Cohesion is very important in any workspace, whether it be an office environment or a less traditional place of work. Creating a cohesive work environment – where all employees work well together, feel valued, and contribute to success – from the very beginning is far easier to achieve than trying to fix the issues and habits that exist in a disjointed and conflicted working environment.

How do you create a cohesive work environment?

If you’re serious about creating cohesion in your work environment, start off with the following:

Define your goals

It’s important that team members understand the goals that they are working towards. Ensure that you communicate the company goals often and effectively to ensure that all the team’s efforts go towards a common vision. Vague instructions can be the downfall of a working environment and lead to confusion and disenchantment.

Make full use of job interviews

When interviewing people to bring into your current work environment, really take your time getting to know the applicants so you can build a successful team. Not only do you want employees that are technically skilled and experienced, but you also want them to be a good fit for your specific workspace and gel with the other members of your existing team so that they can add to your positive company culture and be in line with your core values.

Ensure everyone has the tools to do their work effectively

Take time to check in with all of your employees to ensure that they receive the tools and the support they need to complete tasks assigned to them effectively. Some employees may be shy and reserved and may need that initial nudge to speak up. Checking in with your employees also shows that you care and allows you to get to know them better.

Employ a qualified HR manager

The majority of companies that have between 50 and 100 employees have an HR rep. It is recommended, though not a legal requirement, to look into getting an HR manager once you reach 40 employees to help you deal effectively with human resources issues. If you cannot afford to employ a full-time HR manager, you can always make use of the various one-off HR services available to you.

How do you build a cohesive team that works well?

One of the most important aspects of workspace cohesion is how well your team works together. A cohesive team works contentedly and enthusiastically towards a common goal. While that may sound simple enough, team cohesion can often be very difficult to achieve and maintain, especially in workspaces that have clashing personalities.

Some of the ways in which you can build a cohesive team that works well together are through:

Diversity

Most teams work best if they are made up of team members from diverse backgrounds with different skill sets. A diverse team will provide many different points of view, and may be able to come up with some decent insights and solutions to problem-solving to improve business success.

Team-building exercises

Team building activities and employee wellness activities help employees feel valued and create bonds. They are an opportunity to identify team members’ strengths and weaknesses and build the skills needed to work in a group effectively. Group activities also help bring reserved employees out of their shells and allow everyone to get to know each other a little better and create a strong sense of ‘team’.

Natural leaders will also emerge in team-building exercises. Most team-building activities are likely to be enjoyable and will be a welcome break from the usual office life which all helps strengthen relationships and create a positive culture.

Whether it’s a simple ice-breaker that you found online, or you’re taking your staff for a day out on an official team-building excursion, ensure that giving your employees sufficient opportunities to work on their teamwork outside of the corporate projects that they may be working on together.

Identifying and using personal strengths

Team building exercises and assessing work done on projects will help you identify the individual strengths of specific team members. Ensure that you are playing to your strengths by giving out roles and tasks to the right people. Not only will they feel noticed and fulfilled by doing something they’re good at, but this should also improve project success and efficiency.

Practice effective communication

Open communication is very important for a cohesive team environment. It helps to nip problems in the bud instead of having them fester underneath the surface until they reach boiling point — encourage open communication with your team and lead by example. Make employees aware of the company values and eliminate any negative culture at the earliest opportunity to foster a cohesive company culture.

Create healthy feedback loops

Throughout the project milestones (not just upon completion), you should be providing your team with feedback and constructive criticism. Provide individual feedback to encourage team members as well as feedback for the group in general. You should also ask for feedback to see what team members and team leaders think about the processes and what can be improved upon.

Celebrate when goals are achieved

Most people work well when there is some sort of incentive involved. If you’re able to reward employees with incentives such as a day off, an office party, or a small bonus when certain goals are achieved, you can bet that even a team that struggles to work cohesively together will find some sort of way to make it work. The incentive could be just what your team needs to push themselves to develop their teamwork skills.

How can you contribute to workplace cohesiveness as an employee?

Are you an employee looking to add value to workplace cohesion, you can do so in the following ways:

• Ask questions if you don’t understand something
• Aim to get your work done in time
• Make an effort to get to know your colleagues a little better
• Provide feedback on projects
• Try to bring an enthusiastic attitude with you to work
• Speak up if you have a problem
• Continuous learning and professional development

How do you achieve a cohesive work environment when employees are working remotely?

The Covid pandemic forced many people out of the office and into situations where they had to work from home. While the majority have largely returned back to regular workplace working, there are still many employees that continue working from home to some extent who perhaps do not have the same level of employee engagement as those who are fully office-based.

A remote or hybrid work environment has the potential to turn the tables on even the most cohesive teams. The first thing you need to do is ensure that you are communicating on a platform that is easy to use and that all remote employees have secure and reliable internet connections. Trello, Skype, Teams and Zoom are all great tools for keeping in touch with teams and hosting virtual meetings.

You’ll also want to maintain a similar routine to the one you had in the office environment. If you always had a Monday morning meeting with your entire team in your conference room, you should still have a virtual Monday morning meeting, including all remote team members.

Conclusions

Understanding company culture is crucial for success because it underpins the cohesiveness of the work environment where everyone is pulling together towards the same goals. A cohesive culture and positive work environment boosts productivity and minimises staff turnover.

Enhancing employee satisfaction is key to fostering a workplace culture where employees feel valued and are fully invested in the company’s mission. With a positive team atmosphere with everyone, including remote workers, pulling in the same direction, you’ll have an inclusive workplace where mutual respect is commonplace.

Implementing reward systems that recognise team work and encourage proper collaboration will ensure that employers get the most of their workforce and employees feel valued and are adequately rewarded for helping drive the company forward.

The post How To Develop A Cohesive Work Environment appeared first on Real Business.

Is it possible to work as an employee at a company and also be self-employed running your own enterprise at the same time? While it may be very time consuming and challenging to fill both roles, it is indeed possible, and there are many ways to go about it. As many as two-fifths of the UK population have some sort of side income, and if they can do it, so can you!

Can you be employed and own a business?

Many people in the UK and around the world manage a full-time or part-time job alongside a business of their own, and it is becoming more and more common as people look for multiple income streams and additional ways to make extra cash from their free time.

However, you should read your current employment contract very carefully before starting a business of your own. There may be certain clauses that state that you are not allowed to start a side hustle while working for your current employers. The main reason for this would usually be a conflict of interest and the potential for your business to become competition for your employer’s business.

Employers often don’t like the idea of their employees starting businesses of their own as it could result in employees not putting as much effort into their jobs as they should be and arriving at work exhausted. There is also the risk of employees stealing clients for their new business venture, as well as using company secrets to their advantage.

If you’re unsure whether you are able to start your own business under your current employment contract, the best thing to do would be to speak to your head of HR. In what should be a confidential conversation, HR will be able to advise what you are able to do while working as an employee in your current job.

When starting a business, it’s a good idea to be honest, and upfront with your boss about it, even if you don’t legally have to based on your contract. Open communication is always best, and it will be better than your boss hearing it from you instead of anyone else. Your boss may be able to offer you valuable guidance and advice and support you in your business venture.

Suppose you’re in the position where you already own a business but are seeking employment to supplement your income. In that case, you’ll need to disclose the fact that you have a business when interviewing and submitting your CV. If your business currently takes up a large portion of your time, you may want to seek out a part-time job or a job with flexible working hours.

Because so many people are looking to start earning extra income, owning a business while also being employed is far more common than it used to be, and employers and colleagues are usually very accepting and accommodating of this.

Starting a business while being employed

People start businesses while still being self-employed for many different reasons. Their business may allow them to pursue their hobbies and passions, they may be starting a business with the long-term goal of eventually leaving their full time job, or they may simply need to supplement their income with different side hustles.

Whenever you start a business, whether currently employed or not, you need to register your business with the HMRC as a sole trader or a limited company. If you are a sole trader, you are self-employed and have full ownership over your business, while a limited company is a distinct company with a brand identity and can be controlled by more than one person. It is advisable to do some research into both of these options to determine which one is suited to you and your needs.

It is a legal requirement to inform the HMRC when you start making money from your business. This is so that you can process your Self Assessment tax return and other taxes correctly. No matter how much of a hobby you think your business is, you could end up in legal trouble if you fail to register your own business. Even if you are just cutting hair in your spare time for extra money, you could experience a sudden increase in popularity which could end up with the HMRC on your case.

The next step would be to sort out your business insurance and ensure that that’s taken care of to protect you and your assets in the case of any accidents or disasters. Side hustle ideas such as pet sitting or dog walking naturally have more risks involved than doing a home-based activity like graphic design.

We have dedicated an entire article to starting a business while you are employed, and you can read it here to find out more about this topic and gain knowledge about the steps involved in starting your own business.

Ways in which you can be self employed

While it is very easy to determine whether you are employed (it says so on your employment contract), self-employment can be a bit trickier to determine.

In the UK alone, there are currently 5 million self-employed people, all working for themselves and making money in various ways.

While you may not consider yourself a business owner, you are likely to be self-employed if:

• You are working as a freelancer
• You determine your working hours and how, when you work
• You work for a company on a non-contractual basis
• You hire other people to help you with your work
• Provide the equipment needed for you to do your work
• Charge a price for work done or sell products and services for a profit.

Basically, if you are making money by any means other than employment, your9 are most likely self-employed. And if you are self-employed, regardless of whether you are also employed or not, you will need to register as self-employed with the HMRC.

What happens if I am self employed and employed?

