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 Information is factually accurate at the time of publishing but may have become out of date.

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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.

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

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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...

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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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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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

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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

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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.

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Last updated by

14:09:31 GMT • 26 March 2025

How to price a job & win business

27 February 2025

•

10 mins read

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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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15:39:25 GMT • 26 February 2025

What is a CPCS Card in the UK?

19 February 2025

•

9 mins read

Contributors

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If you’re starting out in the construction industry and looking to operate heavy machinery, you might have heard about the CPCS card. But what exactly is it, and why do you need one?

The Construction Plant Competence Scheme (CPCS) is a widely recognised certification scheme in the UK that proves you have the skills and knowledge to safely operate plant machinery. Whether you’re handling excavators, dumpers, cranes, or forklifts, having a CPCS card can boost your employability and ensure you’re working legally.

Find out more as we walk you through everything you need to know about CPCS cards, from the different types available to how you can get one.

Who Needs a CPCS Card?

Not sure if you need a CPCS card? Here’s a quick guide to who should consider getting one:

Plant Operators – If you’ll be using equipment like diggers, rollers, telehandlers, cranes, or dumpers, you’ll need a CPCS card to prove you’re qualified.
Construction Workers Handling Machinery – Even if you’re not a full-time plant operator, if your job involves using construction plant, a CPCS card might be required.
Contractors & Subcontractors – Many major construction sites require all workers to have the right certification, including CPCS.
Self-Employed Tradespeople – If you’re working for yourself, having a CPCS card can make you more attractive to potential clients and employers.
Supervisors & Managers – Those overseeing plant operations may need a CPCS Black Card to prove they have management-level competence.

Holding a CPCS card isn’t always legally required, but in most cases, employers won’t hire you without one.

Different Types of CPCS Cards

There are several CPCS cards, each suited to different levels of experience:

Red Trained Operator Card (Entry Level)

This is the starting point for those new to plant operation or those undergoing formal training. If you’ve completed the required training but still need on-the-job experience, this is the card you’ll receive.

What does it prove?

You have completed CPCS-recognised training for your chosen category of plant machinery.
You have passed the CPCS Technical (Theory & Practical) Test for your specific plant type.
You understand the health and safety regulations relevant to your role.

How long is it valid for?

2 years (non-renewable).
You must progress to the Blue Competent Operator Card by completing a relevant NVQ/SVQ and proving your experience.

Common roles requiring a Red Trained Operator Card:

Excavator Operator
Telehandler Driver
Dumper Truck Operator
Crane Operator

Blue Competent Operator Card

The Blue CPCS Card is for experienced plant operators who have developed their skills on-site and completed an NVQ/SVQ qualification.

What does it prove?

You have extensive hands-on experience in plant operation.
You have successfully completed an NVQ/SVQ Level 2 (or higher) in your field.
You meet the industry-standard health and safety requirements.

How long is it valid for?

5 years (renewable).
Renewal requires passing the CPCS Renewal Test, proving ongoing competence, and maintaining a valid Health, Safety & Environment (HS&E) Test.

Common roles requiring a Blue Competent Operator Card:

Skilled plant operators working independently
Workers looking to become specialists in their machinery type
Experienced construction workers wanting higher pay and job stability

Black Manager Card

This is for experienced site supervisors, managers, and decision-makers who oversee plant operations rather than operate the machinery themselves.

What does it prove?

You have a higher level of competence in managing plant operations.
You have successfully completed an NVQ Level 4 or 5 in Site Management or Plant Supervision.
You understand regulatory compliance, risk assessments, and project planning.

How long is it valid for?

5 years (renewable).

Common roles requiring a Black Manager Card:

Site Managers
Plant Supervisors
Construction Project Managers

Tester Card

This card is designed for professionals who want to assess and certify others in plant operation.

What does it prove?

You are qualified to test and certify CPCS candidates.
You have a high level of expertise in plant operation.
You have completed the CPCS Tester Course and hold a valid Assessor Qualification.

