FEBRUARY 2025
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BI-MONTHLY ORBIT

Are You Taking Risks With Managing Annual Leave?

A new year sees the rush of employees submitting annual leave requests as they seek to have their holiday requests approved. Mismanagement of your employees annual leave can cause problems that you will be aware of but many more reasons you may not be aware of.

There is nothing more emotive for us all than time off work. Annual leave is right up there when it comes to its importance on the scale of employee benefits so it bites hard when its mismanaged. As a line manager we have all had to make difficult decisions when balancing the workplace needs and multiple requests for the same time off. That’s just one of the balls we have in the air at any one time.

When receiving a leave request, we should be understanding that if our employees don’t get a break from the workplace, it is likely to have an impact on their performance. And not in a good way. A work first culture creates unhealthy and unhappy environments and culture in a business that runs the risk of triggering employer liability under the health and safety regulations. Monitoring your employees annual leave booked and taken quarterly will help prevent non use of annual leave. To someone who can’t imagine people not taking and using their annual leave its an alien concept. However, its nearly always a red flag when an employee isn’t using their leave and is often indicative of deeper rooted issues. As an employer you can and should insist that an employee book and take annual leave.

Having a leave policy that excludes carry over or payment for unused leave is essential. An employer who is paying an employee for unused leave is breaking the law. Employees who have accepted pay for untaken leave regularly go onto see their heath and wellbeing compromised only to make a case against their employer who has facilitated them to not use their holiday. Bad news for both employer and employee.

Working long hours without rest away from the workplace is directly linked to absences due to depression and stress. Cases bought against employers through disability discrimination and personal injury are on the rise. If we mismanage annual leave it can amount to a breach of contract and the potential evidence for an employee to claim constructive dismissal.

If an employer fails to comply with rest breaks and paid time off then they will almost certainly be in breach of the Working Time Regulations and may incur the financial and legal penalties that can be applied served. In short mismanaging annual leave can become a nightmare so don’t mismanage it.

Best tip is when managing annual leave, it should be approached with a positive attitude towards the granting of it and encouraging the use of all of it.

Guest Writer

Our Guest Writer - Jess Hadleigh, MD of Beacon Agency

Storytelling That Sells: How to Turn Your Business into a Customer Magnet (Without Breaking the Bank)

What is the biggest misconception small business owners have about storytelling?

That it’s only for big brands with massive budgets, or that it’s some complex, mystical art form reserved for marketing gurus. Well, it’s time to ditch that myth. Storytelling is your secret weapon, the David to the Goliath of big-budget marketing.

Why? Because a good story cuts through the noise. It builds trust, forges connections with your audience, and lets you showcase the real heart of your business.

In a world where 81% of buyers say trust is a key factor when making a purchase, storytelling is no longer a “nice-to-have,” but a necessity.

If you haven’t already, take a look at Surreal Cereal. The cereal market is arguably one of the toughest to break into, but they proved themselves as masters of storytelling, having built their brand on a shoestring. They tapped into childhood nostalgia, created a quirky personality, and weren’t afraid to be a little controversial. They used humour, bold visuals, and consistent messaging to stand out in a crowded market. If they can do it, so can you.

Storytelling Tactics for the Budget-Savvy
So, how do you weave compelling stories without breaking the bank? Here are a few tactics that pack a punch:

Know Your Audience: Start with detailed customer personas. Who are they? What are their pain points, goals, and dreams? Where do they hang out online? Understanding your audience is the foundation of any good story.
The Three-Act Play: Every story needs a beginning, middle, and end. Start with the problem or inspiration that ignited your journey. Then, explore the challenges your customers faced and how your business overcame them. Finally, showcase how your business has benefited your customers and grown.
Feel the Feels: Before you craft any story, ask yourself: “What do I want my customer to feel?” and “What action do I want them to take?” This keeps your storytelling focused and impactful.
Customer-Generated Gold: Encourage your customers to share their experiences. Testimonials, social media posts, blog entries – these are powerful stories that build trust and credibility.
Consistency is Key: Once you’ve crafted your story, tell it consistently across all your touchpoints. This reinforces your message and builds a strong brand identity.

The Biggest Storytelling Mistake (and How to Avoid It)
In my experience, the biggest mistake small businesses make is focusing too much on the features of their product or service, and not enough on the value it provides. Always put people first. What problem are you solving? How are you helping customers achieve their goals?

