Beer brand Heineken has renamed several UK pubs “The Office”, and it’s offering a free drink in a bid to entice punters in and revive the tradition of after-work drinks.

Urging people to “come back to the office”, Heineken is promising a free Heineken Original or Heineken 0.0 from Monday to Friday after 4.59pm at the five locations.

But, while the promotion is obviously designed to get a few laughs, it also reflects how hospitality businesses are still struggling with footfall all of these years after the Pandemic.

Free drinks

For office workers who fancy a pint, Heineken has set up a sign up option on its website and from there, they’ll be sent a voucher. It can be shared with up to three friends for up to one pint per punter.

The voucher is valid at nearly 1,000 pubs in the UK but only five have been renamed (albeit temporarily). These are:

• Two Bridges in Bermondsey
• The Devonshire Arms on Duke Street in London
• Atlas Bar in Deansgate, Manchester
• The Cross Keys on Earle St in Liverpool
• The Admiral Woods on Waterloo St in Glasgow

Falling footfall

The move might be a promotion for the Heineken brand but it could also bring much needed custom to hospitality businesses hit by falling custom as many office workers continue to work remotely at least a couple of days a week.

Recent data suggests that this is not something employees want to see change, valuing flexibility to the extent that they would take a financial hit to maintain it.

However, for hospitality businesses in central town or city locations, next to office buildings, this has meant a huge hit on the numbers of customers leaving work and coming in for a drink or meal.

It has been reflecting in the falling confidence of those working in this industry. In January, we reported on our annual survey of business leaders and those in the hospitality sector were the least optimistic about growth in 2025 than any other sector.

Perfect storm of problems

Lower footfall has also come at the same time as rising costs, National Insurance hikes for employers, and a shortage of talent. Those within the industry have also been vocal in their criticism of the business rates system, which is charged on property not profit.

Nick Mackenzie, Greene King’s chief executive, told The Guardian in July: “It isn’t fair that the sector has 0.4% of the rateable property but pays 2.1% of the bills. The sector is a massive employer and incredibly important for local communities, so we just feel it is important to underline how beneficial it is to tax pubs fairly.”

On top of this, proposed changes to zero-hours contracts will also hit the industry, though its impact on employee rights protection makes this a topic that has supporters on both sides.

With reports suggesting that the hospitality industry shrunk in the first half of 2025, there is no doubt that any bid to get punters through pub doors will be welcome; but it will take more than one promotion to boost an ailing industry.

UK businesses, especially those in regulated industries, are being offered some peace of mind with new client-side encryption capabilities for Gmail accounts.

Google has released the news that it is strengthening email security for its Workspace Enterprise Plus customers.

The move will come as a relief to businesses which are rightly nervous after this summer’s spate of cyber attacks, targeting huge retailers, including M&S, Harrods and Co-op.

The attacks caused huge disruption to operations for all three businesses, including the exposure of customer data.

These businesses all have sophisticated defences and yet were still the victims of cybercrime. For startups, this news from Google is another line of protection for their business email address that is within their financial grasp.

What is E2EE encryption?

The encryption that Google is now going to offer select business customers is called E2EE or end-to-end encryption.

As Google explained in a blog announcing the roll-out of the facility, it allows “secure communication without the hassle of exchanging keys or using custom software”. Users simply select the option to compose an email and can then select the option to add additional encryption.

Google adds that this must be done before drafting an email as trying to add encryption after you have started writing will delete your draft. Users have the option of turning the extra encryption off.

The recipient will receive a notification that they have an encrypted message and will be able to access this via a guest account. As TechRadar explains, this is because “…Google has no control over recipients’ infrastructure on other providers” therefore the redirection maintains security.

The set up requires “minimal efforts for both IT teams and end users,” says Google, “…while preserving enhanced data sovereignty, privacy, and security controls.”

Why do businesses need email encryption?

Encryption is a layer of defence against cyber attacks – specifically data leaks and zero-day attacks. It essentially randomises data so that only the intended recipient can decode it, and is in common usage for everything from WhatsApp messaging to online payments.

For organisations, email encryption means that information they are sending is protected both in their inboxes but also when in transit.

This information could be anything from financial details to customer data; and businesses have compliance regulations to meet – including GDPR – set up to keep the latter safe.

