Author: wpadmin

The Government appears to have done a complete U-turn on workers’ “right to switch off outside work hours” as Ministers are expected to axe the policy in the coming weeks.

With 1 in 3 adults experiencing high or extreme levels of workplace stress last year, what does this means for employers trying to balance personnel wellbeing and profits?

The policy was central to Sir Keir Starmer’s manifesto promise of a “New Deal for Working People” aimed at strengthening employment rights.

By allowing workers the right to ignore work-related emails and calls outside office hours, the policy promised to ensure that “working from home does not become homes turning into 24/7 offices”.

The policy, inspired by working models employed in Ireland and Belgium, would have ensured that employees also had the right to refuse to take on extra work at the weekends – without repercussions or reprimand.

But not anymore. It appears that workers may soon be at their employer’s beck and call 24/7 to burn the candle at both ends.

“Responsible employers will recognise the risks involved in overworking and overwhelming their staff” explains Billi Cobley, our Senior Class Underwriter.

“The fact is that people need to rest and recharge in order to work efficiently and effectively. Forcing people to be available out of hours could have a significant impact on employee burnout and mental health. The consequences of stress and anxiety, absenteeism and presenteeism could result in disruptive workplace disputes and costly claims.”

The policy U turn appears to be the result of the Budget which placed an additional financial burden on employers in the form of the national insurance contributions hike on top of minimum wage increases.

Ministers are said to be making the change in a bid to boost business confidence and put money back in people’s pockets. But at what cost?

Juggling productivity, profits and presenteeism caused by burnout.

The Annual Burnout Report 2025 conducted by YouGov found that that 1 in 3 (34%) adults experienced high or extreme levels of pressure or stress – either ‘always’ or ‘often’ last year. Meanwhile, 9 in 10 (91%) experienced high pressure or stress at some point during 2024.[1]

Some of the reasons cited for this stress pandemic included having to regularly work unpaid overtime, taking on additional hours due to the increased cost of living, increased workload and fears of redundancy or job security.

Today, there is a pressing need for employers to embrace workplace policies and cultures that support employees’ mental health. However, ACAS reported that between September 2021 and May 2022, the words ‘stress’, ‘mental health’ and ‘depression’ appeared in more than 12,000 early conciliation or employment tribunal cases.[2]

The prevalence of stress and burnout in employment-related disputes is a real concern for HR and business owners. Employment legal protection can offer businesses some peace of mind and help reduce the financial burden in the event of a tribunal brought about by such issues.

It remains to be seen if the Governments’ policy U-turn backfires with a downturn in employee health and wellbeing and an upturn in costly employment tribunals.

March 2025

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[1] https://mentalhealth-uk.org/blog/burnout-report-2025-reveals-generational-divide-in-levels-of-stress-and-work-absence/#:~:text=The%20survey%20of%204%2C418%20UK,with%2035%25%20the%20previous%20year.

[2] https://www.acas.org.uk/call-for-evidence-for-new-mental-health-and-wellbeing-plan-acas-response

The theme for International Women’s Day 2025 is “Accelerate Action” – a call to recognise and advance the strategies, resources and initiatives driving progress for women worldwide.

Today we celebrate Irwell’s Risk and Compliance Officer, Juliana Basso’s professional and personal achievements on International Women’s Day.

Juliana, born in Sao Paulo, Brazil moved to the UK in the summer of 2017. She graduated with a degree in Law and worked as a Solicitor in Brazil before joining Irwell. She has extensive experience in litigation involving disputes with large companies and government entities – in both English and Portuguese!

On International Women’s Day Juliana shares her journey from Brazil to Prestwich, the differences for working women in Brazil and UK and how she juggles being a working mum to her 4-year-old son.

Who has been your strongest influences in life that led you on your career path?

The biggest influences in my life and career have been my family. My dad passed away when I was very young, and seeing my mum handle all the bureaucracy and solicitors really stuck with me. She always taught me the importance of hard work and perseverance.

What do you most appreciate in your work environment?

I am a big fan of Irwell, and I believe what makes Irwell special are the people. I’ve found a group of talented and supportive colleagues which makes it a great place to work. Additionally, the company offers fantastic opportunities for us to study and perfect our skills which is something I truly appreciate.

