Television can be a wonderful escape from the stresses of work, but it can also hold some tangible life lessons for entrepreneurs. Workplace TV shows are a relatable reflection of our own lives, and some of the most iconic characters are usually the boss.

When it comes to starting up your own business, heavy is the head that wears the crown. Being responsible for other people can be a daunting prospect, and these legendary fictional leaders earned a place in our hearts for all the right, and wrong reasons. Remember, just because they’re not real, doesn’t mean you can’t learn from them…

TV’s Best Bosses

Jed Bartlet – The West Wing

In the current landscape, Aaron Sorkin’s The West Wing becomes more obviously a work of fiction with each passing year. President Josiah “Jed” Bartlet was created as the ideal leader: a paragon of virtue, strong leadership skills and homespun New Hampshire wisdom. Making sure you’re hiring the right staff is critical for a successful workplace, and old Jed had a knack for picking the best.

You might be thinking that the majesty of the Oval Office might seem like a leap from a UK startup (trying to do an Sorkin style ‘walk-and-talk’ in your home office doesn’t quite work the same, from my experience), but there’s still a lot that can be gleaned from the Bartlet administration about successful company culture. President Bartlet always knew exactly when to delegate, trust his staff and even became a surrogate father to them. He’s got my vote.

Leslie Knope – Parks and Recreation

“What I hear when I’m being yelled at is people caring very loudly at me”, positivity thy name is Leslie Knope. As deputy director of the Parks and Recreation Department in Pawnee, Indiana, Leslie led her motley crew of government employees by example, and was a ray of sunshine in an otherwise bleak bureaucratic environment, never letting herself stray from her core values of hope, optimism and doing the best you can under trying circumstances.

Above all, Leslie saw the best in people. Organisational culture is critical to success for small businesses, and the best way to retain talent is by creating a positive working environment. She might not have been the coolest boss – her favourite hobby being organising her agenda – but add a healthy dash of Knope to your leadership style, and you won’t find your staff secretly browsing Indeed during their lunch breaks. In the words of the woman herself “Now go find your team. Get to work”.

Captain Raymond Holt – Brooklyn Nine-Nine

Captain Holt was given the unenviable task of running a New York police precinct comprised of oddballs and zany personalities, including Andy Samberg’s perpetually unserious Jake Peralta, but practically every episode was a masterclass in performance management. The line between being a friend and a boss is a very tricky one, but it’s a tightrope that Ray Holt walked deftly.

A master of strategic planning, Holt knew how to perfectly utilise the strengths and weaknesses of his team. He might have displayed a reserved and austere personality – in spite of his claims that he is “good at emotion” – but he also knew exactly when to show a gentler, sillier side to his staff and when it was time to be serious. He’s the type of leader you can always turn to. Just don’t interrupt him mid-soup.

Liz Lemon – 30 Rock

“Guess who’s got two thumbs, speaks limited French, and hasn’t cried once today? This moi” Liz was messy, chaotic, had some questionable taste in food, and even more questionable taste in love, but she’s undeniably the type of boss we’d all like to have, despite displaying what can kindly be described as an unorthodox, rebellious leadership style. As the creator and headwriter of TGS with Tracy Jordan, Liz was caught between her team of introverted writers, extroverted cast members and her own success-obsessed 80s throwback boss (and occasional mentor) Jack Donaghy.

Liz was flawed to say the least, but she never shied away from being her authentic self, and she knew exactly how to manoeuvre around the clashing, and sometimes toxic, personalities of her colleagues. As an employer she was also a font of motivational quotes, blessing her fellow 30 Rockefeller Plaza employees with such sage wisdom as “Living a lie will eat you up inside. Like that parasite I got from eating sushi on Amtrak”.

TV’s Worst Bosses

Mr. Burns -The Simpsons

Nuclear energy proprietor, casino magnate and local tyrant. In many ways Charles Montgomery Burns is the “final boss” of well…bosses. You catch more flies with honey than with vinegar, and you should be offering your staff benefits and perks to keep them happy, but Mr. Burns preferred to motivate with fear and hidden trapdoors (though I’m sure there are some managers who have secretly fantasised about a booby trap ridden office to deal with bothersome colleagues). You’ve got to imagine the Glassdoor reviews for the Springfield Nuclear Power Plant would be pretty savage though.

Promoting health and wellbeing in the workplace should also be a number one priority for employers, but Mr. Burns was never too fussed about it. His defence as to why a missing Brazilian soccer team was found working in his reactor core was simply that their plane crashed on his property. Don’t be like Burns, and make sure your employee mental health and wellbeing is well cared for.

Al Swearengen – Deadwood

A true small business pioneer, Al Swearengen was the owner of the spit and sawdust Gem Theater in the frontier town of Deadwood, South Dakota. Al didn’t have to worry about flexible working or having a LinkedIn presence, but he did have to contend with barroom brawls and shootouts (arguably still less scary than a Zoom interview). Though frankly, the curmudgeonly, foul-mouthed proprietor could have benefited from brushing up on our guide to networking.

Al wasn’t going to be seen sipping his whisky from a “world’s best boss” mug anytime soon, considering he mostly bullied and swore his way through his saloon staff. Delegation is the key to good management, but Al asked a bit too much from his employees: sending one of his underlings out to participate in a street fight to the death (to be clear, you shouldn’t be asking your staff to do this, HR frowns on it these days).

Logan Roy – Succession

It’s going to be hard to discuss the domineering, imitable Logan Roy without using the F word…family that is. Succession showed us the pitfalls with mixing business with relatives, and Logan’s bickering children could have benefited from our guide to building a startup without family funding. The Emmy-award winning drama series had us all hooked to the family drama unfolding within Logan Roy’s media empire, Waystar Royco, which took toxic work culture to shocking (and highly entertaining) new heights. Just remember, it’s only funny when it’s fictional!

Logan Roy was a bully, and he’s not exactly front-runner for father of the year, but he knew what his audience wanted and Logan was a wizard when it came to competitor analysis, was a formidable negotiator, and displayed a keen understanding of the needs of the customer: “No one was going to watch network, except you give it zing and they do. You make your own reality” A bad man? Certainly. A bad businessman? Arguably not.

David Brent – The Office

Efficiency. Turnover. Profitability. Those are just three specific changes David Brent made as a paper merchants middle-manager, and he can give you another two if you need them. He hates management speak though, and saw himself as less of a boss, and more of a chilled out entertainer. We’ve all had to endure a staggeringly delusional boss like Brent, someone who’s done their best to try and change the company work culture, but for all the wrong reasons.

Arguably it’s commendable that Brent tried so hard to find meaning in his work, it’s just that he often got the meaning badly wrong. “I do it so one day someone will go, there goes David Brent…I must remember to thank him” Brent mused in one episode, but the likelihood of any staff showering Brent with praise seems quite unlikely. Try to steer clear of the narcissistic, self-absorbation displayed by then Wernham Hogg Paper Company manager, and your employees really will thank you.

What next?

Now that you’ve seen the most inspirational, and horrific, examples of leadership your television set has to offer, it’s now time to hear from real-life business leaders in our very own Speaking of Startups podcast!

Or if you’re still on your road to leadership, you can get some inspiration from our massive guide to 101 business ideas you can get off the ground right now!

The noughties are looked back upon for many things. The infamous “millennium bug” didn’t actually bite, new pop artists dominated the charts and everyone and their grandmother were playing the latest version of Snake on their Nokia mobile phones.

But aside from the world not ending, many also reminisce about the 2000s because of its fashion. From low-rise jeans and denim skirts to platform flip-flops and rhinestone jewellery, it was certainly a unique era for mainstream fashion.

A major staple for Y2K fashion is Juicy Couture – a brand that started out strong, fell off and then came back to life thanks to the power of social media and nostalgia marketing. 

We’ll explore how Juicy Couture went from dominating the fashion scene to disappearing from it, and how it came roaring back.