The cost of crime

Earlier this year, Vodafone Business released a report about the impact of cybercrime on SMEs and found that the average cost of a cyber-attack for a small business was £3,398, with the figure escalating to £5,001 for businesses with 50 or more employees.

The report says that this equates to annual losses amounting to £3.4 billion for UK SMEs.

This doesn’t take into account the impact of a damaged reputation nor the future financial impacts as a business tries to claw back trust.

The report also warns that complacency isn’t an option; with more than a third of the businesses surveyed admitting that they had experienced a cyber incident in 2024.

As Forbes wrote in February, SMEs cannot operate under the misnomer that they are too small to be targeted. In fact, the data suggests that they are seen as “low-hanging fruit”; and as such, easy pickings.

Cybercrime Magazine adds the startling stat that 60% of small companies go out of business within six months of falling victim to a data breach or cyber attack.

The Gmail encryption adds some protection to enterprise users, but businesses must constantly evaluate the protection they have in place as one attack could mean the end for their venture.

The Government’s Intellectual Property Office (IPO) has revealed that hundreds of thousands of fake toys have been seized at UK borders; and is warning ecommerce businesses to be ultra careful about their sources.

The warning is particularly pertinent for dropshipping ventures as they do not see the actual products that they sell, instead trusting manufacturing, customer fulfilment and delivery processes to a third party.

However, the IPO office has issued a warning that businesses selling fake toys could not only risk financial and legal consequences; but could be endangering children’ s lives.

The scale of the problem

The Government has now launched the Fake Toys, Real Harms campaign after a staggering 259,000 counterfeit toys worth £3.5m were seized at UK borders from January to August this year alone.

The report from the IPO details that 90% of the toys seized – 236,000 items – were counterfeit Labubu dolls.

It adds that 75% of seized counterfeit toys failed safety tests with both banned chemicals and choking hazards found. Of the customers that did receive the counterfeit toys, 46% “experienced serious safety issues”. These included the toys breaking instantly, unsafe labelling, toxic smells and “even reports of illness in children”, says the report.

The campaign is aiming to educate both ecommerce business owners but also customers. It is hoped that facing the reality that these toys might actually endanger children might counter the appeal of low costs.

The IPO team reports that seven in ten toy buyers are motivated by cost, and only 27% citing safety as a purchase consideration.

This campaign is pushing safety to the top of this list; and putting more onus on ecommerce business owners to stay compliant and therefore prevent these products reaching the UK.

How to spot fakes

The IPO has created a website with the Anti-Counterfeiting Group (ACG) with advice for both businesses and consumers.

It offers advice for buyers and dropshippers, including warning them to stick to trusted retailers or official brand websites and be cautious with third-party sellers on marketplaces.

Highlighting the importance of customer feedback, the guidance also recommends buyers check the reviews carefully, and be wary of prices that look “too good to be true” as counterfeits are often much cheaper.

The advice also encourages customers to be cautious when a toy arrives. It urges them to look for a UKCA or CE safety mark and a UK contact address on the packaging; check the packaging for age warnings, and make sure that there are no loose small parts, stuffing, or unsecured batteries.

Customers with any concerns are encouraged to return the toy, leave a review to warn other customers, and also report the seller and contact Trading Standards.

Stay compliant to protect your customers

For ecommerce firms, compliance is the key to ensuring that the products they sell meet Trading Standards. This means using trusted suppliers, which can prove that their products meet the safety standards set by the UK Authorities and that these standards are clearly displayed on products.

Technology including Blockchain, QR codes, and holograms can also help ensure authenticity and transparency for customers.

This means maintaining a rigorous relationship with vendors; constantly reviewing the supply chain and, for dropshipping businesses, making sure that the third-party supplier is working to the same standards as their own venture.

For a business that does fall foul of a counterfeit scam, the best course of action is to immediately share information with the relevant Trading Standards authority and work with them to both protect affected customers and stop more products entering the country.

For businesses in this space, the impact of counterfeit toys reaching their customers go beyond the legal or the financial into social responsibility.

The Trump Administration has announced a clampdown on the H1-B visas that US firms have historically used to get foreign talent into the country. Changes include a potential $100,000 application fee that could put workers off even considering the country.

