Connect with us

Business

NEW DUTY FOR “LARGE” BUSINESSES TO PUBLISH UK PAYMENT PRACTICES

Published

on

NEW DUTY FOR "LARGE" BUSINESSES TO PUBLISH UK PAYMENT PRACTICES

As of 6 April 2017, “large” businesses will be required by law to report on their UK payment practices twice per year. Failure to do so is a criminal offence with unlimited fines. The government hopes that this new mandatory reporting requirement will encourage businesses to improve their payment practices with suppliers as a result of transparency and public scrutiny.

What is the new reporting requirement and how does it interact with the existing UK late payment legislation and the voluntary UK Prompt Payment Code? AT a glance

  • Many UK businesses will be caught by these requirements. The definition of large business captures many mid-market businesses – this is not legislation confined to the very largest multi nationals. A full definition of “large” businesses is below.
  • UK businesses will from 6 April 2017 need to have an internal process to ensure they report twice a year.
  • The core of the report is the average time it takes businesses to pay invoices for most contracts (excluding financial services and consumer contracts) and breakdown in percentages in 0-30 days, 31-60 days, and 60 + days.
  • It applies to UK incorporated companies and LLPs. It does not apply to companies incorporated outside the UK.

Is your business caught by the rules?

The rules apply to “large” companies and “large” LLPs. A business will need to exceed 2 or more of the following thresholds on both of its last two balance sheet dates:

  • Over £36 million turnover
  • Over £18 million balance sheet total
  • Over 250 employees

The thresholds are determined by the thresholds for “large” companies and LLPs for accounting purposes set out in section 465 of the Companies Act 2006 which do change from time to time. The thresholds are correct as at 4 April 2017.

There is no requirement to report in the first financial year.

Parent companies and LLPs will need to review their individual figures and aggregate group figures to consider if they are captured by the requirements.

Reporting

Twice a year the following needs to be reported:

  • Standard payment terms (and details of any changes made to the standard payment terms in the reporting period, including whether any advance notifications and consultations had taken place with suppliers for such changes) for the types of contracts it enters into. If a company has no standard payment terms then it must be the most frequently used payment terms;
  • Maximum payment period in a contract (entered into during the reporting period);
  • Process for dispute resolution in relation to payment;
  • Payment performance statistics including:

o   the average time taken to pay invoices,

o   the percentage of invoices paid within:

  • 30 days
  • 31 to 60 days and
  • 61 days or more

o   the percentage of payments not paid within the relevant payment period.

  • Statements on:

o   The availability of e-invoicing and supply chain finance (a simple Yes/No),

o   Whether the organisation has preferred supplier lists. If there are preferred supplier lists whether charges or deductions are made to be on that supplier list,

o   Whether the company is a member of a payment code, such as the UK Prompt Payment Code (see below).

Unlike the initial draft of the legislation, businesses will not be required to report on the amount of late payment interest owed and paid, although this will be kept under review.

Does the reporting apply to all contracts, anywhere in the world?

The short answer is no. Qualifying contracts require the following:

  • Contracts with a supplier – i.e. procurement contracts;
  • Contracts for goods, services and intangible assets (this means it will include payment under intellectual property licences);
  • Business to business contracts. Contracts with consumers are excluded;
  • Contracts with a significant connection to the UK (the test is, if the contract was silent on choice of law, would it be subject to a one of the laws of the UK?);
  • Excludes contracts for financial services (e.g. lending).

When are the reports to be published?

The timing of reporting is tied to the business’ financial year. It only applies to financial years beginning on or after 6 April 2017.

For a normal business (i.e. 12 month financial year) the business will have to report twice a year: once for the first six months and the second for the remaining period.

Where a business has shortened or lengthened its financial year due to a change to its accounting reference date, the requirements will be different. If a business’ financial year is nine months or shorter, the business will be required to publish one report for that period. If the financial period is longer than 15 months, the business will prepare the reports for the first six months, the second six months and for the remaining period.

Therefore, the first reports will not be published until early November 2017 and most businesses will not need to report until 2018.

For example:

1 April – 31 March financial year

A company with a 12 month financial year starting on 1 April will need to report:

  • By 30 October 2018 on the payment arrangements 1 April – 30 September 2018
  • By 30 April 2019 on the payment arrangements 1 October 2018 – 31 March 2019

There is no need to report on the financial year 17/18 as that began before 6 April 2017.

