What Insurances Do Employees Need To Think About for Working From Home & Driving?

This month we have a guest blog from Anna Wilkinson, Anna has been telling us at Orchard about some insurances that employees should have in this hybrid and working from home world.

Have you ticked the box?

So you’ve brought an insurance policy for the protection of your

business, your clients & your staff. Well done… but your box of

‘insurance responsibility’ is yet to be ticked unless you have also

completed these tasks;

Private Car Insurance?

Did you know that “Social, Domestic, Pleasure & Commuting will

only insure you to drive to & from a single place of work? As an

employer, if your staff have to drive ANYWHERE that is not 1 place

of work, you should be advising (and preferably checking) that your

staff take out ‘Business Use’ on their private car insurance policies. This applies

even if they drop the post off on their way home. If you don’t want your staff to have uninsured claims or be charged with ‘Driving Without Insurance’ (which could hold a hefty fine and an IN10 on their driving license – or worse, a driving ban) then I urge you to ensure you have explained this.

Home Insurance?

Do your staff ever work from home? Have they told their home insurance provider? Have you told your Office/Electrical Equipment Insurance provider?
If your staff work from home then you should advise them to let their home insurance provider know, just to ensure that any personal claims are insured. Some insurers may see this as a positive because the home is occupied more frequently.
If your staff are using your business equipment then you should also jump on the phone to your Insurance provider because unless your PCs/electrical equipment are listed to be insured for ‘All Risks’ or specifically listed at your employee’s home address, then they probably aren’t insured.

Public Liability?

Do you or your staff ever have business visitors to a home address? Did you know that if your business visitor was to become injured whilst at your home address your office/business Public Liability Insurance wouldn’t cover the claim?
If you or your team have anyone at their home address – or even outside of the office for that matter – then you need to let your Public Liability provider know. Your/the staff members home insurance will not extend to cover business activities.

Employers Liability?

Have you told your Employer’s Liability provider that your staff work from home? Have you carried out a DSE assessment out on your employee’s home-working set up? Have you sorted out your HSE policies and procedures, i.e. Lone Working?
Your Employer’s Liability Insurance will only cover claims if you have carried out your legal responsibilities. If you haven’t checked up on how safely your staff are working from home & documented this, then you can’t expect the claim to be paid when an employee trips over a phone cable.

Of course, these examples apply mainly to clerical activities, but perhaps your business does online yoga, applies logos to merchandise, or makes jam?! In any scenario where your staff are in their home address – or otherwise – you need to ensure that those insurances that you hold at your business premises, still apply and protect them.

It needn’t cost an awful lot more, this isn’t about trying to squeeze more into your annual premiums, it is making sure that you aren’t paying for an insurance policy that doesn’t offer you that peace of mind and protection that your business & your staff actually need.

Insurance is one of the last professional industries where you can obtain professional advice for ‘free’ – this won’t last forever so I strongly advise that you utilise this whilst you still can. I am always happy to give advice and assist you & your business with your insurance needs.

Thank you, Anna Wilkinson, Relationship Director of 1Stop Insurance, 0208 773 2222, anna@1stopinsurance.com

STATUTORY PAYMENT CHANGES FROM APRIL 2022

STATUTORY PAYMENT CHANGES FROM APRIL 2022

April is almost upon us and with that, a few changes come into effect regarding statutory payments. These include: –

National Minimum Wage

National Minimum Wage amounts will change on 1st April 2022: –

Age2022 Rate2021 Rate
Apprenticeship£4.81£4.30
Under 18years£4.81£4.62
18 to 20 years£6.83£6.56
21 to 22 years£9.18£8.36
23 years and over£9.50£8.91

STATUTORY SICK PAY

Statutory Sick Pay amounts will also increase from April 2022 to £99.35 per week.

STATUTORY FAMILY PAY

Again, another change in statutory payments is those for maternity, paternity, adoption, shared parental leave, and parental bereavement

Maternity Pay – weekly rate for first 6 weeks

90% of employees’ average weekly earnings.

Maternity Pay – weekly rate for remaining weeks

£156.66 of 90% of employees’ average weekly earnings, whichever is lower.

Paternity Pay – weekly rate

£156.66 or 90% of employees’ average weekly earnings, whichever is lower.

Adoption Pay – weekly rate for first 6 weeks

90% of employee’s average weekly earnings

Adoption Pay – weekly rate for remaining weeks

£156.66 or 90% of employee’s average weekly earnings, whichever is lower.

