Business owners running a business partnership should put a red circle around October 5th as this is the deadline for registering for self-assessment.

The date is pertinent for individuals who entered a business partnership in the 2024/5 tax year. Only one individual needs to register the partnership with HMRC but, importantly, both the founder and their “nominated partner” must register for Self Assessment individually.

This, alongside registering a company name, is where businesses can quickly get themselves into trouble if they are not compliant.

Getting your admin right

Any business owner who enters into a business partnership must choose a ‘nominated partner’. This partner manages tax returns, business records, and VAT registration if the firm’s VAT taxable turnover exceeds £90,000.

However, it is the partner who registers the business who must declare the partnership’s profits and deduct any allowable expenses. They can do this using the partnership’s Unique Taxpayer Reference (UTR), which is different from their individual UTR.

It gets confusing as both the partnership tax return and each partner’s individual return have the same filing deadline. Getting them muddled “… is a classic way to cause delays and trigger penalties,” says Joe Phelan, money.co.uk business bank accounts expert.

Phelan also recommends opening a business bank account as this keeps business and personal finances separate from each other. “It’s the single best way to have a clear, simple record when it’s time to do your taxes,” he adds.

Self-Assessment myths

Phelan suggests that this deadline is a perfect opportunity to tackle all things tax for your business, whether a partnership or not. This is not least because businesses are facing changes as the Government pushes ahead with its Making Tax Digital plan.

Roll-out starts for some in April and reforms include quarterly income reporting and the keeping of digital records initially for those above the £50,000 threshold.

Like Phelan, Pauline Green, Head of International Compliance at Intuit QuickBooks, emphasises the need for partnerships to be registered before the October deadline; whether they are planning on filing online or on paper.

She adds, though, that business owners also need to think ahead to the self-assessment deadline in January, whether they are in a partnership or not.

She explains that individuals need to fill in a self-assessment form if they have “untaxed income from any other sources such as from property, dividends, or side hustles”. They might also need to fill in a form if the interest from their savings hits a certain level.

She adds: “Even if you’re employed and paying higher-rate tax through PAYE, you may still need to file a Self Assessment if you have additional untaxed income, such as rental income or large investments.”

The emphasis from both experts is that missing this October deadline – and the January deadline for partnerships and non-partnerships alike – will trigger penalties and complications with your submission when you finally register or file.

Missing the October deadline won’t leave you off the hook, but will just mean that you’ll still need to register and will be landed with a penalty for tardiness.

Flexible working models like a four-day working week could be the key to retaining talent, as a new survey makes it clear that employees will move from and to jobs for this staff benefit.

New data suggests that employees are not only keen, but would be prepared to take a financial hit to gain the flexibility of four days working.

It comes as a growing number of firms are opting to take part in national pilot programmes of a four-day working week to gauge whether it can work for them.

Our own research suggested in 2023 that 78% of employees would be in favour of adopting this flexible working model, but did add that they would want to know how it would impact their pay, and how it would be implemented.

What does the data say?

With the Employment Rights Bill around the corner, the findings from Owl Labs show that those working in small businesses in the UK would be willing to sacrifice, on average, 8% of their salary for a four-day week.

73% of employees termed the four-day week as “an important benefit”, with this figure rising to 77% among Millennials and 72% among Gen Z. A staggering 45% said that they would give up 10% or more of their salary to get this perk.

The study also polled views on everything from stress in the workplace to the impact of employer political views, and even AI avatars. However, it is the stark figures on flexibility that stand out.

The report brought together the views of 2000 UK employees as part of a wider survey of 8000 respondents working in the UK, US, Germany, and France.

As well as revealing the readiness to take a financial hit, the data also revealed that 93% of those working in small businesses would take action if they were no longer allowed to work remotely or hybrid.

Almost half said that they would start job hunting, while 27% would expect a raise to make up for the lost flexibility, and 4% said that they would simply quit. Of those who would job hunt, a quarter said that they would then look for a more flexible role than their previous employment.

Hybrid working as the new norm

Despite the fact that the Return to Office mandates keep coming, this latest report confirms that flexibility is now expected by the vast majority of employees.

