As travel restrictions end and the world fully opens back up again, employees are weighing up whether moving abroad may be the best option for their careers and improved work-life balance. 

While all age groups have been affected differently by the pandemic, attitudes towards working abroad and flexible working have shifted. 

Small Business Prices have therefore conducted a survey to examine the opinions of employees on both hybrid working and working abroad.

As hybrid working roles and the desire to work abroad are quite prevalent in younger demographics, the survey was conducted with ages 30 and older taking part, to gain the attitude of more experienced employees.

Firstly, those surveyed, who already worked abroad, were asked on their desire to work abroad again. The results found that overall, 72% of respondents approved of the idea of working abroad again in the future. 

Demographically, the highest percentage of respondents who would like to work abroad again was interestingly the 36-44 age range, with 79% desiring to work in a different country.

20% of 30-35-year-olds responded that they would not like to work abroad again, the highest of a single age demographic, while 16% of 45-54-year-olds also responded in the same manner.

Those surveyed were also questioned on their reasonings for wanting to work abroad again in the future, let’s examine the reasons behind their desire to relocate for work:

• They’d like to experience a different culture, country and work abroad: 69%

• They think they’d have a better life: 63%

• They’d like to move overseas with their partner: 53%

• The cost of living is cheaper: 53%

It’s interesting to see the biggest temptation for working abroad was the chance to experience a completely different culture (69%). While over half of those surveyed still consider the cost of living a major factor in wanting to work overseas (53%).

The survey also explored the reasoning behind not wanting to work abroad, the results found that 42% believe it to be too complicated now. 

23% of respondents stated their current financial situation was the reason behind not wanting to work abroad. While 24% of those surveyed believe it could affect their career negatively.

Another interesting topic explored in the survey was whether participants’ ideas about working remotely in hybrid-working roles were altered as a result of the pandemic.

27% responded that they always perceived hybrid working as a positive, whereas 10%  of the 36-44 age range have always viewed hybrid working as a negative and retain that view. 

Regionally, it was London that saw the biggest change in opinion, with 44% now viewing remote work as a positive after viewing it negatively in the past.

• Ukrainian-founded start-up Preply is a market leader in language lessons worldwide
• Since March 2022 Preply has offered free language lessons to all displaced Ukrainian refugees
• 15k Ukrainians signed up for the program, which offers classes in 9 different languages
• Dmytro Voloshyn, Co-Founder at Preply, said: ‘As a Ukrainian-founded company, we believe it is our duty to support Ukrainian refugees by providing them with vital language skills to thrive in their new country. We are delighted that so many displaced Ukrainians have already signed up to our program and we look forward to welcoming many more to our lessons.’

15,000 Ukrainian displaced people have signed up for Preply’s program to offer free language lessons to displaced Ukrainians. 850 Preply tutors volunteered their time and have delivered an outstanding 845 lessons so far to support Ukrainians with the required language skills to live and thrive in their host country. 

In response to the successful take up, Dmytro Voloshyn, Co-Founder at Preply, said: ‘As a Ukrainian-founded company, we believe it is our duty to support Ukrainian displaced people by providing them with vital language skills to thrive in their new country. We are delighted that so many displaced Ukrainians have already signed up to our program and we look forward to welcoming many more to our lessons.’ 

Preply’s classes support Ukrainians to adapt to their new surroundings and also provide a safe environment for refugees with similar experiences to connect. The lessons offered are 55 minute group sessions, with approximately 6 students per class. 

Sharing a common language is vital for assimilation and allows refugees to seek employment in their host country. Preply offers classes for A1 to C1 level in 9 languages: English, Polish, Spanish, German, French, Italian, Portuguese, Dutch and Czech. 

UK businesses are introducing a range of new perks to hold on to staff but are failing on pay and flexibility, according to research from business performance consultancy, Ayming UK.

The Great Resignation is putting lots of pressure on businesses. 78% of firms report an increase in recruitment and training costs while 63% say staff turnover is impeding growth plans and 60% say it is harder to maintain profits.