If you are employed and self-employed, you will need to manage your time wisely and be aware of your responsibilities and what is expected from you in both positions. It is your responsibility to research what you need to do in terms of registration and taxes in both positions.

The most important factor to note is that if your employment status is both self employed and employed, you will have to pay your tax through both Self Assessment and PAYE. When you are employed, the company you work for should handle your PAYE tax on your behalf.

When it comes to your own tax with self-employment, you will need to learn how to file your Self Assessment with HMRC. This can be a fairly confusing process, and you should seek out the assistance of a professional accountant if you find yourself unsure.

It is very important that as a self-employed person you stay on top of your taxes and Self Assessment requirements as having your taxes and finances in order could contribute immensely to your business success.

Be wary of applying for jobs that tell you that your title will be self-employed when the responsibilities are those of an employed person. These employers are often looking to take advantage of people and avoid paying tax, leaving you the responsibility of doing a Self Assessment when the company should be handling PAYE matters for you.

Being self-employed does not give you the right to slack off at your regular job. If anything, your performance at work will be closely analysed to ensure that you are still capable of carrying out your employment while starting your own business.

National insurance contributions when you are employed and self employed

When it comes to NIC (National Insurance Contribution), if you are both employed and self-employed, you will find yourself having to pay Class1 NIC on your employed income and Class 2 NIC and Class 4 NIC on your self-employed income.

If you are self-employed, you can also pay voluntary Class3 NIC. However, there are small earnings exemptions for self-employed people making less than a certain amount each year. Not paying NIC can be considered a serious offence, and you should prioritise paying this and ensuring that you pay the correct classes.

The advantages of being both self employed and employed

There are many advantages to being both employed and self-employed, and that is why so many people opt to go down this route. Some of the benefits of holding an employment and a self-employment include:

• Multiple streams of income – doing both could double or even triple your monthly income
• Back up plan if either your job or business fails
• You can explore your passion through self-employment, such as art, design, gardening etc, while still maintaining your main job in a corporate environment
• Learn about the pros and cons of employment and self-employment simultaneously and realise which one is better for you in the long run
• Start a business without the risk of not receiving an income for the first few months, as businesses often take a while before they start making money
• Use what you have learnt about business in your full time employment, and use it in your own business
• You’ll have more capital for your business venture
• There won’t be as much pressure for your business venture to succeed as there would be if you did not maintain a day job

Starting a business while still being employed is a great way for you to learn about being a business owner without as many risks of those leaving their jobs to pursue self-employment. Starting a business while you still have a job may allow you to retire from your job sooner if your business begins to do well and have the ability to provide you with passive income. You get the best of both worlds.

Maintaining a work-life balance while being employed and self employed

While there are many advantages to being both employed and self-employed at the same time, there are also many challenges involved in this situation, and it can get exhausting very quickly. The last thing you want to do is start falling asleep at your job because you’ve been working on your business all night long.

One of the major challenges that come along with being both employed and self-employed is maintaining a healthy work-life and personal life balance. If you are working a traditional nine to five job and then spending the evenings and weekends working on your own business venture, you may find yourself feeling burnt out with little time to spend with family and friends, and tending to household chores, enjoying hobbies etc. Work will become your life.

While making money and pursuing success may be your priority right now, it is very important that your work life does not take over your entire life. Stress and long working hours can lead to various illnesses, and your work/personal life balance should be an important factor in your life.

You can maintain a healthy work/life balance by dedicating time slots to certain tasks and setting boundaries when it comes to your self-employed work.

If your business starts to get very busy, you may want to consider hiring someone to help you or speaking to your boss about reducing your working hours at your job. Remember to ask for help when you need it. There is no use investing time and energy into being employed and self-employed if it’s going to take over your entire life.

Are you ready to start a business venture while maintaining your job?

These are some of the signs that indicate that you may be in a position to handle being self-employed and employed:

• Your job allows for flexible working hours
• You have a great business plan in mind
• You know the responsibilities involved with being self-employed
• You do not have very many demands outside of work
• You find yourself with time to spare in the evenings and on weekends

In order to ensure that your taxes, finances and National Insurance Contributions are all above board as a person that is both employed and self-employed, we recommend speaking to a professional accountant or financial advisor.

The post Can You Be Employed And Self Employed? appeared first on Real Business.

To answer right away, self-employed individuals need to register with HMRC by the 5th of October following the end of the tax year that you started your business. This is to begin submitting self-assessment tax returns. Taxes must be paid through this tax return system as opposed to the traditional PAYE system, regardless of whether or not your self-employment is your full-time job or simply a side hustle.

But what are the exact deadlines? In this article, we outline the timeline, as well as how to register, the consequences for not doing so and more.

What counts as self-employed?

You do not have to commit to the self-employment register until you earn above £1,000 yearly through non-employment. If you earn anything below this, then you don’t need to register as self-employed – so keep an eye on your income, and prepare yourself when you begin to reach the £1,000.

It’s also possible that HMRC themselves will contact you, asking you to register as self-employed, if they suspect undeclared income through third party data or your national insurance number. This is because your national insurance number is tracked by HMRC, and undeclared income can raise alarm bells.

Working for yourself means working out your own income tax, national insurance contributions and VAT via self-assessment tax returns. It is not done automatically like it would be if you were an employee.

Where do I find the self-employment register?

You can register as self-employed through your government gateway account, which you can create by heading to HMRC’s online portal and entering your details. This will give you access to:

• Unique taxpayer reference – Your unique taxpayer reference number (a ten digit UTR number which helps HMRC identify you when paying your taxes).
• Business tax account – Gives access to a range of government services, such as the self-assessment tax return.
• Benefits – Benefits are listed here, and can be applied for easily.
• Resources – HMRC’s online services allow sole traders access to a host of helpful resources.

Once you’re registered you can choose how you trade – either under your own name (most popular) or under a business name of your choosing that isn’t already taken.

What is the time frame for registering as self-employed?

All tax years run from the 6th of April one year to the 5th of April the following year. Whatever tax year you hit £1,000 annually in, you’ll have until the 5th of October to register as self-employed.

Failing to do so can lead to hefty fines from HMRC that might even lead to you having to cease trading as self employed.

Am I able to register as self-employed if I am currently employed?

Yes, even if you have a full or part time job with a business, if you carry out self employed work, then you will need to complete the registration process.

Many individuals fear a conflict of interest with their current employer, but so long as your contract doesn’t state that you can’t carry out additional work for yourself, then there should be no issue. Some contracts prohibit additional work, especially if it’s competitive. Whilst your employer will not be informed, beware that there could be consequences beyond dismissal (such as injunctions, fines, etc).

Do I Need To Register as a Business?

No. Whilst you can create your own business with its own name under HMRC, you can just as easily operate under your legal name.

Should I register as a sole trader or a limited company?

The majority of UK individuals working for themselves will do so as sole traders. It’s the most straightforward way of registering with HMRC and keeps you in full control – but it also means you alone are liable for any debts your business incurs.

Registering as a limited company is more complex, as you’ll need to register your company and register yourself as an employee too – essentially you’ll be responsible for filing company accounts and your personal accounts – however you will be seen as a separate entity to your business, so any debts are your business’ and not yours, so your personal assets are protected.

Truth is – limited companies are only truly viable for at least medium-sized businesses due to the extra administration work etc.

Other responsibilities of being self-employed in the UK

One of your biggest responsibilities is paying your National Insurance Contributions. This is a legal tax requirement – most self-employed individuals pay Class 2 NIC, but you may also need to pay Class 4 NIC – check with HMRC to be sure.

Submitting your self-assessment is another huge responsibility. It’s how your tax bill is calculated and how you record your business income, expenses, transactions and more. All self-assessments are due by the 31st of January, following the end of the tax year. That means the 2024-2025 tax year self-assessment will need to be submitted by the 31st of January 2026.

Where annual turnover is over £90,000 (as of the 2024-2025 tax year – previously £85,000 in other tax years), then you’ll need to ensure your business is VAT registered.

Taking responsibility for your taxes and any related deadlines is of vital importance as a business owner or self employed individual.

Is There An Earning Threshold For Registering As Self Employed?

Yes. Earning over £1,000 from self employment in any given tax year means you must register and submit a self assessment. You won’t start paying tax until you’re earning £12,750 per year, but you may need to make national insurance contributions for earnings below this threshold anyway so registering is a requirement.

What Insurance Do I Need After Registering As Self Employed?

There is no one-size-fits-all here. You’ll need to ensure you are adequately insured for your line of work to protect yourself and your customers and reduce any liability. If you employ other people at your business, then you may need to take out additional insurance.

You might also consider insuring certain assets to protect your business interests. Depending on your industry, there may be certain legally required insurances you must have in place to responsibly carry out work – such as public liability or professional indemnity insurance.

Do your research and ensure you are fully compliant with any insurance requirements.

What Do I Do Once I Have Registered As Self Employed?

After officially registering, you can begin trading and start bringing your customers to you and making a success of your new endeavour.

Make sure you have an efficient system in place for recording income and expenses so you’re ready for your first self assessment tax return and keep as many records as possible to protect yourself in the future.

How Do I Register For Benefits If I Am Self Employed?

Many people see self-employment as something of a barrier to benefits, but it doesn’t have to be. Admittedly, it is more difficult than if you were employed by somebody else and had a regular, guaranteed income that you could show to the relevant agencies to gain access to the support you need – but you can still claim benefits whilst self-employed.

Start first by talking with your local council directly, and they’ll point you in the direction of any benefits you’re entitled to.

