We are really pleased to have been involved in the making of this programme on Channel 5. Heat Pumps: Are they really worth it?
The film makers visited our showroom and followed one of our installation teams who completed a retrofit install of an Ariston air source heat pump.
We felt like it was a balanced programme, which covered many of the questions those who want to install an air source heat pump ask.
If you are interested in installing a heat pump, then the episode is available to stream on My5, we recommend taking a look and if you want to talk about your project specifically to give us a call on 01603 898904.
Our Natural Alternative Pathways offers support for children and young people in a natural environment, away from a traditional classroom.
We have camps across Norfolk and Suffolk to help meet the needs of children in our region.
The programme can support and enhance mainstream education by focussing on the emotional, social, and behavioural development of pupils.
All Children will work towards achieving aims and objectives through woodland based activities, with the emphasis on building resilience, social and communication skills, and improving physical and mental wellbeing.
Our participants are triaged at referral point, and pupils are placed in group sizes that ensure they are receiving the correct support.
1:1 provision can also be supplied (subject to availability) for those pupils who need extra support.
For more information or to discuss your young person’s needs, please contact us or fill out our enquiry form.
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We are delighted to announce that Millicent Jermy has joined our team as a Trainee Solicitor, bringing with her a wealth of experience gained from working at a respected local firm. Millicent specialises in Wills, Lasting Powers of Attorney, and Court of Protection matters — a new service we are excited to offer to our clients.
At Lucas & Wyllys, we have always been committed to providing a wide range of legal services to support our clients through various stages of life. Millicent’s expertise in Court of Protection matters allows us to offer a critical service to those who may be facing challenges in making decisions for loved ones who are unable to do so themselves.
The Court of Protection is a vital part of legal practice, ensuring that the best interests of individuals who lack capacity to make decisions are upheld. Whether it is managing finances, making healthcare decisions, or appointing someone to act on their behalf, the Court of Protection plays a key role in safeguarding their rights.
With Millicent on board, we are now able to provide comprehensive advice and assistance in this area, helping clients navigate what can be a complex and emotional process. Whether you need guidance on applying for deputyship, managing the affairs of someone who lacks mental capacity, or understanding the options available, Millicent is here to help.
We are thrilled to welcome Millicent to the team and look forward to offering this important service to even more individuals and families in our community. If you would like to learn more about Court of Protection services, or if you have any questions about how we can assist you, do not hesitate to get in touch.
M+A Partners, an independent firm of Chartered Accountants, Chartered Tax Advisers and Registered Auditors, has welcomed a new Accounts and Tax Manager to their Norwich team.
Sarah Pickett joins the firm with over 14 years’ experience working in practice and helping clients with their tax planning and accounts requirements. She is both a Chartered Tax Adviser and Chartered Accountant and brings with her extensive knowledge and expertise across a wide spectrum of sectors.
Sarah has a wealth of knowledge including a particular focus on the leisure and tourism sector, as well as working with owner managed businesses and is well-placed to meet the evolving needs of the firm’s expanding client base.
Partner, Clare Goodswen said: “I am delighted to see Sarah take up a pivotal position within the M+A Partners’ team. Our investment in accomplished experts like Sarah demonstrates our commitment to deliver an excellent level of service to our clients.
It is essential that we have the right people in place to best support our clients and Sarah will work with the talented individuals in our accounts and tax teams to ensure businesses can develop and thrive through clear and professional advice.
We look forward to the additional value Sarah brings to our team and our client proposition.”
Sarah said of her appointment: “I am highly motivated by the opportunities that the role at M+A Partners offers me. Working across both accounts and corporate tax affords me the opportunity of delivering comprehensive advice, addressing clients’ immediate and long-term needs.
I look forward to collaborating with both existing and new clients, working alongside a skilled team that focuses on supporting clients with technical expertise and tailored guidance.”
Employees have the right to request flexible working from day one of their employment and are able to make 2 requests in a 12-month period.
This is the right to request flexible working, and not the right to be provided with flexible working.
What does flexible working mean?
Flexible working covers working patterns which provide flexibility on when, where, and for how long work will be carried out. This includes part-time working, flexitime, working from home, zero hour contracts and, less commonly, job sharing or term-time working.
Do employers need to consult with an employee about their request?
If an employer is not able to grant the request, or are looking to suggest an amended request, they must meet with the employee to consult on the matter.
What are the reasons a business can decline a flexible working request?
Should an employer be unable to grant a request they must use one or more of the following 8 prescribed business reasons for rejecting the request;
The burden of additional costs
An inability to reorganise work among existing staff
An inability to recruit additional staff
A detrimental impact on quality
A detrimental impact on performance
A detrimental effect on ability to meet customer demand
Insufficient work for the periods the employee proposes to work
A planned change to the business
What are the risks of not effectively dealing with flexible working requests?
Employers need to be aware that there is a statutory process which needs to be followed when a formal request for flexible working has been received. This includes meeting with the employee if the initial request cannot be accommodated and discussing what other options may be available with a view to finding an arrangement that works for both parties.