In order to retain staff, employers are deploying a range of tactics, such as expanding training and development programmes (31%), introducing loyalty bonus (24%) and stress management programmes (23%), increasing annual leave (18%), paying for commutes (18%), upgrading food and beverages for staff (18%), upgrading offices (13%), subsidising gym memberships (14%), and allowing dogs into the office (13%).

However, despite the competition for talent, most businesses have not given employees pay rises in line with inflation, which will undoubtedly fuel the Great Resignation as staff receive higher paying offers. Only 8% of businesses have given all employees inflation-matching pay rises. On average, employers have given less than half (47%) of their staff a pay rise in line with inflation.

Additionally, the research revealed that almost half (47%) of businesses have not introduced any form of flexible working.

Scott Ward, Partner of People, Performance & Development at Ayming UK, says, “Businesses face a fight for talent. The pairing of a buoyant job market and high inflation means employers are stuck between a rock and a hard place.

“It’s not always possible to give all staff inflation-proof salaries, especially when firms are seeing their own costs go up. Nor is it always possible for employers to offer flexible working. But in this market, the best talent will be receiving higher paying offers elsewhere as well as tempting work packages and will leave if they feel their needs are not being met. Above all, employers must weigh up the costs of salary increases against the cost of losing key people.”

The introduction of new rewards and benefits also reflects the expansion of the HR role into wellbeing as well as the overall employee experience, which was accelerated by Covid-19 and lockdowns. Along with recruitment, wellbeing is the joint biggest priority among HR teams and, showing this expansion of the function, 90% of firms are expecting budget increases in the next 12 months.

Ward adds, “HR teams have suddenly found themselves needing to innovate and reinvent the function. Firms are really thinking about what their employees want, what will get the best out of them, and re-engineering their working practices to meet new expectations. By moving in a people-first direction, businesses will inevitably see spikes in productivity as well as retention.”

By: Jonathan Beadle, Commercial Manager at Van Ninja

Until a few years ago, it was quite common for us to treat ourselves to brand-new equipment and tick it off our wish list without thinking twice. However, times have changed, and we’ve all had to deal with some hardships along the way. Whether it is job instability or other personal difficulties, we’ve truly started to keep an eye on how purchases affect our finances.

This is particularly true with the ongoing, unprecedented situation. This challenging period has forced both businesses and individuals to carefully consider their financial possibilities. Is this modern computer really affordable? Is this good-looking vehicle worth its price tag? It is no surprise that the leasing market has grown in popularity as a result.

In this respect, we take a look at the reasons for which people would rather lease than buy an asset. What are the alternative views and benefits that are making leasing an interesting solution for both businesses and individuals?

Little upfront money and affordable payments

One of the leasing market’s best perks is that it allows people to get hold of assets at a reasonable price. Chances are that, in the past two years or so, businesses and individuals have had to burn through their savings, leaving them with little resources to invest in new equipment. Buying from the outset would mean that they would have to spend more than they can afford. 

Instead, lease contracts can be started with a cost-effective sum of money. This allows people to stay within budget and enjoy their new assets without having to break the bank.

Shorter commitments

When you purchase a computer, a vehicle, or a specific work tool, you are usually ‘stuck’ with it for a long time. The truth is, however, that you never know what the future has in store. In a few months’ time, you could be switching and reinventing your career completely. It may also be that, for whatever reason, certain equipment will become obsolete in the space of a couple of years.

Leasing offers more scope for flexibility. People appreciate this aspect because it means they do not have to commit to an asset that may end up being useless to them in the near future. In short, consumers tend to lean towards leasing as it allows them to make wiser and shorter commitments.

Stay on top of updates

There is no hiding that technology continues to evolve year after year. As you read news about the introduction of avant-garde features and innovative equipment, however, your excitement may be dampened by the fact you’ve only just bought a now-outdated tool.

