In the latest wave of trending beauty treatments, LED masks have been taking over TikTok feeds and bathroom shelves everywhere, with many promising glowing skin after just a few minutes of light therapy a day.

But it’s these bold claims that have led the Advertising Standards Authority (ASA) to ban several advertisements for the products. According to the ASA, some online ads were found to imply medical-level results without the clinical evidence to back them up.

The crackdown is a stark reminder that brands need to be careful about what they claim when selling online. 

Why are ads for LED masks being banned?

As part of its ongoing crackdown on misleading advertising, the ASA recently ordered the removal of multiple LED mask ads that made unauthorised claims about treating skin conditions like acne and rosacea. 

The rulings specifically cited a breach of CAP Code rules, which are used by the ASA to govern medicinal and medical claims for unauthorised products.

One business shared before-and-after images on its website, showing a woman’s forehead — the first with acne, and the next without — alongside the caption: “By week three, my acne had disappeared”.

Meanwhile, social media ads posted by other beauty businesses were taken down for similar claims. One video in particular featured a woman using an LED face mask with the caption: “Finished with the blue light to help treat my acne and scars”.

In its ruling, the ASA stated that “no medical claims could be made for the product, whether or not such claims appeared in customer testimonials.” 

It’s just one in a series of crackdowns from the authority, as it attempts to tackle the myriad of new healthcare “cures” cropping up online.

In July, the advertising watchdog previously released several new rules on another emerging medical product, weight loss injections. Online pharmacies are no longer allowed to run adverts for weight loss injections unless they are part of a wider service (such as consultation and prescription), following several breaches of advertising rules.

Other cases have made headlines in recent years. Last year, an episode of Dragons’ Den was edited after complaints that a pitch promoted “unfounded” claims. Ear Seeds founder, Giselle Boxer, said her product helped her recover from myalgic encephalomyelitis (ME).

What are the risks of selling healthcare products?

Cases like these reflect a wider issue of businesses exaggerating or misrepresenting the effectiveness of healthcare products when selling online, particularly as so many new product categories are emerging rapidly onto the market

For online stores and dropshipping businesses, selling healthcare products comes with many risks beyond regulatory scrutiny.

Making misleading claims in marketing leads to non-compliance with advertising and product safety, which can ultimately result in fines, legal action, or having product listings removed.

It’s similar to the risks of selling counterfeit or substandard food products, which can cause harm to consumers. A notable case from July involved the Food Standards Agency (FSA) discovering that several Dubai chocolate products didn’t contain legally required allergen information.

This not only carries legal consequences but can also severely damage reputation and customer trust. Negative reviews or viral social media can amplify these risks, potentially affecting sales and profit margins long after regulatory action has ended.  

How to sell healthcare products safely

When promoting LED masks and other healthcare-related products, transparency and legal compliance must be prioritised.

As reported by the Daily Mail, Izzy Dharmarisiri, Media Relations Officer at the ASA advises: “When it comes to skincare and health treatments, it’s important that advertisers don’t blur the line between cosmetic benefits and medical claims.”

“People should be able to trust the ads they see and hear. It’s important we act to protect people who may be vulnerable and seeking genuine solutions to medical problems.”

This means avoiding medical claims that could be considered misleading by regulators — such as, in the LED mask case, “curses acne”, “treats rosacea”, or “reverses ageing”. If a product is legally classified as a medical device, it must meet strict regulatory standards. Products only claiming general cosmetic benefits have fewer regulatory hurdles.

Certain products must also be registered with specific regulatory bodies and laws, including the Medicines and Healthcare products Regulatory Agency (MHRA) FSA, and the UK Cosmetic Regulations (UCR). All products sold in the UK must also meet specific safety standards and often bear the UKCA mark to confirm regulatory compliance before being sold to consumers.

Working with reputable suppliers, especially for firms that don’t handle inventory directly, helps guarantee that products are genuine, safe, and comply with UK regulations.

The ASA ruling is a reminder for ecommerce firms not to jump onto trends blindly. Make sure to research all of your product listings and check all legal and regulatory requirements before marketing them, so you can keep your customers safe and your business compliant.

New research suggests that as many as 81% of UK employers believe that cost cutting has damaged the culture in their workplace. 

As professionals argue that “culture rot” – or the slow erosion of what made their company successful – is having a profound impact, over 80% of bosses have noticed it “creeping” into their office; while 28% recognise early warning signs that it is starting to infiltrate. 

With the Autumn Budget impending, the cost of living crisis grumbling on, and many businesses nervous of the future (especially in hospitality) belts are being tightened. But with what impact on staff? 

Worrying symptoms

The data comes from global talent solutions partner Robert Walters and reveals that declining morale is pervasive in workplaces across the country. 

Professionals pointed to limited incentives or rewards (41%); poor collaboration across the company (36%) and unclear or broken-down communications (23%) are the three biggest red flags that a company is ailing. 

“Culture rot is the silent threat currently impacting business productivity across the UK,” comments Lucy Bisset, director of Robert Walters North.

“When company values erode and morale dips, businesses lose their edge. This isn’t a case of dramatic failures, instead, success is slowly diminished through everyday disengagement, declining incentives and broken communication loops.”

Staff underwhelmed by financial rewards

One of the biggest sticking points for employees was that while 69% of professionals were eligible to receive bonuses this year, only 37% were happy with the bonus they received.