From dreams to designer: the beginning of Juicy’s journey

Founded by Gela Nash and Pamela Skaist-Levy, Juicy Couture started out as Travis Jeans in 1989, which focused on women’s maternity wear. The name was changed to Juicy Couture in 1996, and the founders redirected their focus to addressing a gap in the market, which was luxury casual apparel.

The brand’s core values around quality and comfort laid the foundation for its iconic velour tracksuit line. Introduced in 2001, the tracksuit was originally custom-designed for the famous pop singer Madonna, and quickly gained popularity after she wore it out in public.

Other celebrities hopped onto the bandwagon afterwards, including the likes of Lindsey Lohan, Paris Hilton, Britney Spears and Jennifer Lopez – sporting its famous bright colours and rhinestone logos. It also appeared in pop culture classics like Mean Girls and Legally Blonde, only further making its mark as a 2000s fashion staple.

New look: Juicy’s acquisition and soaring sales

Juicy Couture was acquired by Liz Claibone Inc. (now Kate Spade & Company) in 2003 and Juicy’s popularity only skyrocketed throughout the decade. Its sales figures were estimated to be around $200 million (approximately £160 million).

Even during The Great Recession era of 2008, the brand hit a peak of $605 million (approximately £483 million) in sales – a 22.4% increase from the previous year. It also started to expand its product line around this time, including new accessories and fragrances, such as its popular “Viva La Juicy” perfume.

Going out of fashion: how Juicy fell from grace

Like with many other businesses, the post-recession era was a tough time for Juicy Couture – facing an 11% decline in sales just a year after its peak.

But aside from plummeting sales and post-recession uncertainty, the company’s founders stepped back in 2010 amid leadership disagreements and dissatisfaction over the brand’s direction. 

Changes in customer needs, preferences and behaviour also meant that Juicy Couture’s flashy branding and bright colours became outdated by the time the 2010s rolled around, particularly as more consumers started to gravitate towards a minimalist aesthetic. 

Sales continued to decline after the founders’ departure and the company eventually closed all of its US stores by June 2015. Its UK stores, including Regent Street, Bluewater and Westfield White City, were also closed by this time.

“It’s been painful to watch the brand fall down after we left,” Skaist-Levy told The Huffington Post in 2014. “We wanted Juicy to be the great American girly brand. It was our legacy.”

Revived by nostalgia: Juicy’s return to the fashion scene

Years after its post-recession struggles, the Juicy Couture brand was out of the limelight, and the once fun and flashy velour tracksuits were now pushed to the back of consumer wardrobes and collecting dust.

That is, until 2020 when the COVID-19 pandemic hit. During this difficult period, people would turn to nostalgia for comfort and escape. The return of Y2K fashion was a huge part of this, including those once-beloved velour tracksuits that everyone wore back in the day.

While it already started to make a slow comeback two years earlier with its runway show for New York Fashion Week, throwback posts on Instagram and TikTok were what truly set its return in stone, and the brand relaunched its online store in December 2020.

Since then, the Y2K nostalgia train has continued to run, and Juicy Couture has seen impressive net sales thanks to the new generation of fashionistas. The company’s annual revenue for 2024 was estimated to be $324 million (approximately £250 million), a remarkable comeback after years of slumped sales and declining figures.

What else brought Juicy Couture back to life?

Nostalgia played a major part in Juicy Couture’s return, but what else contributed to its resurrection?

New celebrity endorsements

Much like in the 2000s, which helped establish the brand in the first place, new endorsements from A-list celebrities and TikTok influencers helped revive interest. Big names like Bella Hadid, Kylie Jenner and Saweetie were sporting new tracksuits, further popularising the Y2K aesthetic.

Meanwhile, hashtags like #JuicyBack and #JuicyForever also helped it grow organically online, sparking a renewed cultural relevance with the Millennial and Gen Z target audience. The company itself tapped into the power of nostalgia by featuring influencers who grew up during the 2000s or were inspired by the era. For example, its Instagram page consists of models sporting their classic tracksuits – complete with rhinestones and pastel colours – to recreate the Y2K vibe.

The rise of second-hand shopping apps

As second-hand marketplace platforms like Depop and Vinted gained popularity, so did Juicy Couture’s relevancy.

As second-hand shoppers hunted for authentic early 2000s pieces, the brand gained exposure among a younger audience embracing Y2K fashion trends. The growing demand for vintage Juicy Couture items on resale platforms created a perfect backdrop for its official comeback, as the renewed interest in its iconic pieces translated into excitement for its new collections.

Product line revitalisation

Alongside its classics, Juicy Couture has also refreshed its product offerings to align with contemporary fashion trends, while still maintaining its iconic look. This included introducing updated velour tracksuits with modern embellishments, such as crystal details and satin fishes, appealing to both nostalgic and new fashion enthusiasts.

This included the release of its Heritage collection in November 2023, paying homage to the brand’s origins and featuring classic designs with environmentally friendly materials to appeal to eco-conscious shoppers.

Conclusion

It’s fair to say that Juicy Couture’s story has a happy ending.

The brand’s comeback shows just how powerful nostalgia and social media can be. The brand has managed to blend its iconic 2000s vibe with modern trends, drawing in both old fans and new ones. Influencer hype, second-hand shopping and new collections have also helped to drive its return.

Plus, with its Westfield White City store now open once again, Juicy is making a bold statement that it’s here to stay.

Ecommerce giant, eBay first announced that it was removing selling fees for private (C2C) sellers last October.

eBay is a popular choice for side hustlers because it’s a quick and easy way to start a business and connect with buyers worldwide with little upfront cost.

At the time, we predicted that eBay would follow in the footsteps of platforms like Vinted and Depop by introducing a buyer fee. Our crystal ball was right.

Earlier this week, the platform confirmed it will roll out a new ‘buyer protection fee’ to private sellers from February 4th.

What is a buyer protection fee?

A buyer protection fee is a charge that applies to transactions to cover the cost of buyer protection services. This fee helps ensure that if a buyer doesn’t receive an item as described, the item is damaged or ends up lost in transit, they can get a refund or a resolution. 

If you’re running an eBay side hustle, this can help create safer and more trusted transactions. Buyers are given peace of mind, knowing they can be reimbursed if something goes wrong, in turn reducing the risk of disputes, chargebacks or negative customer feedback.

The fee is typically a small percentage of the total purchase price and is meant to cover the administrative costs of handling disputes and claims. For eBay specifically, buyers will pay up to 4% of the item price, plus 75p, if they purchase items from a private seller.

The fee is lower for items priced over £300, and there’s also a cap on the total amount that buyers will have to pay.

What else has changed?

Aside from the new buyer protection fee, eBay has also upped its customer service efforts for sellers with 24/7 support, allowing them to connect with a representative via the phone or through a live chat.

The platform has also implemented improved seller protections, including in the case of fraudulent returns and offering postage credits for false buyer claims.

Additionally, sellers now have access to 1:1 support with Seller Clinics for personalised business advice.

How expensive is eBay to sell on?

This new policy is similar to other resale platforms, such as Vinted and Depop, which have already introduced buyer protection fees. But how does it affect eBay’s overall selling costs?

Here’s what we found when comparing eBay’s prices to the likes of Amazon, Vinted, Depop and Etsy.

New year, new taxes.

Now that we’ve taken down the Christmas decorations and popped the champagne to celebrate the arrival of 2025, it’s time to tackle something a little less festive but just as important – your Self-Assessment Tax Return.

While this is typically required if you’re self-employed, new laws introduced last year mean that more people might be liable to submit one. If you’ve taken on a side hustle, earned income from renting out property or received untaxed income from investments, you may need to file a return – even if you’ve never had to before.

We’ll break down everything you need to know – from understanding what counts as taxable income to how to submit your tax return so that you can stay on HMRC’s good side.

What is a Self-Assessment Tax Return?