The data showed that nearly two-thirds of those surveyed already work in a hybrid model. They go in either three days (40%) or four days (27%) a week – both of which are up from 2024. The findings suggest that they want this to continue.

As well as working from home and adopting a four day working week, other models are also gaining interest. The survey found that 67% of workers are interested in microshifting. This is structured flexibility with short, non-linear work blocks matched to their energy, duties, or productivity. This number increased to 72% for Gen Z and Millennials, compared to 45% for Gen X and 19% for Boomers.

For those looking to move roles, this kind of flexibility is high on their want list. Of the 28% who said that they were actively looking for a new job, half put a better work/life balance as their main reason. This figure was the same as 2024, but a step up from 41% in 2023.

Employee engagement

With employment costs having risen after the employer NIC rise in April, the report flags the question as to whether a shortened work schedule could be the answer to balancing the books, and both keeping and attracting talent.

The results would suggest that many employees are now used to flexibility. They also believe that it should be allocated to fit an employee’s circumstances. As Frank Weishaupt, CEO of Owl Labs, explains: “68% believe that employers should provide more flexibility for those that need it most, like working parents”.

If this flexibility is taken away, employees will quickly voice their anger or even move roles. The survey revealed that nearly a third of workers admitted that they have posted about their job/employer negatively on social media.

For those businesses seeking out the best talent to ride out these stormy seas, the survey revealed that 44% of those interviewed were prepared to reject any role that does not offer flexible hours.

Even ahead of the sweeping reforms from the Government, employees are showing a strong stance on what they want from their employment; and businesses who can deliver the work-life balance that is so valued, could get their pick of the best people for their business.

Business owners, especially those in the ecommerce sector, could be hit hard by changes Meta is proposing that could allow customers to opt out of ads on sites like Facebook and Instagram.

For those who advertise online on either platform, there could be a significant impact on their earnings as Meta brings in a new subscription model for users that would allow them to use the platforms ad-free.

The move is due to “UK regulatory guidance and following extensive engagement with the Information Commissioner’s Office (ICO),” says the social media company. Specifically, the move is to quash regulatory concerns about personalised ads served using users’ data.

What is the new subscription model?

Meta has formally announced the new subscription model on its blog. It explains that it will cost £2.99/month on the web or £3.99/month on iOS and Android, for the first Meta account.

“It is more expensive to subscribe on iOS and Android because of the fees that Apple and Google charge through their respective purchasing policies”, it explains. Those with additional accounts will pay £2/month on the web or £3/month on iOS for each of these.

Users can expect the option to subscribe will appear “over the coming weeks”, says the company.

Those who choose not to subscribe will continue to see ads; though Meta does reinforce that they have some control including the Ad Preferences option. It reinforces that it does not sell personal data to advertisers.

Why is Meta doing this?

This is essentially an olive branch to the ICO, which had brought its concerns over targeted adverts to the company.

“This moves Meta away from targeting users with ads as part of the standard terms and conditions for using its Facebook and Instagram services, which we’ve been clear is not in line with UK law,” said an ICO spokesperson.

A similar ad-free model is already available in the EU, but it has been deemed problematic by regulators. It is also more expensive than the UK offering, initially set at €9.99 a month.

As The Guardian details, the European Commission fined Meta €200m arguing that the access to a version of the platforms that uses less personalised data to serve ads should be free. It added that the subscription model goes against the Digital Markets Act, and that those not paying the fee should get an equivalent service.

Indeed, Meta took a dig at the EU in its blog post announcing the UK model. It wrote: “EU regulators continue to overreach by requiring us to provide a less personalised ads experience that goes beyond what the law requires, creating a worse experience for users and businesses.”

What does this mean for SMEs?

The impact will be dictated by how many users opt to subscribe. For some customers with multiple accounts, the costs of going ad-free will quickly accumulate.

It looks unlikely that Meta will back down as it states firmly in its blog post that “personalised ads are the best experience for people and businesses”. It also is effusive in its praise of the UK’s “more pro-growth and pro-innovation regulatory environment”.

