing – Clearly explain what your quote includes to prevent customers from comparing your prices unfairly with lower-quality or incomplete quotes.

By focusing on professionalism, reliability, and the value you provide, you can attract the right customers – ones who appreciate quality over the cheapest price.

Useful Pricing Tools & Resources

To make pricing easier, consider using these resources:

Online job costing calculators (many trade websites offer free tools)
Trade organisation pricing guides (e.g., FMB, NICEIC, Gas Safe)
Apps for quotes & invoices (e.g., Tradify, QuickBooks, Xero)

Using digital tools makes you look professional and can speed up payments.

Tips to win business

Be upfront with customers about potential extra costs. If they know in advance, they’re less likely to argue if the final price is slightly higher.
Provide a rough timeline for completing the work. Customers prefer tradesmen who can commit to a schedule.
A well-priced job covers your costs while remaining competitive. Check what other tradespeople in your area charge to make sure you’re not pricing yourself out of the market.
Offer customers an optional upgrade on materials (e.g., standard vs. premium). This gives them choice and can increase your profits.
Encourage happy customers to leave reviews on Google, Facebook, or Checkatrade. Word-of-mouth recommendations help you charge a fair rate.

Getting your pricing right is essential for making a profit and running a successful trade business. By understanding your costs, setting fair rates, and presenting a professional quote, you can win more jobs without selling yourself short.

Get Tradesman Insurance from Protectivity

We’ve discussed how a successful pricing plan can keep you in control of maximising your profits – but what about things beyond control? That’s where insurance can step in to protect you from financial setbacks when things go wrong.

At Protectivity, we provide affordable tradesman insurance to cover specific incidents commonly faced by trades. Our policies include Public Liability up to £5 million as standard; you then have the option to add 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.

Whether you’re a carpenter, electrician, painter, builder, handyman or another trade -take two minutes today to take a closer look at our trades policies.

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