1 January – 31 December financial year

A company with a 12 month financial year starting on 1 January will need to report:

  • By 30 July 2018 on the payment arrangements 1 January – 30 June 2018
  • By 30 January 2019 on the payment arrangements 1 July 2018 – 31 December 2018

There is no need to report on the financial year 2017 as that began before 6 April 2017.

Process to publish reports?

The report must be published on a website provided by the government. The Guidance states that this will be part of the www.gov.uk website.

The information in the published report has to be approved by a company director (or designated member in the case of a LLP) before it is published, and the published report must include the name of the approving director.

What are the penalties for failure to report?

It will be a criminal offence to both not report and to report false or misleading information. The penalty on summary conviction is a fine (which could potentially be unlimited) and both the business and its directors (or designated members) can be found liable.

If, however, a director took all reasonable steps to ensure compliance before the end of the filing period, and the report was still not published, proof of this can be used as a defence against criminal proceedings.

The government has not indicated if anybody will be tasked with enforcement or if there will be any funding to support enforcement. It has established an email for reporting concerns, however: [email protected]. It will be interesting whether the government will allocate any meaningful resources to enforcement or simply react to complaints.

Interaction with the Late Payment legislation

In the UK, there is already established legislation designed to discourage late payment. In broad terms, it does this by imposing interest for late payment and stating that payment terms beyond 60 days are not enforceable if they are “grossly unfair”.

The late payment legislation has had little impact. Many suppliers are reluctant to enforce their rights as to do so risks their ongoing commercial relationship with a customer. It is also unclear just what “grossly unfair” means and therefore it is not unusual for large companies to impose payment terms beyond 60 days (30 days in the public sector).

The reporting obligations do not change the late payment legislation. A company can still have payment days beyond 60 days as long as that is not grossly unfair.

However, failure to report or reporting lengthy payment terms risk attracting negative comment. The risk of reporting poor payment practices is that the business will be perceived as unfair to its suppliers and out of keeping with best practice, presenting a reputational issue. Businesses who pay on extended terms will no doubt point out that to reduce the terms comes at a cost which will need to be passed to their customers.

UK Prompt Payment Code

Part of the new reporting requirement is to confirm whether the business is a member of a payment code. One of those payment codes is the Prompt Payment Code.

The Prompt Payment Code is a government backed voluntary payment code, which historically focused on certainty of payment terms, and ignored length of payment period. That has now changed – by signing up to the code, businesses agree to maximum payment terms of 60 days with the aim (although not a requirement) to pay within 30 days.

Code signatories are required to pay within the maximum (60 day) payment term unless there are exceptional circumstances. There is also now a Code Compliance Board to enforce the Prompt Payment Code, including its maximum payment term.

Therefore, businesses who have signed up to the Prompt Payment Code and comply with its obligation to pay within 60 days, except in exceptional circumstances, have nothing to fear from reporting.

On the other hand, a business which has signed up to the Prompt Payment Code and routinely pays beyond 60 days will be taking on the reputational risk of having its membership of the Prompt Payment Code challenged, creating further negative reporting. Such businesses will need to consider their position. That might mean reducing payment terms, or withdrawing from the Prompt Payment Code, or taking the risk that they may need to publicly justify their position.

Comment

It has been a theme over the last 15 years that UK payment terms have got longer. Where once 30 days was typical, 60 days is the new normal, and payment days beyond 60 or 90 days is not unusual. This is driven by large businesses seeking to support their cashflow. After all, it makes financial sense if you can avoid paying your suppliers until your customer has paid.

Small business organisations have increasingly challenged that new normal, protesting that the impact of extended terms is to shift the cost and risk to the small businesses at the end of the supply chain, and those are businesses least able to find cost effective solutions to finance their invoices.

The existing late payment legislation encouraging businesses to pay within 60 days has had little effect – suppliers are loath to enforce their rights given that will damage, if not end, their customer relationships.

That presents a dilemma that the government has struggled with – does it avoid interfering and regulating business relationships (after all, it has frequently demanded a reduction in regulation)?  Or does it back any policy priority – the small business.

The reporting obligations are an attempt by the government to avoid regulating, but at the same time back small businesses, by moving the issue into a reputational one.

It will be interesting to see the outcome – ultimately, do the British public and the mainstream media care about late payment?

And as well as the impact on late payment, do the reporting obligations and similar requirements under the Modern Slavery Act indicate a new approach by the UK government to changing behaviour – nudging by way of reporting and reputation, as opposed to strict legal requirements?