It also mooted this subscription model in March so there has been quite a build-up. As with the rise of AI search, businesses will have to monitor the customer take-up to understand the revenue impact, and adapt accordingly.
Not least because marketing on Meta is not a cheap option. Firms will need to assess whether this marketing spend might be better used elsewhere if their engagement drops.

The first changes will be felt from the Employment Rights Bill in April, with reforms becoming law over the next two years in stages.

Views on the reforms continue to be polarised, with some business owners, notably recruitment firms, arguing that they are unworkable. Others suggest that the reform will make the workplace a safer place for the majority of employees.

This week, analysis by a leading thinktank revealed that the bill will lead to greater protections for more than a million workers, particularly through new restrictions placed on zero-hours contracts and day-one unfair dismissal rights.

What does the report say?

The report says that 1.2 million workers would have been protected from “severe insecurity” in the workplace if the unfair dismissal measures had already been in place in 2023 with a six-month statutory probation period.

It comes from a thinktank called The Work Foundation at Lancaster University, which analysed data from 2023-24 using the UK Insecure Work Index.

It further states that the number of workers in secure jobs would have risen by 3.9 million to 17.8 million. In particular, 92.5% of zero-hour contract workers would have benefitted from the new right to guaranteed hours.

It also addressed a counter proposal – the 12-month statutory probation period – and said that this would leave 6.1 million workers in “severely insecure work”, with only 700,000 experiencing more secure work.

The report calls on the Government not to dilute reforms and also argues that if “even relatively small extensions to the length of the new statutory probation period” are made, there will be a huge impact.

The delays could “mean over a million fewer people benefit from secure work and, most worryingly, hundreds of thousands could remain stuck in severely insecure work,” the researchers write.

Protection for disadvantaged groups

The research also drilled down to look at the impact of these two reforms on disadvantaged groups.

The team says that severely insecure work would have been reduced by 8.3 percentage points for workers aged 16-24. Meanwhile, Black and Asian workers would have seen a reduction of 4.6 and 4.5 percentage points respectively.

Looking specifically at retail jobs, they state that an additional 150,000 retail workers would have experienced secure employment.

What do SMEs need to do?

There is pushback against the reforms. The changes to zero-hours contracts are facing the ire of recruitment companies, who argue they will lead to reduced hiring and more work being carried out by self-employed contractors.

For SMEs, there will be less flexibility and there will be a financial implication for changes to parental rights and sick leave. However, the financial impact of not complying will be far more onerous, as this could mean legal fees and staff leaving.

Business owners need to start reviewing their contracts, looking at their payroll and HR processes and, in particular, how they manage shift workers now as the first reforms will become law in just seven months.

It might also be wise to look ahead at the reforms set for 2026 and 2027 to determine how much work is needed there to be compliant.

While the reforms are sweeping, the benefits to staff, as this latest report suggests, are tangible; and this might help companies retain the best talent in a difficult economic climate.

New figures reveal a sharp 19.8% increase in insolvencies between January and July 2025, a worrying sign of the significant financial strain that the UK business population is facing.

The summer months proved particularly challenging, with June to July alone seeing a 6.7% jump, the steepest monthly rise so far this year.

This wave of closures is rippling through the hospitality industry, which has been hardest hit, leading to job losses and a dwindling choice of surviving pubs and eateries.

Together, they highlight the bleak position many businesses face as costs soar and customer spending fails to follow suit.

What’s behind the surge in insolvencies?

Analysis by the Morning Advertiser shows insolvencies rising across the board from 273 in January to 327 in July. While there were minor dips in February and April, the overall trend has been upwards, with June – July marking the most dramatic increase at 6.7%.

Earlier data from the government’s Insolvency Service also highlighted the problem. In the 12 months leading up to June 2025, accommodation and food service activities ranked among the industries with the highest number of insolvencies across the UK economy.

At the time, Saxon Moseley, partner and head of leisure and hospitality, commented:

“Rising costs, including food inflation, energy, national minimum wage and employers’ national insurance contributions have contributed to the increase in insolvencies this year, combined with sluggish consumer demand.”