How long is it valid for?

5 years (renewable).

Common roles requiring a Tester Card:

CPCS Testers working in accredited test centres
Industry professionals transitioning into training and assessment roles

How to Get a CPCS Card

Step 1: Check Your Eligibility

To apply for a CPCS card, you must be at least 16 years old and have completed relevant training.

Step 2: Pass the Health, Safety & Environment (HS&E) Test

Before applying, you must take the CITB Health, Safety & Environment (HS&E) test. This ensures you understand basic site safety and can work in a safe manner.

Step 3: Complete the CPCS Theory & Practical Tests

You’ll need to pass both:

The Theory Test – Covers machine operation knowledge and safety procedures.
The Practical Test – Assesses your ability to safely operate machinery.

Step 4: Apply for Your CPCS Card

Once you’ve passed, you can apply for your Red Trained Operator Card, which is valid for two years.

CPCS Card Renewal and Upgrades

Renewing Your CPCS Card

CPCS cards have an expiry date (usually five years for Blue Competent Operator Cards). To renew, you’ll need to:

Pass a CPCS Renewal Test
Show evidence of ongoing plant operation
Ensure your HS&E test is still valid

Upgrading to a Blue Competent Operator Card

To move from a Red Trained Operator Card to a Blue Competent Operator Card, you must:

Gain on-site experience
Complete an NVQ or SVQ in your chosen category
Pass the CPCS Competence Interview

This upgrade proves you’re a fully competent plant operator.

CPCS vs Other Competence Cards

CPCS vs CSCS (Construction Skills Certification Scheme)

While a CSCS card proves general construction knowledge, a CPCS card is specifically for plant operators. If you’re operating machinery, a CPCS card is required.

CPCS vs NPORS (National Plant Operators Registration Scheme)

NPORS is an alternative to CPCS, but CPCS is more widely recognised on larger construction sites.

Some employers accept NPORS, but many prefer CPCS.

If you’re unsure which card to get, check what your employer requires before applying.

Costs and Funding Options

The cost of getting a CPCS card can vary depending on:

Training courses – £500–£2,000 depending on the plant category
HS&E Test – Around £22.50
CPCS Theory & Practical Tests – Prices can vary by test centre

If you’re employed, your employer may cover the costs. There are also government grants and funding schemes available, especially for apprentices.

Common mistakes and CPCS cards

Not preparing for the HS&E test – It’s a requirement for getting your card!

Applying for the wrong CPCS card – Check which one suits your role.

Letting your card expire – Set a reminder for renewal deadlines.

Choose the right CPCS card

Applying for and maintaining a CPCS card is essential for plant operators and construction workers, but it’s easy to make mistakes along the way.

Not Preparing for the HS&E Test
The Health, Safety & Environment (HS&E) Test is a mandatory requirement for obtaining any CPCS card. Some applicants assume it’s an easy test and don’t prepare properly, leading to failure.
Applying for the Wrong CPCS Card
Many people apply for a CPCS card that doesn’t match their skills or job role. For example, a beginner may attempt to apply for the Blue Competent Operator Card without meeting the experience requirements.
Letting Your CPCS Card Expire
CPCS cards have an expiry date, and if you don’t renew on time, you may have to retake tests or even repeat training.

CPCS Card Type	Best For	Key Requirements	Validity
Red Trained Operator Card	New plant operators	CPCS Training + CPCS Test	2 years (non-renewable)
Blue Competent Operator Card	Experienced plant operators	NVQ Level 2 + CPCS Test	5 years (renewable)
Black Manager Card	Site managers & supervisors	NVQ Level 4/5 + Management Experience	5 years (renewable)
Tester Card	CPCS Testers & Trainers	Assessor Qualification + CPCS Experience	5 years (renewable)

FAQs About CPCS Cards

How long does it take to get a CPCS card?

