Rural Norfolk firm celebrates a decade of milestones including over £4m gross turnover.Naked Marketing is pleased to announce it is celebrating its tenth anniversary serving international and local clients from its offices in Hingham, Norfolk.
Despite a double-dip recession, since its inception in 2002 the full-service agency has doubled in size, appointed a Non-Executive Director, purchased its own business premises, and received various trade awards.
“We’re thrilled not only to be in business ten years on but to actually be thriving in spite of the current economic climate,” says Ben Handford, Managing Director and co-founder, Naked Marketing. “We remain as excited about each milestone as we were when we sent out our first ever invoice, and banked our first cheque – they’re now just bigger, like buying our own building, and working with some of the world’s biggest brands.”
The Norfolk-based team, including co-founder David Lloyd, Creative Director, provides marketing, advertising, branding, e-marketing, PR and more for brands such as Qantas™ Airlines, Weight Watchers®, Hello Kitty, and Mind, the mental health charity – as well as for several local businesses including Norfolk Country Cottages, Bryan Turner Kitchens and Hobbies. “We treat our customers equally regardless of the scope or scale of their project,” explains Ben. “We’re optimistic we’ll continue to grow this way, by living our ‘Naked’ philosophy: being transparent, honest and attentive in our business relationships, and maintaining our quality of work.”
Naked recently received the Business Partnership Award from Mind and were runners up at Hello Kitty’s design day annual awards. Naked were also delighted earlier this year when they were recognised as one of the first businesses in Norfolk to receive the Carbon Charter award.
On behalf of a corporate client, Steeles Law’s Tax Litigation Team has recently secured the withdrawal by HMRC of an assessment of VAT in excess of £230,000.
During the summer of 2011, our client received an assessment of Value Added Tax in relation to the import and subsequent export of products to and from the United Kingdom. The assessment related to VAT which HMRC alleged was due from 104 imports and 58 subsequent exports.
Following the assessment by HMRC, our client sought a review and employed its corporate accountants to assist it with making representations to HMRC.
In the autumn of 2011, a review officer of HMRC confirmed the assessment and demands for payment in excess of £230,000 were issued to the client. As a result of the assessment, the client ceased trading.
Following confirmation of the assessment, having searched for law firms with relevant experience, the Team was instructed to assist.
Within one month of the review decision, the Team had reviewed the client’s position, considered the reasons behind the assessment and HMRC’s review officer’s findings in relation to it, and filed a detailed appeal against the assessment.
In addition to filing the grounds of appeal, the Team was able to secure a certificate of hardship from HMRC to enable the appeal to proceed without prior payment of the assessed VAT.
The grounds of appeal cited, amongst other things, our client’s eligibility for Onward Supply Relief, a discretionary ground for HMRC to waive VAT under the Value Added Tax Act 1994, and the unreasonableness of HMRC’s position in light of the European Convention on Human Rights.
Upon consideration of the appeal by HMRC’s Solicitors’ Office, HMRC has recently withdrawn the review decision and the assessment.
Ian Robotham, Associate in the Team and the fee earner with the lead role in this particular case comments:
“This really is a fantastic result for this corporate client. In light the Team’s prompt actions we have secured the complete withdrawal of an assessment of nearly a quarter of a million pounds incorrectly levied against our client.
“The assessment led to the client having to cease trading unless and until the assessment was withdrawn or successfully appealed. Thankfully, I can say that after our representations, the assessment was withdrawn by HMRC. The hope is that the client can now recommence trading.”
At Steeles Law, our Tax Litigation team continues to act for a wide range of clients in disputes with HMRC. We are experienced in acting for individuals, sole traders, partnerships and limited companies in disputes relating to the different types of tax. We have also represented clients in the different venues which can hear tax disputes, from the First Tier Tax Chamber to the High Court.
If you need any assistance with a tax dispute, please contact Ian Robotham on 01603 598000, or click here for the Team’s contact details.
Click here for links to other related news stories of the Team’s notable successes.
Following the Christmas festivities, sadly it is common for Steeles Law’s family team to receive an increased number of new enquiries from spouses or partners requiring advice in relation to divorce or separation at this time of year.
