Podcast

Welcome to the E&P Services Podcast Episode 09, all about Supporting Hospitality Businesses.

David and Karli answer questions around a flexible workforce for hospitality businesses.

The questions:

1. What payroll issues do you most commonly see from hospitality clients, such as late P45s or missing starter details?
2. In your experience, how often do hospitality businesses struggle with payroll errors, like incorrect hours, holiday pay, or overtime and what impact does that have on them?
3. How well do hospitality clients typically keep up with payroll-related regulations, especially around tronc, tips, and variable pay? Please explain tronc first.
4. What challenges do hospitality businesses face with high staff turnover or last-minute rota changes, and how does their current payroll setup usually cope?
5. From your perspective, what kinds of support do hospitality companies benefit from most when working with a dedicated payroll partner like E&P Services?

Listen

Transcript

Jim [00:00:04]

Welcome to the E&P Services Employment Advice in five minutes podcast, E&P Services and Employment and payroll company based in Liverpool and servicing businesses all over the UK. I’m your host, Jim Kinloch and with me today from E&P services are David Du-Feu and his colleague Karli. In this episode, episode nine, we’re talking about supporting hospitality businesses. So we’re going to start with you first, Karli. And the first question is, what payroll issues do you most commonly see from hospitality clients such as late P45s or missing starter details?

Karli [00:00:45]

Um, so in hospitality, Jim, we do often see new starters, um, arriving with very little notice. So that does mean key documents like P45s, starter checklists or right to work documentation can be delayed. Because the onboarding is often fast paced. Managers may not always have complete payroll information on time, and then that leads to emergency tax, incorrect pay, or delays in setting someone up on the systems. A payroll partner helps massively by chasing missing information, ensuring new staff are on board and quickly okay, and reducing the admin burden on the managers.

Jim [00:01:26]

I’m sorry, I interrupted. Never mind. I think we’ve got all of that very useful. So, we turn to David now. David, your first question is, in your experience, how often do hospitality businesses struggle with payroll errors like incorrect hours, holiday pay or overtime? And what impact does that have on them?

David [00:01:46]

Yeah, it’s very common, Jim, actually, um, mainly because hours in hospitality vary constantly. For example, split shifts, overtime, last minute cover or even if they swap shifts. So if time sheets or rota systems aren’t updated accurately, then errors can easily slip through and that results in staff being underpaid or even overpaid, damaging trust, leading to extra work correcting the payroll itself. So, a reliable payroll service like ours helps spot inconsistencies early, ensures that the correct holiday accruals for the variable hours are being considered and significantly, significantly reduces the number of corrections needed. So that’s a big help.

Jim [00:02:32]

Cool. Right. So, we’re going back to Karli for question three. And it is how well do hospitality clients typically keep up with payroll related regulations, especially around Tronc which I’d like you to explain tips and variable pay. So please explain tronc first and then answer the question.

Karli [00:02:53]

Um, so tronc is often um, like a tip service and a lot of employees. Employers. Sorry. Um, they do count this in your salary, but it’s not guaranteed part of your wage. So, trying to pay trunk as a percentage of tips on top of the salary or wages often causes issues because it’s not a guaranteed amount. Um, they do find it challenging to stay up to date with the regulations on tronc because they do change frequently and they can get quite complex, and tronc is confusing on how to structure it and what needs to be recorded and what counts towards national minimum wage as well. Uh, things like holiday pay calculations for variable hours. Staff also can cause uncertainty, but having support from payroll specialists just ensures that compliance. And then it also makes the process far more transparent and manageable for the managers and business owners.

Jim [00:03:50]

Well, that was very clear. Thank you for that. Um, it’s the first time I’ve come across the word tronc. It’s a lovely word. I just wanted to, um. So now question four and we’re back to David and his experience. Um, David, what challenges do hospitality businesses face with high staff turnover or last-minute rota changes, and how does their current payroll setup usually cope?

David [00:04:15]

Yeah, they certainly do face many challenges, Jim. High turnover will mean constant on boarding and off boarding of staff. So that puts pressure on managers and often leads to missing paperwork or even notifications of leavers. So, these last-minute rota changes can result in inaccurate hours being submitted, especially if the business doesn’t have an integrated rota or payroll system like the one we offer. Many hospitality businesses will struggle because their internal process isn’t built for such rapid change, so a dedicated service like the one we provide help streamline this by managing leavers, tracking changes and ensures that all adjustments make it into the payroll correctly and most importantly, on time.