This reflects a wider scaling backing of benefits packages with 76% reporting that they have been impacted. 

Bisset states that “comprehensive reward strategies are the backbone of a successful company culture,” and that businesses that cut them will see a rapid decline in productivity and quality of work.

Employees not aligned with core values

The report also suggested that 86% of employees don’t feel aligned with their company’s core values and workplace culture. This is despite 71% saying that these are essential factors they consider when applying for a job.

When things go wrong, it can then also be a factor in an employee’s decision to look elsewhere.  According to a recent report from Pearn Kandola, three-quarters of UK professionals have admitted to leaving a job due to issues with workplace culture.

As many businesses concentrate on survival, their focus has moved away from growth and innovation. However, says Bisset, this can then mean that they lose their key players’ and that can have a huge impact on their business’ future.

She concludes that, “good culture isn’t just branding or a ‘nice to have’ – it’s a powerful performance driver and not something that can be reduced in aid of balancing budgets.”

More than 340 hospitality businesses have signed a letter to Rachel Reeves just weeks ahead of the Budget to urge significant intervention to support the sector.

The signees are some of the biggest hitters in the industry. They include Marston’s, which operates more than 1,300 pubs, plus its rival Stonegate, the owner of Slug & Lettuce. Other signatories include Wagamama, Butlin’s, and notable hotel chains like Marriott.

The group argues that the hospitality sector needs some relief as rising business rates, increasing goods costs, and difficulties in recruiting are all impacting confidence.

What does the letter say?

The letter, which came from action group UKHospitality, has a core message: “…deliver change for hospitality at this Budget so that we can get back to growth”.

It continues: “Many businesses have either closed or cancelled planned expansion. Young people and those who work part time have seen their opportunities narrow and the benefit bill has grown as a result. Towns and rural and coastal areas have been hit harder than the big cities due to the prevalence of hospitality. Consumer prices have risen.

“We are asking for urgent action at the Budget, so we can support your goals to get young people and the economically inactive into work, regenerate high streets and boost tourism and, ultimately, drive economic growth.”

A turbulent few months

The signatories also claim that there have been more than 80,000 jobs lost since the last budget, which they say has caused hospitality to be “taxed out” – and some businesses taxed out of existence.

Kate Nicholls, Chair of UKHospitality, said the last Budget was “devastating”. “Business closures, job losses, curtailed investment, consumer price rises and lost opportunities for young people are all direct impacts of the choice made to inflict £3.4bn of additional annual cost”. She added that, “without action, we will see these impacts continue and intensify.”

The Government is currently reviewing licensing laws for pubs – and this will bring some relief – but the response has been that even more is needed, especially as costs of staffing and premise are rocketing.

What does the industry want?

The letter states: “We are asking for urgent action at the Budget, so we can support your goals to get young people and the economically inactive into work, regenerate high streets and boost tourism and, ultimately, drive economic growth”.

The signatories ask for lower business rates. This is for businesses across the scale – as they are asking for the maximum discount for hospitality properties under £500,000 (rateable value) but also no penalty charge to larger hospitality properties.

At the end of last month, experts warned that there could be a £1bn increase in business rates in April and this will cripple some businesses.

The second ask is for National Insurance Contributions from employers to be frozen, in order to boost jobs “through targeted support for employers hiring young people and those returning to work”. They are also encouraging the Chancellor to cut VAT on hospitality “to drive investment and make us more competitive with European counterparts”.

With the Budget creeping ever closer, this letter is hoped will have an impact – but businesses are also bracing for a negative impact.

The Government has announced that, pending approval from MPs, it will increase several important Intellectual Property fees from April 2026. 

Exact costs have not yet been confirmed. However, the Intellectual Property Office (IPO) said the fees will increase by an average of 25%. For example, a patent search will now cost £200, up from £150, while a trademark application will increase from £170 to £205. 

According to the IPO, the change has been proposed to help the organisation better invest in its systems. It also reflects rising prices across the UK. In a statement, the IPO added that “the proposed 25% increase allows us to address the 32% rise in inflation since 2016.”

What do businesses need to do?

At the moment, the fee increase isn’t set in stone and fees won’t come in until next year. However, the IPO has said that it will publish full guidance early next year to help customers whose fees may be due around the time of the planned changes.

However, when the changes come in, they will impact both patents and trademarks. Trademarks tend to be logos or symbols representing a company while patents are used to protect a business’ creations and offer the exclusive right to make, use, or sell that invention for a set period, which is usually around 20 years.

In this period of consultation, businesses who regularly file trademarks or patents need to budget for a potential price increase. This is far more preferable than not protecting their IP. 

Why IP protection is important

For many businesses, especially those designing their own products, IP has taken on more importance in recent years with the proliferation of copycat designs. 

We reported last month about businesses who are trying to fight platforms including Temu and Shein, when they have found similar, if not identical, designs to their own online. 

While they have been trying to get designs taken down, many business owners face the frustration that others are appearing just as quickly. 

Enforcing IP across borders is incredibly difficult and isn’t helping business owners in this situation without huge costs. But owning your IP lends businesses protection in the UK. 

It is also a way of winning customer confidence in their products as businesses can prove that their designs are original and therefore made to standards. This is their best line of defence against mimicry but also a way of building their client base. 