David Lowe is a partner at the international law firm, Gowling WLG

Useful Resources

The relevant law is:

See here for the government-issued guidance on best practices for business payments and reporting and Gowling WLG’s previous alert on late payment.

The Prompt Payment Code can be found at http://www.promptpaymentcode.org.uk/

Business

Death of the workplace friendship: study shows how remote working is eroding our meaningful connections with colleagues

Published

on

Death of the workplace friendship: study shows how remote working is eroding our meaningful connections with colleagues 1
  • Employee experience platform Perkbox’s research on 1,296 employees and 300 business leaders reveal 65% think the ‘new way of working’ will take its toll on workplace friendships
  • 45% of employees say that maintaining emotional wellbeing still remains one of the biggest remote working challenges; yet only 20% of bosses agree

  • Meanwhile 35% of business leaders confess they are struggling to cope with the pressures of keeping employees happy at the risk of their own personal wellbeing

Friendships at work have long been a debated topic pre-COVID: arguments either side profess these to be both conducive or a hindrance to productivity and creativity. Yet, according to new research into the national state of employee wellbeing conducted by employee experience platform Perkbox, 45% of 1,296 respondents say that maintaining emotional wellbeing still remains one of the biggest remote working challenges facing businesses, with 65% believing that workplace friendships – now even more critical in the ‘new working world’ – are suffering because of remote working.

Colleague camaraderie in the age of COVID

The benchmarking study saw that 54% of employees now believe that maintaining ‘social wellbeing’ (how connected we feel with our colleagues and the wider world) presents one of the biggest wellbeing challenges in light of remote working – an increase of 18% from Perkbox’s study of the same sample set the previous month.

Yet there is a clear disconnect between what employees feel and what their employers believe: only 12% of business leaders recognise their employees’ social wellbeing as a significant challenge in the age of remote working, and only 20% of bosses (compared with 45% of employees) believe that maintaining ‘emotional wellbeing’ (how we feel about stress, anxiety and our overall mental health) is a significant challenge that mustbe addressed.

Some employers, however, confess that they are struggling with the pressures of keeping their employees happy, safe and productive during this ‘new normal’, with 35% saying that this has been at the cost of looking after their own personal wellbeing.

Mona Akiki, VP of People, Perkbox, commented: “Many organisations pre-COVID either didn’t pay much attention to friendships at work or focused on it as a way to ensure that it didn’t create any conflicts within the organisation. Today, we’re realising that strong colleague interactions seem to matter to an employee’s social and emotional wellbeing.

Remote working appears to have created nervousness around our sense of connectivity and camaraderie with our colleagues. Forward thinking organisations are quickly realising that this should matter to them as well.

Although organisations didn’t necessarily cause the current climate, the increased sense of anxiety and burnout amongst their employees who are now living and working in silo at home will not only impact the individual’s health but also the wellbeing of the team and the business. Both employees and employers must work together to combat this challenge and achieve wellbeing before it becomes an even bigger issue.”

Sedentary and sad

The third instalment of Perkbox’s benchmarking study also showed, for the first time, how physical health due to less movement has risen to be one of the top three wellbeing challenges for employees (after social and emotional wellbeing). With the removal of the daily commute and longer hours spent at the computer in order to appear more productive and thus more indispensable, 37% of employees believe that their physical wellbeing has suffered – with lack of exercise fuelling the emotional crutch of unhealthy comforts such as takeaways, binge watching and excessive drinking. The government’s recent guidance to “work from home, if you can” could exacerbate the problem further.

Tackling the problem 

Before and during the earlier months of COVID-19, workspace wellbeing (how the safety of our work environment and / or ability to work well from home is affecting us) was the most implemented initiative by 79% of businesses, with initiatives around social wellbeing coming a close second (75%). Yet – perhaps because of the economic uncertainty brought about by COVID compounded by the lack of acknowledgement by bosses that emotional and social wellbeing is a problem felt by employees – 16% of small business say they have no plans to implement initiatives to tackle these challenges; a figure which has doubled from the previous Perkbox study.

Furthermore, 30% of smaller business have no plans to implement financial wellbeing support during this critical period (compared to 9% in the last study); 23% have no plans to implement physical wellbeing initiatives (an increase from 9% previously), and 13% have no plans to implement emotional wellbeing initiatives to support employees’ mental health (compared to 5% previously).