This trend appears to be attributable to the fact that Christmas is a trigger for spouses or partners who feel that they cannot continue with the relationship any longer, although generally separation is something that couples might have been contemplating for quite a while beforehand.
Often couples will have spent two weeks at home together during the Christmas and New Year period, which is often the only time of the year that so much time is spent together. There can then be the added stress of many family gatherings with relatives having stayed overnight, sometimes for days. There are also additional strains of office parties and lots of alcohol consumption which can all play a part if there are already problems in a relationship.
Some clients see the start of a New Year as a symbol of a fresh start and often couples already considering separation will decide that they will wait until the New Year before they take any action which suggests that the rise in separation at this time of year is not just down to the festivities.
Looking back over divorce petitions issued during 2012, our family team has noted that interestingly the most common dates stated as being the date of separation are either 31 December or 1 January.
Amanda Owens, head of our family team, commented that the current recession is creating additional pressure for couples and can also influence their decision on whether or not to separate. “We have seen an increasing number of couples who have delayed separation due to falling values in property prices and other investments”.
She further commented that couples are also increasingly trying to reduce the costs of resolving their problems by dealing with their own divorce or dissolution as well as seeing an increased number of couples willing to consider mediation.
In order to address some of the concerns held by clients, Steeles Law has recently launched fixed fees, which help to provide certainty as to the cost of a divorce or dissolution. The costs of the fixed fee divorce start from £450 plus VAT.
In addition to this, Steeles Law is also offering fixed fees dealing with the related financial settlement.
Unfortunately separation is not easy at any time of the year, however at Steeles Law our family team strives to help you deal with the issues in an empathetic and timely manner and in the most cost effective way for our clients as possible.
If you are considering divorce, dissolution or separation the outcome always depends on the circumstances of each case and therefore we would urge anyone about to embark on this to seek independent legal advice at the earliest opportunity.
For further information visit www.steeleslaw.co.uk, or to arrange for a fixed fee appointment with one of our practitioners, please email family@steeleslaw.co.uk or telephone 01603 598000.
Electrical engineering company Dabbrook has completed a $1.25m deal to supply a solar power system for a new offshore oil platform in the Gulf of Suez.
It is the biggest single contract in a 30-plus year history for the Great Yarmouth-based company. And it believes that this deal will lead to many more similar projects around the world.
The project incorporates more than 200 square metres of solar panels, creating a 36KW photovoltaic array, to be installed between the helideck and lower deck of the Hilal B platform off Egypt.
Cairo-based Enppi is building the new platform for owners GUPCO (Gulf of Suez Petroleum Company) in Alexandria and contracted Dabbrook for the concept, design, engineering and build of the modular solar power system. It includes six substantial battery banks together with a main DC charging and distribution panel and an AC panel consisting of inverters and motor starters.
“It’s a prestigious order for us and was won against stiff competition over 18 months of talks,” said Dabbrook director and founder Stuart Smith.
“There are many environmental and cost benefits to the solar system and no need to transport fuel, as with more traditional rigs using diesel-powered generators,” said Mr Smith.
“We are specialists in concept-to-build projects, constructed on our own site and based on 30 years offshore experience around the world in the petro-chemical industry.”
The Hilal project cargo is being shipped to Egypt later this month where Dabbrook will assist with the commissioning.
In a separate deal, Dabbrook’s parent company Tideland has won the contract to supply navigation lights – built by Dabbrook – also for the Hilal B platform.
Wymondham College is on the hunt for Business Mentors to help out with their Entrepreneurship Elective, which is a course that is run for Year 9 and 10 students.
Since September 2012, students have been undertaking a structured, 12-unit course covering all aspects of Business, from Strategy to Finance, Risk Management to Marketing. At the end of the Spring Term, students will work in groups to develop a Business Plan which they then ‘pitch’ to potential mentors. The mentor’s role can be light-touch or more involved – they act as a source of guidance and advice for students as they attempt to set up their own enterprise during the summer term of Year 9 and the whole of Year 10. The aim of the Elective is to help students to work independently, give them opportunities to learn things they wouldn’t in a GCSE course, collaborate with others both in and outside of the college, and to have fun doing something that is a bit different!