A Self-Assessment Tax Return is a way to declare income and any tax you owe to HMRC. This is especially important if you’re a sole trader or freelancer, as there’s no employer to automatically deduct your tax through the PAYE (Pay As You Earn) scheme. Therefore, it’s up to you to report your earnings and pay the correct amount of tax.

The deadline to submit your Self-Assessment Tax Return is January 31st. However, if you miss this deadline, you’ll have to pay a late penalty of £100 if your tax return is up to 3 months late. The penalties only get steeper the longer you delay. After 6 months, you may face an additional fine, and after 12 months, you can be hit with even higher charges.

Filing on time is also important if you owe income tax, as HMRC will start charging interest on any unpaid tax after the deadline has passed. 

What is the Side Hustle Tax?

Side hustles have become a go-to way for people to boost their income alongside their main job. After all, 43% of UK adults started a side hustle in 2024, with 65% of Millennials and Gen Z plan to continue them in 2025.

However, if you run a side hustle yourself, you’ll be liable to pay a Self-Assessment Tax Return if you earn £1,000 or more in a year – otherwise known as the Side Hustle Tax. Even if you don’t meet this threshold, you may still need to register for Self-Assessment in case you do reach this amount.

So why was this introduced? 

The Side Hustle Tax isn’t an official tax, but paying taxes on earnings is required by HMRC to ensure that untaxed income from side hustles is properly reported and taxed under existing laws. 

The rise in the gig economy, such as through platforms like Etsy, Uber and Airbnb, has created new opportunities for earning extra income, but it has also led to significant amounts of untaxed earnings. This is known as a “tax gap”, and with more people making money through side hustles and not always reporting it, this gap has grown. So to tackle this, HMRC is making sure that side hustle income gets declared and taxed properly so that everyone contributes fairly.

Do I need to submit a Self-Assessment Tax Return?

Not sure whether you need to submit a Self-Assessment or not? You’ll be liable if:

• You’re self-employed as a sole trader, freelancer or contractor
• You have additional untaxed income, such as rental income, side hustle earnings over £1,000 or investment income
• You had to pay capital gains tax when you sold something that increased in value
• You’re a company director
• If you earn over £60,000 for the 2024-2025 tax year and have to pay the High Income Child Benefit Charge.

If you’re still feeling stuck, we recommend seeking professional advice from an accountant. They’ll be able to tell you if you’re liable for Self-Assessment by assessing your specific financial situation, reviewing your sources of income and determining whether you need to file a tax return based on your circumstances.

How to submit a Self-Assessment Tax Return

A Self-Assessment Tax Return can either be filed online or through a SA100 form, which you can download from the government website. Alternatively, you can request one by contacting HMRC directly if you don’t have internet access.

To submit your Self-Assessment Tax Return online, simply:

• Go to the Self-Assessment sign-in page and enter your Government Gateway User ID
• Click the option to complete your Self-Assessment Tax Return and select “Start Now”
• Enter your personal information (including your name, Unique Taxpayer Reference (UTR) and date of birth
• Enter details about your income, expenses and any other relevant information. 
• Submit the return online via HMRC’s portal

For a more detailed explanation, check out our guide on filing tax returns, which will walk you through each step and ensure you’re covering all the essentials. We also recommend that you talk with a tax professional to get personal advice, especially around any new law changes and how they might affect side hustle businesses or people with other additional income.

Major retailers like Lush, Uniqlo and Gymshark have recently stopped using gig economy apps to hire freelance staff, following concerns raised by the Trades Union Congress (TUC) about workers’ rights.

The gig economy, now with an estimated 1.7 million workers in the UK, continues as a popular avenue for additional income, with expectations for even more growth in 2025.

But while it offers flexibility – allowing workers to choose when, where and how much they work – it also raises questions about crucial employment protections such as minimum wage, sick pay and holiday pay.

So, can gig economy platforms balance flexibility with fair treatment of workers?

What is the gig economy?

Put simply, the gig economy refers to a system in which workers engage in freelance work, whether full-time or as a side hustle. As the Department for Business, Energy & Industrial Strategy describes it, it involves the “exchange of labour for money between individuals or companies via digital platforms that actively facilitate matching between providers and customers”.

But why has the gig economy grown so rapidly in the UK?

First, the launch of online marketplaces has made it easier for freelancers to connect with clients, and vice versa. According to research by StandOut CV, the most popular gig economy app in 2024 was Uber, with a workforce of 18%. Other popular platforms included Deliveroo (12%), PeoplePerHour (12%), Fiverr (10%), Upwork (9%), TaskRabbit (8%) and AmazonFlex (8%).

Moreover, changing attitudes towards work-life balance can be a contributing factor to its vast popularity, particularly as more people want to break free from the typical 9-5 schedule and seek better flexible working hours. Many people are also starting side hustles to earn additional income, and so are taking on freelance work outside of their regular job roles.

What are the benefits and risks of gig economy apps?

The main advantages of gig economy apps for workers are that they’re flexible, offer a sense of independence and allow for new opportunities across different industries and professions. For businesses, gig economy apps are beneficial for:

• Cost-effectiveness: hiring freelancers is usually cheaper than full-time employees, as there aren’t any costs linked to workplace benefits or the onboarding process.
• A wide range of talent: businesses can use gig economy apps to find a variety of freelancers with different skills and talents, making the hiring process quicker and easier.
• Flexibility: employers can hire freelancers for short term projects (e.g. implementing a new programme), eliminating the need to hire full-time employees that aren’t needed long term.

But while using gig economy apps has its obvious advantages, they have also faced controversy around ethicality, particularly within the retail and hospitality sectors.

This isn’t to say that using gig economy apps is completely unsafe, but it’s important to be aware of the risks that come with using them consistently. Fewer employment rights are a major factor, but other risks include:

• Potential tax avoidance: hiring freelancers consistently through gig economy apps could potentially lead to underpaying taxes, particularly if a business avoids paying National Insurance Contributions (NICs) and pension costs by hiring long term staff through these platforms.
• Data breaches: sensitive data can be at risk of exploitation by freelancers if it falls into the wrong hands. To avoid this, businesses should enforce data protection policies and ensure any hired freelancers adhere to them.
• VAT fraud: value-added tax (VAT) charges should be included when a freelancer advertises their services on a gig economy app. However, some may avoid this to stand out from competitors and attract more clients. While this may mean an inexpensive hire at first, it could lead to your business contributing to VAT fraud.

Using gig economy apps responsibly for your business

If you’re considering using gig economy apps to hire freelancers for your own business, it’s important to hire responsibly and avoid any of the above-mentioned risks. 

To ensure your business maintains ethical practices and remains compliant, you should:

• Choose freelancers carefully: with so many options out there, choosing the right freelancer can be difficult. That’s why businesses should take the time to explore a freelancer’s skills, knowledge and past reviews from clients to determine their abilities and trustworthiness. It’s also important to look for freelancers who specialise in the specific skills needed, ensuring they have relevant experience in the industry or project type. Businesses should also engage in detailed discussions before hiring to ensure expectations are aligned and to request a small test project or trial period to get a better idea of the freelancer’s work quality and reliability.
• Ensure fair pay: it’s important to ensure that freelancers are paid fairly and not any less than the National Minimum Wage. Businesses should also ensure that all received invoices are paid on time to avoid late or missed payments.
• Use contracts: businesses should have a written contract that clearly outlines a freelancer’s role and expectations. It should also include details about the freelancer’s employment rights, including a payment schedule to ensure timely payments, and health and safety information.
• Avoid over-reliance: while hiring freelancers is cheaper and easier, businesses shouldn’t over-rely on hiring them alone, as hiring long term employees this way could potentially lead to tax evasion. Therefore, businesses should determine specific roles and responsibilities that are either best suited for a freelancer, or for a full-time employee.

It’s understandable why so many businesses are jumping on the gig economy bandwagon – it’s quick, easy and cheaper than hiring full-time employees. 