Around 680,000 out of the UK’s 5.67 million SMEs are actively planning to relocate themselves, their businesses, or both due to the current tax burden, according to a new report. This is around one in eight enterprises.

This worrying statistic comes from a poll by Rathbones, one of the UK’s leading wealth and asset management groups. It reveals that nearly two out of three (63%) SME owners and bosses believe the government does not do enough to encourage business growth in the UK. In fact, 42% actually state that they believe that the Government is unsupportive.

With concerns that the Chancellor is going to raise the tax burden on businesses, the data reflects leaders’ nerves around the upcoming Autumn Budget.

Why are businesses considering leaving?

According to Rathbones, the main driver for businesses contemplating moving abroad is the prospect of a higher tax burden. Some businesses – especially in hospitality – are already struggling with rising employment costs following last year’s hiked National Insurance rates.

The poll supported this, saying that 36% of respondents report that increases to Employers’ National Insurance and the National Living Wage have “moderately or significantly affected” their businesses. 43% say tax changes have had the biggest impact on their business.

While it is a small percentage considering leaving – disillusionment about tax levels is shared by many. More than a quarter of business leaders say that while they are not planning on moving overseas, they are concerned about the tax environment.

What do businesses want?

Nearly half of the respondents (49%) say that tax breaks to encourage business growth and staff hiring are top of their wishlist. A further 25% support incentives for business owners to take risks while 21% favour rewards for business success.

Senior Financial Planning Director at Rathbones, Ade Babatunde, says: “SME owners are sending a clear message: they feel let down by current government policy.

“With nearly two-thirds saying not enough is being done to support business creation and growth, and many citing tax changes and rising employment costs as major challenges, it’s no surprise that confidence is waning.”

Where are businesses going?

Among the business leaders interviewed who were considering an overseas move – Ireland was the top destination with 26% of the vote, while Dubai came a close second with 21%. The US also got a mention, though the visa hike is sure to put many off.

As we reported last month, Dubai is actively courting entrepreneurs with no personal income tax and a corporate tax that is also considerably lower than the UK. It has also set up a Golden Visa scheme for long term residence as the state tries to encourage growth in its real estate, retail, logistics, and tourism industries.

The reported exodus, which the Government says has been vastly inflated, is being driven by the Government’s decision to scrap special tax privileges for non-domiciled residents in April. The loophole allowed these residents (whose domicile or home is another country) to avoid UK taxes on overseas earnings for up to 15 years.

However, one high profile leaver is Nik Storonsky, the co-founder of Revolut, who is reported to have moved to the UAE because of the licensing issues he has faced in the UK when trying to win its UK banking license.

Whatever the reason for which entrepreneurs are making the final decision to move, the poll reflects a wider confidence issue. Founders are shouting that present conditions won’t allow them to grow and innovate; something they desperately hope the Budget will address.

As we approach the end of 2025, small businesses across the UK continue to battle rising costs on multiple fronts, from supply chain inflation to tax burdens. And, as a result, many businesses have had to raise prices to reduce the pressure on profit margins.

For some, raising your prices is a matter of do or die, but how does it actually sit with customers? According to a recent YouGov survey, consumers increasingly prefer straightforward price rises over feeling subtly shortchanged.

While some businesses try to absorb cost pressures by shrinking product sizes, a tactic known as “shrinkflation” (looking at you, Freddo), data suggests customers would rather pay more than get less for the same price. Transparency, it seems, still comes out on top.

Why price rises are hitting businesses

Businesses are facing an onslaught of rising costs. Supply chain inflation is pushing up the price of raw materials, while employees expect higher wages across most sectors. At the same time, increased employer NICs and tax hikes mean staff are already more expensive.

These challenges are even more acute for sectors with complex or large supply chains, such as hospitality, food production and ecommerce. Here, even small fluctuations in ingredient or shipping costs can ripple through the entire operation, leaving little room to maintain previous pricing without sacrificing something, like product size or quality ingredients.

Yet despite these pressures, customer expectations haven’t dipped. Consumers still want value, fairness and consistency.

So for many businesses, the question isn’t whether to raise prices, but how to do so in a way that remains profitable without alienating loyal customers. Planning the timing and scale of price increases has therefore become essential in maintaining that careful balance.

What the YouGov data means for your customers

YouGov’s poll asked 4,223 UK adults how they think companies should respond to increased production costs.

More than half of respondents (51%) say they would prefer a price increase if it means the product stays the same size. Only 15% are comfortable with shrinkflation, highlighting just how much of a bad rap the phenomenon gets.

The findings point to a clear preference for transparency. Customers would rather be told the truth than feel duped, and clear explanations about rising costs can make the difference between a frustrated customer and one who stays loyal to the brand.

Smaller firms, in particular, often rely heavily on customer relationships, and the data shows that honesty, even when it’s bad news, can help preserve those relationships.

How to raise prices without losing customers

If you need to raise prices, the first step is to figure out where expenses have increased, how margins are affected, and what level of price adjustment is actually needed.

Equally important is avoiding the tactics customers dislike. Shrinkflation may seem like a quick fix, but it ruins trust and leaves a bad taste with regulars who will notice slight changes in portion size or ingredient quality.

Likewise, dynamic or surge pricing feels unpredictable. Understandably, this won’t sit right with customers who are also feeling the cost-of-living pinch. Instead, keep your products consistent and explain honestly why prices need to change.