Another leasing benefit that people and businesses truly appreciate is that you can switch to modern assets with more freedom. If updated, better versions enter the market, you can return your current asset and lease the upgraded one. This gives you the chance to always stay on top of newer models and handier equipment.

No depreciation issues

Buyers often worry about depreciation. What if the new, expensive asset they have purchased will lose value fairly quickly? This can impact their finances when they decide it is time to change and sell their vehicle or equipment.

By leasing an asset, depreciation is no longer your problem. If the value of an asset drops, it is the lender who will have to deal with the ‘issue’. This is another reason why people find leasing a very attractive option.

No MOTs

Individuals and businesses in need of a vehicle or two see leasing as an interesting alternative too. There is no denying that cars and vans can be both expensive to buy and to maintain. From hefty price tags to costly garage check-ups, vehicles are a pricey investment – nowadays especially.

Car and van leasing allows consumers to cut costs and keep their savings safe. One of the advantages is that leased vehicles do not need an MOT until they are three years old. Therefore, if leasing a brand-new car or van, MOTs will become a distant memory.

As we live in unpredictable times, investing in high-priced assets is an obstacle for lots of people. With an array of excellent benefits, the leasing market is certainly growing in popularity. Ultimately, it offers businesses and consumers a way to benefit from needed equipment and tools in a cost-effective, convenient manner. 

A survey of 201 decision-makers within hospitality businesses has revealed their attitudes toward government hospitality policies. It found that: 

• Almost two-thirds (64%) of hospitality business decision-makers feel abandoned by the government
• 79% think that restoring hospitality VAT to pre-pandemic levels should have been delayed for at least 12 months 
• 35% want the government to subsidise energy bills for hospitality businesses

Almost two-thirds of hospitality businesses feel abandoned by the government, according to new research from Peckwater Brands. 
 
The virtual brand operator surveyed 201 senior decision-makers within hospitality businesses. It found that nearly seven-in-ten (69%) of respondents are in favour of the government’s actions which protect hospitality businesses which accumulated debts during the Covid-19 pandemic.
 
However, almost two-thirds (64%) feel that the government has abandoned the hospitality sector. 
 
Indeed, almost four-in-five (79%) of respondents think the government should have delayed increasing of VAT for hospitality businesses to pre-pandemic levels by at least 12 months. 69% also believe that increasing national insurance contributions was a mistake.
 
82% believe that the government must take immediate action to strengthen the hospitality sector.
 
In terms of the action required, almost two-fifths (39%) of senior decision-makers want the government to provide more financial support packages whilst over a third (36%) want business rates holidays to be offered to struggling businesses.
 
Further, 35% want the government to subsidise energy bills for hospitality businesses, 34% want a scheme like the Eat Out to Help Out to be introduced, whilst over a fifth (23%) want the government to subsidise alcohol to increase consumer spending. 
 
Sam Martin, CEO of Peckwater Brands said: “The hospitality sector has not minced its words: the government must increase its support to hospitality businesses. The Covid-19 pandemic hit venues incredibly hard – and while they did receive important financial support throughout this difficult time, it has arguably dried up just as the cost-of-living crisis has hit. It is little wonder that the sector feels abandoned. 
 
“The government must prioritise developing and communicating a realistic strategy to help venues get back on their feet. Admittedly, such a plan will take time to implement, so in the meantime, hospitality businesses must consider alternative options to ensure they can stay afloat. Reassessing supply chains to find cheaper alternatives, for example, or exploring the possibility of virtual brands could be a step in the right direction. Indeed, such avenues could help organisations to bolster their revenue while they wait to hear the government’s long-term strategy.
 
“Evidently, the government must take affirmative action to support the sector. But optimistically, steps can be taken by businesses themselves to boost their revenue and stabilise their precarious position. And provided they remain open-minded and flexible; I remain cautiously optimistic for the future of the industry.” 

Hampshire, Monday 25th July With the first week of the school holiday starting for UK schools today and the peak period for UK airports beginning, an exclusive survey of industry workers by the UK’s leading independent job board, CV-Library, reveals that almost half of all airport and airline workers (41.4%) are now considering leaving the beleaguered industry. 