British firms are priming themselves to attract talent put off by the rule changes. Many are hoping the UK’s Skilled Worker Visa could be the carrot that overseas workers turn to.

The UK’s Skilled Worker Visa has its own application fees, which currently range from £769 to £1,751 (depending on duration and job type) plus an annual Immigration Health Surcharge of £1,035. Still, that’s a far cry from Washington’s six-figure proposal.

What are the H-1B changes in the US?

In a fiery and hyperbolic proclamation published in September, US President Donald Trump announced his intention to make it far more difficult for workers to get a H-1B visa.

Taking aim at technology companies in particular, he declared that “abuse” was not only costing Americans jobs but also alleged that they were being “forced to train the foreign workers who were taking their jobs”.

Not only this, but the number of H-1B visas being issued was (according to Trump) a “…national security threat by discouraging Americans from pursuing careers in science and technology, risking American leadership in these fields”. He also pointed to alleged nefarious actions of H-1B-reliant outsourcing companies including visa fraud and money laundering.

The President has proposed a $100,000 fee per application alongside changes to the salary requirements for incoming workers.

America’s loss could be UK’s gain

The British Government has already signalled that it is going to act to attract the talent put off by the US stance.

In September, at the opening of Revolut’s new HQ in London’s Canary Wharf, Chancellor Rachel Reeves said that the UK was making plans to make entry easier.

“While President Trump announced late last week that it will make it harder to bring talent to the US, we want to make it easier to bring talent to the UK,” she said.

Now a report by the Financial Times is suggesting that businesses here – and also in Canada – are already reaping the benefits.

Husayn Kassai, founder of London-based Quench.ai, told the newspaper, “We were getting second league picks. These changes open a window to the top tier of talent.”

The report also interviewed a Canadian founder who said that skilled workers might before have simply transited through his country; are now coming back for work after US visa issues.

How could UK founders benefit?

Businesses in the UK have long been bemoaning talent shortages.

As has been widely reported, there is a tidal wave of US investment coming into the UK for AI technology, and the Government is pushing hard to make the country an AI leader.

However, businesses can’t innovate without the right employees. This is where lowering fees and making visa processes simple could really help British businesses.

The Financial Times report does have caveats, though. Firstly, the UK is not the only country vying to attract talent. Other European countries are also well aware of the potential to gain skilled workers. Secondly, many countries, including our own, have seen anti-immigration rhetoric increase in recent years and this might well put applicants off applying.

There is also a chance that US businesses might just simply hire staff to work remotely therefore circumnavigating the H1-B visa issues.

Despite this, businesses looking for specific, skilled workers to fill roles have everything to gain by widening their search for talent to take advantage of any tech investment coming our way; and the Government’s focus on driving innovation.

Marks & Spencer has made the headlines after doing a 180 on its approach to Christmas hours.

Last week, The Guardian reported that the retailer would require all staff to work at least one of three key post-Christmas days (26, 27 or 28 December). The change ends the chain’s long-standing tradition of an automatic day off on Boxing Day.

For hospitality businesses, it’s a familiar dilemma. If you run a bar, restaurant, or pub, you’re well aware that the festive season is simultaneously a time of cheer and a logistical nightmare for workers taking annual leave.

But with M&S’s high-profile stance on festive rotas, should smaller businesses be taking a leaf out of its book to ease the pressure?

Why M&S has gone grinch

Under M&S’s new rules, each staff member must work one of the three peak trading days between Christmas and the New Year.

Previously, most employees were automatically granted Boxing Day off, with only a smaller pool covering the rush. This was intended to give M&S employees a well-needed break with their loved ones, yet now it seems the retailer has backpedalled on its generosity.

According to the Guardian, M&S made the change because more than 40% of permanent employees and nearly 30% of seasonal workers didn’t work any of those three peak days last year, leaving stores understaffed at one of the busiest times of the year.

The new policy has so far proved unpopular. After years of enjoying a guaranteed break, some staff have called the move a “slap in the face”, describing it as more punishment than planning on internal messaging boards.

Why this matters to hospitality operators

The situation at M&S may sound familiar to anyone who works in hospitality. December brings in some of the biggest sales of the year, but also the biggest staffing clashes.