“There is a concerning trend – especially among smaller businesses – about disinvesting in overall employee wellbeing initiatives at a time where support is needed the most,” commented Mona Akiki, Perkbox.

“There seems to be a lack of understanding that these initiatives need not be expensive but considered, human-centric and empathetic to the emotional, social, physical and financial challenges that beset us every day, hindering us from our ability to perform optimally. A team whose wellbeing has been adequately attended to has the resilience, energy and creativity to weather business challenges more effectively than a team whose members are emotionally, physically and socially run ragged. Our research acts as a barometer for how pressing these concerns are to both employees and employers. These challenges, at least for the medium term, are here to stay. It’s time that businesses invest in employee wellbeing as part of a wider essential strategy to ‘keep the lights on’ where others are floundering.”

As part of Perkbox’s New Working World series, a number of surveys and reports are being produced to track employee sentiment towards wellbeing as we exit a post-Covid world. This is being run alongside a survey of UK employers to see the business perspective on wellbeing impact in light of 2020’s events. For more information and full report on the studies findings, visit: https://www.perkbox.com/uk/resources/library/new-working-world

Continue Reading

Business

Half of UK’s finance sector confirms diversity should be more of a priority in the workplace, with calls for action across the industry

Published

on

Half of UK’s finance sector confirms diversity should be more of a priority in the workplace, with calls for action across the industry 2

Almost half (45%) of Britain’s banking/financial services workforce think their employer could do more when it comes to diversity, according to a report from UK-based tech-for-good developer, Culture Shift.

Despite 74% of employees in the sector confirming that working somewhere with a diverse workforce is an important factor for their happiness at work, almost half (46%) think diversity seems like less of a priority in the workplace currently, with 52% stating it should be more of a priority. The same report also uncovered that 53% of employees in banking and financial services said their employer makes token gestures that feel surface level when it comes to diversity and inclusion.

Diversity and inclusion have long been key factors for ensuring a positive and happy work environment, however the events of recent months, such as the resurgence of the Black Lives Matter movement, have resulted in these climbing up the agenda of many employers.

“The insights on diversity and inclusion uncovered in Culture Shift’s report really do resonate with me, as they shine a light on the lack of true representation across the UK’s positions of power. Employees are calling for their employers to focus on recruiting people from more diverse backgrounds, while providing training to the workforce on diversity and inclusion, confirming action really does need to be taken.

“If organisations want to create a happy work environment then they should take heed, as most employees confirmed working somewhere with a diverse workforce was an important factor to their happiness at work,” comments Olive Strachan MBE, founder of Olive Strachan Resources Ltd, global business woman and diversity and inclusion specialist.

The research found that fostering a diverse workforce representative of reality is a key factor for creating a positive culture and a key component for most employees’ happiness at work. With many calling for more to be done when it comes to ensuring that not only do under-represented groups have a presence in businesses, but also a seat at the table and a voice, there are various factors organisations should be keeping front on mind whilst planning for the future.

On fostering a diverse workforce, representative of reality, the research revealed that:

  • 80% of employees in banking/financial services said working at a company with a strong ethical background was important to them, with 84% stating that working at a company with a good reputation for treating employees fairly was integral to their happiness at work
  • Almost one-fifth (18%) said their employer could improve workplace culture by recruiting more people from BAME backgrounds, while one-quarter (25%) said by providing training to the workforce on diversity and inclusion
  • 15% said their employer could improve its culture and be more inclusive by recruiting more people from LGBTQ+ (Lesbian, Gay, Bisexual, Transgender and Queer) backgrounds
  • More than one-quarter (26%) said their employer could improve its culture by recruiting more people of varying abilities; while 21% said by recruiting a better gender balance
  • One-quarter (25%) said their employer could improve its culture by recruiting more people of different religions/faiths
  • 15% said their employer should prioritise the promotion of people from minority and marginalised backgrounds to improve its workplace culture

“To create an empowering culture for all employees, it’s absolutely essential for organisations to be diverse, inclusive and showcase true representation across all levels of the business. Not only do recruitment processes need to be inclusive, but promotion opportunities too, and employees from marginalised backgrounds need to be supported through their career, as well as other employees.

“We firmly believe this is an incredibly important conversation to have and the insights uncovered in our research solidify that we’re not alone in believing more action needs to be taken by those at the top. It’s a shift that won’t happen overnight, but there needs to be clear intent from employers to keep diversity and inclusion at the top of their agenda,” adds Gemma McCall, CEO, Culture Shift.