Biggest differences in opportunities for working women in Brazil and the UK?

I’ve noticed big differences in opportunities for working women between Brazil and the UK.

In Brazil there is a larger gender equality gap. Based on my own experience, women have to work harder to prove themselves and achieve recognition, especially Afro-Brazilian women who face extra barriers.

In the UK, the professional environment feels more balanced, with better support for women’s career advancement. Both countries are making progress in gender equality, but there’s still work to do.

How would colleagues describe you?

I would say funny, determined, and feisty…not necessarily in this order!

What are you most proud of professionally?

I know I still have a long way to go, but I’m really proud of every small win. Restarting my career in a new country has been both challenging and rewarding. I’ve had to adapt my skills and figure out a new professional landscape. Despite the obstacles, I’m proud of what I’ve built and proud of this version of myself.

And personally?

I believe career and personal life go hand in hand and I’m very proud of my little family and every single friendship I’ve built. They are the reason I keep moving forward.

What has been the biggest challenge for you to get where you are today?

The biggest challenge has been me! I sometimes have the feeling that I am not good enough, strong enough, skilled enough and overcoming that mindset has been a significant hurdle.

What’s the best career advice you’ve been given?

“Work hard and ask.” This is why you’ll always see me asking questions, sharing my opinions and trying to understand how things work. There’s no better way to learn than embracing the fact that we don’t know everything, being open to experiencing the new and unknown and then working very hard to consolidate that knowledge. It’s 99% perspiration and 1% inspiration!

What career advice would you give to your son?

Don’t see your career as a straight path. Each step is like adding a brick to your career wall. Sometimes, you might feel off track, but taking on new challenges and filling skill gaps makes you stronger.

Don’t compare yourself to others or focus on job titles. Just keep building your career and trust yourself in every single step. It’s not about the finish line but the journey that makes you unstoppable!

Dream job growing up?

I really wanted to be a scientist and work in Antarctica. I probably didn’t consider back then that I love summer and would be a miserable soul over there! 

What was your first job?

I was an intern at ABN AMRO Bank in the legal team when I was 18 years old. In Brazil, we can work while attending university, so I used to work full-time and go to uni in the evenings… those were long days.

Have you ever felt discriminated against in any place of work because of your gender or nationality?

 Of course I have, it is not easy to be a woman with a voice! I never had any problem to stand up for myself and others, so these challenges have shaped me into a more resilient and empathetic person. 

How do you switch off from work?

I am not going to lie; a glass of wine helps me to unwind!

Which woman do you most admire and why?

I am lucky to have always been surrounded by incredible women, but the woman I admire most is my mum. She’s incredibly brave, loving and resilient. Even though she never had a career, she made sure all 4 of her children could graduate and chase our dreams. Her support and determination inspire me and make me grateful for everything she’s done for us.

What advice would you give your younger self?

I have so much advice I’d love to give, but I believe life is a curve and the more we experience, the more we learn.

Here’s something that might be useful for anyone trying to find themselves; stop worrying so much about what others think of you. Embrace your unique journey and be proud of your identity. Finding your own path isn’t always tidy and there’s nothing wrong with being different. Also, your career can be something you enjoy, but it doesn’t have to be everything in your life.

What advice would you give young women looking to work in male dominated sectors?

Don’t be afraid to embrace the journey and take every opportunity you can. Build strong professional relationships with colleagues.  Remember that your expertise and dedication are your greatest assets, so work hard, stay informed, and be curious.  Being a woman and having a different perspective can be a big strength.

3 tips to working mums about managing the work-life balance

I think we need to rocognise that work and family are two inseparable parts of life and that they can complement each other.

1. Accept that you can’t control everything: Maintain an optimistic view and understand that unexpected events will happen. Instead of getting frustrated, see these moments as part of the process. Flexibility and adaptability are key.
2. Wherever you are, be there: Give yourself permission to keep your mind and body in the same place. If you are working, focus on your tasks and work hard without feeling guilty. When it’s time to be with your family, spend real, quality time with them.
3. Have an open dialogue: Communicate openly with your family and colleagues about your needs and challenges. Don’t hesitate to ask for help when needed.