More than 1,700 workers surveyed stated their reasons for wanting to leave and the top responses* all revolved around pay: 

• 58.3% want better pay 
• 33.3% report their job is too stressful for their current salary  

• 25% state that they have too much responsibility for their pay grade. 

Interestingly, only 5% report wanting to leave due to the current situation at UK airports, only 4.2% said it was due to angry and unreasonable passengers and just 4.2% said the job was affecting their mental health. 

67.2% of all those surveyed claim that they haven’t had a pay rise in the last 12 months, with a whopping 82% having no additional or enhanced benefits over this period either. 

CV-Library’s latest job market data also supports the theory that poor pay is at the core of the airline staffing crisis. When compared to pre-Covid figures, the industry, along with hospitality, ranks as the worst performing in the UK with average salary in the bottom range of 0 – +2.4%. Add in the cost-of-living increases growing at their fastest rate for 40 years and rising inflation, and the impact is much greater. 

In a further blow to industry bosses who were hoping to entice back employees who left during the pandemic, the main reason for not returning is also poor pay (58%). Having had a recent airport experience/ reading the press and concluding it’s too stressful (42.1%) and having now found a far better job (19.7) were the other most popular responses. 

Lee Biggins, Founder and CEO of CV-Library said: “With the industry in such disarray, it comes as no surprise that so many airport workers are considering leaving. Attempts to turn things around have so far missed the mark and, with peak season now upon us, urgent action is required. Based on our data and the voice of both current and ex airline and airport workers, if salary levels and benefits were enhanced, the crisis could be severely dampened.” 

Biggins continues: “The industry has seen an increase of +6.2% new and active candidates over pre-pandemic levels but, with increased demand on household budgets and other industries taking heed of the market and offering more tempting packages, airlines and airports are missing out on securing the crucial staff they need to operate effectively and end the chaos for UK travellers.” 

*Survey results are based upon top 3 answers 

Individuals and institutional investors bolster WeWALK’s current investment round

By: Kürşat Ceylan, Co-founder & CPO at WeWalk

WeWALK, the company behind unique products that enhance the lives of visually impaired people, has announced it has secured more than £1.5m investment to help it further develop its technology across other domains, and grow its global market presence. The campaign has been bolstered following financial backing from institutional investors and more than 400 individuals.

WeWALK’s software-enabled products, which are CE registered for the UK and EU markets, and FCC and FDA registered for the US market, transform mobility for people with visual impairments. Its Smart Cane uses a front-mounted ultrasonic sensor which detects obstacles and warns users with vibration feedback. The company has also developed the WeWALK Smartphone App, which pairs with the Smart Cane, giving users a voice assistant enabling them to discover and explore new spaces. It provides directions and navigation details, and improves access to public transport. 

WeWALK’s product development progressed through a number of high-profile R&D partnerships with the likes of Microsoft and Imperial College London. The company has been producing its Smart Canes in Vestel, the largest electronics manufacturing facility in Europe. 

Headquartered in London, WeWALK has developed close links with a number of leading UK institutions. Its advisory board includes Professor Washington Ochieng of Imperial College London and the RNIB’s (Royal National Institute of Blind People) Robin Spinks, a leading UK advocate for visually impaired individuals. 

This latest investment round is aimed at helping WeWALK to scale its business in key global markets and establish new R&D partnerships to develop its technology to support other mobility-related functions.  It will also use the funds to roll out a new subscription model for WeWALK users. This approach will ensure its Smart Cane will become more affordable to a wider global audience. 

The company hopes to raise a further £500,000 in the investment round through equity crowdfunding where anyone can invest through the Crowdcube platform and become a WeWALK shareholder. 

WeWALK, which is operating within a serviceable addressable global market valued at £2.3bn, is targeting 130,000 service users and £16m in revenues by 2027.