Shared Parental Pay – weekly rate

£156.66 or 90% of employees’ average weekly earnings, whichever is lower.

Shared Parental Bereavement Pay

£156.66 or 90% of employees’ average weekly earnings, whichever is lower.

REDUNDANCY PAY CAP

And finally, the Redundancy Pay Cap will increase from 6th April 2022 to £571 per week, an increase of £27 per week.

The maximum basic amount that an employee will be entitled to receive is increasing to £17,130.

It is important to make sure that proper adjustments are made on time to avoid any unwanted issues with payment amounts.

If you have any questions or queries on this, drop us an email to info@orchardemploymentlaw.co.uk

What Does The Lifting Of Coronavirus Restrictions Mean For Employers?

What are the rules in place?

Covid restrictions are lifting but what does this mean for employers? Let’s start by looking at the law around Covid restrictions across the UK.

In England all restrictions will be lifted from Thursday 24th February 2022, this includes the legal requirement to self-isolate if you test positive for Covid19.

From 21st March 2022, the rules in Scotland will also end, including the legal requirement to self-isolate if you have had a positive test.

Self-isolation rules were never a legal requirement in Northern Ireland but there was strong guidance to do so, the guidance remains in place but all other restrictions have been eased.

Wales still has a self-isolation mandate in place, we are expecting an update from the Welsh Assembly on 4th March.

What about Statutory Sick Pay (SSP)?

Employees in England have been entitled to Statutory Sick Pay from day 1 of sickness if the sickness is related to Covid. Employers were able to claim the Statutory Sick Payback from the Government from day 1 to day 3 through the Statutory Sick Pay Rebate scheme. 

This scheme will end on 17th March 2022 which means that employees will be unable to claim SSP for the first 3 days of sickness.

What about Company Sick Pay (CSP)?

Some businesses have a Company Sick Pay scheme, this varies between organisations and may even be different for employees depending on their role and duration of employment. Employers and employees should check and follow the employment contract and any sick pay policies.

If there is no legal requirement to self-isolate, should staff attend work?

Although there may be no legal requirement to self isolate a business can still have its own set of rules. Generally speaking, if employees are unwell it is better for them to stay away from the workplace.

Working whilst unwell can result in: 

  • Staff taking longer to recover
  • Staff feeling undervalued
  • Other staff members and service users becoming unwell
  • Other staff members feeling uncomfortable 
  • Reduced productivity

What do I do if testing is no longer free?

There will still be the option to purchase tests. If this is the case you cannot insist that employees pay for tests but you may be able to purchase tests as an employer and ask employees to take the test.

There is no legal requirement for employees to test or to let their employer know the outcome.

What should I be doing right now?

Now is a great time to think about how your business will operate in this new era of managing Covid. Set out some clear guidelines on what staff can expect and what you expect of staff.

Let’s not throw the baby out with the bathwater. Employers still have a duty to protect staff. We have all learned some great things about hand washing, PPE, ventilation, and respecting one another’s personal space. We would encourage you to keep these going to protect all staff from bugs and viruses in general.

I have more questions who can I turn to?

The information in this blog is not intended to be advice as each situation can vary. If you do need additional support with Covid related illness of employees, absence management or any other HR or Employment Law issue get in touch with us at http://www.orchardemploymentlaw.co.uk

What To Expect In Employment Law in 2022

2022 is another year of changes in the world of Employment Law and HR. In this blog, we are talking about some of the changes that we know are already going to happen.

Vaccination Status For Frontline NHS Staff

As we know, it was made compulsory for Care Home Staff to be fully vaccinated against COVID-19; this was implemented on 11th November 2021.

Following this, the Health Secretary, Sajid Javid, has said that it will also become compulsory for frontline NHS Staff to be fully vaccinated against COVID-19, subject to medical exemptions. This will be set into action from April 2022.

Workplace Sexual Harassment

In July 2021, the Government responded to consultations regarding workplace sexual harassment. Their proposal outlines plans to instil a duty on employers to prevent sexual harassment in the workplace and to introduce new protections against harassment by third parties. This would require employers to take all reasonable steps to prevent sexual harassment from transpiring amongst all employees.

This new legislation could also see employers held liable for harassment caused by third parties in the workplace. 

Tips And Gratuities

This has been a long time coming as the original consultation on tipping, gratuities and service charge was made in 2016.