3 things that make you angry

Injustice, bad traffic and finding an empty treat drawer.

3 things that make you smile

Thinking of my family, a beautiful sunset and when one of my favourite songs plays on the radio.

#IWD2025 #AccelerateAction

Everyone, everywhere can build on IWD’s achievements in forging positive change for women and girls worldwide. Everybody can Accelerate Action by embracing diversity of gender, race, age, equality in education and breaking the glass ceiling.

Today is all about the resilience and achievements of women worldwide and push for a future where equal opportunities are a reality for all.

From zip-wires and weddings to cookery classes, cat cafes and goat yoga. Is it time to diversify to thrive?

John Cowell, our Senior Class Underwriter looks at the risks and rewards of diversifying safely, compliantly and profitably.

The UK has one of the most dynamic, diverse and creative hospitality sectors in the world. The Great British pub is an institution that unites communities and our thriving music scene is revered globally. Our hotels and restaurants are critically acclaimed internationally and our nightclubs and festivals attract kudos and visitors from all over the world.

But for a sector that exists to bring people together, the last few years have done it’s best to keep us apart. From Covid closures, squeezed profit-margins, soaring supply costs and staff shortages, the fallout has forced many hospitality businesses into finding alternative revenue streams to supplement their income and boost their bottom line.

Diversifying a hospitality business can be exciting and potentially profitable. But having risk management strategies in place that align with any new business venture or added-value pursuits is crucial.

Great expectations

The hospitality industry is no longer just about providing comfy beds and a tasty full-English or being able to mix a memorable Mimosa and prepare pasta that will get you a 5-star Tripadvisor review.

Businesses are branching out in creative ways – think hotels turning into adventure hubs with zip-wires and rock climbing, restaurants popping up in unexpected places like rooftops or canal barges and remote rural inns offering everything from goat yoga to digital detox retreats. The trend for glamping in yurts and converted shepherd huts or double decker buses seems set to grow in popularity as people seek authentic and alternative ‘experiences’.

While these new ventures can add significant appeal to new demographics and attract previously unchartered cohorts, they also bring a mix of emerging liability risks that need careful risk mitigation and revised insurance cover.

Liability risks for diversified hospitality businesses

While hospitality continues to face many challenges, its bounce-back resilience has also highlighted the sectors capacity for survival through innovation.

This adaptability offers a positive blueprint for the future and confidence that many will diversify and emerge stronger than before.

By proactively addressing liability risks, businesses can enjoy sustainable growth while protecting their assets, reputation, and guests.

1. Public Liability

Expanding into new services means new interactions with customers and new procedures for staff, raising the potential for accidents and injuries.

Whether it’s a guest slipping out of a hot tub, a customer suffering an allergic reaction at a wedding event or an injury sustained during an outdoor goat yoga retreat (yes really!), hospitality businesses must review their liability insurance to ensure that they are covered for the new and unexpected.

2. Employee safety

With diversification often comes a need for additional staff, sometimes with specialised skills. Businesses introducing high-risk activities such as zip-lining, kayaking or wellness treatments must ensure proper training and certifications for their employees. Without adequate employer’s liability coverage, businesses risk costly claims from workplace injuries or disputes.

3. Food and beverage liability

Many leisure and hospitality businesses expand into catering, specialty menus or alcohol service. This can introduce risks such as foodborne illnesses, allergic reactions, or intoxication-related incidents. Businesses must ensure they comply with food safety regulations, provide clear allergen information and train staff on responsible alcohol service to mitigate these risks.

4. Cybersecurity and data protection risks

As hospitality businesses diversify, many incorporate online booking systems, guest data collection and loyalty or reward programmes. A data breach exposing guest details or payment information can lead to legal action and reputational damage. Investing in cybersecurity measures, regular compliance checks and cyber liability insurance is essential to protect against digital threats.

5. Property and equipment damage

New business activities often require additional equipment or modifications to existing premises. Whether installing spa facilities, setting up temporary event spaces or investing in high-end kitchen appliances, businesses need to ensure they have appropriate insurance in place.