WeWALK Co-founder & CPO Kürşat Ceylan is an award-winning innovator who has been blind from birth. He worked in the pharmaceutical industry and moved to the tech sector where he developed software products reaching more than 100,000 visually impaired people. Through his work, Kürşat was invited to address the UN’s Committee on the Rights of Persons with Disabilities. 

Kürşat Ceylan said: “WeWALK’s products are transforming the lives of visually impaired people across the world by dramatically improving their mobility. We want to scale our business to reach a wider audience and further develop our technology so it can be used by other groups in society such as elderly people who also face mobility-related challenges. 

“The significant additional investment from institutional investors and further financial support from more than 400 individual investors through our crowdfunding is contributing to these ambitions by helping us develop new partnerships in key markets, including the UK where we plan to grow our sales and R&D functions. 

“We will also use funds to help the business migrate towards a subscription-based model. This approach will enable WeWALK to reduce its hardware costs making our Smart Cane more accessible to a wider global audience.” 

LONDON, AMSTERDAM, July 21st, 2022: European branded payments company Recharge.com today announced the appointment of Martine Tiemersma as Chief of Staff. Reporting directly to the CEO, Martine will be an instrumental member of the senior team, driving organisational effectiveness and company-wide alignment as the firm enters the next phase of growth.

Martine has worked at Recharge for five years in various positions.  She started when the company had only 25 people and helped to transform the company into a global fintech brand with millions of users.  

As Chief of Staff, Martine will be in charge of leading critical company-sponsored cross functional initiatives like setting up and opening regional outposts, including Recharge’s office in Lisbon, Portugal, which is home to the company’s new tech development hub. In addition she will drive organisational effectiveness and company wide alignment by managing and scaling the tools and mechanisms to support strategy execution and innovation. 

Commenting on the strategic hire, Günther Vogelpoel, CEO of Recharge said:  “Our high growth strategy is driven by complex product, technology and commercial development challenges. This requires clarity of objectives and a structured approach to effective execution. This becomes even more complex in a continuous growing and changing organisation. In this environment, Martine’s position as Chief of Staff  will be vitally important, as she will be making sure that the whole organisation can execute as best as possible on achieving the company’s strategic objectives.”

Recharge.com is the European leader in online consumer-branded payments. Operating in over 150 markets around the world the company processes millions of online transactions annually connecting customers with leading global brands. 

Martine said: “I am delighted to take on this role and to play a part in helping to transform Recharge into a global player. With the support of my fantastic colleagues I am looking forward to working with them on the next phase of Recharge’s scaling journey during this exciting phase of the company.”

Digital Ethos has strengthened its SEO, PR and international offering with 14 new appointments including eight at its headquarters in Leicester.

Gareth Torrance brings more than 16 years marketing experience to Digital Ethos, having previously worked for companies including Bauer Media, Interflora and a variety of SEO agencies. In his new role as SEO Lead, he will oversee the department to ensure strategies are delivered to client specifications and KPIs are hit.

He said: “I joined Digital Ethos because I wanted to be part of a growing and ambitious company. With my role, I have the opportunity to take the SEO offering to the next level and have a genuine impact on the quality of the delivery of the exciting projects we work on.”

Saffron Shergill has also joined the management team at Digital Ethos, with four years experience in digital marketing, previously working for Impression Digital and YoungCapital in the Netherlands.

Saffron said: “I knew Digital Ethos was the right fit for me when I spoke to our founder, Luke Tobin. We share the same aspiration for the Digital PR department, where we are looking to expand our service for clients and provide PR with tangible metrics we can be proud of. I look forward to working with our incredible PR team to help companies grow their brands and improve organic performance online.”

Digital Ethos is a full-service digital marketing agency which was founded by Luke Tobin in 2016. This year, the company has expanded to North America with VP of Growth, Loren Tolman, leading the expansion. 

In Leicester, Louisa Holman and Harry Patrick are the latest recruits to Digital Ethos’ growing Client Success team. They have combined 20 years’ experience, having previously worked in PPC, PR, Organic Social and SEO.