Culture Shift exists to lead positive change in organisational culture, through building products that empower them to tackle harassment and bullying.

“We hope the insights uncovered in our report, combined with the fact that diverse workforces are consistently proven to be more successful, result in employers making some tangible changes across the board to ensure their teams are truly representative of reality,” concludes Gemma.

To see more insights uncovered by the research or to download the full ‘Maintaining workplace culture in a rapidly changing environment’ report, visit info.culture-shift.co.uk/maintaining-workplace-culture.

Continue Reading

Business

American Express and Amazon Business Launch Co-branded Credit Cards for Small Businesses in the UK

Published

on

American Express and Amazon Business Launch Co-branded Credit Cards for Small Businesses in the UK 3

The co-branded Cards offer flexible benefits and payment optionality by allowing small businesses to decide between earning rewards or adjusting payment terms on eligible purchases

UK small business Card launch builds on American Express and Amazon’s long-term relationship and co-branded Card programme in the US

American Express (NYSE: AXP) today announced the launch of the new Amazon Business American Express® Card and the Amazon Business Prime American Express® Card for small businesses in the UK. The Cards offer a host of rich rewards and payment flexibility designed to help businesses better manage their cash flow and gain greater insight into their spending.

The Cards provide an enhanced check-out experience on Amazon Business UK and Amazon.co.uk that gives Cardmembers the option to earn reward points or select a deferred payment term for each transaction, enabling them to make the best payment choice for their finances. Reward points can be earned anywhere American Express Cards are accepted and redeemed toward future Amazon purchases or applied to the balance of their monthly Card statement. This new Card programme in the UK has been developed as part of the on-going relationship between American Express and Amazon which includes a co-branded programme in the US and a global Card acceptance relationship.

This launch comes at a time when 63% of British small businesses say cash flow issues have led them to delay purchasing goods and services they need to run their business, according to new research from American Express and YouGov1. Nearly a quarter (23%) of the survey participants said they have put off ‘bigger ticket’ purchases over the last six months until they have funds available, and 38% of them are only buying the ‘essentials’ they need to keep their business operating.

Commenting on the new Card launch, Colin O’Flaherty, General Manager of UK Global Commercial Services at American Express, said: “We have been serving small businesses for over 60 years, and are passionate about helping our small business customers effectively run and grow their businesses, especially during this challenging period. With many UK SMEs facing financial hardships, we want to make it easier for businesses to manage their finances and continue accessing the goods and products they need with more options to pay. We know that a vast number of the UK’s businesses rely on Amazon’s wide-ranging products and services and are excited to launch this powerful and flexible new payment tool that will allow small businesses to select how to pay, purchase by purchase.”

Dave Brittain, Director of Amazon Business UK, said “Working with American Express to launch the small business credit Card was a natural decision for Amazon, given our shared long-standing commitment to helping small businesses flourish globally. We’re incredibly proud to launch this Card programme as it offers small business owners and entrepreneurs the best of both companies: the convenience and value they have come to know and love from Amazon, underpinned by the world-class service, benefits, access and security of American Express. These benefits have never been more important at a time when businesses are navigating the challenges and uncertainty which Covid-19 has presented.”

Amazon Business American Express Cardmembers and Amazon Business Prime American Express Cardmembers will have access to the following key benefits:

  • 2% Amazon Rewards points on the first £120,000 in purchases at Amazon.co.uk, Amazon Business UK and Whole Foods Market UK each calendar year, 1% thereafter or 90-day payment terms on such purchases for Cardmembers who are Business Prime members on Amazon Business UK
  • 1.5% Amazon Rewards points on the first £120,000 in purchases at Amazon.co.uk, Amazon Business UK and Whole Foods Market UK each calendar year, 1% thereafter or 60-day payment terms on such purchases for all other Cardmembers
  • 0.5% Amazon Rewards points on all other purchases for all Cardmembers

Both Cards come with a £50 annual fee, however, this is waived for new Business Prime American Express Cardmembers in the first year. Upon approval, new Cardmembers who are Business Prime members will receive an Amazon gift card with £50 value, and all other Cardmembers will receive a £25 Amazon gift card. As an added benefit for Amazon Business Prime American Express Cardmembers, their Cards will feature a unique vertical design that is composed of metal.