Conclusion

You must register as self-employed by the 5th of October following the end of the tax year you became self-employed and started your own business. HMRC keeps a close eye on your national insurance record for changes, and it’s better you file before they ask you to.

A self-employed person has countless benefits, but with those benefits comes a range of responsibilities. Knowing your deadlines and keeping accurate financial records are just two of many. But for those organised enough to take on self employment, the rewards are endless.

The post When Do I Need To Register As Self Employed? appeared first on Real Business.

A three-month notice period is becoming increasingly common practice, especially for those in highly skilled or senior roles, where the company would benefit from having an adequate time period to find a replacement and get them up to speed before an employee departs. But a notice period can sometime be shorter or longer than this.

UK employment contracts can include any reasonable clause, so long as both parties (employer and employee) agrees to it. That means, you can ask your employees to sign a three months notice period before they can leave, and if both parties agree, then both employer and employee will be responsible for upholding this agreement. If you agree to a shorter notice period for your employees after they’ve signed the original agreement, then this replaces the previous agreed notice period. Any change is at your discretion.

If you want a further extended notice period, then this is at the employees discretion. If you have signed a contract with a three month notice period with your employees, here’s what you need to know:

• It is your employee’s legal obligation to honour the three month period they’ve agreed to.
• You can enforce your contract by law if an employee gives less than three month’s notice without a new agreement.
• Your employee can exit this contract early only if you consent to this. Any employee leaving without giving the proper notice without permission will be in breach of contract.
• You should try to remain on good terms throughout the three months notice.
• All of your employee’s normal pay and benefits must continue during their notice.
• The three months notice begins the day after you’ve been told about an employee’s departure.

Starting a new job should be an exciting time for your soon-to-be former employee, but they can’t get swept up in the excitement and forget their obligation to you. It’s important that employees and employers alike pay special attention to reasonable notice periods in an employment contract.

Whether they’re working a three months notice because of the contract they signed or due to the statutory notice period (if they’ve worked at the company for 12 years or more, three months is standard practice), it’s important to know what’s next for both parties.

What Do Employees Need To Know?

When an employee provides notice to you of their intention to leave the business it can be a stressful time, but to make things easier, we’ll provide answers to a few key questions today which you can share with your employees to make the process smoother for both parties:

Do Employees Have To Work The Whole Notice Period?

Yes. There are a range of shortened and extended notice periods in all different kinds of employment contracts across the UK; and it doesn’t matter if it’s one week’s notice, one month’s notice, or three month’s notice – if an employee has signed it, they have to do it. Longer notice periods may be negotiated, but only if the employer is keen to help.

An employer may feel it’s in the interests of both parties to reduce the three months notice to a shorter option. This is up to them, though, and if they decide the employee has to work the three months agreed to at the start of the employment, then there’s little else an employee can do. As an employer, it’s your job to be as reasonable as possible, whilst still recognising the needs of your business.

Can Annual Leave Be Used During a Notice Period?

You should also check where a contract stands on annual leave during a notice period. If an employee has some time leftover, it might be allowed to take it during this time so they won’t have to work the full three months, but the likelihood is an employee still wouldn’t be able to begin new employment during this time whilst still under contract. Check contracts for garden leave, too.

What Is The Minimum Notice That An Employee Must Give To Their Employer?

In a contract of employment, then there will usually be a clause relating to notice periods and how long it is. This is the minimum requirement. So, a three month notice period means an employee has to work for three more months before they can take up new employment.

If notice periods aren’t covered in a contract, then the statutory notice periods are related to the length of service for the company and are as follows:

• 1 month – 2 years: 1 week’s notice
• 2 – 12 years: 1 week’s notice for every full year worked
• 12 years+: 3 month’s notice

Employees should always give your notice in writing and ensure the date of notice is clear should later issues arise.

Whilst there is no law in the UK that exists that can physically force employees into the workplace to complete your period of notice, the employment contract itself is legally binding. It is the employees legal requirement to complete the required notice period.

When an employee fails to do so, the employer can take that employee to court to try and have one of two things resolved.

Calm Resolution

The first, is that the judge may impress upon the employee the seriousness of their breach of contract and ask that they return to complete their notice. If the employee refuses or has already started their new job, then the second option will be sought.

Financial Resolution

The second option is that the judge will assess the damages caused by the employee to the employer and issue a fine that awards the cost of those damages to the employer.

What Is The Likelihood Of Court Action?

For those who hold a senior position, then it’s much more likely that employers will commence legal action as they’ll likely lose business as a result of the employee leaving their position early. When employers are dealing with employees in less senior roles, the cost of a court battle is usually higher than the damages that would be awarded, so often no legal action will be taken. Business owners will need to make their own mind up about whether taking action is worthwhile.

Employees shouldn’t, however, rely on the employer not seeking legal action regardless of their position, as they are well within their right to do so if the employee fail to work the period of notice you originally agreed to.

Staying On Good Terms Is Important

For those leaving a position at a business, it’s almost always a good idea to remain on good terms with the employer – and them with you.

As such, both parties should be reasonable during this time to prevent the situation becoming sour. It’s possible both might have dealings with each other in the future as paths cross once more – everyone’s comfort is important here.

What About Those Who Want To Leave Earlier Than Their Notice Period

For those who have tried to make it work but just feel working their full notice isn’t right for the (there may be extraneous circumstances here making them feel this way, such as a toxic work environment or other HR issues), then they should first speak to their employer.

Discussion Is Key

The employee should start by discussing why it is they feel they can’t complete the full three month notice period. They should stay calm and professional as they make a request, and follow it up in writing. If the employer agrees that remaining for the full three months isn’t practical, then they may agree to shortening the notice period. Employers and employees should remember to be reasonable with their requests here.

Employees should be realistic with their options. It’s unlikely they’ll find their three month notice period suddenly changing to a two weeks notice. The employee should support the employer as best they can with finding and training a replacement to an appropriate level, though, and this may result in them being released from the notice agreement much sooner.

Does An Employee Receive Full Pay During My Notice Period?

Absolutely, just as an employee is bound by a contract of employment, if an employee continues working during this period, so too is the employer, meaning the employee is entitled to all of the same benefits as before handing in their notice. This includes full pay, plus benefits like private health insurance, holiday or maternity pay, sick pay, and pension payments.

What Is PILON?

Occasionally, if an employer decides to do so, an employee may be paid in lieu of notice (PILON). Here, the employment comes to an end immediately, but the employee is paid for the full three month notice period without having to work it.

If this is an option, there should be a clause in the contract again – employees should check this to see where they stand with any benefits they may have been entitled to had they continued working for the entire notice as it’s possible they may actually miss out on some of other benefits.

When Does The Notice Period Start?

It’s common practice for a notice period to start one day after notice has been handed to an employer. Handing in a three month notice on Monday 15th April, for example, would mean the notice period begins on Tuesday 16th April, and your final day of employment would be on Tuesday 9th July (12 weeks later).

Can An Employee Take A Holiday During A Notice Period?

So long as your employer agrees to it, an employee can use any outstanding annual leave during their notice period. Unless there is a valid business reason for refusing annual leave, then the employer can’t refuse a holiday request just because someone is working their notice.

In cases where there is a clause in an employment contract that states no annual leave can be taken during a notice period, or where requests to take remaining annual leave are refused, then the employer must pay the full annual leave entitlement with your last pay package.

Related Frequently Asked Questions

Will Employees Still Get A Reference If They Leave Early?

It’s a common misconception in the UK that an employer has to provide a reference. They don’t, unless it says in the contract that they will. Most will do so willingly if the employee been a wonderful servant for the company.

Failure to complete your notice period could cost the employee. The employer may be less willing to provide a reference if the employee has left them in a difficult position by breaching their contract and jumping ship early.

If a positive reference is important to the employee’s future job prospects, then we’d certainly recommend them remaining at their job until your notice period is complete. This is not only good practice with your current employer, but it shows a future employer that the employee has integrity and is willing to stick to their employment contract terms, even when it doesn’t suit them.

However, if the employee already lined up their new employment and they’re happy for their new employee to breach contract with the old employer, then they may choose to do so. It isn’t recommended, but it may work out, especially if the new job is in a new industry with zero chance of you having to deal with old employers again.

Should Employees Tell Interviewers About A Three Month Notice Period?

Honesty is key in business, and making a good first impression counts. Potential employees should always tell a future employer upfront that they have a three month notice period clause in their contract that they intend to honour. This means they can keep their word with your old employer, and keep the new employer in the loop from the start.

Most companies will be more than happy to wait for an employee to be available if they’re the right fit for them.

3 Month Notice Period Summary

Three months notice is much more common in the UK now than most people realise – especially for senior roles, those who have been in a role for 12+ years, and individuals working in industries with specialised or niche skills will all be used to this notice period.

It’s always better for employees to work their full notice period and keep an employer on side during this time. Both parties will never know when their paths may cross again, so it pay to do right by each other.

The post 3 Month Notice Period UK: The Facts Employers Need To Know appeared first on Real Business.

Good customer service interview questions come as part of a larger package of job interview questions designed to bring out very specific, value-based answers. A good answer to customer service interview questions will revolve around a demonstration of skill, attitude and knowledge that can handle situations both stressful and time consuming – in other words, an asset to your business.

But what does a good answer actually entail? In this article, RealBusiness will highlight what makes a good answer to this question, as well as the overall frame of mind and approach that you should have going in to interview a person for a customer service role.

How Do You Define Good Customer Service?