At Beacon Agency, we help clients overcome this challenge by diving deep into their customer base and crafting storytelling strategies that turn strangers into loyal advocates. We help businesses connect with their audience on a human level, building trust and driving results.

For example, we helped Lightwave, a smart switch company, transition from a niche market to the mass market by reframing their story. It’s not just about growth; good storytelling can change customer behaviour. We’ve helped clients engage with their audience earlier in the buying process, providing more value and building stronger relationships.

Ready to Write Your Story?
January is the perfect time to revamp your marketing strategy. Don’t fall behind! Download our free “Marketing Trends 2025” report to stay ahead of the curve.

Want to learn more about how Beacon Agency can help you craft compelling stories that connect with your audience? Visit our website at https://beaconagency.co.uk or email me directly at Jesshadleigh@beaconagency.co.uk. Let’s write your success story together!

Jess Hadleigh is the MD of Beacon Agency, a Strategic marketing agency. With a focus on storytelling and data-driven strategies, Jess and her team help brands connect with customers on an emotional level, driving engagement and growth. Beacon offers a range of services, from crafting compelling content to developing comprehensive marketing campaigns.

Hike in Employer Costs

The UK government had accepted the independent Low Pay Commission’s (LPC) recommendation that the hourly rate of the National Living Wage (NLW) should go up from £11.44 to £12.21 in April 2025.

Early in the year the Chartered Institute of Personnel and Development (CIPD) asked employers what the impact on their wage bill would be if NLW rose to £12.10. Nearly 69% said it would increase their employment costs with 20% saying by a large extent, 32% by some extent and 17% by a small extent.

Employers in low-wage sectors such as hotels, catering and restaurants (48%), retail (32%), and wholesale (31%), were more likely to predict their wage costs would increase by a large amount.

The knock-on effect is employers in low-wage sectors making up for rises in wage costs through raising their service/goods price, accepting higher overheads, increasing productivity of existing employees or employing fewer people.

From the 6th of April 2025 there is an increase in employer National Insurance contributions (NICs). The employer rate of NICs will go up from 13.8% to 15% and employers will start paying employer NICs on employee earnings on or above £5,000 a year, instead of the existing £9,100. Many employers are likely to see their business costs and the amount of relief they can claim on business rates will either be scrapped or reduced in the case of the retail, hospitality, and leisure sector.

There is also an increase to the Employment Allowance from £5,000 to £10,500 per annum which allows smaller employers to claim more to cut their total annual employer National Insurance liability. Employers will be able to claim the allowance because the eligibility threshold for allowance will be axed. Previously, employers could only claim it if their total employer NICs was less than £100,000 a year.

Duty to Prevent Sexual Harassment at Work

In October 2024, a new positive duty of care was introduced via the Worker Protection Act for employers to take reasonable steps to prevent sexual harassment at work.

It’s a “preventative duty” that requires employers to take proactive steps to prevent all forms of sexual harassment, not just to manage situations when they arise. The aim is to try to transform workplace cultures and consign workplace sexual harassment to history.

Employers who don’t comply with the new duty would be breaking the law and risk assessments are key. Employers are unlikely to be able to show that they have complied with the preventative duty unless they have carried out a risk assessment.

Employers should consider the risk of sexual harassment in the workplace and consider other locations, matters and events connected to work. Of course, what is reasonable will vary from employer to employer and depend on factors like their size, sector, working environment, and risks present in the workplace.

The preventative duty includes an obligation for the employer to take reasonable steps to prevent harassment between colleagues, but also harassment of workers by third parties like customers, clients, or service-users.

Employment Tribunals will now be able to increase compensation for sexual harassment cases by up to 25% where they find there has been a breach of the employers duty.

We recommend that employers review their Harassment policy to incorporate the undertaking of risk assessments on a regular basis , as well as at looking at resources and training. Consider when sexual harassment has occurred in the past and assess how or when it may occur in the future. Then consider and put in place appropriate measures to try to prevent sexual harassment in future and diarise a regular and ongoing review process.

Essentially, the risk of sexual harassment should be treated by employers with the same level of gravity as a Health and Safety risk.

We are helping our clients review and draft up new policy and procedures let us know if you need some assistance.