It depends on your training and experience, but most people can get their Red Trained Operator Card within a few weeks.

Can I work without a CPCS card?

Some smaller sites may not require it, but for most construction projects, it’s essential.

What happens if I fail the CPCS test?

You can retake it, but it’s best to prepare well to avoid extra costs.

Your CPCS card is your key to better job opportunities and career progression in the construction industry. Whether you’re just starting out with a Red Trained Operator Card or aiming to become a CPCS Tester, knowing the right path can help you plan ahead and build a strong career in plant operation.

Make sure you check employer requirements, stay up to date with training, and renew your card on time to keep your skills and certifications valid.

Sorted your insurance? Get tradesman insurance with Protectivity

At Protectivity, we provide affordable tradesman insurance to cover specialist incidents commonly faced during trades projects. 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.

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

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13:28:21 GMT • 19 February 2025

Trade Associations in the UK

19 February 2025

•

11 mins read

Contributors

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

As a tradesperson, whether you’re a builder, electrician, plumber, or landscaper, you’re likely to be familiar with the concept of trade associations. But what exactly are they, and how can they benefit you and your business?

Trade associations are essential in many industries, and in trades and construction, they offer valuable support, resources, and advocacy to help your business thrive. In this guide, we’ll explain the importance of trade associations, how they can enhance your professional development, and how to identify if a company is a member of one. Additionally, we’ve compiled a list of some of the most useful trade associations in the construction and trades sectors, making it easier for you to find the right support for your business.

What is a Trade Association?

For the trade sector, these organisations bring together companies, contractors and professionals under one roof to support fair regulations, improve working conditions, and enhance training opportunities. They also help members stay informed about industry developments, new legislation, and best practices, making it easier to navigate regulatory requirements within a Tradesman’s busy schedule.

Being part of an association as a tradesman brings a variety of benefits.

Key benefits

Legal and regulatory advice – Avoiding fines and staying compliant is a big tick box.
Training and certification – Want to prove you’re a top-notch tradesman? Associations provide guidance courses and qualifications. These not only develop your skills but look great on your website.
Networking opportunities – Sometimes it’s not what you know, but who you know.
Business support – Whether it’s insurance discounts, financial advice, or dispute resolution, they’re on hand to help.

The biggest Trade Associations in the UK

With so many associations to choose from, which ones are most relevant to your trade and worth looking at further? We’ve highlighted some of the biggest and most well-known trade associations in the UK for tradespeople, broken down by trade.

Federation of Master Builders (FMB): If you’re a builder, you’ve probably come across this one. The FMB supports small to medium-sized building companies, offering training, insurance, and legal advice.
National Inspection Council for Electrical Installation Contracting (NICEIC): A must for electricians, the NICEIC provides accreditation and certification, ensuring that electrical work is safe and meets industry standards.
Gas Safe Register: Not technically a trade association but the gas safe register, but if you work with gas, you must be registered with them. This ensures you’re legally allowed to conduct gas work in the UK.
Construction Industry Training Board (CITB): This training board focus on training and skills development for the construction sector. If you need an apprenticeship or further training, they’re worth checking out.
Association of Plumbing & Heating Contractors (APHC): The APHC supports professional plumbers and heating engineers, making sure the industry stays high-quality and safe.
The Guild of Master Craftsmen: Covers various trades and aims to promote skilled professionals who take pride in their work. The guild is more of a quality stamp than a regulatory body, but it still holds weight with customers.
National Federation of Roofing Contractors (NFRC): If you’re in roofing, this is the UK’s largest association ensuring top-quality standards.

These associations along with many others help keep their industries professional and accountable, ensuring customers receive good service and quality workmanship.

We’ve covered some of the biggest trade associations, now lets have a broader look by trade type.