Customer service, in general terms, is possibly the most powerful tool a business has. It is the use of diplomacy and support to ensure a customer is informed, secure and satisfied. It takes place during, before and after they purchase goods and services from you – ranging from initial queries all the way to dealing with insurance claims years later.

When recruiting for customer service-related roles, you must hire someone with excellent communication skills who can prioritise the end goal of making the customer happy whilst embodying professionalism – or rather, separating that goal from their personal feelings. A satisfied customer will have enhanced customer loyalty, increased likelihood to return and will positively spread the word about your business and their dealings with you.

The most obvious example of a company that has embodied exceptional service for customers is Amazon. They took on the goal of ensuring that the customer is satisfied at every point of contact, and the result was Amazon Prime – notable for its fast deliveries, easy returns, and immediate access to the customer support team. Amazon, obviously, is one of the largest companies in the world off the back of this type of service.

What Are The Best Questions Asked In An Interview For Customer Service Positions?

Conducting a customer service interview is much the same as other job interviews, you need a set of interview questions that will prompt very specific, value-based answers. Interview questions and answers must be aligned with displays of skill and professionalism.

Examples of good customer service interview questions are the following, but bear in mind you may need to adjust them for whether or not you want a highly experienced person in the role:

• What was your most difficult customer query or customer complaint that you resolved?
• Tell us about how you dealt with your angriest customer?
• How would you deal with a customer you know is wrong, but is convinced is right?
• What is the longest customer service query you’ve had to deal with, and how did it end?
• If customers ask you questions you don’t know the answer to, how do you respond?
• Can you give me an example of how good customer service has positively impacted your own life?
• How do you identify a customer’s needs or expectations?
• What skills or traits do you think a customer service representative should have?

What makes these customer service interview questions great is their specificity. They ask about specific situations where the interviewee has found themselves in situations that are both tense, and of great importance to the business. The answers, then, must display professionalism, good communication skills, management of customer expectations and the best possible result given the situation – aka, ensure good customer experience.

Example Answer Demonstrating Great Customer Service Experience

This answer would demonstrate the person has good problem-solving skills:

“In my previous role as a customer service rep in an electronics store, I was approached by a customer who wanted to purchase a laptop. He was nervous about spending a lot of money without having much knowledge about the products but wanted something primarily to watch YouTube and read ebooks. I had the technical knowledge to explain the features and benefits of each model that we had a target to sell, but I didn’t right away – I instead decided to start purely on customer needs, displaying models that appealed to him in terms of size. Then, slowly, I began to move over to the OLED models, which were more expensive but offered stunning picture quality. He was hesitant at the price, but I kept using the word “value”, ensuring him that the mid-high range purchase would last him about five years, and the high end around 20. In the end, he bought the cheapest of our targets.”

Example Answer For A Candidate With Little Customer Service Experience

Even if somebody interviewing for a customer service position hasn’t had previous experience, they can still possess the right mindset and attitude for the job. Here’s what to look out for:

“I recently ordered a product online, but when it arrived, it was broken. This angered me, and I rang up the store to complain. Despite my anger, they immediately sent a new product (which was what I expected), but on top of that, they also sent a beautiful mug as a gift. When conversing with the customer service representative, I found myself apologising and feeling guilty, and the lady on the phone told me that she’d heard far worse, but once the problem is solved, it usually ends just like it did with me – regretful and foolish. I gained so much respect for customer service reps after that.”

This demonstrates that they understand what good customer service looks and feels like, meaning they’re more likely to be able to replicate this for others in their role providing customer service.

What Would Poor Customer Service Examples Look Like?

This will be a quick answer.

1. If the example answer ends with a dissatisfied customer unnecessarily, whether through incompetence or lack of professionalism.
2. If the example answer is unspecific, indicating it is either false or exaggerated.

Whilst customer service jobs can get complicated, your customer service team must have a developed code of conduct that they live by at all times.

What Types Of Jobs Require Good Customer Service?

Customer service roles expand beyond that of a customer service rep in a call centre dealing with an angry customer. The following are examples:

• Retail Sales Associate
  • Assisting customers with product inquiries
  • Processing sales transactions
  • Handling returns and exchanges
  • Resolving customer complaints
• Call Centre Representative
  • Answering inbound customer calls
  • Addressing billing, technical, or service issues
  • Escalating unresolved problems
  • Following up on customer concerns
• Hotel Receptionist
  • Greeting and checking in guests
  • Managing reservations and room assignments
  • Addressing guest requests and complaints
  • Coordinating with housekeeping and maintenance

These occupations and more require excellent customer service day-to-day.

Top 3 Qualities A Customer Service Representative Needs

There are plenty of customer service skills and qualities needed to be an ideal representative, but we’ve narrowed it down to our top three below:

• Communication skills – Both speaking and listening skills are important for any customer service position. In customer service interviews, ensure you note the candidate’s ability to speak clearly, efficiently, and answer your questions directly.
• Stoic politeness – Being polite and respectful is a must when dealing with customers. It is expected that the candidate in your customer service job interview is able to keep their cool during stressful encounters, but that they also know when is best to disengage if things get too much.
• Goal oriented – All communication with the customer must serve the same goal – ensuring their experience is pleasant, helpful, and that they leave the story happy.

These attributes combine to form an outstanding customer service representative who will work hard to help others achieve satisfaction from their experience with the business.

Customer Service Training And Development

In addition to training, companies should also provide ongoing development opportunities for their customer service representatives. This can include workshops, webinars, and conferences that focus on topics such as communication skills, problem-solving, and conflict resolution.

Some common customer service metrics and evaluation methods include:

• Customer satisfaction (CSAT) scores
• First-call resolution (FCR) rates
• Average handle time (AHT)
• Net promoter score (NPS)
• Customer effort score (CES)
• Customer feedback and surveys
• Quality monitoring and coaching

Many companies have created courses peer-reviewed and taught by experienced customer service members, many of which are responsible for the highest level of customer service. Developing your customer service representatives directly leads to increased customer satisfaction, which then pushes business growth.

Conclusion

The best customer service interview questions and answers depend on your industry, the skill level of the customer service representative, and their unique experiences. It’s all about carefully picking the correctly phrased questions, and identifying the value prospects within the answers given back to you or your hiring managers.

Being able to offer outstanding customer service can sometimes be the key to surpassing your competitors. It doesn’t have to be a big business expense either – one of the most effective parts of customer service is simply communication, and making your customer service touch points efficient.

By building a culture of problem solving, continuous learning and building a workforce that is capable of delivering great experiences for your customers, you can build loyalty internally and externally, resulting in long-term business success.

The post Good Customer Service Examples For Interviews appeared first on Real Business.

As a business owner it’s likely that you’ll need to talk to HMRC at some point. And if you’ve had to deal with HMRC in the past then you’ll know that different departments prefer to be contacted in different ways – which can make reaching out especially difficult. Live chat is available for different things such as a support for PAYE, self assessment, employers, VAT and child benefits. It isn’t, however, available for general enquiries at this time.

To give an example of the sort of tasks that you can find support for via live chat with HMRC you can:

• fill out your annual tax return with support
• discuss errors with tax codes
• reclaim overpaid tax
• discuss issues with a variety of tax issues including council tax, business rates, etc

Live chat is open Monday to Friday, 8 am to 8 pm, which means there may be times when you’re needing to contact HMRC in other ways too.

Popular Ways To Get In Touch With HMRC

HMRC operates several public helplines covering different tax query topics. Calling the appropriate line gets you through to an advisor who can assist you and provide guidance on the topic that you need help with.

Popular helplines include:

• Individuals Line – For personal taxpayers with general tax enquiries relating to income tax, capital gains, inheritance tax, child benefits and tax credit issues. Open 8 am to 6 pm Monday to Friday. Friday deadline for electronic payments. Responses within 7 days.
• Self Assessment Helpline – Assisting with specific self-assessment queries on statements, bills and payments including through self-employment. Can also reset user credentials for accessing online government gateway. Open 8 am to 8 pm Monday to Friday and 9 am to 2 pm Saturday.
• Employers Line – Available 8 am to 8 pm Monday to Friday for businesses with payroll and PAYE enquiries. Covers corrections, late/ lost returns, employment allowance and real-time information issues. Expect to wait up to 7 minutes for connection. 72 hours max response time.
• VAT Helpline – VAT-registered traders can call with queries on applying for VAT, understanding rates and thresholds, amending VAT details, discussing assessments and negotiating time to pay arrangements. The VAT helpline’s opening hours is 9am to 5 pm Monday to Thursday. 10-15 minute waiting times usually.

Response times vary dramatically across helplines depending on staff levels and how many people are trying to get through. Try calling earlier in the opening window for the best chance of speeding up your wait time.

Try to have relevant paperwork ready in front of you so that you can provide information to the advisor that you get through to so that they can help you more efficiently. For example, always have your tax code available and your unique taxpayer reference number if you know it.

Contact Details For Key HMRC Services

For any other services, you can find the relevant contact details on this page of HMRC’s website: https://www.gov.uk/contact-hmrc

From dealing with Children’s Social Care enquiries to housing benefit and tax reductions, live chat with HMRC can do a lot more than just help with online forms or send through an activation code – it’s a valuable resource that can support you both personally and as a business owner.

Webchat Services Available

HMRC also provides live web chat interaction opportunities with advisors. Via the website, taxpayers can initiate text message-style conversations around frequently handled tax situations.

This lets queries get addressed or be escalated for specialist decisions if complex.