In September 2021, the Government published its response, ensuring workers in the hospitality sector keep tips on a fair and transparent basis. Employers will also be required to have a written policy on tips and record how tips are dealt with.

Right To Request Flexible Working

Recent consultation has extended the existing right to request flexible working from day one of employment instead of the former 26 weeks. It is important to note that this is a right to request, and it is still up to the employer whether or not to grant the request. 

Bank Holiday Entitlement During the Platinum Jubilee

Employers should be aware that the late May Bank Holiday will be moved to Thursday 2nd June 2022, and an additional Bank Holiday has been granted on Friday 3rd June 2022 to celebrate the Queen’s Platinum Jubilee. 

Now the confusing part ensues; employees are entitled to the extra Bank Holiday if the wording in their Employment Contract states so. 

Let us explain.

If the Employment Contract states that an employee’s holiday entitlement includes Bank Holidays and then details the standard Bank Holidays that are recognised as part of the holiday entitlement, then it is down to the employer’s discretion whether or not to permit the holiday.

If the Employment Contract states that the holiday entitlement is plus Bank Holidays, the employee would be entitled to the extra day.

New Right To Carer’s Leave

In September 2021, the Government published its response to the 2020 consultation on Carer’s Leave. It has confirmed that it plans to legislate an entitlement to Carer’s Leave for employees as a right from day one.

The leave will consist of one week (5 working days) of unpaid leave per year for those employees with long-term caring responsibilities. This can be taken as full days or half days.

Leave can be taken to provide care, or arrange care, for a person with a long-term care need, e.g. illness, injury or issues relating to old age.

Employees will be required to give notice that is at least twice the length of the time being requested, plus one day.

Neonatal Leave And Pay For Employees

In March 2020, the Government announced its intention to introduce Statutory Neonatal Leave for parents whose babies require neonatal care.

It is expected that the amount of leave will be one week for every week that the baby is in neonatal care, up to a maximum of 12 weeks. This will be paid leave, with parents being entitled to a statutory rate of pay set by the Government each year.

Redundancy Protection for Women and New Parents

The Government has also confirmed its intent to extend the redundancy protection period which is currently available to mothers on Maternity Leave.

Protection will apply to pregnant women from the point they notify their employer of their pregnancy until 6 months after a mother has returned to work.

It will also apply to those taking Adoption Leave and Shared Parental Leave.

Employment Bill

This was originally announced in December 2019 and postponed due to a change in the Parliamentary Work Schedule brought about by the pandemic.

While the date of its implementation is unannounced, it is speculated to conclude sometime in 2022.

We will keep you updated on what’s to be included within the bill.

National Minimum Wage Amounts

National Living and Minimum Wage amounts will increase again in April 2022, as follows: –

Current Rate New Rate

National Living Wage £8.91 £9.50

21 to 22 Year Olds £8.36 £9.18

18 to 20 Year Olds £6.56 £6.83

16 to 17 Year Olds £4.62 £4.81

Apprentices £4.30 £4.81

That’s all for now. We will, of course, keep you updated on any other changes that come to light.

For help with Employment Law or HR contact http://www.orchardemploymentlaw.co.uk

Round-Up of 2021

In the famous words of fictional character Forest Gump, “Life is like a box of chocolates, you never know what you’re going to get”.

2021 has certainly been a box of chocolates for us and our friends, we started the year working from home and in Lockdown and we got excited about eating outdoors (in the cold) when restrictions started to ease in April. 

2020 taught us that we needed robust systems but a flexible attitude and this has been a benefit to us this year. 

Employment Law is one of the fastest-changing laws in the UK so it is no surprise that there were changes. Some of the changes included:

  • The implementation of settled and pre-settled status of EU nationals
  • The end of the furlough scheme
  • Increases in minimum wage and sick pay
  • Compulsory vaccination for workers in the Care sector.

As well as some HR trends such as The Great Resignation and a more common approach to Hybrid and Working From Home.

This year we have seen some highs within Orchard Employment Law. Our wonderful clients have continued to trust in us to support them through the ups and downs of employing people. Of course, we have to mention our delight in successfully winning employment tribunal cases for our clients.

Our team has grown yet again, you may have noticed that our online presence has stepped up since George, our in-house marketeer joined the team.

We saw the return of in-person events and although we remained cautious it was great to see people at The Women In Business Big Show and The Education People Show.