Jim [00:05:00]

Cool. And our last, our fifth and last question is for Karli. From your perspective, what kinds of support the hospitality companies benefit from most when working with a dedicated payroll partner like E&P services?

Karli [00:05:16]

And so, I’ve been in the industry for nearly 15 years now, so I can see it from both sides. And I think the biggest benefits are the clear processes. There’s really fast communication, which is vital in such a busy industry. Um, and that real hands-on support. So, the payroll services, they help by making onboarding easier, offering guidance on the compliance and correcting errors quickly, as well as providing.

Karli [00:05:48]

Structured ways to submit hours and rota updates. Uh, they do also give the managers peace of mind to reduce their admin time. And it also makes sure the staff are paid accurately and on time. Even during these really busy periods like now, and with constant staffing changes seasonally as well. I think ultimately the support really helps businesses run smoother and allows the managers to focus more on the service and the operational side, rather than all that paperwork.

Jim [00:06:16]

Excellent. Well, I think that’s gone very well. So, uh, David and Karli from E&P Services Limited, thank you for your invaluable insights around employment in the UK. You can contact E&P Services by visiting the website. E&P services UK l.t.d.co.uk. Everything discussed in this podcast was correct at the time of recording. E&P services are not employment lawyers and advise you to confer with a qualified employment lawyer.

If you have any questions about the hospitality business and employment, then please get in touch. Follow us on LinkedIn.

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Welcome to the E&P Services Podcast Episode 07.

We talk about The New Employment Rights Bill, Specifically Day One Rights

The questions:

1. What’s the thought process behind day one rights?
2. Can you give me a couple of examples of Rights that will be available to employees from Day one?
3. I read somewhere that there may be entitlement to Paid Bereavement leave – is this the case?
4. When is the proposed date of Implementation for Day one Rights?
5. We’ve talked about the impact of the employment Rights Bill for employees but what does it mean for an employer?

Listen

Transcript

Jim [00:00:02] Welcome to the E&P services employment advice in five minutes podcast. E&P services is an employment and payroll company based in Liverpool and servicing businesses all over the UK. I’m your host, Jim Kinloch, and with me is the founder and owner of E&P Services, David Du-Feu. In this episode, episode seven The New Employment Rights Bill, but specifically day one rights. Hello, David. You’re alright.

David [00:00:30] Hi, Jim. Very well. Thanks. How are you? Oh, good. That’s good.

Jim [00:00:35] So the first question, what’s the thought process behind day one rights?

David [00:00:41] Okay, so the concept of day one rights is designed to provide staff and employees with protections and entitlements the moment they start a job, rather than requiring them to accrue a specific period of service before becoming eligible for such.

Jim [00:00:57] Okey dokey. And question two can you give me a couple of examples of rights that will be available to employees from day one?

David [00:01:09] I can. There’s a few actually, that I’m going to highlight, um, through this conversation. So the first one will be Statutory Sick Pay. New employees will be entitled to SSP from the first day, providing them with financial security during any illness or injury. Obviously, from an employer’s point of view, they must ensure that the payroll systems are updated to accommodate that change. The second one I’m going to highlight is unpaid parental leave, whereby workers will gain immediate access to unpaid parental leave, offering them greater flexibility for family responsibilities from the start of their employment. And the last one will be paid paternity leave, so new fathers and partners will no longer need to wait to access their paternity leave rights. Therefore supporting better work life balance from day one.

Jim [00:02:00] All good stuff. Uh, now moving on to question three. I read somewhere that there may be entitlement to paid bereavement leave. Is this the case?

David [00:02:12] It is the case, Jim. Yeah. Employees facing the loss of a loved one will have immediate access to paid bereavement leave. So that ensures compassionate support when it’s needed most.

Jim [00:02:23] That’s a good thing. Now, um. Oh. So question four, when is the proposed date of implementation for day one rights?

David [00:02:33] Looking at autumn of 2026, but it’s not set in stone, so watch this space. But that’s the, um, the word on the street, as it were. Autumn 2026.

Jim [00:02:43] Okay. Okay. That’s quite straightforward. Um, finally, question five. We’ve talked about the impact of the Employment Rights Bill for employees. But what does it mean for an employer?

David [00:02:57] Well, for the employer, it’s going to mean quite a lot. There’s definitely going to be a need for greater responsibility from day one of employment. So that will see potential increases in admin need for more of a robust HR process in many cases within an organisation. And naturally, uh, and in a good way, it will see an improved employee wellbeing and satisfaction.

