Aston Shaw has managed to retain the highly sought-after status of ‘Platinum Approved ACCA Employer’ for a further 6 years – the highest award possible.
Aston Shaw invests sizeable sums of money into the development and training of staff. The firm covers all training fees, as well as providing all the necessary resources staff in training might need. Furthermore, staff are given study days to ensure they have sufficient time to focus on their qualification alongside their day to day work.
The ACCA Approved Employer programme recognises employers’ high standards of staff training, accountancy resources and development for their ACCA members and trainees. In order to become an ACCA approved employer, a company must:
Provide formal recognition that it is committed to providing learning and development opportunities to its finance staff.
Provide an accessible global standard which enables organisations to compare their learning and development support against a global benchmark.
Provide fast-track specific ACCA business processes.
Being an ACCA Approved Employer carries many benefits – it helps attract talented individuals to our firm and showcases our level of commitment to our existing members of staff.
We’re extremely proud to continue to hold this title – it is of great importance to us that we maintain this status, and so we will strive to continue to meet the requirements.
WellOPEN in Norwichmay just have the answer for you.
How about suggesting to your work colleaguesthat they come anddo a spot of informal networking followed by watching Euro 2016 England v Wales game at OPEN Norwich.
Networking from 12.30pm followed by watching hopefully a good game of football ona 7m HD screen.
How the Best Employers survey can help organisations to attract and retain talent
The culture of your workplace has a significant impact on your ability to attract and retain talented people, a key element to achieving business growth. It affects your employer brand and influences people’s perception of coming to work for you. It’s also crucial for staff retention, as employees will look to escape a toxic culture.
Furthermore, a good understanding of your culture will enable you to hire with cultural fit in mind, helping you to find those who will thrive in your organisation and prevent costly recruitment mistakes.
The Best Employers Eastern Region survey provides employers with a free, effective way to understand more about their organisation’s culture. It also identifies any potential development opportunities for creating a workplace which is attractive to both current employees and to up-and-coming talent. Here’s just some of the valuable insights you can expect to receive.
Clarity of vision
Are your employees aware of the aims and objectives of your organisation? A recent report found that only 42% of employees knew their organisation’s vision, mission and cultural values. If employees are working without any real understanding of these elements, it is likely people will be pulling in different directions and not working together towards a collective vision.
Motivation levels
The more motivated your employees are, the more likely they are to go the extra mile. However, it’s important to recognise what motivates people as individuals, rather than trying to second guess what would work for everyone. A culture and engagement survey can help employers gain the insights needed to assess this.
Organisational learning
New generations entering the workforce have created a shift in employee needs and motivations. Is your organisation successfully maintaining a culture which remains attractive to an evolving workforce? Are there any long-held misconceptions which need addressing? For example, is there a culture of long hours because people believe those who arrive early and stay late are seen to be the hardest workers?
Employee engagement
The importance of gaining an insight into your current levels of employee engagement, and identifying any areas of improvement, should never be underestimated. Evidence shows that businesses with an engaged workforce have 40 per cent less staff turnover. Engaged employees will also be stronger advocates and help protect against the reputational risks associated with poor service levels or product quality.
Communication
Is there an open and honest communication culture? Do senior managers trust employees and share information at the earliest opportunity? Providing transparent information and giving employees a voice are two key enablers of employee engagement. Effective internal communications are also essential in keeping staff engaged in the organisation’s developments.
Leadership style
Is your senior leadership team fostering a positive work environment or a negative one? A successful workplace culture needs to have a clear commitment from the top and should be led by example. Employers also need to make sure that managers are effectively equipped to provide ongoing performance management which will help each employee to thrive.
Team work
Does your organisation have a culture where people respect and support each other? In today’s multigenerational workforce it is becoming increasingly important to ensure each generational group respects each other’s unique talents. A successful culture will be based on employees sharing their knowledge across age groups and a sense of teamwork which spans the generations.
Innovation
Innovation is essential if you want to stay ahead of the curve in your industry. Do your employees believe they are able to contribute ideas? They could provide creative solutions for new ways of working which will improve customer satisfaction and increase income.
Learning and development
Do employees have a clear understanding of their career and progression path? Offering development opportunities is an important element of employee engagement. It motivates existing employees and helps employers to create an effective progression pipeline. It also promotes the organisation as a place where new recruits will be supported to reach their full potential.
Employee well being
Happy, healthy staff are more engaged and productive and employers benefit from reduced absenteeism. How do your employees view their work-life balance? Are any employee wellbeing programmes working effectively? A healthy culture relies on helping employees to strike the delicate balance between work and home life so they can effectively manage their careers, stay healthy and continue to feel engaged.