6. Regulatory and compliance challenges

Diversification may require businesses to comply with additional regulations, such as health and safety standards, environmental laws or alcohol or temporary event notice (TEN) licensing. Failing to meet these requirements can result in fines, lawsuits or forced closures. Regular compliance audits and legal consultations can help diversified hospitality businesses stay on top of their legal, moral and HSE obligations.

7. Know your fire safety and footfall limits

Understanding the maximum occupancy of your new, diversified premises is critical in terms of fire safety and evacuation planning. Businesses can introduce relatively low-cost, yet effective solutions to improve their security preparedness. Having valid electrical inspection certificates and making sure there is adequate provision of first aid and firefighting equipment is a good starting point.

Further measures include regular staff training and completion of a security plan to formalise best practice protocols, such as evacuation plans or lifesaving skills that can be administered whilst waiting for emergency services.

Mitigating liability risks in a diversified hospitality business

To safeguard against liability risks, hospitality businesses should:

• Conduct thorough risk assessments before launching new services.
• Ensure adequate insurance coverage for public liability, employer’s liability, cyber liability and property damage.
• Implement rigorous staff training to reduce the risk of accidents, data breaches and service-related liabilities.
• Regularly review compliance requirements for food safety, employment laws and health and safety standards.
• Have clear contracts and waivers for high-risk activities to protect against legal disputes.

Forewarned is forearmed

For many diversified businesses, the first time they find out if they are non-compliant with health and safety legislation or that they are underinsured is when it’s too late – following an accident, a claim or an enforcement visit.

Before embarking on any new business venture, it is important that business owners seek advice from specialists to ensure that best practice risk management procedures and the right insurance are in place.

Irwell’s liability products include SafeCheck, a health and safety review which is tailored to the unique risk exposures of each business. Following the assessment, businesses will receive a detailed report about what they are doing well – and highlight where there is room for improvement. This useful report also includes practical guidance on how to minimise business risk and achieve H&S compliance.

At Irwell, we believe that prevention is always better than cure.

Diversification can pay dividends

By proactively addressing liability risks, businesses can enjoy sustainable growth while protecting their assets, reputation, staff and guests.

While not every insurer will welcome zip-wires, goats and cats into their policy wording, your broker should be able to find one who will. You certainly shouldn’t open your diversified doors without the right insurance in place.

Aside from our extensive legal expenses and liability insurance experience, we believe that the personal relationships we establish with our clients sets us apart.

Leading legal expenses and liability insurer Irwell Insurance is delighted to announce that AM Best upgraded its outlook to positive from stable for the Long-Term Issuer Credit Rating (ICR) in December 2024.

The Financial Strength Rating (FSR) of B++ (Good) and the Long-Term ICR of “bbb” (Good) of Irwell Insurance were also affirmed.

“We are delighted that Irwell’s balance sheet strength and robust operating performance has been recognised by AM Best,” said Giles Reading, CEO of Irwell.

“Our impressive results stem from developing market-leading products, high client retention rates and an unwavering commitment to providing an opportunity-rich workplace culture for staff.”

“With a robust platform set by our accomplishments in 2024 and a series of senior appointments, we are well-placed to satisfy evolving market risks and the complex needs of our coverholders,” Reading added.

Manchester based Irwell has a track record of positive operating performance, reporting a five-year (FY20-24) weighted average return on equity ratio of 13%. Underwriting profits are the main driver of earnings, with the company reporting a five-year weighted average combined ratio of 85%.

The positive outlook on the Long-Term ICR reflects improvement in Irwell’s balance sheet strength and operating performance over recent years. AM Best expects that the company’s earnings will continue to grow over the medium term, translating in solid capital generation.

With a positive long term ICR, risk-adjusted capitalisation assessed at the strongest level, balance sheet strength assessed as strong and a high-quality asset base, AM Best affirms that Irwell is well-poised to achieve its high growth strategic plan.

For the Best’s Credit Rating, access www.ambest.com

Leading liability insurer Irwell has announced the appointment of David Rimmington as new Chief Financial Officer (CFO).