That said, businesses should also be aware of the risks that come with consistently using gig economy apps, as well as ensure they’re keeping up with ethical standards when hiring. Freelancers may not be with a business long term, but they should always have the right to adequate protection and fairness.

2024 may have been the year of the dragon, but in the business world, it felt like the year of return to office (RTO) mandates.

With more and more companies ordering staff back to the office, the days of remote working and flexible arrangements that defined the pandemic era seem to be fading.

RTO policies aren’t here just to fill office space though. Rather, companies have implemented them to address concerns about declining employee engagement. But will they actually have an effect on productivity, or will the demand for flexible working arrangements only cause more resistance?

RTO mandates: could they improve productivity?

In 2024, many big-name employers enforced RTO mandates, including, Asda, Boots and ASOS.

And now, it seems some small businesses are on the same page. According to results from the Startups 100 for 2025 survey, 43% of businesses that believe flexible working is hindering productivity plan to increase the number of required office days.

Companies that have rolled out RTO mandates have also taken significant measures to ensure the policy is being properly implemented as well. For example, ecommerce giant Amazon has reportedly been tracking the amount of hours workers spend in the office. It was reported that this was carried out to tackle “coffee badging” where employees would enter the office only to get coffee and leave in an attempt to bypass its RTO policy.

Meanwhile, Starling Bank introduced its own RTO policy in November, which faced significant backlash from staff, with many resigning from the company as a result. Starling’s CEO, Raman Bhatia, argued that “working in the office is important for creativity, collaboration, problem solving, performance and engagement”.

However, a study by the University of Pittsburgh revealed that there had been no improvements in financial performance after RTO mandates had been implemented and that employee satisfaction had declined. Meanwhile, 44% of UK bosses admitted that returning to the office is more about keeping up appearances than anything else.

Could Work From Anywhere policies compensate for RTO mandates?

Our research also found that 43% of businesses that believe flexibility hinders productivity plan to introduce work-from-anywhere (WFA) policies.

Much like how RTO mandates are on the rise, WFA policies have gained significant popularity among both businesses and employees, particularly for giving employees the freedom to work and travel at the same time, without needing to take annual leave. 

But considering that the percentage of businesses planning to introduce RTO mandates and those preparing for WFA policies are the same, it could suggest that companies might be trying to encourage employees to come into the office more while offering work-from-anywhere opportunities as a way to compensate and keep staff happy. 

This means that if businesses want to introduce WFA for selected periods, the future of work could possibly see a transition from “office days” to weeks or months on site, with the rest of the time spent working from wherever employees choose.

Flexible work debate to continue in 2025

When surveyed about flexible working, 31% of extremely optimistic businesses believe that it contributes well to productivity. On the other hand, 20% of non-optimistic businesses believe that flexibility negatively impacts productivity.

This suggests that businesses with a positive growth outlook see flexible working as a valuable tool for productivity and employee satisfaction, while those with a more cautious view tend to worry that it might undermine performance and focus. 

Still, the demand for flexible working arrangements remains high, with 87% of people looking for flexibility in their next role.

Terry Payne, Managing Director at hubbul, also commented that employers are “shooting themselves in the foot” by not offering flexible working opportunities for roles that allow it.

“It’s no secret that businesses are struggling with skills shortages, so to overlook the growing demand for flexible working seems short-sighted, particularly in this economic climate,” he said.

Given the popularity of flexible working and the lack of real results from RTO mandates, we can expect this demand to grow in 2025, with more businesses recognising the need to offer flexible working to attract and retain their staff. 

Hybrid working models in particular are expected to become more common, helping employees maintain a good work-life balance and the ability to engage in both in-person and online social activities. However, based on past reactions from employees, the push for RTO mandates is likely to cause more resistance, though if businesses plan to compensate for this by allowing employees to work from anywhere for a set period, it could help ease tensions and make the transition more manageable.

It isn’t news to anyone that European countries often have better sick leave policies than the UK, but which ones are notorious for pulling the most sickies?

In 2024, the number of sick days taken in the UK increased by over 40% in the last three years, with stress and depression being the most common reasons.

But while the UK reports a notable increase in sick leave, several other European countries also stand out for their level of sick leave absence, whether it be due to mental health, cold-related illnesses or taking advantage of generous sick leave policies.

So, let’s take a look at the countries where sick days are taken most often.

1. Bulgaria, 22.0 days

Bulgaria tops the list for the highest number of sick days taken in 2024, with an average of 22.0 days per year. 

Bulgaria’s sick leave policy includes the employer paying 70% of the employee’s salary for the first two days. From there, the National Social Security Institute (NSSI) will pay 80% of the salary, or 90% if it’s a work-related sick leave or injury.

Compared to the UK, Bulgaria has a much lower cost of living and given that most of an employee’s salary is covered, Bulgarian citizens are likely able to afford to take more time off work when they’re unwell.

2. Germany, 18.3 days

Germany is often well-regarded for its generous sick leave policies, offering healthcare benefits and high standards of work-life balance, making it easier for employees to prioritise their health without jeopardising their careers.

So with these generous workplace benefits in mind, why does Germany have such a high number of sick days?

According to research reported by HR Lab, the common cold was the primary cause of high levels of sickness absence in 2023, such as influenza infections and bronchitis. High cases of mental health and musculoskeletal issues were also reported as well, which could possibly link back to Germany’s current labour shortage – resulting in higher stress levels and burnout.

3. Czechia, 15.4 days

Czechia follows closely with 15.4 sick leave days per year. While employees are only paid 60% of their salary, this is balanced out by being entitled to a longer sick leave period of up to 14 days.

However, it was also ranked one of the worst countries for employee wellbeing by Talint Partners Insight. Most notably, organisational culture in most Czech companies is considered to be formal and structured, with a lot of emphasis on productivity and keeping an eye on employees so they don’t slack off. 

In turn, this can create a high-pressure environment that negatively affects both employee morale and overall mental health. This, and the country’s shortage of mental health professionals could potentially be correlated with the high number of sick-related absences.

4. Norway, 14.6 days

Despite Norway’s favourable sick leave policy – where 100% of an employee’s salary is covered for up to a year – the country has seen a significant number of sick days taken in 2024.

While it’s difficult to pinpoint the exact reason for this high number, it can boil down to a couple of things.

Rachel Wilson Rugelsjøen, founder of LEVELUP HR, explains in her LinkedIn blog that Norway’s generous welfare system can create a sense of entitlement among employees, who may claim sick leave even when they don’t need it. 

Moreover, as most Norwegian workplaces want to maintain peace and unity, managers may feel afraid to challenge absenteeism, meaning employees feel free to abuse their sick leave benefits as much as they like.

5. Poland, 14.2 days

Working life in Poland is pretty standard. Employees are expected to work 40.4 hours per week, typically from 9 to 5. However, compared to other European countries, Poland was ranked second for longest working hours, falling behind Greece with 41 hours per week.

Polish employers are responsible for paying 80% of an employee’s salary for the first 33 days of sickness, which increases to 100% if the employee falls ill during pregnancy or is involved in an accident going to or from work. 

That being said, Poland was listed as the worst country for employee wellbeing by Talint Partners Insight. According to Careers in Poland, only 38% of employees reported low-stress levels, with the healthcare and life sciences sectors facing the most demanding work environments.

The pressure from long working hours, coupled with the lack of adequate work-life balance and high stress reported by workers could be contributing factors to the amount of sick days, particularly if most employees are suffering from burnout or mental health issues.

While many European countries offer generous sick leave, the reasons behind the high number of sick days vary. Whether it’s affordable sick leave, stressful work environments, or not enough mental health support, each country has its own factors at play.

Of course, the UK has its own sick leave problems as well, combined with its unfavourable parental leave policies and lack of employee engagement. But even with generous sick leave policies, other countries are still struggling with issues like burnout, mental health challenges and workplace stress, which can lead to a high level of absenteeism regardless of how much time off is offered.