Founder, Luke Tobin said: “We are thrilled to see the agency continue to grow quickly, as we develop our digital marketing services. Gareth and Saffron bring fantastic experience to lead our teams and we are thrilled to bring on brilliant talent within the area with the hires of our graduates including Lauren Gray, Dhanisha Parmar, Imarah Jihad and Luke Woodhouse.”

By: Stewart Beer, Site Manager at Electrix International.

When we buy food and beverages, we want to be sure that what we’re buying is not just safe to consume, but that we’re getting exactly what we paid for. Especially if you’re paying for the premium price tag that often comes with organic foods.

The rise of food fraud across America is one of the key factors damaging relationships between distributors and consumers. The Consumer Brands Association (CBA) estimated that food fraud is estimated to have an impact of around $10-$15 billion annually.

But what is food fraud, and what’s being done to stop it? Electrix, a leading provider of stainless steel enclosures, examines what the goals and effects of food fraud are, where it’s most common, and how food industries are dealing with it at the source.

The essentials of food fraud

The FDA uses the phrase economically motivated adulteration (EMA) to refer to food fraud but defines it as the intentional substitution or removal of key ingredients in food products as well as purposefully misleading consumers in regards to a food product’s quality. This can be done by mislabelling the products or adding extra ingredients to dilute the overall quality.

Food fraud is economically driven, which is why the organic food industry is such a huge target. Organic food sales have seen significant growth. The market is currently valued at $59.28 billion and is predicted to increase to $125.65 billion by 2026. A number of food products are commonly found to be fraudulent, such as honey and maple syrup, which are sometimes diluted with cheaper sweeteners, such as corn syrup or cane sugar, and then sold as the pure product. Olive oil faces a similar treatment by being diluted by cheaper vegetable oil.

Mislabelling doesn’t just affect consumers’ wallets but could also contribute to illnesses or cause deaths. Products that are not stringently checked and evaluated to be legitimate could mean that unwanted bacteria or allergens could contaminate food. The most extreme case of food fraud was the Peanut Corporation of America where, in 2009, the former CEO of the Peanut Corporation of America approved the shipment of peanut butter that had been contaminated with salmonella. Seven deaths were reported as a result, the CEO was arrested, and the business was dissolved.

This supply chain of the American food industry was also damaged. A lack of trust from consumers will have a major effect on distributors and puts pressure on where they receive their products from. This could have a knock-on effect on suppliers that are regarded as trustworthy within the industry as a result, with a greater scrutiny being placed on every point in the supply chain.

How is it detected & what’s being done?

Pinning down the origins of food fraud is difficult. However, government bodies are working hard to detect and prevent food fraud across the country.

Beyond simply recalling food from shelves, we’ve seen the establishment of the Food Protection and Defense Institute (FPDI), which collects resources in order to learn and counteract food fraud. There’s also the option to subscribe to the Decernis’ Food Fraud Database. Introduced by US Pharmacopeia, this is a database of reports and records about food fraud and the potential dangers from certain suppliers that could be used to identify issues within your own supply chain.

However, there is still a major issue when it comes to surveillance. Overall, the largest number of agents qualified to police food fraud are based in the US. The USDA found that with nearly 45,000 organic operations around the globe, this equates to each officer overseeing 583 facilities. However, they are only required to take a sample from 5% of them per year. This could mean that 554 of every 583 organic food sites are carrying out food malpractice without even knowing.

The rise of food fraud across the country impacts the food industry at multiple stages. From an economic standpoint, the impact of food fraud being valued at up to $15 million could continue to grow and affect the revenue of the food industry. This comes from mislabelling products, valuing them as a higher quality than they are, intentionally tampering with ingredients or diluting them with cheaper products. Not only does this put consumer health at risk by not disclosing the correct allergen information, but it also affects consumer trust and buying behaviours. This echoes throughout the supply chain and hinders trust in suppliers. And while more can be done in terms of surveillance, it seems hopeful that food fraud can be tackled with more sincerity to prevent further damage to the economy of the industry.