Continue Reading
Editorial & Advertiser disclosureOur website provides you with information, news, press releases, Opinion and advertorials on various financial products and services. This is not to be considered as financial advice and should be considered only for information purposes. We cannot guarantee the accuracy or applicability of any information provided with respect to your individual or personal circumstances. Please seek Professional advice from a qualified professional before making any financial decisions. We link to various third party websites, affiliate sales networks, and may link to our advertising partners websites. Though we are tied up with various advertising and affiliate networks, this does not affect our analysis or opinion. When you view or click on certain links available on our articles, our partners may compensate us for displaying the content to you, or make a purchase or fill a form. This will not incur any additional charges to you. To make things simpler for you to identity or distinguish sponsored articles or links, you may consider all articles or links hosted on our site as a partner endorsed link.

Call For Entries

Global Banking and Finance Review Awards Nominations 2020
2020 Global Banking & Finance Awards now open. Click Here

Latest Articles

Death of the workplace friendship: study shows how remote working is eroding our meaningful connections with colleagues 4 Death of the workplace friendship: study shows how remote working is eroding our meaningful connections with colleagues 5
Business10 hours ago

Death of the workplace friendship: study shows how remote working is eroding our meaningful connections with colleagues

Employee experience platform Perkbox’s research on 1,296 employees and 300 business leaders reveal 65% think the ‘new way of working’...

Half of UK’s finance sector confirms diversity should be more of a priority in the workplace, with calls for action across the industry 6 Half of UK’s finance sector confirms diversity should be more of a priority in the workplace, with calls for action across the industry 7
Business12 hours ago

Half of UK’s finance sector confirms diversity should be more of a priority in the workplace, with calls for action across the industry

Almost half (45%) of Britain’s banking/financial services workforce think their employer could do more when it comes to diversity, according to a...

American Express and Amazon Business Launch Co-branded Credit Cards for Small Businesses in the UK 8 American Express and Amazon Business Launch Co-branded Credit Cards for Small Businesses in the UK 9
Business12 hours ago

American Express and Amazon Business Launch Co-branded Credit Cards for Small Businesses in the UK

The co-branded Cards offer flexible benefits and payment optionality by allowing small businesses to decide between earning rewards or adjusting...

Go Global To Expand Your Revenue Stream 10 Go Global To Expand Your Revenue Stream 11
Business13 hours ago

Go Global To Expand Your Revenue Stream

By Christian Spaltenstein, Managing Director, AFEX Americas Banking and financial operations have evolved immensely in the past few years. Innovation...

Local authorities and business networks play a key role in small business success, and must be protected during COVID rebuild 12 Local authorities and business networks play a key role in small business success, and must be protected during COVID rebuild 13
Banking13 hours ago

Local authorities and business networks play a key role in small business success, and must be protected during COVID rebuild

23% of UK’s top performing businesses have been supported by local enterprise partnerships and growth hubs Similarly, 30% of Britain’s...

What Does the FinCEN File Leak Tell Us? 14 What Does the FinCEN File Leak Tell Us? 15
Top Stories13 hours ago

What Does the FinCEN File Leak Tell Us?

By Ted Sausen, Subject Matter Expert, NICE Actimize On September 20, 2020, just four days after the Financial Crimes Enforcement...

gbaf1news gbaf1news
Investing14 hours ago

Investment Roundtable: Live with Jim Bianco

With Q4’s macro picture still looking grim amid the return of exponential coronavirus waves in Europe and the U.S. and...

Equity markets react to a rise in Covid-19 cases, uncertain Brexit talks and the upcoming US election 16 Equity markets react to a rise in Covid-19 cases, uncertain Brexit talks and the upcoming US election 17
Investing15 hours ago

Equity markets react to a rise in Covid-19 cases, uncertain Brexit talks and the upcoming US election

By Rupert Thompson, Chief Investment Officer at Kingswood Equity markets had another choppy week, falling for most of it before...

October furlough changes – what you need to know 18 October furlough changes – what you need to know 19
Business16 hours ago

October furlough changes – what you need to know

By Alan Price, employment law expert and CEO of BrightHR The Job Retention Scheme is coming to an end on...

Do we really need banks? Yes, but digital transformation industry-wide is vital 20 Do we really need banks? Yes, but digital transformation industry-wide is vital 21
Banking16 hours ago

Do we really need banks? Yes, but digital transformation industry-wide is vital

By Charley Cooper is Managing Director at enterprise blockchain firm, R3 The Coronavirus crisis has taught us that we are...

Newsletters with Secrets & Analysis. Subscribe Now