Whilst the compensation for failure to comply with the statutory process to handle flexible working requests, or deal with a request in a reasonable manner, is capped at 8 weeks’ pay, employers could find these complaints are coupled with claims of discrimination too. Claims for discrimination, both direct or indirect, associated with flexible working requests can be based on sex, age or disability and if successful, attract uncapped compensation awards. Employees can also argue that the failure to consider the request is a fundamental breach of contract and therefore could resign and claim constructive unfair dismissal.
How can Lovewell Blake help?
Our HR consultants can guide you through the full process of handling flexible working requests, including providing support at meetings and template documentation required as part of the process.
They can also draft your Company a flexible working policy which clarifies the process to your staff, and people managers.
Most employees will need to take sick leave at some point in their working lives. Both physical and mental health problems can count as sickness. Employers must treat mental and physical health as equally important.
Unplanned absence can be unavoidable but gives you no control over work priorities or any time to arrange cover. It can include things such as time off for dependants, but sickness absence is the most common type of unplanned absence that you will need to deal with when managing people.
Effectively addressing sickness absence in organisations can:
Reduce absence levels
Improve employee morale and wellbeing
Boost productivity
Save money
Measuring absence
Sickness absence is defined by Acas as any period of time when an employee is unable to work due to illness, injury, or other medical reasons. Accurate measurement and monitoring, identifying trends, and exploring the underlying causes are key to effective absence management.
Do I need an absence policy?
Having clear absence policies can help manage absence in organisations. Policies make it clear what is expected of the employer and their employees if they need time off work. Employers must inform employees of terms and conditions relating to sickness or injury, including sick pay.
Absence policies should cover how planned absence is dealt with:
Holiday
Maternity, paternity, adoption, or parental leave
Time off for medical or hospital appointments
But also, absences that can’t be planned in advance:
Sickness
Time off for dependants
Time off for bereavement
When there’s extreme weather or travel disruption
For some areas of absence, there will be a requirement to follow legislation:
Statutory sick pay (SSP)
Fit notes and proof of sickness
Time off for dependants
How do I manage short-term absence?
Return-to-work interviews can help early identification of short-term absence. They also enable managers to start a dialogue about any underlying issues causing the absence. Promoting a positive attendance culture, while emphasising that genuine sickness absence will be supported, can help to ensure non-genuine absence is not tolerated.
Data protection
Organisations should consider data protection rules and confidentiality if they’re recording medical information about employees. For example, if you’re recording the reasons for employees’ sickness absence.
Be able to give a reason for keeping this information
Make sure you only share it with relevant people
At Lovewell Blake, we can draft your absence policies and support you with any absence issues that arise, so you can make sure they are legally compliant, and your company isn’t exposed to unnecessary risks, as you grow your workforce.
We’ve launched a new website! And we’re pretty excited about it.
It was definitely time for a refresh; we’ve only updated our website once since we founded in 2012! A lot has changed in the recruitment industry over the years, and so have we!
A lot of thought (and hard work!) has gone into this website, so we’d love you to have a little look. You can meet the new team, learn about our different departments, and find out how we can help with your recruitment needs.
If you answered yes to any of these then we understand exactly!
That’s why we have set up this Business Forum running online next Tuesday 11th February to talk about how to use Government Apprenticeships funding to resolve these business issues.
We are not just another training provider talking at you about Apprenticeships. We have seen firsthand the difference it makes to a company if they are used well and you’re ready to follow our guidance on how to make it work.
Join us and the panel of experts there to explain, to guide you and to answer your questions:
Forum for Employers – Understanding Business Apprenticeships
Tuesday 11th February @ 10am – 11.30am
(Online via Google Meet)
lynnworks is a local software company based in King’s Lynn, dedicated to developing simple, custom digital solutions for Norfolk businesses. Founded by Tim, a seasoned Laravel developer, lynnworks creates intuitive tools—like smart booking systems, customer management platforms, and automated invoicing—that streamline daily operations and boost productivity. Our mission is to replace outdated processes with modern, efficient software that helps local companies thrive in today’s digital age.
Monday 24 February sessions – Alexandra Hemen is a High Growth Business Adviser at New Anglia Growth Hub. As part of the economic development team at Norfolk County Council, Alexandra is truly passionate about Norfolk business landscape and supporting all businesses reach their potential. Book this special one-to-one mentoring session with New Anglia Growth Hub business adviser Alexandra Hemen.
Alexandra has built a career as a passionate leader of retail operations and strategy. In her most recent role as Head of Retail for Adnams PLC, her remit was to deliver growth and excellent customer service. Passionate about operational efficiency and digitisation, the areas of expertise include retail, operational productivity, marketing strategy and FMCG market.
Academically, Alexandra is a proud alumni of the UEA Business school, achieving a Masters Business Administration in 2022. As a chartered manager and an economist by trade, she has a true love for East Anglia, with a keen interest in poverty alleviation and sustainable economic development. Alexandra is also a trustee on the Norfolk Museums Development Foundation.
There are two sessions available for Alexandra on Monday 24 February.