Return to office (RTO) mandates dominated headlines last year, and many of them kicked in at the start of this month. But despite vocal large employers decrying remote work, exclusive Startups data reveals that full-time office-based work is still on the decline. 

In our annual survey of SMEs, we asked 531 business leaders towards the end of 2024 about their workplace model. The results show that, since 2023, the number of employers who report operating in-office five days a week has declined from 28% to 19%.

The RTO debate has sowed division among workers, who favour home working for work-life balance, and leaders, who argue the office boosts productivity. Startups’ data suggests the latter are now “having their cake and eating it too”, by embracing hybrid working instead.

Fully remote work declines in 2024

2025 marks the start of a new half-decade. But for many white-collar workers, it is also the beginning of the end for remote work. Large retailers including Asda and Boots have called staff back to the workplace after years of pyjama-clad, at-home Zoom calls. 

Amazon is among the strictest. Last September, it told admin staff that they would be expected to work in-office five days a week from January 1, although HR bosses have already admitted that there is not enough desk space to accommodate the RTO policy.

Startups’ survey suggests that small and medium-sized firms have also embraced the Great Office Migration in the past year. Between 2023 and 2024, the number of businesses describing themselves as fully remote in our survey has halved from 32% to 16%.

Hybrid work wins

While remote work might be falling out of favour, the door hasn’t yet swung shut on flexible work for Brits. With both fully remote and in-office work models declining year-on-year, Startups’ survey suggests that the big winner from the RTO has instead been hybrid work.

18% of organisations surveyed by Startups last year said they supported a blend of in-office and remote working. In 2024, that figure rose to 26%. This surge in support for hybrid work schedules could be read as a rejection of the ‘work-at-home / work-in-the-office’ binary.

By encouraging office attendance, while allowing WFH when necessary, firms can balance in-person collaboration with the autonomy of remote work; avoiding protests from staff.

BT Group and Asda have upped the number of days that staff are expected to work in-office, rather than demanding a return to the pre-pandemic style of working.

This is likely why the use of coworking spaces has also surged. We found that 12% of SMEs now operate from serviced offices, up from just 2% in 2023. Most modern serviced offices now offer flexible contracts, providing a cheaper alternative to office leases for hybrid teams.

Work from anywhere on the rise

Our findings also indicate that Work from Anywhere (WFA) is on the rise. WFA policies are a type of flexible work agreement where employees are permitted to work remotely from any location for a set period of time.

The same survey reveals that 8% of businesses now offer WFA as a perk, while 27% are considering it for the new year, up from 11% in 2023. 

Of the firms that plan to introduce WFA next year, 13% say they will allow their employees to become a digital nomad and work remotely for selected periods of time, such as during the Christmas break or summer holidays.

These employers appear to be using WFA arrangements as a similar compromise to hybrid working. By maintaining control of the policy, the business can still offer this competitive employee benefit without risking productivity and teamwork during peak business periods.

Remote work is dead. Long live remote work.

RTO mandates may have roared back in 2024, but the Startups survey paints a picture of a workplace in flux this year. Tellingly, when we asked SMEs whether they planned to change their business model this year, just 14% said no. That’s compared to 44% in the year prior. Hybrid and coworking models are booming, while the rise of WFA suggests a shift towards location-agnostic work. 

The reign of the office is certainly not over, but its dominance within the business world looks considerably smaller amid a sea of flexible work possibilities. With the race for talent also set to heat up this year, SMEs must stay adrift of any emerging workplace trends.

Starting and running a business is tough in today’s economy.

Amid the mass layoffs, declining sales and the cost of living crisis, many businesses are struggling to keep afloat and adapt to tough economic conditions.

But while cost-cutting measures sound like the obvious solution for survival, most businesses have reported prioritising other strategies, such as customer retention and exploring new markets, as key factors to getting through difficult times and long term success.

 Innovation and growth are prioritised over cost-cutting

Research from the Startups 100 for 2025 survey revealed that businesses focusing on growth and innovation are experiencing more success than those solely concentrating on cost-cutting measures.

Our study found that 52% of thriving businesses are prioritising developing new products and expanding into new markets, while 49% are focusing on customer retention.

On the other hand, businesses that have prioritised cost-cutting have seen less success. For example, companies that have implemented workplace layoffs reported only a 39% thriving rate.

But even surviving businesses are taking alternative measures to adapt to challenging conditions. Compared to last year’s focus on cost-cutting measures, 48% of surviving businesses are now exploring new markets, while 44% are looking to improve their marketing practices and customer engagement.

Customer focus and an engaged workforce are driving business success

Thriving businesses have also reported strong customer relationships (55%) and good employee engagement (52%) as key contributors to their success. Additionally, new products and effective marketing strategies were also cited as important factors.

Still, despite the change in focus, cost-cutting hasn’t been completely written off for thriving businesses. While it wasn’t the most cited factor for success, there had been a slight increase in its relevance from 2023 to 2024, with 23% of businesses highlighting cost-cutting as a contributing factor to their growth and success.

This suggests that while growth strategies and customer focus are at the forefront, even thriving businesses have had to make tough financial decisions due to economic difficulties, and that cutting costs have helped streamline operations and improve efficiency.

Which industries are cost-cutting the most?

Our research also revealed that while the finance and fintech sector was reported to implement the most cost-cutting measures (62%), a significant number of these businesses have also taken other measures to survive. Most notably, diversifying product offerings (62%), exploring new markets (57%) and improving customer engagement (57%).

Meanwhile, 50% of businesses in the hospitality industry are considering cost-cutting measures to ensure their survival, yet only up to 35% are looking into alternative strategies. 

This could be linked to the hospitality sector’s lowest optimism about the future. Only 70% of businesses reported feeling positive about future growth, the lowest percentage of the sectors we surveyed. 

From the UK’s rise in National Minimum Wage and National Insurance Contributions to new tipping laws and staff shortages, many hospitality firms are facing different challenges that are putting pressure on their ability to adapt to the current economic climate, so the lack of confidence and need for cost-cutting and survival isn’t all that surprising.

While the economy is putting a lot of pressure on businesses, those focusing on growth, innovation and keeping customers happy are doing better than those relying solely on cost-cutting. Although these measures can help and have contributed to success in some cases, most firms don’t see it as a long term solution for growth. Instead, businesses that adapt, innovate and invest in customer relationships are more likely to thrive, even in tough times.

After a dismal year of tax rises and crippling energy bills, pubs, bars, and restaurants are starting the New Year with their glasses half empty, Startups research has found.

In our annual survey of business leaders, we asked 531 SMEs towards the end of 2024 how optimistic they were about their business growth prospects in the next 12 months. 70% of hospitality firms said they were optimistic about growth about 2025, the lowest of any sector.

This shows a dip in confidence of 10 percentage points from the end of 2023, when 80% of hospitality companies told us they were somewhat or highly optimistic about the future.

Firms have been dealing with a cocktail of challenges since COVID-19. Five years on from the pandemic, our research also finds that many have yet to fully recover financially. And, with yet more obstacles on the horizon this year, their expectations are unlikely to change.

Why is hospitality struggling?

The increasingly negative sentiments of hospitality business owners, as seen in our survey results, follows years of tough trading conditions for the industry that continued into 2024.

On the world’s least-desirable menu for SMEs last year was a record-breaking rise in the UK minimum wage, despite firms struggling to raise pay. Employers in the traditionally low-wage sector have struggled to employ staff for years, resulting in record labour shortages today.

Employing staff became even more difficult in October, when the Autumn Budget triggered a rise in employer National Insurance Contributions (NICs). 

At the same time, new tipping laws came into effect that mean a fairer wage for workers, but have also decimated already razor-thin profit margins. 

Lots of firms have been forced to increase their prices or add new charges to bills in response to the move, which has diminished consumer appetite for eating and dining out at a time when many are already limiting their spending.

The results have been catastrophic. 3,000 bars and restaurants have closed or gone into administration in London alone since 2019, including the famous Brixton Dogstar.