Webchats are accessible for:

• Self-assessment
• Making voluntary payments
• VAT refunds claims
• Progress chasing overpayments

To start a webchat:

1. Visit https://www.gov.uk/government/organisations/hm-revenue-customs/contact/webchat
2. Select from the available categories
3. Answer a set of quick screening questions so your enquiry gets routed appropriately
4. Join the queue where wait times and volumes display
5. Communicate via the web chat portal once connected

Webchat services are available 8 am-8 pm Monday to Friday excluding bank holidays with advisors typically responding in 15 minutes during operating windows depending on demand.

Conversations auto-save for reference allowing picking up unresolved matters later.

Sending Messages To HMRC

For more detailed discussions not suited to web chat windows, taxpayers registered for HMRC online accounts can send direct secure messages with attachments which will receive an email-style response in due course.

This works for chasing updates on open cases, more descriptive or complicated queries and submitting supporting materials confidentially.

To message HMRC through your personal tax account/business tax account:

1. Login using Government Gateway credentials
2. Navigate to “Messages” or “Contact” in the top menu
3. Select the appropriate message category to initiate an enquiry
4. Upload files if supplementary paperwork required
5. Send messages and monitor inbox folder for replies

While less instant than webchat, these messages do let you cover a wide range of issues specific to your needs without having to wait in the phone queue. Messages typically see responses within 3-5 days but patience is advised for busier periods, particularly nearer tax reporting deadlines.

Why Isn’t Live Chat Freely Available Across The HMRC site?

Whilst we’re fairly used to having live chat options for online shopping and other professional services, it isn’t widely used for HMRC yet. Here are some of the main reasons why live chat functionality is not freely available across all areas of the HMRC website:

Cost And Resourcing

Operating free-form live chat systems that allow website visitors to open dialogue with advisors in real time requires extensive investment in background infrastructure and frontline staff.

With budgets across UK public sector bodies continually squeezed over recent years, the costs for HMRC providing unlimited live chat availability across all tax situations remain prohibitively high currently.

Prioritisation Of High-Volume Queries

The web chat functionality that is currently available gets strategically deployed only around the most high-volume tax themes like self-assessment, VAT registrations and payments. This is to help maximise help where it’s needed most – a good option for when unlimited resources are not available.

Less common or technical tax questions will always require referral to specialist offline teams, which wouldn’t be available via live chat for all enquiries.

Data Protection Concerns

Chat interfaces facilitate the transfer of highly sensitive information. Given the security risk this could cause, particularly given the highly confidential nature of most tax enquiries, heightened data protection risks are at play. Without the ability to offer secure logged-in online account messaging or phone discussions, visitors’ details could get exposed to hackers or data-identified fraudsters when talking openly through public site chat windows.

Careful identity verification is needed to operate secure live chats but this process creates additional administration time for end users and chat operatives. In many cases, this outweighs the benefits and would therefore be easier to utilise the helplines.

Preventing Misinformation Spread

With tax rules constantly evolving across incomes, pensions, benefits and more, HMRC minimises unstructured live chat opportunities to prevent well-meaning but inaccurate guidance becoming informally shared at scale.

Ways To Speed Up Communications: Authorising Professional Tax Agents

It can sometimes feel like a full-time job trying to get through to the right person to help you with your tax affairs but there is a handy way to bypass endless hours spent on hold.

You can authorise a professional tax agent to discuss your account on your behalf. This must be an individual such as a registered accountant or tax expert.

To authorise a representative to talk to HMRC on your behalf:

• Download form 64-8 from gov. uk – this is the official HMRC authority form.
• Complete the taxpayer section with your details. This includes your tax reference number, name and address and national insurance number so that HMRC can verify your identity.
• Fill out the details of the person that you are authorising to talk to HMRC on your behalf. You will need their full name and contact information.
• Specify how much authority you are giving this person. You can choose to limit discussions to 5 tax years or more if needed.
• Sign and date the form to make it legally binding under the Taxes Management Act 1970.
• The completed form can then be emailed or posted to HMRC – the details to use are included on the form.
• You will then receive confirmation from HMRC once they have received this and updated their systems.

Taking this route can be beneficial in several ways – you get your tax needs dealt with by a professional who understands the subject matter and can talk to HMRC effectively, as well as removing the need to talk to HMRC yourself which can take up a lot of time if your needs are complex. As a business owner a tax expert is a wonderful asset to your business and can handle your tax issues when you’re unable to due to work load or confusion around the matter.

Accredited practitioners have a more direct line to HMRC and can interpret guidance accurately when handling investigations or objections over payments due. They can be invaluable when challenging repayments requested or chasing owed tax rebates utilising their established relationships and channels.

Understanding HMRC Helplines And Local Face-To-Face Support

As you can see from the contact information shared above, HMRC operates dozens of public helplines tackling a broad array of tax issues.

It is fairly easy to find the right contact information for common queries like PAYE or tax credits, but if you have a more niche support requirement you may be unsure which number or contact route to use to get the help that you need.

• General queries on updating company details are best directed to 0300 200 3200
• Disputing a VAT penalty letter would suit the VAT helpline on 0300 200 3700
• PAYE payroll reconciliation issues are handled on weekdays on 0300 200 3200
• Confirming dividend tax credit amounts would need the Income Helpline 0300 200 3300

If you’re unsure where your query sits, a good place to start is to call HMRC’s umbrella Individuals Helpline on 0300 200 1900. The advisors here will be able to route your call accordingly if they cannot help.

There is also an option to book face-to-face appointments to discuss issues such as relationship separations affecting allowances and pension-sharing orders. These can only be pre-booked appointments at local HMRC Enquiry Centres.

Be Wary Of HMRC Scam Communications

Sadly criminals have been known to exploit taxpayer communications with scams designed to capture sensitive information.

HMRC-themed scams typically start with victims receiving highly convincing letters, texts, calls or emails impersonating legitimate tax office numbers or logos demanding urgent settlement of fabricated unpaid taxes or fines. The threats make recipients believe that if they fail to make quick payment of the sums requested they will face legal action.

These cruel intimidation tactics are designed to create anxiety for those who receive these communications to force them into taking quick action they may otherwise not have taken when in sound mind.

HMRC will never send you communications by text, email or letter requesting immediate payment for anything without formal warnings being sent first. The best course of action to take to protect yourself is to always check the validity of communications received before taking any action.

Use the contact numbers listed on HMRC’s website to get in touch and check if the communication you have received is legitimate or if you have any doubts. A true caller will not be offended if you hang up a call to check their authenticity so never feel pressured to stay on the phone line if you suspect something is wrong.

Can You Chat With HMRC Summary

In summary, live chat, whilst useful, is only selectively deployed by HMRC at present. Instead, it offers a library of free guidance documents to aid people in understanding tax. It offers telephone helplines for most areas of tax and can also be reached by Post if this is your preferred method of communication. Due to the sensitive nature of most tax-related queries, this balance of communication options aims to offer data protection, prevent misinformation from being shared, and provide convenience to its users.

The post Can You Live Chat With HMRC – How To Talk To HMRC appeared first on Real Business.

Excessive absence is more than fair grounds for dismissal, but when it’s due to ill health, an employee has extended protections. Still, no set framework dictates a timeline of when you can dismiss for sickness absence – it’s a grey area that requires you to tally and make your own decision.

But how do you ultimately make your decision? In this article, Real Business will outline the rules relating to dismissing employees for sickness absence, including avoiding unfair dismissal, sick pay obligations and more.

How do you dismiss an employee for excessive sickness absence?

UK employment law concerns itself with ensuring that employers act according to a fair procedure. It doesn’t concern itself with a minimum or maximum period before allowing sacking. To answer this question, we’ll have to explore an employer’s rights to terminate an employee for any reason.

The following will be a breakdown of the checks you should make, and how to follow fair procedure in pursuing a dismissal over sickness absence, broken up into three steps to take.

1. Length of Service

Employees who have worked for less than two years cannot file ordinary unfair dismissal claims, meaning it’s considered fair and lawful to fire these employees for any reason (outside of unlawful discrimination as per the Equality Act of 2010). You don’t even need to follow a disciplinary or capability process – simply give them their notice, and follow any contractual dismissal procedures set out in your business policy.

Things change if two years passed since your employee’s start date without an invalid break of one full week, however.

The single most powerful protection against dismissal that an employee has for any reason is a length of service of more than two years. It grants them unfair dismissal protections under the Employment Rights Act 1996, giving them a right to claim against their employer at an employment tribunal under these grounds.

Unfair dismissal is the key part here. To remove an employee, one of the following conditions has to be met:

• Misconduct – Either several instances of lesser misconduct, such as lateness and rudeness, even after being checked by a disciplinary hearing(s), or a single case of gross misconduct, such as theft, violence or fraud.
• Incapability – Being no longer capable of performing duties to a required standard through performance or ill health, such as sickness absence.
• Redundancy – If the business is downsizing, restructuring or even closing down, dismissal is seen as an unavoidable consequence.
• Statutory illegality – If an employees status legally invalidates them from working, such as not having a work visa.
• Some Other Substantial Reason – This is a legal catch-all term for dismissals that don’t fit into standard categories, such as conflict of interest or refusal to accept contractual changes.

Dismissing someone that has been employed for 2+ years due to sickness absence falls under incapability, which brings us to the next step.

2. Capability process

To ensure transparency and to follow a fair procedure, you need to execute a capability process.