When communicating the rise, be upfront. Outline the cause and reassure customers that quality and value are your priorities. Many customers are more understanding than businesses expect, as long as they don’t feel misled.

Once the increase is in place, monitor feedback. Look at sales patterns, social media, and review sites. If something isn’t landing well, adjust accordingly.

Ultimately, transparency is the safest bet. Well-explained price rises both preserve trust and allow businesses to navigate tough economic conditions.

Learn more about the best pricing strategies to employ in your business in our complete guide, updated for 2026.

Among business owners, tensions are high in the run-up to the Autumn Budget, according to a new report.

The survey of hundreds of company owners reveals that almost four in ten expect to have to make redundancies over the next 12 months, to cushion the possible financial blow of further tax rises.

The widespread unease across UK business owners was partly triggered by last year’s Autumn Budget, which increased employer National Insurance rates, leading to hiring slowdowns and tighter margins.

Understandably, business owners are waiting in anticipation for this year’s changes. Will the 2025 Budget have the same bleak impact, or offer some much-needed relief?

Redundancies on the horizon

S&W’s The BOSS (Business Owners Sentiment Survey) report surveyed 500 UK business owners with turnovers of over £5m.

The report found that 37% of business owners expect to make redundancies and 39% foresee a hiring freeze, reflecting an ongoing crisis of confidence as businesses struggle to bounce back a year on from last year’s Autumn’s Budget.

Chancellor Rachel Reeve’s 2024 financial statement saw tightened fiscal policy, which raised employment costs. Notably, increased employer NICs have impacted businesses UK-wide, with sectors such as retail and hospitality facing additional strain.

Toby Tallon, Tax Partner at S&W, said the research sent a clear message to the Chancellor ahead of the November 26 Budget. “Further tax rises on risk-takers and wealth creators could drive more of the UK’s most successful businesses and owners out of the country.”

Business owners eye overseas moves

Confidence among UK business owners has dipped so sharply that many are now considering leaving the country entirely. The report shows that 41% of respondents would think about moving their operations abroad if November’s Budget bears more bad news.

Several proposed changes are fuelling thoughts of a mass exodus. Around 40% of business owners cite the proposed extension of inheritance tax to pensions from April 2027, while 42% point to impending cuts in business property relief and agricultural relief.

Together, these shifting policies have many entrepreneurs questioning whether the UK still offers a stable, competitive environment for growth.

For those already navigating high costs, tighter margins and ongoing economic uncertainty, the threat of further tax rises makes relocation a realistic survival move, rather than a dramatic last resort.

What’s causing uncertainty among business owners?

The drop in confidence among UK employers can largely be traced back to recent tax policy changes. This, combined with rising operational costs, supply chain pressures, higher wage expectations and ongoing skills shortages, makes long-term planning increasingly difficult.

These pressures are already visible across the country, with insolvency levels continuing to climb. Hiring stalls are now also spreading beyond sectors like retail and hospitality, to impact industries like communications and healthcare.

And with so many businesses on the brink, industry groups are urging the Chancellor to deliver a pro-growth, pro-enterprise Budget. They argue that stability, supportive tax policy and targeted relief can help restore confidence, avoid redundancies and ensure the UK remains a habitable environment for SMEs.

“[In this month’s Budget] we need bold policies that give entrepreneurs confidence and keep Britain open for business while staying fiscally responsible”, Tallon stresses.

Last week, the landmark Employment Rights Bill continued its journey through Parliament after the House of Commons rejected all the amendments proposed by the House of Lords.

These contested amendments included proposals on day-one unfair dismissal rights, reforms to zero-hour contracts, and trade union rules – issues that employers have been watching closely because they could directly affect hiring practices in the UK.

Now that the Bill remains in parliament, business owners are once again waiting for clarity on when these laws will take effect and what the final requirements will be.

What just happened in Parliament?

The Employment Rights Bill is still progressing through Parliament, but last Wednesday the Commons rejected several amendments proposed by the Lords which would have significantly watered down the Bill. 

As outlined in our Employment Rights Bill timeline, by 2027, the previous iteration of the Bill would have made it mandatory for employers to guarantee workers on zero-hour contracts more predictable hours. Employees would also be able to take their bosses to tribunal for unfair dismissal from their first day of employment. 

But on October 28th, the Lords voted to amend these proposals, and insisted on a six-month qualifying period for unfair dismissal protections instead.

The Lords also voted to introduce amendments to the move to automatically sign up trade union members to pay a political levy, and voted to maintain the current 50% turnout requirement for an industrial action ballot among trade union members.

As the Commons rejected all of the Lords amendments, the entire bill has now entered a game of ‘parliamentary ping pong’, which, funnily enough, is the technical term. 

Why does it matter for small employers?

The Employment Rights Bill had been lauded as a ‘once in a generation’ opportunity to overhaul working policies in the UK. In September, analysis by a leading thinktank revealed that the Bill would lead to greater protections for more than a million workers.

But, while it offered a host of measures to make work fairer, safer, and better paid for workers, employers have been watching closely due to the impact it would have on HR.

SMEs in particular have been anticipating making changes to contracts, policies, and onboarding processes to remain compliant with the expected changes to employment law as they are introduced in the upcoming years. 