Rising costs and sluggish demand cripple industry

As Moseley outlines, operators are under pressure from multiple directions. Food inflation, soaring energy bills, and rising labour costs, including both minimum wage increases and higher employer NIC contributions, are eating into already tight margins.

At the same time, consumer confidence has taken a hit in response to the cost-of-living crisis. Many households are understandably cutting back on optional spending, with bars and restaurants feeling the effects.

For smaller businesses in particular, the combination of higher overheads and shrinking demand can be lethal. Unlike larger chains, independents often lack the financial buffer to absorb sudden changes, making insolvency an increasingly realistic outcome.

The bleak cumulative result of rising input costs, declining footfall, and the pressure to keep prices competitive is that many hospitality businesses have no other option but to call it a day.

What will the Budget bring?

With the Autumn Budget approaching, hospitality bosses are searching for a light at the end of the tunnel.

In calls for financial relief, businesses are urging the government to consider reduced employer NIC contributions, targeted small business incentives, investment in consumer spending initiatives to support footfall, and a long-awaited reform of business rates.

Still, expectations need to be realistic. With the Chancellor under significant financial pressure, generous support for businesses looks unlikely.

For hospitality operators, the focus should remain on what’s in their control, such as reviewing costs and implementing operational efficiencies to build resilience against further shocks. “Many operators are now in survival mode,” added Saxon Moseley.

“As a key creator of jobs, the sector is a cornerstone for the UK economy, and therefore, a fragile hospitality industry presents an economic headache for the Chancellor.”

Moseley has also joined various industry groups pressing for Rachel Reeves to address the sector’s challenges head-on, as reported by The Caterer.

“Taking steps to overhaul the business rates system, as well as supporting the industry to respond to recent tax increases, would help alleviate pressure on operators, keep more businesses solvent, and in turn allow them to invest in jobs for the future,” he added.

SMEs are far from optimistic about the prospect of good news in the Autumn Budget.

New research reveals that more than three in four business leaders have little to no confidence that November’s Budget will support growth.

And, while 56% respondents anticipate an uplift in revenue, more than a fifth expect profitability to fall in the next 12 months.

Only one in ten expect any improvement in the wider economy, underlining the deep sense of caution and concern among UK SMEs.

Where business leaders see hope – and pressure

The figures come from Vistage, a global business performance and leadership organisation, which published its quarterly CEO Confidence Index for 2025.

The results reflect an overall dip in confidence, with the index falling to 88 in Q3 2025, down from 89.5 in Q2 and 107.1 a year ago.

Much of this decline stems from the precarious state of the economy. While 57% of SMEs expect revenue growth, at the same time, 22% predict a drop in profitability. To survive this period of instability, 42% of businesses plan to raise prices in the coming months, while 19% have already increased prices by 7–10% this year.

At the same time, one in four businesses report a drop in consumer demand and spending. This creates a difficult balancing act: raising prices enough to stay afloat without totally alienating your customer base.

Autumn Budget and SME priorities

The Autumn Budget has the power to shift the economy, but most SMEs aren’t convinced it will deliver in their favour. Vistage’s index shows that 76% of leaders lack confidence that the Chancellor will introduce policies to support growth.

In an ideal world, more than half of respondents (58%) say cutting business taxes, such as Corporation Tax or Employer National Insurance, would be their top priority.

Other requests include investment in infrastructure (20%), reducing regulatory burdens (10%), targeted investment incentives (9%), and labour market support (4%).

In our report on what the upcoming Budget might contain, we found that many founders are pressing for a reversal of recent employer National Insurance (NI) hikes, alongside a clear commitment not to raise taxes further.

Industry groups, such as UKHospitality, have also been pressing for reform of business rates and NI contributions, as well as a reduced VAT rate for the sector, already demonstrated by many EU countries.

But sadly, expectations may fall short of reality. Economists estimate the Chancellor may need to find as much as £40bn, so tax rises look increasingly likely, while generous support packages appear less so.

Are people still the greatest asset?

Despite these pressures, SMEs remain committed to growth through their workforce. The Vistage survey shows that 37% plan to expand their teams over the next 12 months.