For employees who have multiple short-term absences:

1. Monitor and identify patterns – Track the dates, reasons and frequency using a scoring system.
2. Mandate return-to-work interviews – Every time they return, have a proper interview that will be logged, and let them know the impact they have on leaving work. We recommend ruling out that their sickness absence isn’t work-related during the interview.
3. Issue formal warning – Issue disciplinary action after hitting a trigger point, such as 3 absences within three months.
4. Occupational health referral – Before taking any serious action, consider referring them to occupational health so you can rule out any underlying health or disabilities, protecting you against discrimination claims.
5. Final disciplinary action – If absences continue, show your hand by inviting them to a final disciplinary hearing and give them the right to be represented, and even open up the possibility of meeting in a neutral location.
6. Dismissal with notice – If no improvement follows, dismiss for unauthorised or persistent absence.

When long-term sick leave occurs, the employee will have stronger protections if their medical condition is verified by a doctor. The following is the most effective practices for employees currently undergoing a long period of sick leave:

1. Obtain medical evidence – Refer the employee to the occupational health department or request a GP medical report (not a fit note). Document any refusal to provide medical evidence. The reason you want a medical report, and not a fit note, is that you want them to provide in-depth medical information processed by a licensed professional:
   • What’s the diagnosis and prognosis?
   • Can they return to work, and if so, when?
   • Are they fit for their current duties?
   • What adjustments (if any) would help?
2. Assess disability status – Review the condition to see if it qualifies as a disability under the Equality Act of 2010. If so, you are under a legal obligation to consider and implement reasonable adjustments.
3. Hold formal consultation meetings – invite the employee to a capability review meeting, allowing them representation if needed. Discuss the medical findings, as well as how their absence is impacting the business. Introduce options for adjustments, redeployment or a phased return to work shortly. Keep detailed written records. Do not tell them that they may be facing dismissal; play your cards close to your chest.
4. Test adjustments – Allow them back into work and monitor.
5. Final capability hearing – If they do not return to work, or the adjustments are not/cannot help, invite them to a final capability hearing to discuss potential dismissal on grounds of capability.

3. Issue dismissal

Ensuring all options are exhausted before initiating the dismissal is critical in covering yourself, as it’s supposed to be a last resort. Ensure that you keep all evidence at hand, and accept that if they decide to go to the employment tribunal, you have evidence that you followed a fair procedure.

How much sick pay do you have to pay?

Of course, it isn’t all about the money, but if you have a generous sick leave policy at your business, then you may find yourself paying out a lot of sick pay to an employee on long-term sick.

You’ll usually be entitled to switch your employees on to statutory sick pay if they are on long-term sickness, which will provide them with a flat rate of £116.75 per week, payable for up to 28 weeks. Some employers offer contractual sick pay (CSP) on top of this, which may be full pay for a set time before reducing to half pay before ending.

Regardless, the amount of sick pay you have to pay as an employer to an employee who is unable to work can certainly impact your decision. Most employers are happy to pay employees sick pay, but if it is costing your business more money than the employee can bring your business whilst sick, you may need to consider your position.

How do you protect your business from sickness absence abuse in the future?

Many employers who work in intense fields come to realise the most important protection they have is having a strong and clear sickness absence policy, with emphasis on:

• Reporting procedure – Mandate your employees call in to work sick, and specify when/how to ensure minimised effect on the business.
• Certification – For absences under seven days, you can choose to require them to fill a self-certification form stating the dates and reasons for absence. For absences above seven days, you have the right to request a fit note.
• Return-to-work interviews – Outline the point in which return-to-work interviews will occur, with the earlier the better. Conduct one after every absence, even short ones.
• Absence monitoring systems – Track the frequency and the patterns in absences, such as Fridays or post-holidays.
• Trigger points – Set a threshold for when attendance reviews will be conducted, such as 3 absences within a 3 month time frame.
• Repeat absence escalation – Should there be repeat absences, add a policy that allows for fit notes at any time before 7 days. Ensure that consent is documented.
• Disciplinary action – Unauthorised absence or false sickness claims should be classified as misconduct.
• Contractual clauses –Add clauses that allow you to protect yourself by withholding sick pay if the process isn’t followed, requiring medical exams and recovery of overpaid sick pay in cases of proven fraud.

If they are frequently breaching these conditions then disciplinary action, and later dismissal, may be your only option.

What are some alternatives to dismissal?

As a responsible employer, you should consider how you can support your employees during this difficult time in their lives. All of the following options should be explored before dismissal to protect your business and support your employee as effectively as possible.

• Annual leave – Would it be possible for your employee to use some of their annual leave to support them during their illness? If the sickness is only expected to be short term but statutory sick pay isn’t enough for them, you might be able to support them by approving annual leave and issuing holiday pay. This is only appropriate if suggested by your employee.
• Suitable alternative work – It might be that your employee’s sickness will forever change their ability to do their current job role, but you might be able to find room at your business for them in another job role more suited to their new abilities.
• Reasonable adjustments – Adjustments can include anything from temporary placements in other departments, a mentor or partner on shift, a change in work conditions or duties, shortening working hours, or even allowing your employee to work remotely. Whatever adjustments are being considered must be set out clearly to your employee in a meeting with their line managers and HR.
• Ill health retirement – Ill-health retirement may be an option for older employees who are on a qualifying pension scheme.
• Phased return to work – A phased return to work may also be necessary, where your employee returns partially to their role, until such a time that they’re fit and able to return to work in a full-time capacity.

Conclusion

Before considering dismissal, you should first consider how you can support your employees. If reasonable adjustments can’t be made to bring your employees back on board, then you must give them fair warning of your intention to dismiss them. At every stage, your employees must be kept in the loop, and they should have a right to respond at all times.

The key is to ensure your investigation is thorough and that you follow each stage leading up to dismissal carefully. However, even with the best will in the world, not all employees will be able to return from long-term sickness absence.

When this happens, you should consult their GP, gather as much information about their illness as possible, and then present your reasons for dismissal clearly, allowing your employee the right to appeal. When you decide to begin the dismissal process is up to you as a business owner – there is no set rule on how long employees can be on sick leave before dismissal in the UK.

FAQ – Can you dismiss an employee if they are inflicted with a disability or long-term illness?

No employer has the right to dismiss an employee with a disability or illness that is protected under the Equality Act 2010. Here, it is your responsibility to do everything in your power to accommodate your employees in the workplace. This may look different for each business.

If, however, you are unable to accommodate your employee due to unwillingness on their part or a complete lack of compatibility between their illness/disability and their job role, then a dismissal may be necessary still.

The post How Long Can You Be On Sick Leave Before Dismissal? UK Law For Employers appeared first on Real Business.

The number of hours that are to be worked by an employee is outlined in the employment contract, including their pay, bonuses and compensation for overtime work. However, there are situations that, either by design or circumstance. So what happens when, as an employer, you find contracted hours not being met?

In this article, RealBusiness will outline what you can do in these situations, including whether it’s avoidable, your rights, compensation, and more.

What if I find a difference in contracted hours and actual hours worked?

So we’re clear on definitions:

• Contracted hours – Your contracted hours are the minimum paid hours expected to be paid out each month as per the legal agreement laid out in the employment contract.
• Hours worked – These are the hours that have been worked by the employee, which should only ever be equal to the contracted hours, or above if there are extra shifts, or if the business needs to mandate it.

If you ever discover contracted hours not being met, you will have to determine the following:

1. Identify the cause – It’s vital to know why the hours worked are lower than the contracted hours. Talk to the employee to find out what these reasons are. The reasons could be:

• • Unauthorised absences – This could be anything from lateness, to early finishes.
  • Short-time working – This occurs when there is a legitimate shortfall in work or reduced business demand, and it’s supposed to be initiated by the employer.
  • Flexible working pattern – It’s somewhat common for employees to misunderstand the flexibility clause if it exists.
  • Illness or sick leave – Employees have statutory rights, but they are required to inform the employer.

2. Check employment contract – The things you need to determine, and cross-reference with the current scenario, in the employment contract are:

1. • Minimum hours – The contract will state the required minimum number of hours to be worked either weekly or monthly.
   • Agreed working days and times – Self-explanatory.
   • Flexibility clause – This can allow a variable number of hours worked.

3. Consider adjustments – If the work has been done, and the lower hours worked are backed by valid reasons, consider making temporary changes to their contract, or support them to help meet their hours.

4. Formal action – Depending on the severity of the contract violation, consider formal action, from a warning to dismissal. Follow your company’s disciplinary procedures.

5. Adjust pay – If they are working fewer hours than contracted, reduce their pay proportionally, so long as it aligns with contract and employment law.

For some industries, it can be hard to expect employees to work the exact hours and never go above or below. For example, coach drivers and delivery drivers. Coach drivers may be expected to work 40 hours per week, but find busy periods or areas keeping them in work for longer, or off-peak seasons seeing less business. Alternatively, delivery drivers may have a zero-hours contract that sees them work 30+ hours weekly.

Some industries that find it difficult to align with the regulations may have their own working time laws to cover themselves.

Can you get the payback?

Only in specific circumstances:

• The contract allows deductions – You can recover wages that are overpaid directly from their future pay.
• The contract doesn’t allow deductions – you need an employee’s written consent to reclaim the money.
  • In the event of a refusal – Your only recourse is to pursue the funds through a civil court claim.

What is the law on contracted hours?

There are two main UK laws that govern contracted hours:

• Employment Rights Act 1996 – Section 1 requires employers to provide a written statement of employment particulars, which is technically the employment contract, and follow it to the letter unless specific exceptions are outlined. Section 13-27 discusses unlawful deductions, outlining when it is allowed.
• Working time regulations 1998 – Regulates the number of hours an employee may work, and how many hours they may not (to facilitate rest).
• Employment law bill – This recent bill (10/10/2024) enhances worker protections, such as protection from unfair dismissal. Zero-hour contract arrangements are under threat due to this bill also. To protect workers’ rights, employment contracts will soon need to provide a minimum number of hours to be worked each week.