More and more businesses and young people are realising that Apprenticeships aren’t only limited to traditional fields. Norfolk County Council in partnership with training providers at the College of West Anglia, City College Norwich and Broadlands Training Services, has received a great response to its recent Apprenticeships Norfolk scheme. The fund will see up to 400 apprenticeships in small and medium-sized businesses created over the next two years thanks to £3.5m in funding from the county council.
This significant investment seeks to create apprenticeships in sectors which are creating jobs for the future with a particular focus on: – engineering, energy, advanced manufacturing, hospitality and tourism, creative industries, health and social care, agriculture and food and drink. Employers within the target sectors, who qualify for funding from the scheme, can receive up to £10,000 when they take on an apprentice. This funding provides a real helping hand for small and medium employers in Norfolk to grow their businesses.
Alison Thomas, Cabinet Member for Children’s Services at Norfolk County Council, added: “This scheme will create many interesting and valuable opportunities for young people exploring their choices and wondering what next steps to make. Norfolk young people seeking employment face many barriers in the current climate and we hope that this significant investment will help them take their first step into employment. We are very excited to see this begin to make a difference to the lives of young people in Norfolk.”
Elli Chapman, Director of Culture Works East said: “When I heard about the fund I thought it was a fantastic idea and something I passionately wanted to get involved with. Culture Works already support a number of young people in entry level roles within our company, it is important to invest in our sector. I started my career by being mentored and learning on the job after leaving school at an early age with very few qualifications. This was definitely the best route for me as it was a way of learning and earning at the same time. I want to pass this valuable experience on to potential apprentices within my own organisation.”
For more information regarding the scheme and to see if your company could benefit from this funding, please contact the Employer Partnerships team at City College Norwich by email on employerpartnerships@ccn.ac.uk or by telephone on 0800 328 3616
Professional Support Lawyer Elizabeth Stevens looks ahead at the changes to employment law expected during 2013.
The year ahead looks set to be an extremely busy one, with a large number of changes to employment law due to take place as a result of the Government’s plan to reform and simplify existing employment legislation.
Employers will need to take note of the following key developments (some dates are still to be confirmed):
February 2013
New tribunal award limits take effect from 1 February 2013, including an increase to a week’s pay from £430 to £450 and the upper limit for unfair dismissal compensation increasing from £72,300 to £74,200 (see our briefing).
March 2013
Increase to the number of weeks of parental leave available for parents under the revised Parental Leave Directive, from 13 to 18 weeks per child, due to take effect by 8 March 2013.
Introduction of online checks with the new Disclosure and Barring Service (formed following the merger of the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA)).
April 2013
Various changes to be introduced under the Enterprise and Regulatory Reform Bill (likely to be from April), including:
All tribunal cases to be submitted for conciliation to Acas first.
Repeal of the third-party harassment provisions in the Equality Act 2010 (see our briefing).
Repeal of the obligation on an employer to respond to discrimination questionnaires under the Equality Act 2010.
New power to the Secretary of State to amend the maximum amount of the compensatory award in claims for unfair dismissal.
Compromise agreements to be renamed ‘settlement agreements’, with a new Acas Code of Practice on settlement together with a model agreement and standard letters.
Pre-termination settlement negotiations to be excluded from being used in evidence at tribunal hearings.
Introduction of the new “employee-shareholder” status, whereby certain employment rights are surrendered in exchange for shares, under the Growth and Infrastructure Bill (see our briefing).
Reduction in minimum consultation period for collective redundancies affecting 100 or more employees, from 90 days to 45 days, with effect from 6 April 2013 (see our briefing).
Increase to the standard rate of statutory sick pay (SSP) from £85.85 to £86.70 per week, with effect from 6 April 2013.
Increase to the standard rate of statutory maternity pay (SMP), statutory paternity pay and statutory adoption pay from £135.45 to £136.78 per week, with effect from 7 April 2013.
Also likely in 2013 (date to be confirmed)
Fees for issuing tribunal claims introduced, the applicable rate to depend on the complexity of the case (see our briefing).
New employment tribunal Rules of Procedure to take effect (see our briefing).
The Steeles Law employment team will be looking in more detail at these changes, as well as looking back at important developments over the previous year, at our forthcoming Employment Update breakfast seminar, due to take place on 21 March 2013. Please check our website or contact us for further details.
For any employment enquiries please contact the Steeles Law employment team on employment@steeleslaw.co.uk or 01603 598000.