Charlie O’Brien, Head of People at Breathe HR, said the delays made it difficult for employers seeking clarity on the future of hiring. “While the Bill has the potential to strengthen workplace protections, this ongoing limbo creates real challenges for small businesses and HR teams already grappling with myriad pressures”, said O’Brien.

“Until the political wrangling ends and the final shape of the law is confirmed, employers and HRs are left in the dark – unable to plan, invest, or prepare with confidence.”

If the Bill were successfully passed, employers would need to make accommodations for flexible working requests, offer zero-hour contract workers predictable hours, and also be prepared for employees to take paternity and unpaid parental leave from day one of the job.

Of course, these are major changes to how we work. Most employers would have already begun working towards these changes, and are now left in the lurch. 

Will the Employment Rights Bill go ahead?

In a bid to protect employers, the Lords turned down the measures they felt were too burdensome on SMEs. Yet in doing so, there is now a lack of clarity on where bosses stand. 

The Bill will return to the Lords this Friday for further deliberation, where peers will reconsider. If they can agree, then Royal Assent could still be achieved this month. But if they struggle to reach an agreement, bosses might face confusion into and after Christmas.

The Bill will not become law until the final wording by both Houses has been agreed. In this period of uncertainty, we’d recommend employers monitor any updates closely until the Government can call time on its game of ping-pong.

In yet another wave of mass layoffs, tech giant Amazon has recently announced its plans to cut 4,000 of its global workforce.

However, the company’s rationale behind this significant move has caught the attention of the business world. CEO Andy Jassy says the decision isn’t because of finance or artificial intelligence (AI) — but company culture. 

But given the company’s highly publicised positive workplace environment, the move begs the question about whether using culture as a reason for redundancies is fair — or if it’s only going to land businesses in hot water legally. 

Amazon claims redundancies are because of “culture”

According to CNN, the company’s announcement wasn’t due to cost-cutting or AI technology. Instead, it was around organisational culture.

Speaking on Thursday’s earnings call, Jassy said that the company’s current number of employees can “weaken the ownership of those that you have who are doing the actual work”, leading to a slowdown in leadership. 

“We are committed to operating like the world’s largest startup, and…that means removing layers,” he continued.

However, just two days before, Amazon announced that its organisational changes were more about staying “nimble” in preparation for AI advancements. 

Amazon’s latest revelation comes in the wake of mass layoffs and the “cut-throat” culture in tech companies this year. The announcement comes nine months after Meta revealed plans to cut 5% of its workforce, specifically targeting roles the company believed were underperforming.

“Culture” cuts put Amazon’s ethos in the spotlight

This is far from the first time Amazon has announced mass layoffs.

However, its latest decision to cut employees to improve its culture casts a new light on the company’s long-standing reputation for its high-pressure and results-driven workplace.

This is reflected in the company’s global staff turnover, which, according to The Morning Star, is at 150% — meaning the number of employees leaving the company is higher than the total number of employees.

Many people point to the tech giant’s alleged toxic culture for this high number.

It was reported that some employees have suspected that the company’s new return to office (RTO) mandate — which requires staff to work from the office five days a week — is part of a quiet firing plan. This includes managers reportedly being instructed to assign lower performance ratings to employees who don’t comply with this policy.

Amazon layoffs: lessons for small businesses?

Sometimes, letting people go is unavoidable, but cutting staff over “culture” can backfire. It can harm morale, lead to lower employee engagement, and risk reputational damage. 

It can also lead to serious legal issues, as terminating employees for vague cultural reasons can lead to employment tribunals for unfair dismissal or discrimination.

Ultimately, small businesses should only consider redundancies when there’s a clear and objective reason for reducing staff, such as financial strain, operational changes, or just terminating roles that are no longer needed. 

However, Jassy’s comments suggested the layoffs were aimed at streamlining operations, that a larger workforce and excessive layers can “weaken the ownership” of employees doing the actual work and “slow down” the leadership team.

Whilst UK SMEs operate on a vastly different scale, the Amazon situation offers a critical takeaway: clarity and efficiency in team structures are essential for growth.

For small businesses, the risk isn’t about having too many layers, but ensuring every hire has a clear, valuable role and the authority to execute it effectively.

Last week, professional networking platform LinkedIn unveiled its “Top Startups” lists for 2025, one of which showcased the most promising and fastest-growing ventures in London.

However, this year’s lineup raised a few eyebrows on the platform. Some users flocked to the comments to argue that the companies on LinkedIn’s list are not true  “startups”, but already seasoned enterprises in the industry.

Whether a company qualifies as a startup or not depends on who you ask — and that’s exactly why LinkedIn’s latest list sparked so much debate. So what makes a startup in 2025?

What are LinkedIn’s Top Startups lists?

Every year since 2017, LinkedIn has released multiple “Top Startups” lists, offering an annual ranking of emerging companies that are disrupting industries, growing rapidly, and attracting top talent.

Each list uses real data from the platform — covering metrics such as employee growth, jobseeker interest, and engagement — to rank the fastest-growing and most promising businesses on the platform.

For London, this year’s list featured prominent names across different industries, including ElevenLabs, Allica Bank, Connectd, Swap, and Fuse Energy.

The overall UK list also named multiple Startups 100 Index alumni as rising stars, including this year’s winner Lottie, as well as Sona and MAGIC AI.