Contracted hours are guaranteed working hours if set out clearly in the contract. They cannot force their employee to work fewer hours than promised in the contract given to the employee. The only reason that employers can lower working hours is through a flexibility clause, but this is for temporary changes only.

There are some options open to employers who can’t offer the minimum contracted hours to their employees for whatever reason. Perhaps business needs have changed or the business isn’t making as much money as it once was.

What if the employer cannot offer the full contracted hours?

When contracted hours not being met is the result of there being a lack of work to give, then the employer has two main options. Either ask the employee to take unpaid leave either via a layoff, or accept a short time working.

• Layoff – Layoffs are not a full dismissal, but rather a postponing of work for between one working day to several weeks. The employer will not be obliged to pay for this time off unless otherwise stated in the employment contract.
• Short-time working – This occurs when an employee’s contracted hours are reduced temporarily. Again, the employment contract must allow for this, or else it will be a breach of contract.

How Long Can An Employee Be Laid Off For?

Layoff and short-term working are usually short-term situations that occur when a business is having hardship, such as not enough work to go around or being unable to pay for employees.

During lay off or short time working, employees may work more or fewer hours than their contracted hours due to various factors such as business needs or financial constraints. There is no maximum time frame for how long an employee can be laid off or put on short-time working. So it really could be anywhere from a day to a few months.

When Can Contracted Hours Be Cut?

If employers fail through contracted hours not being met, it’s considered the employer’s job to rectify this. Contracted and actual working hours, however, can be cut in specific circumstances:

• Where the contract allows for periods of short-term, unpaid layoff or short-time working.
• Where the employee agrees to a reduction in working hours, even when the contract does not explicitly state this.

In both cases, the employer is not legally obligated to pay employees for their contracted hours where they haven’t been worked.

The final way an employer can cut contracted and actual hours is by actually altering the contract to reflect new hours that the business can afford and genuinely offer. However, this can only happen if the employee agrees to it.

As a business owner, it’s best to offer realistic hours with a new contract than to continually let down your employees. If your business is in an industry that allows for it, you might also suggest finding another part-time job so that an employee can make their previous income through more than one job.

What If The Employment Contract Doesn’t Allow For Reduced Hours?

Whilst some contracts of employment allow for unpaid or reduced pay lay off or short time working, in the majority of cases these situations are not mentioned in the contract. That means employees are due payment for their contracted hours, even if the business wasn’t able to provide those hours to be worked.

An employer is well within their right to then ask the employee to reduce these contracted hours if they weren’t able to offer them to the employee and may struggle to pay them. The employee does not, however, have to agree. If the employee doesn’t agree and the employer fails to pay them their contracted hours, then this is a breach of contract.

Can employees take on a new job in a short time?

Yes, although the employee has to ensure their second job does not violate the employment contract, which may have clauses to protect their company secrets and/or prevent conflict of interest. That being said, employees should understand that when the short time working hours end, then they must return to normal working hours immediately.

Can employees claim redundancy after having reduced hours?

An employee can claim redundancy if they’ve been laid off or put on short time working in the following situations:

• They have been on short time working hours or laid off for four or more consecutive weeks.
• They have been on short time working hours or laid off for six or more in a 13-week period.

You might also be wondering how sick pay affects things. If an employee has been off sick during the period in which they might claim redundancy, then technically their illness was the reason for you not working your contracted hours – even if you were previously not being offered work. Their ability to claim redundancy would be affected by this and working periods must be reset from that point for success.

A counter-notice is the employer promising the employee that contracted hours will be met again within four weeks, so the redundancy is rejected. To avoid complaints and a potential employment tribunal, the employer must provide the employee with their contracted hours for a minimum of thirteen consecutive weeks once the employee returns to their full contracted hours.

If the employer doesn’t respond with a counter notice within seven days, the redundancy is automatically accepted.

Conclusion

Hopefully, today, whether you’re an employee or an employer, you’ve been able to understand what will happen when contracted hours are not met in the workplace.

There’s no reason an employer wouldn’t want to provide the contracted hours to an employee, so when it occurs, it’s usually because there’s no other choice. Ensure that you know your rights and explore workarounds when you find contracted hours not being met.

The post Contracted Hours Not Being Met? Employer And Employee Rights appeared first on Real Business.

Part time workers and full time workers have long been embroiled in a competition over who has the most benefits. From holidays to pay, better work life balance to overtime pay, there are varying benefits to both styles of work and you need to consider them all as a business owner so you can offer your employees what they want. You’ll need to weigh up the benefits of working fewer hours vs working more hours for your employees and your business needs to ensure you strike the right balance and keep your employees happy whilst meeting business demand.

Below we’ll explore the benefits of part time work and full time work for employees, as well as their disadvantages to help you decide what’s best for your workforce.

Difference Between Full And Part Time Workers

In the UK, full time workers and part time workers are differentiated by how many hours they work in a week. Full time workers tend to work longer hours, more days a week – usually 35 hours +. Part time workers work fewer hours but can be anywhere from 1-34 hours a week, so there’s quite a large spread when it comes to part time working hours.

Other factors differentiate part time employees from full time workers besides hours worked. For example, part time workers are typically paid hourly and receive their wages weekly or bi-weekly, rather than monthly (although they can be paid monthly in some situations).

What Are The Advantages Of Part Time Employment?

Working fewer hours as a part time worker brings a lot of flexibility for employees, allowing them to spend more time with friends and family outside of work and doing what they love to achieve a better work life balance. That often means your employees are able to give more at work for the shorter amount of time that they’re there. It’s also great for students who want to work whilst studying and older people as they start making retirement plans.

You shouldn’t assume that part time workers only consist of younger and older people however. Part time work can be a viable option for a range of workers so it’s worth considering who might benefit from part time work at your business.

The benefits of part time work for employees is that they’ll be able to provide you with more limited availability to suit their needs, but this is also a benefit for employers too. By knowing your workers availability you’re able to make better business decisions, and if your worker is able to provide you with specific, consistent work patterns, you can conduct better workforce management.

It’s also great for you in terms of the typical part time workers you’ll employ. There are plenty of young people who want to gain experience in the workplace. Whilst their inexperience will mean they need additional training and support, you do benefit from having to pay them less wages as part of this tradeoff whilst giving them the opportunity to gain experience.

What Are The Disadvantages Of Part Time Employment?

Because of the nature of part time jobs, these positions are often not held for a long time. Many people see part time jobs as passing opportunities that may be convenient for a while, but they are often a stepping stone onto bigger and better things. This can be a huge disadvantage for you as a business owner as you may find high staff turnover for your positions which means more time and money spent with recruiting new staff to replace old ones as they leave.

One of the main reasons why people may not hold a part time job for a lengthy period is the fact that most times, you do not receive the same benefits as full time workers. This means no health insurance, limited holidays, and no additional maternity pay beyond statutory. In most cases, if you do not work, you won’t get paid more than statutory sick pay either. And while this may work for some employees for a while, most people look for something a little steadier after a certain point, which is when it starts to impact your business.

The other major disadvantage for employees to part time work is that they will earn less than if they were a full time employee. If one part time job is their only form of income, it’s likely that they’ll find themselves struggling to make ends meet at the end of a month – depending on their monthly commitments of course.

Part time employees are often expected to get the same amount of work done as full time employees, but in less time, and this can lead to high levels of stress for employees. In certain companies, part time employees may not be treated with the same level of respect as full time employees, both by their colleagues and their superiors so it’s important to make a conscious effort to support your workers who are completing part time AND full time hours. Employers should know the potential benefits that part time employees can bring into the workspace, and treat them with the same level of respect as full time employees.

Pros & Cons Of Part Time Work – Summary

What Are The Advantages Of Full Time Employment?

A stable, full time employment is the dream of many employees. The benefits are endless, but are mostly along the lines of job security and stable income. Employees who work full time for you will likely benefit from additional benefits compared to part time workers such as enhanced parental leave, increased holidays, pension schemes, etc. Sick pay is often better for full time workers too owing to the lack of flexibility their schedules afford them.

For many workers full time work is a necessity to keep up with monthly expenses as their family grows and their lives become busier. Full time workers are also often in the best position when it comes to internal promotions at your business, allowing you to find the best talent and keep them with you for years to come.

Feeling like there is growth at work is a key factor in employee satisfaction so by offering full time workers opportunities to develop new skills, you’ll ensure a happier workforce who are more productive, too.

Full time workers will often have a steady monthly salary, making it easier for employees to plan their lives and budget accordingly, but it also leaves you as a business in a better position as you’re able to reliably plan business outgoings based on consistent salary payments to your staff. Part time worker salaries can often fluctuate with overtime and additional shifts month on month, meaning you have to keep a closer eye on your business outgoings.

What Are The Disadvantages Of Full Time Employment?

A full time job can easily wear on a person, having to be at the same place doing similar tasks for at least 35 hours a week can take its toll, especially when your employee isn’t fulfilling a role that they’re passionate about or interested in. This can be a problem potentially leading to a workforce that isn’t engaged or motivated to complete work to the best of their ability.

Whilst a full time job acts as security for workers, it is also a long term commitment that can lead to feelings of stagnation. Without having the flexibility of part time work, a worker can feel trapped by their job and as though they aren’t being given the opportunity to diversify their skills and grow in their role.