Rebecca Drew, Managing Director of Vistage UK and Ireland, said: “While leaders are grappling with rising costs, weaker customer demand, and uncertainty around government policy, many are still focused on growth — planning to expand their team and invest in employee engagement.”

However, the labour market presents its own challenges. Industries continue to struggle with hiring, while wider trends complicate recruitment. At the end of August, it was revealed that hospitality has accounted for more than half of all job losses in the UK since last October.

The rise of AI adoption and outsourcing to freelance virtual assistants has raised concerns over job security and team morale. SMEs can usually rely on the Budget to ease the uncertainty over the next year, but it seems that few are depending on that this autumn.

October is fast approaching. But for new business owners and entrepreneurs, the spooky season doesn’t necessarily come in the form of horror movies. Instead, these scares can come from networking, especially for those who haven’t done it before.

But as scary as it can be at first, networking is also a great opportunity to build valuable relationships, find new opportunities for investment and business partnerships, and learn important insights from industry professionals.

What’s more, there are plenty of free events, so you won’t get spooked by high ticket prices. We’ve listed 89 business events in the UK that you don’t want to miss out on this month.

Last week, Keir Starmer announced a major government scheme to roll out digital ID for all UK citizens and legal residents. By the end of this Parliament, digital ID is set to become mandatory in Right to Work checks, partly to simplify the process.

The scheme has also been framed as a deterrent to illegal migration, with Starmer claiming that making access to work more difficult will discourage crossings of the Channel. He has described digital ID as “an enormous opportunity for the UK.”

Yet for many SMEs, concerns may lie less with controlling immigration and more with the practical impact of digitisation. Will digital ID genuinely streamline hiring, or will it place more barriers between businesses and the people they want to hire?

What is the new digital ID scheme?

The government’s new digital ID scheme will offer free, secure, and smartphone-based identity verification for UK citizens and legal residents.

In its official announcement, the scheme was positioned as part of the government’s anti-immigration stance, the idea being that stricter access to work will make the UK less appealing to people without legal status.

Beyond this agenda, the digital ID is a mobile-based solution, much like the NHS app or contactless payments, allowing workers to complete Right to Work checks (done to verify a candidate’s legal right to work in the UK pre-hire) without providing paper documents.

Digital ID may also reduce the risk of fraud. Data from the Centre for Finance, Innovation and Technology (CFIT) shows that more than eight in ten SMEs might pay for a Digital Company ID, as the tech could help reduce the £6.8bn lost to fraud annually in the UK.

Will it really stop illegal working?

While digital ID may be new, Right to Work checks were introduced decades ago, along with the current illegal working legislation, which has been in place since 2008. Despite this, illegal working still goes on.

On this point, Emma Brooksbank, Immigration Partner at national law firm Freeths, commented: “It is difficult to see how the Government’s proposal to introduce digital ID will make any difference to illegal working in the UK.

“Digital ID will simply mean that compliant employers need to adapt their processes, and those who choose to ignore the rules and employ people illegally will continue to do so.”

Her perspective highlights a crucial issue: despite decades of identity checks, many employers ignore the rules. And why would the introduction of digital ID change the behaviour of those already operating outside the system?

Instead, it will primarily be law-abiding SMEs who will be required to change their hiring processes. Mandatory digital ID may simply end up adding extra red tape for small businesses without delivering the promised ease.

There are also security concerns. While the IDs would be kept in a secure, encrypted digital wallet, experts warn that if the data is also stored centrally for cross-referencing, the system could become a hacking target, raising questions about how it complies with UK GDPR.

Alan Woodward, professor of cybersecurity at the University of Surrey, told The Guardian that an ID database is like “painting a huge target on something to say ‘come and hack me’.”

Implications of digital ID for SMEs

Digital ID is just one step in a number of larger smart data initiatives being rolled out by the government, which are intended to improve administration and transparency for SMEs.

This is in addition to other steps to monitor entrepreneurship, including tighter restrictions around ID at Companies House and the new Online Safety Act. There seems to be a clear theme: digital monitoring of businesses and workers is becoming the norm.