Critics say LinkedIn’s “startups” are too big to count

LinkedIn’s methodology for its 2025 list measures startups based on four pillars — employment growth, engagement, job interest, and attraction of top talent.

Interestingly, this judging process appears to define the most successful startups as companies that are growing and hiring quickly. 

But critics argue that, by favouring companies that have invested heavily in talent acquisition, this means the platform is featuring listees that are well-established companies — not startups.

“A startup is less than 10 staff and just getting funding. These are medium-sized businesses,” one user wrote. “LinkedIn doesn’t seem to know what startups really are.”

Another founder and CEO commented: “These are established companies in the tech sector. Not startups. Congrats to them all, but I think the selection process guidelines missed the mark.”

What defines a Startup in 2025?

Many of us might think we know what the average startup business should look like. But there aren’t any specific rules for what defines a startup, or even for when it officially becomes an established limited company.

Experts point to factors such as an early-stage business plan, a small team, and still developing a product-market fit as things that make up a startup. Meanwhile, Digest Pro cites other factors, including a lack of growth vision and an absent company culture.

Some commenters are on the same page, with one defining the term as a company “often under 10 people, navigating the first rounds of funding, and shaping its identity”. 

By this thinking, the commenters seem to be arguing that the companies featured on LinkedIn’s list are instead scale-ups. Scale-ups can be described as ventures that have moved beyond the startup phase to achieve rapid growth in both revenue and headcount.

In the Startups 100 Index, we have our own criteria to define eligibility. Leaning toward the early-stage nature of startups, our entrants must simply have formed in the last five years, which can occasionally result in spin-outs and scale-ups making the list. 

Clearly, “startup” isn’t a one-size-fits-all label. While age, size, and funding stage give some guidance, a lot of it comes down to perspective. And if a company still feels it’s finding its feet, it’s perhaps up to its leaders, not outsiders, to decide whether it’s ‘fully-fledged’.

Last week, Skills England launched a set of free tools to help businesses adopt AI. It’s part of a broader effort to close a growing skills gap with the technology, and reportedly has the potential to unlock up to £400bn in growth over the next five years.

Sole traders are particularly well placed to benefit. These tools could help them work more efficiently and productively without the need to hire additional staff.

Our own research suggests many small businesses are feeling pressure to adopt AI tools. With concerns growing around the negative impact of too-hasty adoption, it’s hoped the Skills England guidance will help SMEs to take full advantage of the technology.

What support is available for small businesses?

Skills England has introduced three new resources for small businesses: the AI Skills Framework, the AI Adoption Pathway, and an employer checklist. Together, they offer SMEs access to AI training programmes, guidance, case studies, and funding options.

The tools were developed by Dr Nisreen Ameen at Royal Holloway, University of London, in partnership with Skills England, which is run by the Department for Education.

Looking at the government’s AI Opportunities Action Plan, the resources are closely aligned to help small businesses navigate AI safely while developing skills which may be lacking. The same plan estimates that AI could boost the UK economy by up to £400bn by 2030.

The resources can be particularly helpful for sole traders and micro-businesses. The report highlights that many freelancers and small employers are already using AI, but without proper training, which can lead to issues with quality control and originality. These new tools are designed to fill that gap and provide clear, practical guidance.

How should you use the free tools?

The government’s AI resources are designed intentionally for non-specialists, so you don’t need a whole data science team to make them useful. There are multiple use cases.

For example, a small café struggling with rota scheduling might benefit from using AI tools to plan shifts more efficiently. Or a sole trader, who’s both running an online boutique and trying to keep on top of marketing, might use AI to view analytics data from social media.

For service-based freelancers, the tools can also help with communication challenges. A coach or consultant, for example, might build an AI chatbot to answer customer FAQs. Or, if they are looking to expand, to write job descriptions for candidates.

There is a caveat to these applications, though. Leaders must ensure their enthusiasm for AI does not cause ‘enshittification’. The process refers to when a tech platform attempts to optimise for efficiency, resulting in a poorer experience for the user. It has since broadened to include any product or service that is worsened in an attempt to maximise profit.

Research indicates many SMEs feel they have no choice but to adopt AI. At the same time, it’s important to go at your own pace, something the tools can help companies with.

What steps should businesses take next?

Entrepreneurs can visit the official Skills England site to bookmark the free resources.

The goal isn’t to adopt AI everywhere all at once. Remember to start small, pick one process to experiment with, such as automating marketing emails, generating invoices, or improving scheduling, to get used to the process of automation. Otherwise, the technical learning curve might make things more complicated instead of easing the load.

These tools are a great opportunity for businesses to develop the confidence to work smarter, not harder, and to stay competitive in a climate where tech adoption can increasingly feel like a non-negotiable.

This week, LinkedIn has begun using member profiles, posts, and resumes to train its AI models, marking a meaningful shift in how the platform handles content.

For those building a personal or business brand, this is important. Your insights, opinions, and experiences may now be used by LinkedIn behind the scenes to power its AI tools, without you having actively opted in.

Here’s what you need to know about how LinkedIn may be using your posts and how small businesses, sole traders, and entrepreneurs can respond.

What LinkedIn is doing with your posts

LinkedIn first announced its new AI plans back in September 2025. Under the updated terms, LinkedIn will now scrape both public and non-public posts, profile data, engagement metrics, and possibly multimedia content to feed its generative AI tools.