Rimmington brings a wealth of financial expertise and strategic leadership to the role, following his position of Group Finance Director at Chesnara plc.

Having trained as a chartered accountant with KPMG, Rimmington has more than 30 years’ experience in financial management within the life assurance and banking sectors. He has held several senior positions within the Royal London Group, including six years as Head of Group Management Reporting.

“I’m delighted to join Irwell at such an exciting time of business growth,” he said.

“I look forward to the challenge of providing critical strategic direction and continued positive operating performance to support Irwell’s high-growth ambitions.

“By working closely with the talented team here at Irwell, I plan to build on its strong financial foundation and create value that benefits our coverholders, staff and shareholders.”

Manchester based Irwell Insurance, has a track record of positive operating performance with underwriting profits as the main driver of earnings. Irwell’s balance sheet strength and operating performance were recognised by AM Best which revised its outlook to positive from stable for the Long-Term Issuer Credit Rating (ICR) in December 24.

“We are delighted to have David on board to help steer us towards another successful year,” added Giles Reading, CEO of Irwell.

“He will be a great asset to the business and has the skills to build on the robust financial platform set by our accomplishments in 2024.

“The appointment of David as CFO marks a progressive step into the future for Irwell. I am confident that we have the best team in place help ensure sustained growth, with the company well-poised for continued success.”

The appointment is subject to regulatory approval.

Frohe Weihnachten! Buon Natale! Crăciun Fericit! Wesołych Świąt! Vrolijk Kerstfeest! Sretan Božić! Nollaig Shona!

Hospitality is the third largest employer in the UK, with 3.5 million people working in the sector[1]. It plays a crucial role in providing jobs and supporting livelihoods across many supporting sectors. And showing the public a great time by serving up delicious food and wine, pouring perfect pints and creating cocktails that make Insta-worthy memories.

The season of goodwill can be a rewarding and lucrative time for the hospitality sector. Christmas, Mad Friday and the Christmas rush of work parties, friends celebrating and family get-togethers can be a lifeline for many hotels, leisure venues, restaurants and bars. In fact, takings in December can be equal to three months of trading.

But faced with rising running costs and staff shortages, making Christmas merry and bright is a challenge.

Festive cheers and fears

The hospitality sector has a moral and legal obligation to prioritise customer and employee safety and wellbeing. While there are health and safety risks all year round, some become more prominent during the busy festive season.

All businesses want to see increased footfall at Christmas, but this cannot compromise customer and staff safety. Here is some useful information about how the hospitality sector can manage and mitigate their liabilities through Christmas – into a prosperous and Happy New Year 2025.

Sparkle and shine

Of course, Christmas is a time to sparkle and dazzle with lights, candles and decorations but businesses should ensure that cables and connections are fit for purpose and comply with British Standard regulations. Make sure Christmas trees are secure and aren’t blocking fire escapes or access to fire extinguishers. Read more detailed HSE guidance about festive fire safety when decking the halls of hotels, bars and restaurants.

Keep customers in good spirits

Dealing with the general public goes hand-in-hand with a career in the hospitality sector. But too much Christmas spirit can often dampen the ‘cheer’ of some members of the public. Staff should be given training about how to handle physical and verbal abuse that often accompanies drunk, disorderly behaviour. If a venue becomes over busy, people could find it difficult to evacuate in the event of a fire so ensure that measures are in place to avoid overcrowding and never go over capacity limits.

Keep staff safe

Statistics by the Health and Safety Executive (HSE) reveal that workplace injuries in the hospitality sector have risen more than 13% in the last two years. The survey estimates that there were 44,000 non-fatal incidents, leaving accommodation and food service workers the most at-risk across all industries.[2]

From slips, trips, knife injuries, burns, dermatitis and musculoskeletal problems to dealing with the general public, working in hospitality can be a risky business. Christmas can be more chaotic than ever with extra footfall, deliveries and temporary staff so it’s imperative that they are fully trained in health and safety procedures and policies – just like full time, permanent staff. More Christmas deliveries mean more manoeuvring and lifting heavy boxes of food and drink so make sure manual handling legislation is followed.