Jim [00:03:22] Excellent stuff. Uh, David De-Feu, E&P Services Limited, thank you for your invaluable insights around employment in the UK. You can contact David by visiting the website epservicesukltd.co.uk.

Jim [00:03:38] Everything discussed in this podcast was correct at time of recording. E&P Services are not employment lawyers and advise you to confer with a qualified employment lawyer.

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Welcome to the E&P Services Podcast Episode 06.

We take a dive into responsibilities around pensions.

The questions:

1. Am I automatically placed into a workplace pension scheme and what pension provider do you use?
   
2. How much do I as a member contribute and how much do you contribute as an Employer?
   
3. Can I ‘opt out’ of the pension scheme and if so, do I get a refund of any contributions made?
   
4. Am I able to transfer other pension pots I have to Nest and bring my savings together?
   
5. Can I access my account online?

Listen

Transcript

Jim [00:00:00] Welcome to the E&P services employment advice in five minutes podcast, E&P Services and employment and payroll company based in Liverpool and servicing businesses all over the UK. I’m your host, Jim Kinloch, and with me is the founder and owner of E&P services, David Du-Feu. Episode six Employment and Pensions. Right, David? This is the first question. Am I automatically placed into a workplace pension scheme? And what pension provider do you use?

David [00:00:32] Hi, Jim. Uh, yes. As a employee, you are automatically placed into a workplace pension with ourselves. And we use the provider Nest.

Jim [00:00:43] Nest. Right. Question two how much do I as a member contribute and how much do you contribute as an employer?

David [00:00:53] So employees or members will contribute 5%. And we as the employer will contribute contribute 3%. So that’s the standard. So 8% in total.

Jim [00:01:04] Okay. That’s very clear. Question three can I opt out of the pension scheme. And if so, do I get a refund of my contributions made?

David [00:01:16] Yes. You can opt out of the pension scheme if you wish to. Um, in terms of refunds, only if you were to opt out within the first 30 days of being enrolled. You will only get a refund if it’s within that time period.

David [00:01:33] After that time, you can opt out. However, you wouldn’t get a refund of anything you’ve contributed to date. It would just be left in your pension pot for further notice.

Jim [00:01:44] Okey doke. So now question 4 am I able to transfer other pension pots I have to Nest and bring my savings together?

David [00:01:56] Yes, you certainly can transfer other pots that you have. And I do know that Nest offer that facility. And as you say, it’s an ideal opportunity for people to bring savings together should they wish to.

Jim [00:02:08] Excellent. And our last question. Question five. Can I access my account online?

David [00:02:15] Yes, you most certainly can. They have a system in place where you can get online access at a time to suit you.

Jim [00:02:23] Great. David Du-Feu for E&P Services Limited, thank you for your insights around employment in the UK. Uh, if you wish to contact David you can visit the website epservicesukltd.co.uk. Everything discussed in this podcast was correct at time of recording. E&P Services are not employment lawyers and advise you to confer with a qualified employment lawyer.

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Welcome to the E&P Services Podcast Episode 05 where we discuss a recent healthcare case study from one of our loyal clients.

We shine a light on one of the markets we work in, healthcare.

The questions:

1. How did the healthcare client find out about E & P Services?
   
   
2. What problem / issue did they have?
   
   
3. How were you able to assist?
   
   
4. Are they feeling at ease by using your agency?
   
   
5. Have they recommended your services to others in healthcare?

Listen

Transcript

Jim [00:00:03] Welcome to the E&P services employment advice in five minutes podcast Jim [00:00:03] Welcome to the E&P Services employment advice in five minutes podcast. E&P services is an employment and payroll company based in Liverpool and servicing businesses all over the UK. I’m your host, Jim Kinloch, and with me is the founder and owner of E&P services, David Du-Feu. Episode five A Healthcare Case Study. Now I know E&P services work across multiple sectors and recently healthcare businesses have been a growth area. So let’s talk about a particular healthcare client of yours. So the first question how did the healthcare client find out about E&P services?

David [00:00:45] Hi Jim, good to see you. Um, in answer to your question, the healthcare client found out about us through word of mouth. We’ve worked for many years in and around healthcare, and because of the job that we did with a competitor of theirs. They were obviously keen to find out more about us and see how we could help them moving forward.

Jim [00:01:06] Okay, so word of mouth. Question two what problem or issue did they have?