Pubs, bars, and restaurants see surges in demand around Christmas Eve, Boxing Day, and New Year’s Eve, when many employees would rather be revelling in festivities themselves, instead of working.

And while M&S has the budget to offer alternative employee perks or shift allowances, smaller businesses often operate on thin margins. Paying premium holiday rates or overtime might not be realistic, yet understaffing can mean lost revenue and overworked teams.

There’s also the issue of reputation and morale. In hospitality, where good service depends on goodwill, frustrated staff can easily dent your reputation, especially during the holiday period, when customers expect an above-and-beyond experience.

How to plan your holiday staffing

If you’re already dreading assembling your Christmas rota, a few practical steps can make a big difference. Incentives will go a long way. Even small perks, like bonus pay, an extra day off in January, or a staff meal, can make holiday season shifts more appealing.

Make sure to also map your busiest hours ahead of time. And don’t just rely on guesswork, check last year’s sales data to identify when you’ll truly need full coverage.

It’s also smart to ask for volunteers first rather than dictate when staff take holiday. You might find that some team members are happy to work certain days, especially if they don’t celebrate Christmas or would rather benefit from the extra perks.

Lastly, ensure you have a backup plan. Use HR software to start planning a small reserve of on-call staff or freelance staff who can cover unexpected absences, now.

M&S’s decision is a reminder that festive staffing can’t be left to chance, and if a major retailer is tightening up its approach, it’s a good cue for smaller hospitality operators to review their own holiday planning.

eBay has launched a fully funded AI programme to help small businesses better incorporate AI tools, like ChatGPT.

The programme, called AI Activate, is worth £3m and will grant 10,000 UK eBay sellers free access to ChatGPT Enterprise for 12 months, plus tailored training sessions.

AI can be transformative for small ecommerce brands whose workload often outweighs resources. Yet adoption remains uneven. eBay’s new programme is designed to change that by helping more sellers use AI to work smarter, save time, and grow their sales.

What is eBay’s AI Activate?

eBay’s AI Activate programme will offer 10,000 eBay sellers fully funded access to AI tools, training, and support.

It’s launching in collaboration with OpenAI, which will be granting free access to ChatGPT Enterprise for a full 12 months. eBay is the first online marketplace to offer this kind of AI support to its sellers.

Alongside access to ChatGPT, sellers can access training on how to get the most out of AI for their business. To ensure sellers get maximum benefit from ChatGPT, eBay’s AI team will assist in creating custom prompts to support their specific business needs.

In support of the programme, Eve Williams, General Manager, eBay UK, said, “The issue is no longer whether businesses should adopt AI. It is how quickly they can start before their competitors do.

“Those businesses and economies that don’t invest in AI now risk being left behind. That’s why eBay is investing to put world-class AI in the hands of small businesses and entrepreneurs, with no charge to them.”

How to get involved in AI Activate

Any UK business that sells on eBay can register for the AI Activate programme. There are 10,000 spots available for 2025, with applications being managed by eBay’s in-house support team.

From October 1st, you can pre-register your interest in joining the programme. Spots will be assigned on a first-come, first-served basis.

All you need to do to be eligible is be registered as a UK business seller on eBay. At first, training will take place online, but will develop into in-person sessions in 2026.

How will AI benefit small ecommerce businesses?

eBay’s AI Activate programme has been developed with direct input from sellers, focusing on how AI can tackle everyday business challenges.

The programme explores practical use cases such as automating admin and finance tasks, generating marketing content and campaigns, analysing data, and improving product listings. By delegating these jobs to AI, sellers can focus on strategy, creativity, and growth.

While small businesses are keen to adopt AI, many still need guidance to do so. According to eBay’s stats, 69% of online sellers feel either excited (43%) or curious (26%) about AI’s potential, but many are still unsure how to actually apply it.

After years of financial pressures, from the cost-of-living crisis to rising overheads, AI could offer a much-needed boost for SMEs. The IMF estimates the technology could contribute up to £470 billion to UK GDP by 2035.

Still, the rise of ecommerce AI hasn’t come without controversy. Its growing presence in online content and search specifically has sparked concern. In particular, Google’s AI-driven “zero-click” summaries have been criticised for diverting traffic away from small businesses.

HMRC has released new guidance for eligible businesses to apply for an exemption from Making Tax Digital (MTD) on the grounds of being “digitally excluded.”