Jemma has been super busy being featured in the media on television and radio shows such as Times Radio, BBC South East, ITV, BBC Radio Kent, KMTV, and Daily Mail. She was also a speaker at many virtual and in-person business events including, Chartered Institute of Management Accounts (CIMA), Omni Pro’s CPD Store, Bristol Live with In-house Recruitment, and Tourism South East’s AGM.

We got behind the bid to make Medway a City of Culture, unfortunately, Medway didn’t win the bid but it was a great opportunity to pour back into our local towns.

We are super pleased to confirm that we remain certified with ISO9001, meaning that we have good quality management systems and standards. The external auditor was impressed with all of the measures we put in place to ensure our clients have the very best and he found that we go over and above what is expected.

Looking back, we can say that we have had a good year despite challenges. We look forward to next year’s box of chocolates and wish you a wonderful Christmas and a happy new year.

3 Practical Steps to Improving Diversity At Work

Diversity in the workplace has definitely been a hot topic this year. It’s becoming more common for people to expect a business to have more than an Equality and Diversity policy but to show how they are taking steps to create a more diverse workforce.

Last week, Jemma attended an In-house Recruitment event and the speakers confirmed many of the things that we have been saying for years. She heard firsthand how employing people from marginalised groups is good for business, people from these groups bring fresh ideas to the workplace, problem-solving is improved as new perspectives are brought to the group and clients love to see people that they can identify themselves with.

At the conference, Jemma sat in on a talk by Neil Armstrong of Tripad. A good measure of how well an organisation is doing in terms of hiring talent from a diverse ethnic background is to look at the demographics of the location.

Neil discussed working with a City Council whose location was made of 40% people from Black, Asian and others from an Ethnic Minority background however, the workers from this background only made up 18% of the workforce.

Blind Applications

The council wanted some practical solutions to see whether or not this percentage could be improved. One measure was to introduce blind applications, this is where CV’s and applications are stripped of personal information which can identify a person such as a name, suffix, date of birth, and address. The result of this meant that the workers from Black, Asian, and Ethnic Minority backgrounds increased from 18% to 39%. 

Automating The Interview Process

Another business at the exhibition found that hiring managers would ask candidates the same question but in a different way, this was not done deliberately but it did mean that some candidates had an unfair advantage.

The business decided to automate the way in which questions were asked and they too found an increase in diversity of the candidates that were hired.

Use A Diverse Panel

A well-known psychology theory is that people like people like themselves. There is something comforting about familiarity and this is often the case in interviews. The thing we like might not be that it is a man or a woman or that they are black or white, it could be that we have a similar mannerism or taste in music of fashion sense.

So, it makes sense to interview people as a panel and to ensure that the panel is not made up of the same types of people. Some businesses will argue that they are too small and that they don’t have enough people from diverse backgrounds who can form a panel. There is a solution to this. You can borrow people from other businesses, ask for a non-executive director or even put someone on a panel who is not yet management.

What Else Can You Do?

Of course, these three steps are not the only way to improve diversity at work and there is no guarantee that the diverse talent hired will be retained. There are other factors that need to be addressed such as inclusivity and company culture, ensuring that leadership is diverse even if that includes mentorship and leadership programs, dealing with internal bias and so much more.

That being said, if you are looking for 3 practical steps to hiring a diverse talent pool you could try the above.

What Can I Do If My Staff Can’t Get To Work Because Of The Petrol Crisis?

We have all seen the disruption caused by the petrol panic and regardless of whether you think its due to a shortage of fuel, a logistical dilemma or a symptom of panic buying, the outcome is the same.

Some staff are affected by travel disruption because they are unable to get fuel or due to the congestion caused by queues to petrol stations.

So what can you do if your staff are unable to get to work?

Remote Working

The good news is that over the last 2 years many businesses have proved how adaptable they are and so lots of businesses now have the equipment and measures in place to allow staff to work from home. If you are able to allow staff to work remotely during this period, then this may be the option for you.

Carpooling

You will pleased to know that there is no requirement to sing karaoke like James Cordon but car sharing could help with the fuel dilemma. It may save on costs if staff share a lift and it’s better for the environment. You could offer incentives to staff who car share such as a free lunch or voucher. Of course we are aware that Covid19 is not over yet so we would suggest good cleaning and optional mask wearing to help reduce the spread of the virus.

Change Working Hours

This won’t help staff to get fuel but it could mean they are able to travel when there is less traffic on the roads. This will help with fuel consumption and ease the frustration of sitting in traffic.