The idea is to enhance features such as writing suggestions, analytics, automation tools, and content insight engines.

In addition to your public posts, LinkedIn now also uses some personal data to inform AI, such as job applications, CVs, and your AI usage, and how often you use LinkedIn.

As a subsidiary of Microsoft, LinkedIn’s AI training is part of a wider shift, since its parent company has already introduced AI features, such as Copilot. Similarly, other social media platforms have been pushing similar policies and features.

Strangely, the shift arrives even as LinkedIn has previously said it would penalise AI-generated posts. Platforms seem increasingly focused on developing their AI tools, which makes the question of consent murkier.

While AI and automation might be everywhere now, the stakes feel higher with LinkedIn. It’s a platform people rely on to build their careers, reputation, and income, so debates over content ownership can easily get messy.

How entrepreneurs can protect their content

Understandably, LinkedIn users may feel a little protective of their posts given the site’s 180 flip on AI stance. Your content may help shape the AI tools you’ll one day use. This dynamic complicates content strategy: should you adapt to keep the algorithm happy, or protect your ideas from being mined?

If you’d rather LinkedIn not use your posts to train AI, you can opt out. Fortunately, there’s a setting called “Data for Generative AI Improvement” under Settings, then Data Privacy, where you can toggle off your content being used for generative AI training.

It’s worth noting that opting out only affects data collected after you change the setting, anything LinkedIn has already gathered may still remain in its training datasets.

As LinkedIn’s terms explain, “opting out means that LinkedIn and its affiliates (including Microsoft) won’t use your data to improve models that generate content going forward, but does not affect training that has already taken place.”

If you feel strongly about your content being used at all, you can go a step further and file a Data Processing Objection through LinkedIn’s privacy tools.

While we might be in a new AI era, the internet has always carried risks of imitation. Once you post something online, you surrender a degree of ownership. So, if it’s something you’d rather not see copied like intellectual property or sensitive ideas, keep it off socials for now.

The UK government is set to majorly overhaul its immigration policy this November, with several measures expected to directly affect international students and graduates.

Among the measures, this group will be permitted to become self-employed via the Innovator Founder visa for the first time. This will allow foreign students who attain a degree to establish and run businesses here.

For young entrepreneurs, this is a major opportunity to establish themselves in the UK while nourishing their ideas into viable ventures.

What’s changing with the Innovator Founder visa?

As laid out in the Statement of Changes, from 25 November 2025, international students will be able to transfer directly from their Student visa to the Innovator Founder route upon graduating. This replaces the now-closed Start-up route.

Previously, graduates from overseas would have had to leave the UK, raise at least £50k in investment, and obtain a separate endorsement to apply for the visa, which often discouraged would-be founders.

The updated Innovator Founder visa route will still require applicants to receive an endorsement, but they no longer need to leave the UK or raise £50k to apply, as they can instead do so directly while still at university (provided they have an endorsement from an approved body for an innovative, viable, and scalable business idea).

For universities, startup incubators, and employers, the change is likely to strengthen ties with international graduates who want to translate their existing research and innovation into tangible, profitable initiatives.

In addition, the updated visa will support the UK in attracting world-class talent at a time when competition for skilled workers is intensifying across the world.

What’s changing with the HPI visa?

If the Innovator Founder route isn’t quite the right fit, graduates might also consider the High Potential Individual (HPI) visa, which targets top graduates from leading global universities.

The government has also updated this visa route by doubling the list of eligible institutions, with the change due to come into effect on November 4th. This will widen access for high-performing international grads looking to work or start businesses in the UK.

Both Innovator Founder and HPI changes sit within a broader effort to modernise the UK’s visa framework. And combined, they should make it easier for ambitious graduates to transition smoothly from study to entrepreneurship. But other changes may hinder this.

To caveat, a new 8,000 annual cap will be introduced, which can be both an opportunity and a limitation. While a tighter cap might introduce an air of prestige to the visa route, it also makes things more competitive for those looking to build their careers in the UK.

Applicants will also have less time to debate the decision. In January 2027, the maximum post-study stay will be reduced to 18 months from the current two years.

Will visa changes fuel a new startup boom?

The reforms could give the UK’s startup ecosystem a much-needed lift by helping international graduates stay on to build businesses, while also attracting new entrepreneurial talent from abroad.

It also comes at a time when many small businesses are struggling to recruit internationally. Recent changes to the UK’s Skilled Worker visa have made it harder for firms to hire international talent due to higher salary thresholds and stricter eligibility criteria.

Indeed, changes to English language requirements for economic migration routes are due to come into effect on 8 January 2026. Visa applicants will need to pass an “A Level standard” of English to stay in the country.

While the Innovator Founder and HPI visa routes could introduce flexibility, the picture remains mixed. These changes may support the UK’s goal to remain a global hub for innovation and skilled migration, but tightened rules may deter other applicants.

Names like Peter Jones, Deborah Meaden, and Theo Paphitis are the ones you’d usually associate with Dragons’ Den – having judged thousands of businesses since the TV program first aired in 2005. 

But in order to spice things up, the show started inviting guest judges into the Den last year to share their insights and bring new energy to the panel.

And just like the richest Dragons on the show, these guest judges started as hopeful entrepreneurs. 