It’s important then that as a business owner you highlight the importance of up-skilling in the workplace to ensure you have an engaged workforce that wants to stay with your business and progress in their career. This is much more cost effective from a purely business perspective too. By ensuring your workforce is trained to higher standards you save on recruitment costs by promoting internally wherever possible.

Typically full time workers have to give a longer notice period if they want to leave their employment. This can lead to feelings of being trapped in their job, especially if they aren’t happy with their role. Full time positions are a blessing to those who enjoy their work, but are a curse to those who feel disillusioned with their employment.

Pros & Cons Of Full Time Work – Summary

Benefits Of Working Part Time vs Full Time: Final Thoughts

A business often has the need for both part time and full time employees to ensure smooth operations. Different working hours and patterns work better for different people, so it’s important to be flexible in what you offer as an employer. For employees, having the ability to discuss what works for them will be greatly appreciated, helping them feel valued as an employee.

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If you are looking for a career that is both challenging and rewarding, then being an estate agent might be perfect for you. As an estate agent, you will have the opportunity to work in close contact with people, take care of their properties and help them make important decisions that could really change their lives.

If you are reading this article, the chances are that you are either thinking about becoming an estate agent or you have already decided to take the plunge. But how to become an estate agent in the UK? And is it worth all the hard work?

In this article, we will answer these important questions and more.

What is an estate agent?

To put it simply, an estate agent – sometimes referred to as a real estate agent – is a person who helps others buy, sell, and rent houses or commercial property. They are the crucial link between people searching for a new property to purchase or residential letting, and those who are looking to sell or rent one.

Working in the real estate industry as an estate agent is not an easy job; it requires a lot of hard work, knowledge of the markets, and top-notch sales and people skills. Becoming an accomplished estate agent takes years of experience, but if you put in the hard work and dedication, there are some serious rewards for property professionals.

Why are estate agents important?

Most estate agents play a huge role in the UK property market, helping buyers find their dream home, and they also help sellers try to achieve a profit on their investment. Property purchases can be incredibly complex, and without property professionals properly managing the arrangements, it would be very difficult for most people to sell, buy or rent a property without getting ripped off. Rogue builders and unscrupulous property developers love nothing better than to take advantage of inexperienced people with little knowledge of the industry and so an estate agent really can be a godsend.

What are the main benefits of being an estate agent?

While estate agents often work long hours, and the job can be very high pressure, it can also be very rewarding.

Depending on what kind of estate agent firm you work for, there may not be standard 9-5 hours; in fact, some estate agents only have evening and weekend appointments, while others may only have a couple of viewings every day.

The average salary for a UK estate agent is in the region of £32,000- £40,000 a year and you will also usually have an opportunity to make commissions on every sale. The standard estate agent fee in the UK is usually between 1-3% of the selling price of a property, although this can vary from agency to agency. In addition to that, many estate agent firms also offer excellent benefits such as healthcare insurance and a competitive pension.

Furthermore, you will get to meet and work with interesting people every day and make a real difference in their lives. Securing the right deal can be a huge thing for both buyer and seller so being an estate agent can be very emotionally rewarding.

How to become an estate agent: the right education & training

While many companies will accept applications from anyone (with or without experience) there is no doubt that having the right education makes finding employment as an estate agent much easier. There are several ways in which prospective employees can prepare themselves for this career path before even applying for jobs at local agencies: Getting your IAG Licence/IAEA qualifications through INEA or NAEA, applying to do an apprenticeship, joining one of the many property management courses offered in the UK, or taking an estate agent course online.

Here is what you need to know about how to become a top estate agent:

1. Get an estate and property management degree

While this is by no means a prerequisite to becoming an estate agent, a degree from an accredited UK university can have many benefits. First of all, it shows potential employers that you are willing to work hard and have the discipline to complete a university course, but more importantly, it means you will already have good knowledge and understanding of property sales and management before you start working.

During an estate and property management degree, you will learn so much about the industry, including subjects such as valuation and finance, contract law, housing policy and development. You will also gain valuable experience completing property management related projects that are designed to prepare you for your career as an estate agent.

2. Do a course through the INEA or NAEA

Alternatively, you may want to take a course through one of the industry’s leading professional bodies to get formal qualifications. Both the INEA (Independent Network of Estate Agents) and the NAEA (National Association of Estate Agents) offer courses in all aspects of the estate agency process, from valuing properties to sales and marketing, law and contract management.

While these courses are not always required by many estate agencies, they do give you a very good grounding for your career as an estate agent. You will also meet like-minded people who share your passion for property which can be invaluable when it comes to job hunting and industry networking.

After completing one of these training programmes, many graduates go on to work at top companies such as Savills or Knight Frank so taking part in an INEA or NAEA course is definitely something that could help open doors.

3. Do an apprenticeship at an estate agents firm

Another educational option is to find an estate agents firm that is willing to take you on as an apprentice to oversee your training and help you gain the experience and knowledge you need. Whether you are looking for full-time employment or just want to get some extra money while studying, this can be an excellent way of getting your foot in the door.

An apprenticeship with a leading agency and some skills in property management, rental properties, commercial properties and more will not only look great on your CV, but can also give you much better access to job vacancies, especially if you are up against a graduate recruit who perhaps doesn’t have enough experience. Starting as an apprentice at one estate agent company can also give you a headstart when it comes to networking which makes finding work easier if you don’t stay on at your original firm.

4. Find estate agent vacancies

Of course, the best way to get into estate agency work is by finding a firm that has a vacancy to match your skills. While this may seem like a fairly daunting task it can actually be very easy with all of the job websites available today. If you know exactly what kind of position you are looking for (such as residential sales in London) then simply browsing through listings on popular websites such as Monster or Reed will make sure that only jobs relevant to your search appear when applying for vacancies.

You should also seek out estate agents directly and send them your CV along with a covering letter highlighting why you think they need someone like yourself at their company. This approach takes more time but if done right can lead straight to interviews which means getting closer to landing yourself your dream job.

Again, many estate agents are willing to train new recruits so even if you don’t have much work experience they may still make you an offer based on the skills and knowledge that you already possess. This is especially true for graduates of property management degrees who can hit the ground running at a firm where their degree will be recognised immediately by employers.

5. Write a great CV and application letter

Applying for estate agents jobs, particularly entry-level positions can be extremely competitive, so you need to make sure that your CV and cover letter really stand out from the crowd. While experienced estate agents may be able to get a job by simply applying through an agency or listing site, new agents often have a much harder time of it so you must do whatever is necessary to ensure your CV and application are as impressive as possible.

6. Develop your communication and people skills

No matter what educational path you choose it is important that you have excellent personal qualities and communication skills so you can sell properties effectively and engage well with clients. As an estate agent, you will spend a lot of time communicating with potential buyers and sellers and your ability to put them at ease, build trust, and sell them a vision with proven sales techniques are all vital when it comes to success.

The best estate agents have fantastic communication and people skills and are always looking at ways to improve them. After all, half of what you will be doing as an estate agent is acting as an intermediary between two parties, so being able to create bonds and trust between everyone involved in a potential transaction is crucial to success.

7. Become a master negotiator

Once you enter the world of estate agency, you will see that negotiation skills are one of the most important assets an agent can have. This means not only knowing how to negotiate on behalf of your clients but also being able to convince buyers and sellers alike without seeming too pushy or aggressive.

As any good estate agent knows, there are many ways to approach negotiations so it’s important to know when each method should be used as well as how much pressure needs to be applied for what type of client. Learning how to read both people and the situation takes time and experience, so don’t worry if you are not a master negotiator right off the bat. Practice your craft, learn from the other agents you meet, and you will soon start to develop your negotiating skills.

8. Develop winning sales abilities

Very few people have the budget to simply pick out their dream home and pay for it right away. Buying property is often about compromise, especially when inexperienced buyers realise their budget is not going to stretch nearly as far as they expected it to. This is why all estate agents need to be excellent salespeople. You will need to convince them why a property that doesn’t offer exactly what they are looking for is still worth buying. Ultimately, your role is to find out what the buyer is looking for, negotiate on their behalf to get them a good deal, and then help them close the sale.

Developing winning sales abilities means learning how to read people so you can tell when they are ready to make an offer or walk away from negotiations. You need to be able to know how much pressure needs applying in terms of negotiation tactics as well as holding back so that buyers don’t feel like they are being pressured into making bad decisions. As with most things in life, practice makes perfect, especially if you don’t have natural sales instincts.

9. Learn from experienced agents

One of the best ways to become a better estate agent is by simply observing your more experienced colleagues at work. Watch what they do, how they interact with clients and other professionals in the industry and see what tricks you can pick up. While estate agents can be very competitive, the other agents in your firm should be happy to answer your questions and give you advice because ultimately it will benefit the company if you do well.

10. Build long-term relationships with clients

An important thing to remember when you are working as an estate agent is that the relationship with your client never ends. Once a deal has been done and a property sold, it’s up to you whether or not this client comes back in the future – which means doing everything possible to make sure they don’t go elsewhere.

This can be tricky because you may not always see the client again so try to stay in touch even if it’s just sending a little email every now and then reminding them about other properties on sale or upcoming events such as open houses.

Final thoughts

A career as an estate agent in the UK has so many benefits from an excellent salary to the opportunity to meet interesting clients and colleagues. Being a successful estate agent requires the right training, knowledge and experience but the rewards can be huge. Follow this in-depth guide on how to become an estate agent and you will have everything you need to succeed, enjoy career progression, or even eventually set up your own business and be your own boss.

The post How To Become An Estate Agent – Find Out Here appeared first on Real Business.