Builders

Building & Engineering Services Association (BESA): BESA champions the UK’s building engineering sector by offering expert advice, training, and advocacy to help businesses maintain industry standards and deliver exceptional building services.
Building Engineering Services Competence Assessment (BESCA): BESCA helps ensure industry compliance and competence by providing accreditation, certification, and assessment services, enabling businesses to meet regulatory standards and business requirements.
Chartered Institute of Building: The Chartered Institute of Building upholds construction excellence by establishing professional standards, fostering career growth, and advocating for best practices across the built environment.
Concrete Society: The Concrete Society delivers expert technical knowledge, valuable networking opportunities, and industry insights to foster innovation and uphold best practices in concrete usage across construction and engineering sectors.
Construction Equipment Association (CEA): The CEA represents and supports UK construction equipment manufacturers, maintaining and monitoring industry standards, global trade opportunities and innovation.
National Federation of Builders (NFB): NFB represents UK building contractors by offering advocacy, guidance, and resources to promote high standards of professionalism, industry growth, and career development within the construction sector.

Electricians

Electrical Contractors’ Association (ECA): Representing electrical contractors across the UK, the ECA provides essential training, resources, and advocacy to drive innovation, uphold safety standards, and enhance professionalism in the electrical field.
Heating Equipment Testing and Approval Scheme (HETAS): HETAS certifies heating products, fuels, and installers to guarantee they comply with safety and environmental regulations, ensuring the safe and efficient use of solid fuel appliances and heating systems.
Association of Electrical and Mechanical Trades (AEMT): AEMT provides resources and technical expertise to electrical and mechanical businesses, helping them maintain high operational standards and stay ahead in an evolving industry.

Bricklayers

Association of Brickwork Contractors: The Association of Brickwork Contractors supports brickwork specialists by offering expert advice, training programs, and promoting industry best practices to ensure top-notch craftsmanship and adherence to safety standards.
Guild of Bricklayers: The Guild of Bricklayers is a respected body that promotes high-quality bricklaying, offers training opportunities and upholding safety protocols to maintain excellence within bricklaying.
The Brick Development Association (BDA): The BDA champions the use of bricks in construction, offering technical expertise, fostering innovation, and advocating for sustainable practices and superior quality in brickwork across the building sector.

Carpenters and Joiners

British Woodworking Federation (BWF): BWF represents the woodworking industry in the UK, providing training, technical support, and promoting rules and regulations to ensure high standards of craftsmanship, safety and innovation in woodworking.
The Institute of Carpenters (IOC): The IOC focuses on supporting carpenters through continuous professional development, providing access to training, certification, and essential resources to enhance skills and maintain standards.

Other trade types

Chartered Institute of Plumbing and Heating Engineering (CIPHE): CIPHE is a professional organisation that aids plumbing and heating engineers by offering accreditation, training, and resources to promote expertise, safety, and sustainability, while advocating for ethical practices and the value of quality workmanship.
Architects Registration Board (ARB): ARB ensures that only qualified professionals can use the title “architect” by overseeing education, training, and conduct, thereby safeguarding public interests and maintaining the profession’s integrity in the UK.
Asbestos Removal Contractors Association (ARCA): ARCA advocates for the safe removal of asbestos by offering accreditation, training and expert guidance to ensure compliance and maintain the highest standards of safety and management in the industry.
Association of Professional Landscapers (APL): APL supports landscaping professionals by offering resources, training and courses to maintain high standards in design, installation, and upkeep, fostering quality outdoor environments.
British Association of Landscape Industries (BALI): BALI promotes sustainability, best practices, and professionalism in the landscaping industry, helping businesses create exceptional outdoor spaces and thrive in a competitive environment.
Confederation of Roofing Contractors (CORC): CORC provides roofing professionals with essential training, certification, and resources to help them adhere to high standards of safety, quality, and regulatory compliance in the roofing industry.
Contract Flooring Association (CFA): The CFA represents flooring contractors in the UK, providing training, certification, and support to help businesses uphold high standards of quality, safety, and professionalism while advocating for best practices within the flooring industry, ensuring that contractors stay competitive and deliver top-notch service.
Horticultural Trades Association (HTA): HTA provides support through networking and advocacy, helping horticultural businesses grow while advancing the industry’s development and promoting best practices.
London Association of Master Decorators (LAMD): LAMD offers training, certification, and support to decorators in London, helping them uphold high standards of craftsmanship and professionalism while navigating the competitive industry landscape.
Master Locksmiths Association (MLA): MLA represents locksmiths by offering training, accreditation, and resources, ensuring high levels of expertise, security, and professionalism while promoting best practices and trusted services across the industry.