The Norfolk Economic Intelligence Reportbrings together key business, economic and labour market intelligence to provide a regular insight into the current state of the Norfolk economy.
The report is produced on a quarterly basis by the Economic Development Team and reflects economic activity in the county from the previous financial quarter.
We’re incredibly proud to share a major milestone… Yellow Brick Mortgages has now raised over £50,000 for The Big C charity!
Last week, we had the privilege of visiting the Big C’s Norwich City Cancer Support Centre on Dereham Road, where we saw first-hand the incredible work they do to support those affected by cancer. From welcoming spaces to specialist services, it’s clear how vital this charity is to so many.
This donation is part of our ongoing commitment to give back with every mortgage completed, and we couldn’t have reached this milestone without our amazing clients—thank you for choosing us and making this possible.
It’s inspiring to see what can be achieved when people come together for a cause that truly matters. Here’s to continuing the journey and making an even bigger impact.
When was the last time your team completed health and safety training? If you had to stop and think, it might be time for a refresher.
Workplace safety training isn’t something you tick off once and forget about; it’s an ongoing commitment to your people and your business. Whether you’re in construction, hospitality, education, or an office environment, keeping everyone up to date is one of the simplest (and most effective) ways to prevent accidents, boost confidence, and build a stronger safety culture.
Why Regular Training Matters
Health and safety legislation changes, equipment gets updated, and people come and go. Without regular training, even the most experienced team can fall out of practice.
According to the latest HSE figures, around 604,000 workers in Great Britain suffered non-fatal injuries at work in 2023/24. That’s hundreds of thousands of preventable incidents, many caused by slips, trips, lifting, or handling tasks that could have been avoided with proper awareness and up-to-date training. Regular health and safety training keeps these everyday risks front of minds, helping teams spot hazards before they turn into accidents. It’s a simple step that can make a huge difference to both safety and confidence at work.
Refresher courses make sure everyone knows what to do, not just in theory, but in real-life scenarios. They help to:
Reinforce safe habits and correct poor ones.
Keep your team aware of the latest regulations.
Reduce the likelihood of incidents and near misses.
Promote a proactive, safety-first culture.
Ongoing training keeps your team sharp and your workplace safe.
Building Confidence and Care
Yes, training helps you meet your legal obligations, but it’s about more than ticking boxes. When people feel confident in how to handle emergencies, use equipment properly, or support colleagues’ well-being, they’re more engaged and empowered at work.
That confidence builds trust and morale. It shows your team that you care about their safety and well-being.
Key Training Areas Every Organisation Should Prioritise
Every workplace is different, but some training topics apply across the board. We recommend reviewing:
First Aid at Work – So your team can respond quickly and effectively if an incident happens.
Fire Safety and Evacuation – To ensure everyone knows what to do in the event of a fire.
Manual Handling – Especially important for anyone lifting or moving objects.
Mental Health Awareness – Because safety isn’t just physical; psychological well-being matters too.
Risk Management – For those overseeing safety systems, audits, or leadership roles.
A blend of face-to-face and online training helps make learning accessible, engaging, and relevant to everyone.
Investing in Safety is Investing in People
Regular training isn’t just an expense; it’s an investment. Businesses that make safety a priority see fewer absences, stronger teams, and improved productivity. More importantly, they foster workplaces where people feel supported and secure.
At Serene Safety, we believe effective training should be simple, engaging, and tailored to your needs. Whether you’re refreshing existing qualifications or starting from scratch, we’re here to help you create a safer, more confident workforce.
Ready to review your training plan? Get in touch with our team to make sure your organisation and your people are fully up to date.
TaxAssist Accountants further strengthened with appointment of new Executive Director
The TaxAssist Group is pleased to announce a further strengthening of its Board with the appointment of Ray Clarke FCCA, CTA to its board of Directors with effect from 1 January 2016.
Ray, who has been working at TaxAssist for over a year already as Group Head of Technical, comes from a varied background, having served in the Royal Navy for 5 years before entering the world of tax and accountancy with the Inland Revenue. He then moved over to working in practice, spending 26 years looking after owner manager businesses in the small and medium business sector. Ray joined TaxAssist straight from a specialist London tax practice where he was Senior Corporate and Business Tax Manager.
Ray’s new role will be to take responsibility for all technical aspects of the TaxAssist franchise network, primarily support and training on all aspects of accounts and tax, the visit & audit programmes and being the main contact point for technical partners.