A less obvious risk is when someone is struggling with their mental health. Additional workload, zero hours contracts and longer hours are synonymous with the hospitality sector at Christmas, but it can take its toll. Be mindful that Christmas can be a lonely or difficult time for some resulting in work-related stress, depression or anxiety. Employees have a duty of care to take care of employee mental wellbeing as well as protecting their physical safety.

Staff aren’t just for Christmas so take care of them and they will be loyal and keep your diners and drinkers happy.

Spread comfort and joy (and safety) this Christmas!

Public or employee liability claims are always a concern for the hospitality sector. From an employee claiming unfair dismissal or harassment to a kitchen injury or customers slipping on spilt drinks, claims are a fact of life for hoteliers, restauranteurs, and pub landlords.

But having H&S procedures in place and employee and public liability insurance, hospitality owners have one less thing to worry about.  This allows them to focus to what they do best – giving everyone Christmas cheers to remember for all the right reasons.

Hospitality HSE compliance

Some things are meant to be together – like mulled wine and mince pies, turkey and cranberry, liability insurance and H&S reviews.

That’s why Irwell’s liability insurance includes SafeCheck, a health and safety assessment tailored to the unique risks of each business. We believe you shouldn’t have one without the other.

Read our guide to keeping food and drink businesses better protected.

Read HSE guidelines to ensure your hospitality business is HSE compliant.

December 2025

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[1] https://www.ukhospitality.org.uk/media-centre/facts-and-stats/

[2] https://www.cateringinsight.com/hse-data-reveals-concerning-rise-in-hospitality-injuries/

We get it. Liability Insurance is never going to be the top of anyone’s dinner party chat, school gate gossip or pub banter.

Until you realise your business isn’t covered in the event of a claim. When you realise you didn’t read the policy T&Cs or check the small print before you signed on the dotted line or e-signed your business away.

Then it would make headlines and gossip, for all the wrong reasons.

Insurance may be a grudge purchase but in the event of a claim it will come into its own. Think of it this way. You’re not buying insurance. You’re buying relief and peace of mind. You’re paying for stress-free days and no nail-biting nights.  

We also get that electronically traded platforms or cheaper premiums may seem appealing. Quick, convenient and budget-friendly. But when it comes to complex risks, we believe you get what you pay for. Online platforms do have a valuable place in the insurance market but be mindful that a human underwriter may not have even looked at the risk and the quote is computer generated based on standardised data entry.

So, if you run a niche, high risk, non-standard business you need the human touch. You need the reassurance that someone with years of experience in mitigating business risk has your back. You need common sense and pragmatic judgement that no computer programme can offer. Well, not yet anyway.

You need to know your underwriter knows his onions and his loss adjustments. You need a human who gets that no two businesses are alike, and neither are the risks they face day in, day out. Some higher risk or hazardous businesses need years of human underwriting expertise to ensure they are properly protected.

Get what you pay for

Whilst some online trading platforms might be cheap, if the standard policy wording contains exclusions on point 32.5, clause C-E that your specialism is not covered then it’ won’t be cheerful. Unless you have an endorsement confirming that this exclusion is not in force.

 In these circumstances, it is likely that in the event of a claim, your policy will be null and void. Not worth the paper it’s printed on. Nada. Leaving you up that creek without a paddle.

Then what you have is not cheap ‘n’ cheerful cover, but a very expensive piece of paper that will be worthless in the event of a claim.  The consequences could be devastating for your business.

Grandma was right. “Buy cheap, buy twice”.

That’s why we don’t do off-the-shelf, one-size-fits-all policies. Our underwriters get to know your business risks inside-out and upside down so they can provide the cover you need, not the cover you don’t.

So, what you get is an insurance policy that is as unique as your business. Plus, our liability insurance includes SafeCheck, a health and safety review that is tailored to the specific risks faced by your business and sector. We will highlight what you are doing well – and where there is room for improvement – to help keep employees safe and your business legal. Our clients also have access to a free legal helpline for the duration of their policy which can be a lifeline in the event of a claim.

As an added bonus, our human underwriting team are a nice bunch to do business with. Plus, online trading platforms will never offer you a round of golf followed by a few beers will they?

Cheers to doing business with humans!