While the intentions behind digital ID may be rooted in preventing fraud and boosting efficiency, it may miss the mark. As experts note, illegal working is unlikely to be stamped out entirely, and the pressure of compliance may fall on businesses already following the rules.

For SMEs, the scheme could add unwanted complexity without delivering tangible benefits, another layer of bureaucracy at a time when many are already stretched thin.

October is almost here, meaning the Autumn season is well and truly underway.

But among the longer nights, the chilly air, and fallen leaves, the new month also means the beginning of one of the most popular holidays of the year — Halloween.

With all the hype around spooky season, there are plenty of opportunities for dropshipping businesses to tap into the demand and boost their sales with some monstrously popular products.

We’ve brewed up the data and uncovered seven frightfully good products from top dropshipping suppliers that are guaranteed to be a treat this October.

Business owners know that they face a tightrope when it comes to marketing – too little and they’ll slide from customers’ considerations, but too much, and they risk alienating the very people they want to reach. 

LinkedIn has proved a valuable marketing tool for businesses; with 310 million active monthly users and its network expansion possibilities. However, a small backlash on the platform over voice pitches is opening the debate as to what is good practice.

In particular, when can businesses use voice note pitches, if at all.

Voice Pitch etiquette

With increasing evidence that LinkedIn is replacing emails for marketing for many businesses (especially B2B), questions are now arising as to exactly how marketers should use the platform’s tools. 

Voice notes are proving a contentious way of marketing directly, with one LinkedIn user describing them as “presumptuous,” but also argued that they are non-searchable, so of limited value. 

They also stated that voice notes are “out of context” on LinkedIn, which suggests that they are more acceptable on other platforms. Their usage on platforms like WhatsApp is pretty widespread.

An article published in July suggests that WhatsApp voice notes are used by 62% of daily users. Popularity does seem to be determined by age, with Gen Z and Millennials leading the way; though Time magazine hailed them as “small acts of love” in an essay in February. 

Too forward, too intimate?

Herein might lie the issue. The balance between standing out on LinkedIn and being over familiar – and perhaps therefore unprofessional – is made tougher by the nature of voice notes. 

They seem to be equated with friendships or colleagues, and therefore not suitable for what is essentially reaching out to a stranger. 

Consensus seems to be that sending a voice message should not be your first interaction with a potential client. 

There are a number of key reasons, including the fact that a voice message doesn’t allow a LinkedIn user to preview the content. This might get their security hackles rising as it screams scam or spam. 

It is also inconvenient. It is far quicker to quickly read a message than having to find your headphones, hit listen and take notes of what was said. Ease is absolutely key when it comes to building relationships with potential clients. 

Benefits of the written word

There are also huge advantages to writing a message instead of sending a voice note. The first of which is editing. 

Writing a note gives you a chance to really hone what you want to say, keep it targeted and make sure that all of the information you want to include is there. Unless you are a champion orator, voice notes tend to be more fluid, full of pauses and can also be harder to understand.

Written messages also leave a visible trail. If a potential client does reply, the conversation is there in LinkedIn for you to see what has been said to date. Having to listen back to voice notes doesn’t allow this. 

However, once a rapport has been built, voice notes can absolutely play a role as there is power in hearing a human voice, but also efficiency when it comes to conveying ideas.

At this point, when you are no longer a complete stranger, voice notes could be what keeps a customer engaged. Use them too soon, though, and expert opinion suggests you could send people running or see them not engaging at all. 

The deadline is fast approaching for businesses using a Companies House WebFiling log in to switch over to the GOV.UK One platform.

From 13th October, owners of limited companies will need to use the GOV.UK platform to get access to services that they use the WebFiling platform for. 

These include filing annual accounts; registering a company; making changes to the company’s directors or secretary roles, and authorising who can file for the company online. It is a quick change for companies, but it is also one to be done with some urgency. 

How do companies change their login?

Business owners need to sign into their WebFiling account and make sure that their email address is up to date. If necessary, they can select the ‘Change account details’ option to change this. 