What’s the answer?

Other industries have been quick to embrace new technologies, such as AI, to automate tasks and keep staffing costs down. 

Pub, bar, and restaurant owners appear aware of the AI boom within the wider business world. 44% of hospitality leaders told us they felt moderate to high pressure to adopt AI.

But in the traditional and customer-centric hospitality sector, the data suggests that pub, bar, and restaurant owners have reservations about how much AI will impact their business.

Most organisations are sceptical about the arrival of robot waiters. In fact, 51% of SMEs do not think that AI technology will disrupt the hospitality industry in the next three years.

Food fight due in 2025

2025 is unlikely to turn hospitality owners’ frowns upside down. Come April, the raft of tax rises announced in the last October Budget will come into effect, including another rise in the living wage and the planned rise to employer NICs.

In our survey, 16% of firms told us they did not plan to raise wages in 2025, suggesting that many are planning conservative cash flow forecasts in response to the looming wage rises.

The silver lining that many were clinging to was the planned changes to business rates. The government has previously pledged to permanently cut business rates from 2026. 

The situation must get worse before it gets better, it seems. In October’s Autumn Budget, the 75% business rates discount for retail, hospitality, and leisure SMEs was actually lowered to 40%, raising the rates bill for a significant proportion of brick-and-mortar small businesses.

Employers are waking up to the important role that an engaged workforce can have on company performance, new research from Startups shows, in findings that could finally signal a detente in the long-running boss versus worker cold war.

At the end of last year, we asked 531 SMEs to tell us what they thought had been the biggest contributors to their success in the last 12 months. 52% of business leaders named a talented and motivated workforce as a key factor.

The findings represent a 12% uplift on the same period last year, when just four in ten business leaders said that their workforce had played a role in business growth. The shift could mark the start of a new push in the war for talent.

Despite a slowdown in hiring last year, 2025 is poised for a resurgence in competition for hiring right. Almost nine in ten firms also told us they also plan to grow their teams this year.

Why have workers and bosses been drifting apart?

One cause for the boss-employee divide has been the poor economy. Last year, many cash-strapped firms ditched employee benefits to keep costs down and limited rewards and bonus schemes, leaving staff with positive performance reviews feeling underappreciated.

Research by jobs site CV-Library found that 47% of companies skipped the Christmas party in 2024 in order to save money. Of the firms that did go ahead with a festive do, one in four frugal bosses made their staff cough up for the Christmas celebrations.

Another factor has been the changing world of work. After years of embracing flexible working, many large employers have rolled out return to office (RTO) mandates to force remote or hybrid staff back to the workplace, despite employee protests.

The rapid rollout of AI in UK workplaces has also raised concerns about job displacement among workers. Large corporations have added to these fears. In 2023, IBM’s CEO last year publicly declared that the firm would stop hiring for roles he felt AI could do better.

Combined, these challenges have created a management-worker rift. In 2023, consultancy firm Gallup found that the UK had one of the least engaged workforces in the world.

Now though, as the Startups data shows that more leaders are linking employee talent and happiness to the bottom line, we will likely see a surge in initiatives designed to re-energise and re-engage the workforce this year.

Hiring boom ahead

Reflecting the growing appreciation for a talented and motivated workforce, the Startups data also reveals that a significant number of organisations are planning to increase their headcount this year.

The research suggests that many companies will put an end to the hiring pause they instilled last year. Overall, 88% of businesses told us they would recruit new staff members in 2025, with the majority (30%) planning to take on between one and five new employees.

Startups are also still prioritising team size growth. 75% of microbusinesses (firms with fewer than 10 employees) told us they planned to increase their workforce this year by up to 50%.

In fact, a significant percentage of new businesses reported highly ambitious recruitment goals. One in three business leaders told us they were aiming to double their workforce in the next 12 months, compared to just 22% in 2023.

Will you be taking on new hires in 2025? Get ready for the interviews with our guide on how to build a smooth and compliant recruitment process.

The January blues are tough. Christmas is over, the cold weather lingers and you’re back to the same old office space and home set-up. And as the harsh winter weather drags on, those long, sun-filled days by the beach start to feel like a distant dream. 

But even if your next summer holiday is a long way off, you could escape the winter cold if your employer offers a Work From Anywhere (WFA) policy. 

As demand for flexible working grows, the dream of swapping your office for a sun-soaked destination might not be as far-fetched as it seems.

What are WFA policies?

WFA policies are a type of flexible work arrangement that allows employees to carry out their job duties from any location, as long as they’re staying productive and meeting work goals. 

Unlike traditional remote work, which usually means working from home or a set location, WFA gives employees the freedom to work from different cities, countries or even other continents. It’s like becoming a digital nomad, but with more stability and knowing your job can go with you, no matter where you are.

A major advantage of WFA policies is the good level of work-life balance they offer. The ability to work from desirable locations can have a positive impact on an employee’s wellbeing and improve workforce engagement. This is because they can choose environments that help them feel relaxed and focused, particularly if they want to escape to hotter work destinations in the winter months.

Moreover, WFA policies allow employees to travel and explore new places without having to take extended time off. And, for some, working from areas with a lower cost of living can lead to better financial savings, making it an even more attractive option.

Are more companies introducing WFA?

Employers are also seeing the advantages of WFA policies, and so are offering it as part of their company benefits package. For one, WFA allows companies to attract talented employees globally, hiring the best candidates regardless of their location. Additionally, the increased satisfaction and work-life balance that come from WFA policies can lead to higher morale and lower staff turnover.

Research from the Startups 100 for 2025 survey revealed that 8% of businesses now offer WFA as a perk, while 14% are considering it for the new year. Meanwhile, 36% of companies with full-time office-based policies are planning to transition to a WFA model. This shows that more and more companies are recognising the benefits of flexibility and are adapting to the growing demand for remote and location-independent work.

And this isn’t just startup businesses – many major companies have also jumped on the trend to embrace flexibility. These include:

• Airbnb: after the COVID-19 pandemic, Airbnb introduced a WFA policy, allowing employees to work from anywhere within the UK or abroad for up to 90 days per year.
• Shopify: Shopify announced it was permanently shifting to a “digital first” company in 2022, offering employees the freedom to work from anywhere.
• Dropbox: Dropbox transitioned to a “virtual first” model in 2020, meaning employees were allowed to work from home or any other location most of the time, coming together occasionally for in-person collaboration.
• Spotify: since 2021, Spotify’s WFA initiative has given employees the option to work from any location across the world, whether it’s at home or another destination of their choice.

What are the alternatives to WFA?

While WFA policies are gaining popularity, there are several alternatives if a business chooses not to implement them. These include:

• Remote work: a more traditional option where employees work from home or another location, but with more specific guidelines. For example, a company might allow employees to work remotely full-time, but they are still restricted to a country or region due to legal, tax or business considerations.
• Hybrid work: these policies combine in-office and remote work, giving employees the flexibility to work from home on some days and from the office on others. This has become the preferred working pattern for many UK companies, with 44% of employers using a structured hybrid model, as of January 2024.
• Flexible hours: some companies offer flexible working hours, allowing employees to set their own schedules as long as they meet deadlines and attend required meetings. This gives employees control over when they work, even if they are still expected to work from the office.
• Nomadic work (digital nomad policies): these policies are similar to WFA but with more focus on long-term travel. Companies with digital nomad policies support employees who want to live and work from different countries for extended periods, typically with more defined guidelines, such as time zone requirements to ensure overlap with team hours and rules around the duration of stays in certain countries to comply with visa and tax regulations.
• Workation: a workation policy is typically a short-term agreement where employees travel to a vacation destination and work from there. The purpose is to combine work and leisure, allowing employees to experience a change of scenery and enjoy holiday-like activities while still fulfilling their responsibilities. However, the focus is often more on relaxation and taking advantage of a location, even if work is still being done.

In short, as more companies embrace flexible work options, WFA policies are making it easier for employees to balance work and travel. 