Allow Annual Leave

If home working is not an option then consider allowing staff to take some annual leave or toil. You can also insist of staff using annual leave but employers should be mindful that they need to give twice as much notice as the leave that they want staff to take. EG, two days notice = one days annual leave or four days notice = two days annual leave.

If there is no annual leave available then you might want to allow staff to take unpaid leave.

I need to close my business due to staff shortages do I have to pay them?

As long as employees are willing and able to work then you will have to pay them even if you have been forced to close. The key being able and willing so those staff who are unable to come to work will not get paid.

You might not have to pay staff when you close if:

*You have the contractual option of lay-off (see our other blogs for more information)

*You have given staff notice to take annual leave

* Staff have agreed to take unpaid leave.

Where can I get more information?

The information in this blog is general guidance and not intended to be used as advice. If you need specific advice or you want to be sure that you are doing the right thing then contact us at info@orchardemploymentlaw.co.uk or visit our website at http://www.orchardemploymentlaw.co.uk

What Is The Scoop On Zero Hour Contracts

What is a Zero-hour contract?

Zero-hour contracts are the in-between status of employment and self-employment.

Giving workers the freedom to pick and choose their working hours, which is great for those with other responsibilities such as caring for a child or a loved one and those looking to take home some extra cash without the commitment.

Although zero-hour contracts are often portrayed as a cruel, heartless way of hiring staff they can be beneficial to both employer and employee.

The employer doesn’t have to provide any minimum number of working hours and the worker doesn’t have to work a minimum number of hours. Sounds simple enough right? Not quite.

It’s important to get things right to avoid pitfalls Employment Law.

There are various terms for zero hour contract workers including casual worker and although strictly speaking there is nothing wrong with the term causal worker it is not recognised in Law.

Employers should also be aware that zero hour workers are still entitled to basic employment rights such as.

  • Written terms
  • Paid holidays
  • Protection from whistleblowing
  • Protection from unlawful discrimination
  • National minimum wage
  • Payslips

Like most things, Zero-hour contracts come with both pros and cons for both parties. 

Pros

The benefits for employers are…

  • Reduces cash flow worries.
  • Great alternative to employment in seasonal industries such as hospitality and entertainment which sees a reduction in income certain parts of the year.
  • Employers can get the opportunity to hire staff on an ad hoc basis before making the decision to have the commitment of an employee.

Benefits for employees

  • Flexibility, workers get to decide when they work
  • Not committed to one job. Great for those pursuing other endeavours

But like everything zero-hour contracts have their downsides…

Cons

The downsides for employers are…

  • Poor reputation: There is still a stigma surrounding zero-hour contracts
  • Staff shortages : Staff can refuse work offered to them
  • Less Control : As employer will not be providing job security they are unable to prevent staff from working for others.

Downsides for employees

  • No guaranteed salary: As the amount of work available can fluctuate
  • Difficulty getting finance: Securing payments like mortgages, rent and even car finance can be difficult without guaranteed wages 
  • Zero-hour workers are not employees and as such are covered by basic rights only. 

There are a few myths still surrounding zero-hour contracts which are taken as common knowledge but are a violation of worker rights, and as such should be avoided.

Do workers on zero-hour contracts still get paid holidays? 

They still accumulate holiday pay the same as everyone else, all employees are legally entitled to 5.6 weeks of paid holiday a year.

 What about any other forms of paid leave?

Along with paid holiday. They may also be entitled to maternity/paternity pay along with SSP (Statutory Sick Pay) but these are not guaranteed to them, the worker may take the time off as they do not have to make themselves available for work.

Okay, but I don’t have to have any of this in writing?

You certainly do! Any contract given to workers must be given in writing and recent changes require you to hand the contract by day one of work.

To conclude, it’s crucial you state within the contract that as an employer you don’t intend to create an employment relationship. There are several things you should consider when drafting a zero-hour contract like how the individuals’ contract will be brought to an end, how entitlements will be accrued and more. If all this seems daunting and you don’t know where to start. Get in contact us over at http://www.orchardemploymentlaw.co.uk.

How Do Employers Manage Quarantine After Holidays?

We may have had Freedom Day in the UK but the pandemic is still very much here. What do employers do if employees wish to holiday abroad and how do we manage swift changes in the isolation rules? 

Holidays abroad seemed like a thing of the past for a while until the government introduced a traffic light system which has different procedures for those who wish to travel to another country.