David [00:01:15] Their main issue was around the employment status of their workforce. They were concerned that a number of workers they were deeming to be self-employed perhaps shouldn’t be classed as self-employed and wanted an employment solution, which obviously we were able to offer.

Jim [00:01:35] Excellent. Question three how were you able to assist?

David [00:01:41] We were able to help them because we were able to put contracts of employment in place for all of the staff, and that negated any issue around disguised employment, because the last thing a company would want would be to be accused of disguised employment. But also they were happy with the fact that we were looking after things for them at the back end. So holiday pay, accrual pension, statutory sick pay all became our responsibility, not theirs. And because of the contract of employment that we offer, it gave them added peace of mind to know that things were being done properly.

Jim [00:02:19] Excellent. So question four are they feeling at ease by using your agency?

David [00:02:26] I would say so, and I certainly hope so. Um, we’ve not had any negative feedback at all whatsoever. So, um, when I have spoken to them, which is fairly regularly, they’ve always been very positive and happy, and I know for a fact have spoken to others in the healthcare industry about the service we provide. So yes, I would say they are happy and, um, certainly looks good for the future.

Jim [00:02:49] Oh good news. Right. Our last question. Question five have they recommended your services to others in healthcare?

David [00:02:57]  They have Jim, actually, as touched upon there in the last question, I know that they have recommended us to others, um, and not just in healthcare. Actually, one of them had a contact in a other sector of industry, and that’s looking highly likely that we’ll be able to start working with them soon as well. So yes, they have recommended and as I always say, if you can get word of mouth referrals as a from a business, then so much the better.

Jim [00:03:25] I agree. David Du-Feu, E&P Services Limited thank you for your invaluable insights and around employment in the UK. You can contact David by visiting the website epservicesukltd.co.uk.

Jim [00:03:40] Everything discussed in this podcast was correct at the time of recording. E&P Services are not employment lawyers and advise you to confer with a qualified employment lawyer. The name of the healthcare business is available on request.

If you would like to know more about how we can take the stress out of being an employer then give the team a call.

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Welcome to the E&P Services Podcast Episode 04 where we cover FAQs about Employment and Payroll.

David, owner of E&P Services UK Ltd tells us some of the Frequently Asked Questions the company receives from clients.

The questions:

1. Is the payroll you operate PAYE?
   
   
2. How frequently am I paid?
   
   
3. What happens with regards to my Tax code?
   
   
4. Do I get payslips and if so, how do I receive them?
   
   
5. I notice it’s Employment & Payroll so am I also employed by you and do I get a contract of employment and associated employment rights?

Listen

Transcript

Jim [00:00:03] Welcome to the E&P services employment advice in five minutes podcast E&P services is an employment payroll company based in Liverpool and servicing businesses all over the UK. I’m your host, Jim Kinloch, and with me is the founder and owner of E&P services, David Du-Feu. This is episode four frequently asked questions about employment and payroll. The first question is, is the payroll you operate a PAYE?

David [00:00:34] Hi, Jim. Yes, the payroll we operate is Pay As You Earn.

Jim [00:00:39] Cool.

Jim [00:00:41] And question two how frequently am I paid?

David [00:00:46] You can be paid at any frequency that you wish. Most of our clients prefer weekly pay. However, we do have a couple that prefer fortnightly. And obviously we have people that are paid monthly as well. But we can cater for any requirement.

Jim [00:01:01] Okeydoke. Good. So question three what happens with regards to my tax code.

David [00:01:10] With regards tax code? We ask you to complete a simple and straightforward registration form. We also ask you to complete a new starter checklist. So the hope is that when you begin working with Employment and Payroll Services, you’re on the correct tax code. If you’re not, what will happen? HMRC will update us via their software and then we can ensure that you are put onto the correct code moving forward.

Jim [00:01:39] Excellent. Thank you, David. Question four do I get payslips and if so, how do I receive them?

David [00:01:48] Yes, of course you get a payslip. Payslips are emailed out either weekly, fortnightly or monthly depending upon your pay date, and they are always emailed usually by late morning on the day of payment.

Jim [00:02:02] Lovely. Thank you. So our final question, question five I notice it’s employment and payroll. So, am I also employed by you? And do I get a contract of employment and associated employment rights?

David [00:02:19] Yes, you will do. By virtue of the fact that we’re payrolling you and processing your wages. You become an employee of Employment and Payroll Services. We then provide a contract of employment to you. And yes, in conjunction with that, you would be open and able to get the associated employment rights that come with that relationship.

Jim [00:02:41] Excellent. A very fulsome answer. Thank you. David.