With the ability to work from different locations, employees can enjoy a better work-life balance and explore new places to tick off their travel bucket list. In turn, companies benefit from happier workers and are more likely to attract a wider talent pool. All in all, it’s about giving employees the freedom to choose where and how they get the job done.

Even if you’re not a nutrition expert, you’ve probably seen Huel pop up on your social media feeds, in influencer reviews, or maybe even in conversations about quick and healthy meals.

Well, that’s exactly what Huel is all about. Founded in 2015 by Julian Hearn, the company’s mission statement is simple – “to make nutritionally complete, convenient, affordable food, with minimal impact on the environment.”

From a small startup to a leading health brand, here’s how Huel has made a name for itself in the meal replacement industry.

Meeting a market demand

We all know the importance of eating nutritious meals. The problem is, given how hectic life can get, people often don’t have the time to prepare them, leading them to opt for fast food or unhealthy snacks. After all, nearly two-fifths of UK adults said they wished they could spend more time in the kitchen, with healthy eating being the main motivation for cooking.

“It’s quite bizarre how nearly every single foodstuff in the supermarkets is prioritised for the wrong reason,” Hearn commented. “The fundamental purpose of food is to provide nutrition. You cannot live your life if you don’t have the correct nutrition.”

It was obvious there was a clear gap in the market for people who needed quick and convenient meal options but still wanted balanced nutrition. With this in mind, Huel set out to develop a range of products made with plant-based ingredients, including protein powders, ready-made drinks, and nutrition bars.

And it’s fair to say that the products were a hit. As of November 2023, Huel has sold more than 300 meals globally. It also generated £214 million in revenue in July 2024, a 16% increase from the previous year.

Strong sustainability values

Sustainability is one of Huel’s primary core principles, achieving a B-Corp certification in 2023 for its sustainability and ethical practices.

With a strong focus on plant-based ingredients and eco-friendly practices, Huel resonated with consumers who care about sustainability and ethical sourcing, and its low environmental impact was a key selling point as well. 

However, its sustainability progress was disrupted when it was reported that its products contributed 42% more carbon emissions in 2024 compared to the previous year – equalling 3.1 tonnes of carbon for every million pounds in revenue. The company claimed this was due to “the heightened travel” as it expanded into more multi-geographical operations.

Still, Huel embeds its core values into its operations with its goal to limit global warming to 1.5 degrees, claiming that its meals contribute 50% less carbon footprint than the average US meal. It also says there is less than 500g CO2 in each of its products.

“We’ve got massive knowledge about the fields where our ingredients originate,” James McMaster, CEO of Huel stated. “We visit all the companies we buy from, and we make sure they’re ethical, make sure the taste is right, make sure the carbon footprint is as low as it can be. I think our innovation and how we do new product development is probably our strongest asset as a business.”

Strong branding and messaging

Marketing and branding are the backbone of any successful business – it’s how you stand out, connect with your target audience, and build trust that keeps customers coming back. 

Huel’s simple yet effective branding, combined with its strong message of “The Future of Food”, set it apart from other health and nutrition products – appealing to health-conscious individuals looking for a practical, no-nonsense meal. 

Its effective use of social media has enabled Huel to build a strong community, engage directly with customers and build a brand that’s perceived as down-to-earth and relatable. 

But how did they do it? We’ll break down their winning strategy below.

Relatable content

Huel’s content is relatable, fun and often humorous. Through its user-generated content, success stories and lighthearted takes on common food struggles, Huel has been able to connect with its audience on a personal level.

Huel’s relatable content in particular is a significant part of its social media success, as it’s proven to be an effective way for businesses in general to engage with their customers. In 2023, 46% of social media marketers used relatable content for the first time, while 61% of consumers say that brands with relatable personalities are the most appealing to them. 

Effective use of influencers

Huel leverages influencer marketing by teaming up with fitness and wellness influencers that match the brand’s values. These partnerships help the company reach more people while staying authentic and trustworthy, as the influencers genuinely use and believe in the product.

63% of shoppers say they’re more likely to buy a product if it’s recommended to them by an influencer. However, Huel understood the importance of choosing the right people to represent its brand. After all, an influencer who aligns with brand values and resonates with the target market will be able to connect with their followers more effectively.

Educational and transparent approach

Educational content makes consumers 131% more likely to buy a product, as it builds trust and helps them make informed decisions. When brands offer useful information, they’re able to position themselves as experts, making people feel more confident in their purchasing choices.

So while Huel’s marketing content can be fun and lighthearted, it also educates its customers about the importance of balanced nutrition and sustainability. Through blogs, videos, and social media posts, Huel offers detailed information about the nutritional content of its products and its environmental efforts. This helps them gain customer trust, showing that it cares about both their health and the planet.

Innovative marketing campaigns

Standing out can be tricky, and many businesses have struggled to do so. Even 30 of the UK’s most valuable brands have seen their value decline by 7% due to being unable to differentiate themselves from competitors.

So, how did Huel stand out with its marketing campaigns?

Innovation. 

A prime example is its “Sound of Huel” campaign, which cleverly used audio branding to develop a distinctive sound that resonated with the brand’s values of convenience, nutrition, and sustainability. These sets included product sounds that blended “human” sounds with electronic ones (e.g. synths and percussion), sounds related to preparing Huel (e.g. scooping the powder, opening the bag and shaking the ice), and three brand tracks.

The concept was inspired by the idea that food isn’t just something we eat but also something we experience through all our senses. The success of the campaign helped reinforce Huel’s innovative and modern image, while also setting them apart from competitors by leveraging something that hadn’t been widely used in the industry.

Direct-to-consumer (DTC) consumer model

The use of direct-to-consumer (DTC) models has grown significantly in recent years, with DTC commerce growing from 5% to 27% in 2023. Meanwhile, 64% of shoppers worldwide now prefer to purchase directly from a brand’s website.

Huel’s own DTC model has been a key factor in its success. By selling primarily through its website and a few select retailers, Huel is able to bypass traditional retail channels and connect directly with customers.

This also allows Huel to cut out the middleman, so it can maintain full control over its branding and customer experience. This means it can keep prices competitive and offer perks like subscriptions or special promotions directly to its customers.

Moreover, this approach gives Huel valuable consumer insights, as it helps in tailoring products and marketing to meet customer needs. Not only does this mean it can adapt quickly to feedback, but it also encourages more personal engagement, in turn building stronger loyalty in customers. All in all, this model has helped Huel stay flexible, creative and closely connected with its growing community.

Conclusion

Huel has managed to carve out a strong niche for itself in the meal replacement industry by staying true to its values of convenience, nutrition and sustainability. With a good mix of relatable content, influencer partnerships and educational marketing, Huel has successfully built a loyal customer base and positioned itself as a forward-thinking brand.

As the brand keeps growing, it’s clear that Huel’s approach to business is setting the stage for long-term success.

We all know that starting and running a business isn’t easy by any means. It takes grit, creativity and the ability to tackle challenges and grab opportunities as they come.

It’s easy to feel lost or stuck along the way, and sometimes we need a fresh perspective to keep moving forward. 

Luckily, many experienced business owners and entrepreneurs have shared their stories and insights by noting them down and publishing them. 

With that in mind, we’ve rounded up our top 5 business book recommendations – each one full of tips and wisdom to help you along your entrepreneurial journey.

The Stability Strategy, Matt Harmsworth

Running a business can be unpredictable, to say the least. One moment everything is running smoothly and you’re raking in great profits, and the next you’re struggling with cash flow, your team is unmotivated and it feels like you’re constantly putting out fires instead of focusing on growth.

Time can become scarce as well, and work-life balance seems impossible to maintain as you juggle everyday challenges, leaving you feeling overwhelmed and stretched thin.

This is something many business owners can relate to, and that’s exactly what Matt Harmsworth’s book is designed to help with. 