For many sole traders and micro-companies, complying with new and impending MTD regulations has added yet another layer of stress to running a business.

Now, those who genuinely can’t go digital may be allowed to continue filing self-assessment tax returns in the traditional way.

But what exactly does it mean to be “digitally excluded”? And more importantly, how can taxpayers make a successful case for exemption?

What is Making Tax Digital?

Making Tax Digital (MTD) for Income Tax is HMRC’s new digital system for reporting income from self-employed work or property. It’s being introduced in stages, affecting:

• Those earning over £50,000 from self-employment or property from April 2026
• Those earning between £30,000 and £50,000 from April 2027
• Those earning between £20,000 and £30,000 from April 2028

Even if you’re not legally required to join yet, you can opt in voluntarily. MTD is designed to help taxpayers minimise errors and make returns more accurate. But while there are long-term benefits, for many, its adoption is also creating new challenges in the short-term.

MTD requires taxpayers to adopt compatible accounting software, keep digital records, and submit quarterly updates to HMRC, which can be a steep learning curve for smaller businesses that may not already be working with software.

While the introduction is phased, failing to comply once you’re required to do so could lead to penalties, interest charges, and additional administrative headaches.

What are the new digital-exclusion exemption rules?

HMRC recognises that not everyone can realistically make the move to digital reporting. Therefore, its new “digital-exclusion” exemption is designed for taxpayers who genuinely cannot use digital tools to report their income.

According to guidance from the ICAEW’s Tax Faculty, those who believe they’ll qualify should apply well before April 2026 if they fall under the first MTD rollout group, to give HMRC enough time to assess their case.

While HMRC continues to encourage all taxpayers to prepare for MTD, the ICAEW advises that even those applying for exemption should keep their paper accounting records up to date, just in case they eventually do need to switch to a digital format.

If initially successful, exemptions can still be reviewed or withdrawn if circumstances change, for instance, if a taxpayer gains reliable internet access or support using digital tools.

Are you eligible for MTD exemption?

You may qualify for exemption on the grounds of being “digitally excluded” if:

• You belong to a religious group whose beliefs prevent the use of electronic communications or digital record-keeping; or
• It’s not reasonably practical for you to use digital tools due to reasons such as age, disability, or location (for example, poor internet access from a remote area).

The deadline for exemption depends on when MTD becomes mandatory for your income:

• MTD starts April 2026: Apply now to allow enough time for review
• MTD starts April 2027: Apply from summer 2026
• MTD starts April 2028: Apply from summer 2027

How to apply for MTD exemption

To apply, you’ll need:

• Your National Insurance number, name, and address
• Details of how you currently file your tax return (and whether anyone helps you)
• Your reasons for digital exclusion, with supporting evidence if possible
• Details of any agent or accountant you use
• Information about any additional needs so HMRC can offer the right support

If you think you qualify, you can apply by calling or writing to HMRC. HMRC aims to process applications within 28 days, so make sure to do so well in advance of your start date in order to receive a timely decision.

Be aware that HMRC can challenge applications, especially in borderline situations. If your exemption is refused, you can appeal the decision, seek help from a tax adviser, or gradually transition to digital tools to become MTD-compliant.

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

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

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

Getting your admin right

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

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

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

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

Self-Assessment myths

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

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

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

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

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

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

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

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

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

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

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

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

What does the data say?

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

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

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

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

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

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

Hybrid working as the new norm

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

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

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

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

Employee engagement

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

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

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

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

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

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

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

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

What is the new subscription model?

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

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

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

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

Why is Meta doing this?

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

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

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

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

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

What does this mean for SMEs?

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

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

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

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

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

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

What does the report say?

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

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

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

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

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

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

Protection for disadvantaged groups

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

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

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

What do SMEs need to do?

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

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

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

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

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

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

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

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

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

What’s behind the surge in insolvencies?

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

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

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

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

Rising costs and sluggish demand cripple industry

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

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

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

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

What will the Budget bring?

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

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

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

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

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

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

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

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

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

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

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

Where business leaders see hope – and pressure

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

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

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

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

Autumn Budget and SME priorities

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

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

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

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

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

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

Are people still the greatest asset?

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

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

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

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