How many Trade Associations are there in the UK?

Would you believe there are over 1,000 trade associations in the UK? That’s a lot of industry groups, covering everything from construction to catering, automotive to arboriculture.

Each sector has multiple associations, often catering to different needs within the industry. For example, within construction, there are dozens of associations dedicated to builders, electricians, roofers, plasterers, and more.

With so many options, it’s important to find the one that best suits your trade and your business goals. Not all trade associations offer the same support, so choosing the right one can make a huge difference in terms of benefits and credibility.

How do you know if a company is part of a Trade Association?

Let’s say you’re hiring someone, or maybe a customer is checking you out. How can you tell if a business is part of a trade association? There are a few ways:

Check their website – Most reputable businesses will proudly display their membership logos on their website. If they’re a member of FMB, NICEIC, or any other association, it’ll likely be on their homepage or ‘About Us’ section.
Look for certification – If a company claims to be accredited by a trade association, they should have an official certificate to prove it. Ask to see it if you’re unsure.
Visit the trade association’s website – Most trade associations have an online directory where you can check if a company is a legitimate member. Just type in their name and see if they show up.
Ask them directly – If you’re a customer or a fellow tradesman working with a new company, just ask. A genuine member will have no problem proving their membership.

Why should you join a Trade Association?

We’ve covered some of the key benefits of trade associations earlier and ultimately whether you think it’s worth joining one is up to you. It may well be different depending on the trade you specialise in or the type of business you operate.

So, whether you’re an established tradesperson running your own business or new to the industry, wondering whether it’s worth signing up, you’ll want to weigh up how it can enhance your business.

If you’re serious about your trade and want to grow your business, being a member of a respected association can help.

Make you stand out from the competition
Give customers peace of mind knowing you’re accredited
Help you stay ahead of industry changes and regulations
Provide legal and business support when needed

However, it does usually come with membership fees, so it’s important to weigh up the benefits. If it means getting more jobs and increasing trust with customers, it could be a good investment.

The takeaway

Trade associations are a massive part of the UK’s business landscape, ensuring standards stay high, regulations are followed, and tradespeople get the support they need. Whether you’re looking to join one yourself or just want to know if a company is reputable, understanding how they work can be a game-changer.

So, whether you’re fixing boilers, laying bricks, or rewiring houses, it’s worth seeing what your trade association can do for you. Who knows? It might just be the boost your business needs!

Get Tradesman Insurance from Protectivity

Unexpected challenges can arise, even for the most experienced Tradespeople who carefully follow procedures. Equipment can malfunction, accidents may occur, and even minor errors can lead to significant expenses. That’s why having the right insurance is crucial, not only to protect yourself, but your business and your earnings. With tailored insurance coverage, you can operate with confidence, knowing your livelihood is safeguarded against financial setbacks beyond your control.

At Protectivity, we offer affordable tradesman insurance designed to cover the specific risks faced in your industry. Our policies include public liability coverage of up to £5 million as standard, with optional add-ons such as Contractor Works cover, Plant and Tools cover, financial loss protection, and employee tools cover (available when selecting other benefits). This ensures you’re prepared for unexpected costs when unforeseen events occur. Plus, you can now insure your tools from just £8.98 a month with our new tools insurance.

Take just two minutes today to explore our trades insurance options and secure the protection you need.

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