As an entrepreneur with over 30 years of experience, Harmsworth believes that these frustrations lie in a lack of strategic guidance and mentorship. That’s why his book is designed to help leaders navigate the ups and downs of entrepreneurship, offering practical advice to build resilience, explore new areas for growth and maintain personal and financial stability.

She Thinks Like a Boss: Leadership, Jemma Roedel

This one is for the aspiring female leaders out there. 

We don’t want to say it’s a man’s world, but given how male-dominated the business landscape is, it’s difficult for women to find equal opportunities, be taken seriously and have their voices heard without being hostile or apologetic. That, and the dreaded imposter syndrome can make it even harder to get ahead.. 

This is exactly what Jemma Roedel tackles with She Thinks Like A Boss. Drawing from her experience as an entrepreneur and mentor, Roedel shares tips for overcoming fears and doubts, building a strong workforce, negotiating effectively and most importantly, finally eliminating imposter syndrome for good.

Entrepreneur Revolution, Daniel Priestley

Do you dream about becoming an entrepreneur, but just haven’t quite found the courage to take the first step?

Well, Daniel Priestley’s Entrepreneur Revolution book is here to give you the push you need, offering the tools and mindset shifts needed to turn those dreams into reality.

Priestley is the co-founder of Dent Global – one of the world’s largest business accelerators, helping entrepreneurs build strong personal brands and grow their businesses. With his hands-on experience and fresh approach, Priestley’s book covers all the essentials needed to get started as an entrepreneur, including finding the right business and turning negatives (e.g. layoffs and recession) into entrepreneurial opportunities.

How To Fall Back In Love With Your Business, Adrian Peck

When times are tough, you might start to wonder why you bothered starting a business in the first place. The passion and excitement you once had are replaced with frustration and burnout, and the mission you had for your business seems out of reach.

Adrian Peck’s book is all about helping you rediscover that passion and enthusiasm for your venture. Taking from his own experiences as a business coach and consultant, Peck addresses common challenges faced by business owners, such as loss of motivation and the daily grind that can lead to feeling like a disengaged employee, rather than the dedicated boss you set out to be.

To tackle this, the book introduces the Seven Steps to SECCESS® Strategy – a methodology offering actionable strategies to help get your mojo back, including achieving results through teamwork, assessing and driving performance, effective scaling and more.

The Rise Of The Female Entrepreneur, Lyndsey Meredith & co

Sometimes, the best advice and inspiration come from the real-life stories of others. You’re not alone if you’re facing problems in your business, so hearing from someone who says “I’ve been there” can be extremely liberating.

Personal stories and experiences can be great reminders that every entrepreneur faces challenges, and more often than not, the biggest breakthroughs come after overcoming tough times.

That’s exactly what The Rise Of The Female Entrepreneur offers. Sharing the stories from 23 female founders across different industries, Meredith & Co’s book highlights the achievements, challenges and experiences, offering a behind-the-scenes insight into what it really takes to succeed as a female entrepreneur. 

Meredith, a Visibility & Personal Branding Coach, compiled and published these stories to coincide with National Women’s Day, as well as to celebrate the resilience and innovation of female entrepreneurs. She also works to help businesses build and leverage personal brands that resonate with their target audience. 

No matter where you are on your business journey, these books are packed with valuable insights, practical strategies and inspiring stories to keep you motivated and on track. Whether you’re looking for guidance, fresh ideas, or just a reminder that you’re not alone, these books have got you covered to help you grow, thrive and reignite your passion for business. 

Want more inspiration? Check out our winners for the Startups for 100 2024 Index to see which businesses are leading to way in entrepreneurship, and get some fresh ideas for your own venture.

Technology is fast. What was once considered revolutionary and groundbreaking can become outdated and irrelevant in a matter of years.

For businesses, this creates constant pressure to adopt new technology to stay competitive. As a result, tensions may push them into adopting them without proper planning or implementation, leading to serious risks in the long run.

The most adopted technologies in 2024

According to statistics by Business Dasher, cloud technology and artificial intelligence (AI) are considered to be the top technologies that impact business positively. 50% of organisations believe cloud technology gives them a competitive advantage, while 44% think AI/machine learning will be advantageous.

Additionally, 98% of companies worldwide use cloud services, including software-as-a-service (Saas) applications and cloud-native networks. 67% also plan to increase their investments in cloud computing in the upcoming years.

AI adoption for UK businesses has seen an increase as well, with 68% of large companies using it compared to 15% of small businesses. The IT and legal sectors have embraced it the most, with 30% of organisations using it for everyday operations.

But despite AI’s evident popularity, many small businesses and small-medium enterprises (SMEs) don’t believe it will totally disrupt their industries. Our Startups 100 for 2025 survey revealed that 30% of UK businesses predict no disruption from AI, particularly from those in the Consulting and Services sector (70%), suggesting a high level of confidence in stability or less reliance on AI operational structures.

Technology tensions for businesses

Further research from the Startups survey found that a significant 82% of UK businesses are experiencing pressure to adopt emerging technologies, the majority of which (31%) reported feeling “moderate pressure” to do so. 

Businesses in the technology and software industry reported high pressure (23%), given the highly competitive nature of the sector. Meanwhile, 22% of hospitality businesses also reported increased pressure. This suggests that the industry is facing urgent demands to adopt technologies to improve certain aspects, such as customer experience, online booking systems, personalised services and contactless payments.

Older businesses are feeling the strain too, with 22% of 4-year-old organisations reporting high pressure to adopt new technologies. This could boil down to these businesses reaching a critical point in their lifecycle where there’s a need to scale and integrate more advanced technologies to stay competitive.

The risks of adopting new technologies

Introducing new technologies to a business can be appealing. After all, it can help enhance the customer experience, improve business communications and provide valuable data to make informed decisions. However, it can come with serious risks if not planned or implemented properly.

Take AI as an example. In 2023 alone, 39% of UK businesses adopted it into their operations. However, over a third later reported that their AI projects had failed in the first 12 months. While there are several explanations for this, the pressure to adopt AI technology can play a significant role in intensifying the risks.

But what do businesses risk if they’re pushed into implementing new technologies? A few examples include:

• High costs: Adopting new technology often requires a large upfront investment. If a business jumps into this without proper planning, this can lead to a lot of financial strain and harm to its profit margins. Before making this commitment, businesses should first assess the return on investment (ROI) of the technology to determine how it aligns with business goals and operations.
• Resistance to change: Failing to properly communicate new technology can harm a company’s organisational culture, as it’ll cause a lot of disruption and disgruntled employees who may resist the change. To avoid this, businesses should openly communicate this change and the reasons for it, or consider training programs to get their workforce on board for a smooth transition.
• Security concerns: Customer data is paramount and if businesses fail to protect it, their reputation can become seriously tarnished. Moreover, if a new technology adoption doesn’t properly secure data, there’s the risk of breaching data regulations, such as the General Data Protection Regulation (GDPR). Any new technology implemented (e.g. a customer relationship management (CRM) system), should have robust security measures and adequately protect sensitive information.

Given the significant number of UK businesses reporting pressure to implement emerging technologies, this poses the risk of jumping into adoption, which can ultimately damage their stability. While innovation is important, businesses should remember that such a significant commitment shouldn’t be made for the sake of pressure. New technology must be planned carefully so that it can provide a suitable ROI and help businesses gain that all-important competitive edge.

After a crazy month of office work do’s and festive jumper meet-ups in December, January is a quieter month for networking. But it’s also a fantastic time for wannabe entrepreneurs who want to start the New Year as they mean to go on: by leaning fully into building a business.

For those who want to start a business in 2025, there are plenty of workshops and seminars in UK cities to help you develop key skills. And, towards the end of the month (once we’ve all recovered from the Christmas hangover) the networking calendar starts to look very busy.

Below, we’ve listed over 50 get-togethers around the UK that will help you wipe away the January blues. Each one is completely free to attend. We’ve also organised the full list by closest cities to help you get on the guest list that’s nearest to you.