Jim [00:02:45] David Du-Feu, ERP services. Thank you for your invaluable insights around employment in the UK. You can contact David by visiting the website epservicesukltd.co.uk. Well that’s ltd .co.uk. Everything discussed in this podcast was correct at the time of recording. E&P Services are not employment lawyers and advise you to confer with a qualified employment lawyer.

If you would like to know more about the questions in this episode then please call the team for a friendly chat.

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Welcome to the E&P Services Podcast Episode 03.

David, owner of E&P Services UK Ltd takes us through the current minimum wage for someone over 21 and the proposed increase in the NMW. We also discuss staff wage reviews, employee rewards and how a business must stay compliant.

The questions:

1. What is the current minimum wage for someone over twenty-one and is this set to increase?
   
   
2. Is there a difference to the minimum wage between working in London and outside the capital?
   
   
3. Should a business audit all their employees to establish who is being paid what?
   
   
4. Do worker rewards ie benefits in kind affect the National Minimum wage?
   
   
5. What should a business take into consideration regarding the National Minimum Wage, for instance, is a business at risk of being fined for non-compliance?

Listen

Transcript

Jim [00:00:02] Welcome to the E&P services employment advice in five minutes podcast. E&P services is an employment and payroll company based in Liverpool and servicing businesses all over the UK. The company motto is big enough to cope, small enough to care. I’m your host, Jim Kinloch, and with me is the founder and owner of E&P services, David Du-Feu. A font of all things useful to know about employment in the UK. Thank you for joining us today, David. And let’s get on with helping businesses get to grips with employment in the UK, including the current legislation. Every episode of our podcast is aimed at answering five questions in five minutes. So one question per minute. This is episode three fair pay and the national minimum wage. So the first question, David, is what is the current minimum wage for someone over 21? And is this set to increase?

David [00:01:00] Hi, Jim. Good to see you. Um, yes, thanks for the, um, the question. So the current national minimum wage for anybody aged 21 and over sits at £11.44. However, you’ll have seen, as I’m sure many listeners will have seen, also the increase proposed post budget that is going to £12.21 from April 25th. So, um, yeah, around £0.80 or give or take increase from April of next year. £12.21.

Jim [00:01:35] That’s a very full answer. Thank you David. Now question two is there a difference to the minimum wage between working in London and outside the capital?

David [00:01:47] The national minimum wage stays the same. However there is something called the real living wage, which is unofficial. Um, really, however it’s put forward by the Living Wage Foundation charity, who suggested that it’s based on living costs, um, for the area in which people are living. So in London that would be £13.85. And they suggest that outside of London and everywhere else in the UK, in essence it would be £12.60. So there is a difference between the real living wage and the national minimum wage. But no, the national minimum wage doesn’t change based on your location. It still remains. 1144 now going to 1221 from April of next year.

Jim [00:02:35] That’s a fulsome answer. Thank you. David. Should a business regularly review staff wages to establish who is being paid what?

David [00:02:44] It certainly should do. And again, I’m a big stickler for this. And it’s something that I always discuss with companies because not only do they need to keep on the right side of the law with regards this, because non-payment of national minimum wage can lead to penalties of up to £20,000 per worker affected and also HMRC can force underpayments to be rectified.

David [00:03:10] As soon as possible basically. So a company doesn’t want to be in that situation. It’s also from the individual employee or worker’s point of view. Nice to have regular reviews because I think, you know, having been there myself in years gone by, if you’re not having those reviews and people aren’t talking to you about your hourly rate, sometimes you can feel a little bit undervalued. So I always feel that it’s nice to have these reviews. I’m not suggesting every week, but perhaps, you know, every six months or so, have a review, see where you’re at in terms of hourly rate, and see what can be done.

Jim [00:03:41] Good for employee morale, I suppose.

David [00:03:44] Certainly is. Certainly is.

Jim [00:03:46] Right. Uh, so our next question, uh, do you offer any form of employee rewards as part of your service?

David [00:03:55] We do, and we have done actually for some time now. We offer an employee benefits package, which enables those that work with us to access various high street discounts. Money off at the cinema. Sometimes it’s even two for one tickets at certain times. Also discounts at various restaurants. So we try and provide a a nice incentive, if you like, for those that are working with us. And that isn’t something that comes at a cost to them. The cost is very much borne by us. We cover everything for them. We just want to give those a little reward, um, that that work with us. Really?