Phil Sullivan, Group Operations Director comments, “We are delighted to welcome Ray to the TaxAssist Accountants Executive Team and Board. His combined experience and knowledge will be invaluable to enable us to continue to deliver the very best quality support to our network of franchisees.”
Ray joins Karl Sandall, Phil Sullivan and Sarah Robertson on the Executive Director team which ensures the smooth operation of the franchise in both the UK and internationally.
Norwich International Airport has become one of the first UK airports to sign the Autism Charter.
The Autism Charter is a document which has been produced in collaboration with people with autism and provides a framework for making venues autism friendly.
Working with Autism Anglia, a number of airport staff have completed an autism awareness training programme and are recognised as ‘Autism Champions’. The airport will continue to work closely with Autism Anglia to ensure all staff understand autism and how they can better support passengers and family members who have autism whilst using the airport.
Richard Pace, General Manager of Norwich International Airport said: “We are committed to making the airport experience an easier, speedier and less stressful one for all of our passengers. Autism Anglia has been a valuable source of guidance and information for the airport, delivering training sessions and resources to our staff. The introduction of the Autism Charter and on-going training programme for our staff is another step towards improving the passenger journey through the airport”
A number of resources will be made available at the airport going forward including leaflets and wristbands, with dedicated ‘Autism Champions’ available to offer support.
Jamie Price, Security Manager commented: “To further improve the airport experience, we are in the process of creating a ‘My Travel Card’ for passengers with autism to complete ahead of travel. This document will be available as a download from the airport’s website for completion prior to returning to the airport in advance of travel to ensure we are aware of their needs whilst travelling through the airport”
Anne Ebbage, Norfolk Autism Developments Advisor for Autism Anglia commented: “It was brilliant last year to be asked by Norwich International Airport to help them improve and promote their services for people with ‘hidden disabilities’. The Autism Charter and the Connect to Autism Project has been funded by the Department of Health and rolled out nationally by members of the Autism Alliance. As a member of the Alliance, Autism Anglia has been pleased to deliver this in the Eastern region. The project has aimed to build autism-friendly communities through raising greater awareness and understanding of autism. This will help people with autism and their families feel more welcome and accepted in the community. Autism-friendly environments give people with autism and their families the confidence to go out into their communities and to engage as equal citizens. This means that, often for the first time, they use facilities such as Norwich International Airport, visit shops, use leisure facilities, go to the cinema or theatre and much more.”
We are pleased that the airport has signed the Autism Charter and that we are able to support and assist them in their developments to make using the airport a more enjoyable experience for people with autism and their fellow travellers.”
Leathes Prior is delighted as the Norfolk County Football Association announces the recent deal that sees the firm sign up as their new official Player Registration Partner and Norfolk FA Veterans League sponsor.The firm will be supporting the annual registration process through which the Norfolk County FA register everyone that participates in the adult game and now also the youth game, totalling over 25,000 players, coaches and referees every summer.
The Norfolk FA Veterans League will also be supported by Leathes Prior. The league was formed in 2010 and has enjoyed a highly successful first four seasons. It is currently the only league centrally run by the association and is going from strength to strength. As of the 2015-16 season, the league operates with over 20 teams competing across three divisions. The partnership aims to align and strengthen both brands and also to support and develop grassroots football, impacting on even more individuals in the years to come.
Partner at Leathes Prior Dan Chapman said”I’m sure that this partnership with theCounty’s Football Association will have a positive impact on our firm and,whilst many people tend to focus on the top end of the professional game, theamount of grass roots work that the Norfolk FA do really is incredible.””As well as providing Leathes Prior with great exposure Norfolk-wide,there is a strong synergy with the work our sports business Full Contactundertakes – where we pride ourselves on our expertise in identifyingnon-league talent and taking them to the pro game. Let’s hope a hidden gem outthere in Norfolk will be next!”.
Shaun Turner, Chief Executive of Norfolk County FA said:”We are delightedto join forces with Leathes Prior, we have had a great working relationshipwith them over a number of years and for them to now become one of the CountyFA’s Official Partners is fantastic news. They are a leading Law Firm offering awide ranging services.”We are looking forward to working together in the coming months todevelop Norfolk Football even further and bring increased opportunity tothousands of players as well as the hundreds of coaches, officials andvolunteers involved in our beautiful game each weekend.”
With our recent focus on the growth of Delta-Simons Environment, Health & Safety team, we are pleased to welcome our new Operations Director for EHS, Rosanna Webb. Rosanna joins the company with over 20 years’ of EH&S experience having worked in the UK Construction sector for 13 years, then moving into consultancy for a brief period and more recently working in the high-tech software industry globally.