Michael Fahy and Trainee Solicitor Robert Hickford consider the case of Charles Terence Estates Ltd v Cornwall Council [2012] EWCA Civ 1439 regarding the sub-letting or licensing of social housing.
Facts
Restormel Borough Council (‘Restormel’) and Penwith Borough Council (‘Penwith’) were Cornish local housing authorities. They each entered into arrangements with Charles Terence Estates Ltd (‘CTE’) in 2006/2007 under which CTE purchased properties and leased them to Restormel or Penwith, who in turn sublet or licensed them to vulnerable people who were in priority need of social housing.
There were no issues until April 2009. On 1 April 2009, Restormel and Penwith ceased to exist as they were united under the ‘Cornwall’ Council, who took over their rights and liabilities. Cornwall reviewed the CTE arrangements and in July 2010 stopped paying rent, although continued to occupy and use the properties to house vulnerable people.
CTE commenced proceedings for recovery of the unpaid rents. Cornwall defended the claim, raising a number of defences, including assertions that Restormel and Penwith had breached fiduciary duties owed to their council taxpayers with the result that the leases were ultra vires (outside of their powers) and void. Cornwall argued that this was due to Restormel and Penwith failing to consider the standard market rent rates.
Court of Appeal Decision
CTE appealed to the Court of Appeal and in upholding its appeal, it ruled that:
the leases were not void;
there was no fiduciary breach; and
even if there had been, the leases would still not have been void.
The Court stated the breach would have had to be under section 17 of the Housing Act 1985. This only required rents to be at a ‘reasonable price’, and at no point did the act place any value on what would be considered reasonable. The Court stated that it would be dangerous for it to determine what value would be considered reasonable, as this would throw into question any financial decision taken by Councils and similar bodies. More specifically to this case, there had been no expert proof that the rents were not ‘market rate’. The Court also held that even if this was a breach of duty, this does not in any way mean the Council did not have the capacity to enter into the leases, so whilst a breach could have other consequences, the leases would still stand, and rent would be due. The case of Credit Suisse v Allerdale Borough Council [1996] QB 306 was cited as evidence for this point.
The Court did not want to allow historic breaches being used as a defence in this way. The time limit would have long ago expired for challenging the Council’s decision to enter into the leases, and throughout the entire process, CTE had acted in good faith.
The Employment Appeal Tribunal finds that a dismissal for redundancy following maternity leave was not necessarily unfair. Employment solicitor Sam Greehalgh and trainee solicitor Laura Tanguay report.
The claimant in this case was employed part time as a manager in the respondent company’s sales and marketing department. The claimant went on maternity leave and upon returning to work she was asked to attend a meeting with her manager. During the meeting, the claimant’s manager was alleged to have said: “I will cut to the chase on this one … as you have been off for what is it, a year or so and we have managed without you we are considering making the position of part-time marketing manager or whatever redundant. Your work has been absorbed by other members of your team”. The claimant was subsequently dismissed for redundancy.
The claimant brought claims for unfair dismissal and discrimination on the grounds of her maternity leave.
The employment tribunal concluded that the claimant had been unlawfully discriminated against and unfairly dismissed because the reason for dismissal was connected to the claimant’s maternity leave; she was the only person singled out for redundancy.
The respondent appealed to the Employment Appeal Tribunal (“EAT”).
The EAT Decision
The EAT upheld the respondent’s appeal and remitted the case to the tribunal for a further hearing.
According to the EAT, the tribunal erred in concluding that there was a discriminatory dismissal, as it failed to ask the relevant questions, namely: (a) whether the reason or principal reason for dismissal was redundancy; (b) whether the circumstances of the redundancy applied equally to employees holding similar positions who had not been dismissed; and (c) whether the reason or principal reason for the dismissal was connected to the fact that the claimant took maternity leave.
The EAT was satisfied that both (a) and (c) applied in the claimant’s case, but it referred the matter back to the tribunal to deliberate whether (b) also applied. The tribunal needed to consider the precise job descriptions and work carried out by the other three members of the department, to determine whether the claimant should have been pooled with those individuals rather than being singled out for redundancy.
Comment
The scenario that arose in this case is not uncommon, but employers should always tread carefully in carrying out a redundancy exercise involving individuals who are pregnant or on maternity leave.