If your business already has a Companies House account for ‘Find and update company information’, this is the email address you’ll need for the changeover, so make sure this email matches up with the WebFiling platform. 

Businesses must create a GOV.UK login if they don’t have one already, and the guidance is to do this ideally before 13th October. This, again, must use the same email address as your WebFiling account. 

The guidance also suggests that this is a great time to check “the list of companies you are authorised to file for in your WebFiling account”, via the ‘Your companies’ tab’ and remove any companies you no longer file for.

Connecting accounts

Once businesses have the basic admin done, they can then connect their WebFiling account to GOV.UK One Login. From 13th October, visitors will be automatically redirected in order to be able to do this. 

Before then, when you create a GOV.UK One Login, you’ll be able to sign in and connect your account. You don’t need to verify your identity to do this, but the guidance adds: “You may need to enter each company’s authentication code to confirm that you are still authorised to file for the company.”

There is the caveat that if you share a WebFiling account with others, each individual will have to create their own GOV.UK One Login using a different email address. They will also no longer be able to access the information in the accounts.

ID verification changes coming in too

There are also other changes afoot in how Companies House interacts with businesses. 

From 18th November, identity verification will become a legal requirement for new and existing company directors and people with significant control (PSCs). 

Business owners can use the ‘Verify your identity for Companies House’ service or use through an Authorised Corporate Service Provider to comply now. Failure to comply could see filings being rejected, so businesses are being encouraged to act now. 

The move is part of a bid to tackle fraudulent business registrations and improve corporate transparency. The ECCTA reforms have also given Companies House given power to reject suspicious filings, query company names, remove inaccurate information from the register, and reject disqualified company directors. It can also now levy financial penalties for non-compliance.

With the deadlines looming for both the log-in and ID changes, businesses need to get a handle on what they need to do so that they can keep operational during the shake-up. 

From 1st October, new laws will come into effect that alter the power of non-disclosure agreements or NDAs.

The law is an update of the Victims and Prisoners Act 2024; and is relevant to anyone who “…has suffered harm as a direct result of being subjected to conduct which constitutes a criminal offence in England and Wales.” 

The changes are centred upon crime, and in particular, make it explicit that the victim of a crime (or someone who believes that they are a victim of a crime) does not have to be bound by an NDA when it comes to reporting.

Businesses need to pay heed, though, too, as this also has ramifications for those who regularly use NDAs to protect their IP. 

What are the changes?

The law now clarifies the list of “permitted disclosures”. These are disclosures that can be made to a specific list of people by the victim of a crime. The Ministry of Justice adds: “There does not have to be a formal investigation or a conviction for someone to be a victim of crime or to reasonably believe they are a victim of crime.”

The list includes the Police or “other bodies which investigate or prosecute crime”; qualified lawyers and a victim’s close family. For businesses, it is essential to note that this list also includes regulated professionals and regulators. 

How do they affect businesses?

The changes mean that if someone within a business believes themselves to be a victim of a crime, they can report their concerns, whether or not they have signed an NDA. 

For businesses, it is important to note that the list of organisations that can be approached includes:

• The Health and Safety Executive
• Competition and Markets Authority
• Environment Agency
• Gambling Commission
• Financial Conduct Authority
• Information Commissioner’s Office
• Serious Fraud Office

Businesses can continue to use NDAs – and for many businesses, these are key to protecting their innovations – but they just need to be aware that there is now a limit to their level of protection.

How can businesses prepare for the changes?

Firstly, businesses should make sure that they understand the changes; and then look at their NDAs to ensure that they reflect the new rules. 

This isn’t a blanket ban, so action doesn’t need to be onerous; but businesses can use the Government resources accessible through their Companies House WebFiling account to review and update any templates they use as NDAs for employees and collaborating ventures. Accurate wording to reflect the changes is important here so that all parties understand their rights. 

For those businesses that haven’t, this is also a chance to make sure that trademarks and patents are up to date. It might also be the time to check that all of the relevant information is connected to your GOV.UK One Login ahead of the switch to this platform from the Companies House WebFiling platform on 13th October.