Every one of them has their own business journeys and unique experiences that influence the decisions they make in the Den – helping them see which businesses have true potential, and those that are more likely to flop.

So, who holds the crown as the richest guest Dragon? Here’s who’s ruling the den when it comes to fortune and fame.

Emma Grede (£282 million)

Emma Grede’s entrepreneurial journey started when she was 26, after she co-founded and became CEO of Independent Talent Brand (ITB) – a global talent and influencer marketing agency. Grede exited the company ten years later, when it was acquired by marketing and PR agency Rogers & Cowan for an undisclosed amount.

Since 2016, Grede has co-founded several businesses, including clothing brands Good American and Skims. She has also worked with a handful of household names in co-founding and building these businesses – most notably Kim Kardashian, Khloe Kardashian, Kris Jenner, and Chrissy Teigen.  

According to The Sun, Grede’s net worth is $360m (approximately £282m). 

Now a renowned angel investor, Grede first appeared on Dragons’ Den during its 21st season in early 2024. During her time on the show, Grede invested £90,000 in seasoning and sauce brand Lumberjaxe in exchange for a 20% equity stake.

Gary Neville (£100 million)

While primarily known for his football career, Gary Neville is also an accomplished businessman, with an empire of companies in hospitality, property development, media, and education. 

But even before retiring from football in 2011, Neville had a non-stop portfolio of businesses. His most successful ventures include GG Hospitality, Hotel Football, Relentless Developments, Buzz 16, and Salford City FC.

Despite a financial setback in 2022 – in which his Hotel Football business faced a pre-tax loss of £630,158 – Neville’s net worth was reported to be between £70 and £100m. 

The first guest judge to appear on Dragons’ Den, Neville joined the show during its 21st season. Neville invested in two companies during this time – £100,000 in a joint deal with Sara Davies (£50,00 each) for 5% equity in sports recovery brand Myomaster, and £10,000 for a 5% share in food company Full Power Cacao.

Joe Wicks (£55 million)

Known as “The Body Coach”, Joe Wicks first came into the spotlight by sharing 15-second recipe videos on social media. He later grew his health and fitness brand on Instagram and YouTube where he has since garnered five million followers and 2.89 million subscribers, respectively.

In 2012, Wicks launched his Body Coach business – a subscription-based fitness app that offers personalised home workouts and healthy meal plans. According to The Body Coach website, the company has had over 600,000 clients in the last ten years.

The success of his business, plus social media fame, has led Wicks to gain a net worth of £55m. 

Wicks appeared alongside the regular Dragons on the show’s 22nd season in January 2025. Having been moved to tears by BodyXcore founder Joseph Keegan’s emotional business pitch, Wicks invested £35,000 in the company for a 12.5% stake, alongside Peter Jones and Touker Suleyman. 

Trinny Woodall (£54 million)

Trinny Woodall quickly became a renowned name in the fashion industry when she launched her first TV show – What Not To Wear – in 2001, alongside co-host Susannah Constantine. 

Woodall later took her fashion and beauty expertise to the business world when she founded her Trinny London cosmetics brand in 2017, which currently has a business valuation of £180m, according to Metro.

Understanding the loneliness and isolation that come with starting a business, Woodall launched her “Thriving in Business” course last year, offering bite-sized lessons on the essential parts of running a business, including securing investment, finding the right business idea, and effective marketing strategies.

Woodall’s successes over the years have seen her gain a £54m net worth, and she appeared on the 22nd series of Dragons’ Den. Alongside Deborah Meaden, Woodall jointly invested £50,000 in eco-cleaning brand Seep – which also ranked at 35 for the Startups 100 for 2025 Index – for a 4% stake in the company.

Final thoughts

The continuous popularity of Dragons’ Den – including the many successful businesses that have come from the show – has kept audiences hooked for years, especially with the addition of guest judges to shake things up.

But for businesses, it’s important to remember that money isn’t everything. While a rich investor might seem attractive at first, the right one will bring much more than just funding – they’ll also bring the experience, knowledge, and connections that can take your business further.

In the end, it’s not just about who can invest the most, but who truly believes in your mission and vision, and who can help you make it happen.

Need to find the right investor for your business? Check out our directory of the best UK venture capital funds to find the best fit for you.

A new month brings another wave of social media trends for businesses to keep up with.

They may not always make sense, but utilising the latest sounds and structures in your social media marketing can win you a larger following, improved brand awareness, and — most importantly — new customers.

Still, finding exactly what’s trending each week can be a lengthy process, and it can be difficult to keep up with how quickly social media moves.

That’s why we’ve done the digging for you and rounded up eight of the most popular social media trends to level up your marketing game this month.

Now that the clocks have gone back and we’re giving way to shorter days and longer nights, many people are preparing for colder weather, more time indoors, and, of course, the lead-up to Christmas.

And while November is considered to be a gloomy month, it also marks the start of the early festive buzz for shoppers all across the country. 

It’s no time for dropshipping businesses to slow down either. If anything, this is when things start heating up. Shoppers are already starting to browse for gift ideas, eyeing up deals and getting into Christmas mode, so it’s the perfect time to update your products and get ready for the festive rush.

With search data in hand and market trends on our radar, we’ve pulled together seven hot products from leading dropshipping suppliers to watch this November.