Having worked for the likes of Symantec and Veritas, Rosanna specialises in delivering Health & Safety solutions, focusing on key H&S risks for businesses such as ergonomics and emergency response as well as leading programs to develop robust and appropriate EHS Strategies and Management Systems. As EHS Operations Director based out of our Manchester office, Rosanna’s new role will be to develop the EHS offering to clients focusing initially on the high tech sector; working closely with clients to understand their company EHS requirements and then working to deliver effective and consistent solutions.
Comfortable and safe work places can increase productivity by 16%, and improve job satisfaction by 24% (source: RiskRight). Delta-Simons are delivering RiskRight EHS solutions designed by Antea Group, which aims to reduce and proactively manage Environment, Health & Safety risk factors in lower-risk environments i.e. non-manufacturing such as offices, data centres and retail stores. As RiskRight EHS practitioners, we work to understand a business’s culture to ensure the successful implementation of EHS or enhancement of the EHS services in place. This could be from air quality through to employee wellness – providing a rapid response to a specific local issue such as fire risk assessments, or delivering a strategic plan to address global risks.
Alex Ferguson, Managing Director, said of Rosanna’s appointment “We are thrilled to have Rosanna on board; we are seeing an increased need for EHS services within the lower risk environment, and Rosanna’s appointment and experience will enable us to deliver these services effectively, and to each client’s specific requirements”.
Salaries across East Anglia are starting to increase as the job market becomes more competitive, according to the latest salary and recruitment report by Pure.
The 2016 report, released by East Anglia’s professional recruitment specialists, reveals that employers across the region are now having to work harder to attract and retain high calibre staff. Previous reports showed salaries remained steady for the last five years, but this year average salaries are beginning to rise and more innovative benefit packages are being introduced.
Gill Buchanan, co-founder and director at Pure, said: “The increase is salaries could be partly attributed to the introduction of the national living wage. Salaries have increased for temporary and permanent office roles in particular, for example the average salary for a receptionist has risen to £18,000 in Essex, an increase of £2,000.
“However, as the Eastern Region economy improves more organisations are expanding and recruiting. Competition for talented employees is increasing and with more job opportunities available people are becoming more confident about switching companies. Candidates feel more empowered to negotiate better terms and employers need to be prepared for this. Our salary survey is not just provided for job-seekers; we also compile it to provide employers with the research needed to benchmark how competitive their salary offering is.”
The report shows that salary increases are particularly noticeable in Cambridgeshire, a county which currently has a number of industries facing a shortage of experienced employees. In the accountancy sector, salaries have remained reasonably consistent for higher level managerial positions but have significantly increased for the part-qualified market where demand is much higher. The average salary for newly qualified accountancy professionals is now £45,000, a 20% increase over the last two years.
In general, salaries across Norfolk, Suffolk and Essex have remained more consistent, but are predicted to rise as the job market continues to become more buoyant. For example, the number of job opportunities in Essex is staring to rise for the first time since the recession. Initial Public Offerings (IPOs) and Private Equity Investment has had a positive effect on recruitment in the county which faces increased pressure from being close to London and competing with the capital’s weighted salaries.
Other factors highlighted have also shown that employers in the region are reviewing how to attract and retain good employees. In Norfolk and Suffolk in particular there has been a noticeable trend for increased investment in career development opportunities, highlighted by the number of businesses seeking to appoint learning and development or training specialists.
Gill added: “Being able to demonstrate an investment in employee development is an excellent way to help attract high calibre candidates. Candidates are still reluctant to move on salary alone and benefits, career progression and workplace culture remain significant deciding factors. However, employers also need to review whether the benefits they offer are still competitive. Pensions used to be a key differentiator, but with the Workplace Pensions roll out almost complete, employers are now starting to offer enhanced pensions to entice new employees. Benefits which used to make employers stand out from the crowd are also becoming more common place, for example 85 per cent of the companies we’ve surveyed now offer flexible working hours.”
Pure’s salary report covers its core industry recruitment sectors of Accountancy, Financial Services, Human Resources, Office Support and Marketing. The 2016 report also includes results for the IT sector, following the launch of Pure’s IT recruitment specialism in 2015.
The findings have been compiled using information from Pure’s Compare my Salary tool and the team’s extensive knowledge of the recruitment market in East Anglia. Compare my Salary is a unique online tool for candidates to benchmark their salary and benefits against like-for-like job roles in the region. It is also used as a benchmark for organisations to gauge salaries to acquire and retain top talent.