The Traffic Light System

Currently Green countries are those countries which do not require quarantine upon return to the UK.

Amber destinations are deemed to have more risk than Green countries and will require quarantine for people who have not been vaccinated or travel before the rules change on August 16th 2021.

Red destinations are countries which the government has advised against travelling to and require a hotel quarantine period.

But what happens when a country moves suddenly from Green to Amber, Amber to Red or when the rules change at short notice just as they did with Paris?

Banning Staff From Going Abroad

Of course we cannot and would not want to ban staff from travelling abroad. Travelling means different things to different people. For some it is the joy of seeing somewhere new, to others it may mean a long awaited hug from a family member or loved one and for others still it is a matter of business.

It would not be reasonable or appropriate to stop staff from travelling and if it resulted in dismissal it could lead to an unfair dismissal claim.

However we do suggest advising staff that travelling might be at their own financial risk if they are required to isolate.

Do I have to pay staff to Self-Isolate following travel?

The current rules are that staff who are required to self isolate by law are entitled to receive Statutory Sick Pay (SSP) from Day One of isolation. You can pay more but SSP is the minimum that you must pay.

Can I request that staff work during isolation?

If staff are able to work from home and they are well enough to do so you can ask staff to work from home. If staff are working from home they should receive full pay.

Can I insist that staff attend their place of work during Self Isolation?

As of September 2020 it became illegal for an employer to allow a member of staff to work anywhere but their place of isolation during self isolation. Insisting that a staff member attend work when they should be in quarantine can result in a £10,000 fine for the employer.

Aside from the legalities and the fine, it would also put other staff, service users and clients at risk.

What can I do if my employee asks to use annual leave during self isolation?

There is nothing stopping you allowing a staff member to use annual leave during self isolation. It may well help them financially.

Employers can also request that staff use annual leave at any time providing they give twice as much notice as the leave they would like the employee to take. In real terms this means, 2 days notice for 1 day annual leave or 8 days notice to use 4 days annual leave.

Should I be telling my staff the procedure for self isolation following the holiday?

There is no legal requirement to outline a self- isolation procedure following annual leave but this is good practice. It will help staff know what they should do if they find themselves in a quarantine situation after a holiday. It also helps managers know what they should be doing.

Where can I get HR and Employment Law Support with staff?

You can get free advice from acas and from our newsletters.

We are always happy to help employers with Employment Law, email us at info@orchardemploymentlaw.co.uk or visit our website at www.orchardemploymentlaw.co.uk to see how we can help you.

Introducing George to Team Orchard

The Orchard Employment Law team is growing and we are really pleased to be able to offer George the opportunity to learn and work as a marketeer within the business. There is nothing quite like practical experience and support.

Prior to George starting with the team all of the marketing was done by CEO Jemma and Executive Assistant Lucy, although they are not marketeers they have learned a lot over the years. In true Orchard style we took the opportunity share our knowledge to help George Kickstart his career.

We asked George to tell us a bit about himself and this was his response:

Tell us about your marketing journey so far.

“I started my marketing journey within the music industry, I would handle the social media side of things with various bands I was a part of. I then decided to study music business in Brighton and quickly realised I had a knack for marketing and decided to pursue things further.

During my time at university, I’d be tasked with promoting gigs for various venues alongside acting as the assistant manager for a couple of bands in the area. But things quickly changed as my course was taken online so I soon began adapting by studying various marketing theories with the help of my tutors.

Within my final year is when I began putting my knowledge to use by working closely with two bands, assisting them with marketing strategies, marketing analysis, content creation. All the while establishing a conversational podcast and the creative responsibilities which come with that for my final year project.”

Tell us a bit more about you as a person.

“I’ve always been a hands-on person so being able to assist Jemma and the rest of the Orchard team in all things marketing is an exciting opportunity.

When I’m not at work you can find me taking part in a few sporting activities whether that’s running long distance, biking about the place or at the climbing gym. But when I’m not moving, I’m most likely eating. I LOVE to cook; I’ve recently discovered the joys of making fresh pasta at home and I’m obsessed!

Alongside all the exercising I’m a music buff, in my late teens I would take up any opportunity to go local gigs and support local bands the best I could. If you were to ask me who my favorite musician is, I’d have real trouble choosing just one!

With that said I enjoy my relaxation time, and to me there is no better way to spend the evening then sitting back and watching a documentary or my favourite stand-up comics.”