Jim [00:04:35] Excellent. Now, our final question today, I think one of the most important ones that you can answer is, what should a business take into consideration regarding the national minimum wage? For instance, is a business at risk of being fined for non-compliance?

David [00:04:53] It is Jim. It is, and as touched upon in my earlier question as your earlier answer to your question, The non-payment of National Minimum Wage, or NMW, as it’s often abbreviated to, can lead to penalties of up to £20,000 per worker affected. And as I said, HMRC can force any underpayment whatsoever to be rectified as soon as possible and companies do not want to be in that situation and they can go back as well. So if people have been consistently underpaid for some time, that can the fines can be pretty onerous on on any business.

Jim [00:05:32] Excellent. So David Du-Feu E&P Services Limited, thank you for your invaluable insights around employment in the UK. You can contact David by visiting the website epservicesukltd.co.uk.

Jim [00:05:46] UK. Everything discussed in this podcast was correct at time of recording. E&P services are not employment lawyers and advise you to confer with a qualified employment lawyer.

If you would like to know more about the questions in this episode then please call the team for a friendly chat.

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Welcome to the E&P Services Podcast Episode 01.

In this episode we answer these questions:

1. How are you today?
2. Why did you decide to set up E and P services?
3. What’s the biggest problem you help businesses overcome?
4. Have you seen any increase in inquiries from clients recently given the upcoming employment law reforms?
5. Which sectors do you work most closely with?

Listen

Transcript

Jim [00:00:00] Welcome to the E&P services Employment Advice 5 in 5 podcast. We answer five employment questions in five minutes. E&P services is an employment and payroll company based in Liverpool and servicing businesses all over the UK. The company motto is big enough to cope and small enough to care. I’m your host, Jim Kinloch, and with me is the founder and owner of E&P services, David Du-Feu. A font of all things useful to know about employment in the UK. Thank you for joining us today, David. Um, let’s get on with helping businesses get to grips with employment in the UK, including the current legislation.

David [00:00:41] Thanks, Jim. Good to see you.

Jim [00:00:43] Every episode of our podcast is aimed at answering five questions in five minutes. So one question per minute. This is episode one about employment and payroll services. So how are you today, David?

David [00:00:55] Very well Jim. Thank you. Yeah. Keeping busy.

Jim [00:00:58] Good man. And so our next question is, why did you decide to set up E and P services?

David [00:01:06] Okay, so my background’s post university was education recruitment. So I was involved with helping supply teachers in and around the Liverpool and Manchester areas find work. During my time in education recruitment I worked closely with a couple of payroll umbrella companies. Saw what they did well. But on the flip side, what I felt they didn’t do so well. And because of that, I thought there was a real opportunity to set something up that would benefit clients that work with us.

Jim [00:01:39] So having said that, what’s the biggest problem you help businesses overcome?

David [00:01:44] We help businesses overcome the whole issue of disguised employment. To clarify that briefly, if you’re a company owner or a manager of an organisation and you have a workforce, you may allow certain people to be self-employed when really they shouldn’t be classed as self-employed. We help overcome that whole issue and area because we will employ the staff on your behalf, and you can utilise our employment vehicle in order to do so.

Jim [00:02:12] Excellent. Now, have you seen any increase in inquiries from clients recently given the upcoming employment law reforms?

David [00:02:20] We have. We have. We’ve taken on a couple of new clients. Post-budget. We’ve also had a number of inquiries. More questions and queries. Jim. If I’m honest, people asking, um, about the employers National insurance rate increases, the fact that they’re increasing from 13.8% to 15% from April of next year. And also the debate around the threshold reduction from 5000, sorry, from 9100 down to £5,000. So that obviously means now in real terms, employers will need to start paying um from um quicker than before basically.

Jim [00:03:00] And um, final question in this episode, Which sectors do you work most closely with?

David [00:03:07] Sectors for us are typically healthcare, education and hospitality, but we’re not limited to sector and we’re certainly not restricted. We’ve started working as well with a local cleaning company because really for us, it’s all about the employment status and how we can help companies overcome any issues with that. But also, Jim, we give peace of mind and I think nowadays that’s what companies and organisations need.

Jim [00:03:35] Indeed. Right. David Du-Feu, E&P Services Limited thank you for your invaluable insights around employment in the UK. You can contact David by visiting the website, epservicesukltd.co.uk. Everything discussed in this podcast was correct at the time of recording. EP services are not employment lawyers and advise you to confer with a qualified employment lawyer.

If you would like to know more about the questions in this episode then please call the team for a friendly chat.

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