If a redundancy situation arises during an individual’s maternity leave, that individual must be properly consulted with along with any other affected employees. It is not the case that employees on maternity leave are exempt from being made redundant; however, they have the right to be offered alternative employment in preference to other redundant employees, where any is available. ACAS recently published a guide for employers on managing redundancy for pregnant employees or those on maternity leave, which is available on their website.
Construction Training Specialists Ltd have one of the widest portfolios of construction based qualifications in the Eastern Region. We have expertise in delivering courses from entry level through to supervisory and management all of which are across a plethora of skill and trade areas. Our flexible approach to industry allows us to move with trends and react to our customers’ needs immediately anywhere within the East of England.
Our Mission Statement: “CTS Limited is committed to raising the skill level of all learners who wish to develop a successful career in the construction industry, doing so by providing a first class delivery and training experience”.
One of our main strengths is the way in which we work with employers to increase the numbers of apprenticeships on offer to young people in this area. We are currently working with over 80 young apprentices and their employers to give them the skills, knowledge and experience to start their careers in the construction industry.
It is our partnerships with other organisations such as Adult Education, Broadland Council Training Services and Construction Skills that enable us to offer funded training to the unemployed, self employed and employed people, with many qualifications and courses on offer to help people achieve recognised qualifications to further their career options.
Funding available for Apprenticeships and Experienced Workers see attached information leaflet for further information.
Norfolk’s PCC wants to hear from residents as she launches
Police Budget Consultation
Norfolk’s Police and Crime Commissioner, Sarah Taylor, has
launched her public consultation concerning the proposed budget for policing
for 2026/27.
Following discussions with Norfolk’s Chief Constable, Paul
Sanford, the PCC is asking residents whether they would be prepared to pay an
increase in the policing element of their council tax to meet inflation-related
cost pressures, nationally agreed salary increases, pension liabilities and the
requirement to recruit and train new officers.
It is a statutory duty for the PCC to set the police budget
and balance the books, and with this responsibility, make the decision on how
much residents of Norfolk should pay.
The PCC’s consultation will run until 5pm, Friday 5
December.
This financial year (2025/26), £201.3 million (88.1%) is
being spent on officers and staff, with the remaining £21.6 million (11.9%)
spent on everything else, including maintaining buildings, vehicles, fuel,
equipment, computers and training. This supports every aspect of policing, from
the visible front lines of neighbourhood policing teams to the many roles and
operations behind the scenes that make possible those investigations into
complex case areas like County Lines drug crime and online fraud.
In the consultation documentation published today, Sarah
said: “All of these areas need robust funding. At the same time, the demands on
police time and resources continue to grow. There has been a welcome increase
in the reporting of violence against women and girls that is helping us to get
to grips with this critical area. The collection and processing of complex
digital evidence is costly and difficult, and the ongoing challenges of
addressing rural crime in the more sparsely populated parts of Norfolk are
significant. On top of this, Crown Court backlogs create a huge and enduring
need for the Constabulary to support victims.”
The law allows PCCs to raise the policing element of
council tax to meet increased demands and costs, up to a maximum amount, before
a local referendum is required. Last year, the increase was £14 (£13.95) per
year for a Band D property. If the same increase were to be used for 2026/27,
this would leave the constabulary with a shortfall of £1.9m against the
police’s current spending plans.
Sarah said: “While I am awaiting confirmation of the
Government’s spending plans, the Government has allowed me to request the
maximum increase, in order to support the maintenance and improvement of
policing in Norfolk. Based on last year’s maximum allowed by the Government,
this would mean an increase of £13.95 per year for a Band D household.
A 4.23% rise equates to £13.95 a year or 27 pence per week
for a Band D property and £10.85 or 21 pence per week for a Band B property.
“Earlier this year I launched my Police and Crime Plan,
which was built on my consultations with residents and businesses across
Norfolk. With the Constabulary, I am working to deliver the things that people
asked me to prioritise, including a much stronger focus on prevention to tackle
anti-social behaviour, drugs and knife crime, and more support for victims who
have been let down by the court system.
“The outcome of this consultation on council tax precept
setting will have a direct impact on the extent to which these priorities can
be delivered over the coming year.”