Category: insights

There is a misconception that businesses do not have to pay for a HSE inspection.

But if the Health and Safety Executive (HSE) visit your workplace and find that you are in material breach of health and safety law, you will have to pay for the time it takes to identify what is wrong and to help you put things right.

This is called a fee for intervention (FFI).

However, if the findings reveal that you haven’t broken the law, you won’t be charged for the inspection.

What is a material breach?

A material breach is an issue which an inspector considers serious enough that they need to formally write to the business requiring action to be taken.

If the inspector gives you a notification of contravention (NoC) after their visit, you’ll have to pay a fee.

Where an inspector simply gives you advice, either verbal or written, you won’t have to pay for this advice

Who FFI applies to

FFI applies to dutyholders where HSE is the enforcing authority including employers, self-employed who put others at risk, public and limited companies, general, limited and limited liability partnerships and public bodies.

How much does an FFI cost?

The HSE Fee for Intervention (FFI) hourly rate is currently £183. The total cost to a business varies significantly based on the nature, duration and complexity of the investigation and the size of the company.

Your fee may include time:

• at your business or workplace
• preparing reports
• getting specialist advice
• talking to you after the visit
• talking to your workers

The fee can vary depending on:

• the duration of the original visit
• the time spent helping you put things right
• the time it took to investigate your case
• any time the HSE spends taking action against you

The average cost is around £700 but can be up to £1,500 for cases involving enforcement notices. 

Prevention is better than cure

Our liability policies include a health and safety review tailored to the unique risks of each business we insure.

SafeCheck which only takes around an hour, reviews what you are doing well and what needs improving – so that your business can achieve HSE compliance.

Minimise business risk in 4 simple steps

1. Documentation review to check that health & safety policies and procedures are up to date
2. Sector-specific H&S compliance questions answered
3. On-site or online tour of the workplace and activities to identify H&S concerns – and what is being done well
4. A useful report including practical guidance on how to minimise business risk and achieve H&S compliance

HSE inspections will focus as much on health as on safety.

UK employers have been under the watchful eye of the Health & Safety Executive (HSE) since 1974.  Inspections have historically scrutinized company policies and procedures for physical hazards, employee safety, regulatory compliance and workplace conditions.

But the new 10-year HSE strategy to reduce workplace ill health will prioritise mental wellbeing, as well as physical safety.

It will focus on six key areas: manual handling; display screen equipment, COSHH, noise, mental health and stress.

Those employers that don’t focus on addressing stress, anxiety and depression in the workplace as much as musculoskeletal or slips and trips hazards could find themselves facing substantial fines and even potential shutdowns.

Sickening statistics

According to the latest HSE data published in November, 1.9 million workers were suffering work-related ill-health in 2024/25. This reflects a concerning 200,000 year-on-year increase.

Work-related stress, anxiety and depression now account for more than half of all lost working days in the UK (22.1 million working days). With nearly a million workers (964,000) affected last year, the UK is facing a serious mental health crisis.

This trajectory has led to an increase in health-related prosecutions by the HSE. Last year, 246 criminal prosecutions were completed with total fines of £33m, half of which were related to workplace health.

Health risk management

All our liability products include a health and safety review which helps to mitigate the unique risks of each business – and protect their most valuable asset – their people.

SafeCheck only takes around an hour to find out what is being done well – and where there is room for improvement to achieve HSE compliance.

Now that the HSE will be proactively prioritising workplace health as part of routine inspections, isn’t it time you reviewed your health risk management policies and procedures?

When it comes to protecting people, prevention is always better than cure.

Stats source: Prepare for more workplace health inspections, employers told

The season of goodwill can be a lively and lucrative time for the hospitality sector.

Christmas parties, Mad Friday and friends and family get-togethers can be a lifeline for many hotels, restaurants and bars. In fact, takings in December can be equal to three months of trading.

But faced with rising running costs, the cost-of-living crisis forcing many to stay indoors and staff shortages, making Christmas merry and bright is a challenge for the 173,515 hospitality businesses in the UK. [1]

99.6% of hospitality businesses are classed as SMEs which makes the pressure to serve up delicious food and wine, pour perfect pints and create cocktails that make Insta-worthy memories even more Christmas-critical!

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.

But 35% of hospitality workers regularly break health and safety rules. [2]The main reason cited was to cut corners to speed up work and just over a quarter said it was because they had been unaware the rule existed.

HSE workplace accident data has highlighted a concerning rise in injuries in the hospitality sector. The report highlights over 4,000 cases of workplace injury in 2023/24 – a rise of more than 13% in two years. [3]

All businesses want to see increased footfall at Christmas, but this cannot compromise customer and staff safety.

Here’s how the hospitality sector can manage and mitigate their liabilities through Christmas – into a prosperous and Happy New Year 2026.

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

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.

Spread comfort, safety and joy 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.

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

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.

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[1] Hospitality: statistics and policy – House of Commons Library

[2] Third of hospitality workers regularly break health and safety rules –

[3] HSE data reveals ‘concerning rise’ in hospitality injuries

Does greater stability for tenants mean greater risks for landlords?

Now the Bill has received Royal Assent, the priority is clear: to deliver greater security and stability for tenants.

The new legislation encourages long-term tenancies – something most landlords support. But stability must work both ways. However, for many landlords – the changes will inevitably alter the balance of risk.

Landlords will need to rely on robust tenancy management, clear evidence trails and lawful grounds for possession in the event of a dispute more than ever before.

Overview of 10 changes landlord clients need to know

1. All tenancies to become periodic

Assured Shorthold Tenancies (ASTs) will automatically convert into assured periodic tenancies (rolling contracts). That means tenancies will continue indefinitely until ended by a valid notice – either from the tenant or from the landlord for specific legal reasons.

2. New Tenancy Terms

Landlords will need to provide tenants with a written statement of tenancy terms at the start of every new tenancy. Existing tenants won’t need new agreements, but they must be given a Government-issued summary of the changes within one month of the legislation coming into force.

Landlords can take the deposit in advance of a tenancy agreement but cannot insist on advance rent beyond the first month.

3. Higher property standards

All rented homes must now meet the Decent Homes Standard meaning they must be safe, well-maintained and free from harmful hazards.

Compliance with Awaab’s Law, requires landlords to act promptly on issues like damp and mould which must be inspected within 10 working days, and made safe within five, after the inspection. Gas leaks, broken boilers – or if damp or mould are affecting a tenant’s health will need to be looked at within 24 hours. If landlords can’t meet those deadlines, they must offer alternative suitable accommodation.

4. Section 21 “no-fault” evictions abolished

Landlords will only be able to regain possession using Section 8 grounds which includes selling the property or moving in themselves – but these cannot be used within the first 12 months of a tenancy. Tenants can leave at any time with two months’ notice.

5. Rent Increases only permitted once per year

Rent increases must be issued with at least two months’ notice via a Section 13 notice and tenants can challenge increases through the First Tier Tribunal.

6. An end to rent bidding wars

Landlords and agents must now advertise a set, clear asking rent. Prospective tenants cannot be encouraged to offer above that amount and offers over the advertised rent cannot be accepted.

7. Anti-discrimination measures

Landlords will no longer be allowed to refuse tenants simply because they have children or are receiving benefits. However, they can still conduct affordability checks and refuse applications based on income viability or property suitability.

8. Greater rights to keep pets

Landlords cannot unreasonably refuse a tenant’s request to keep a pet – and they must respond to requests within 28 days. Only superior landlords (such as a freeholder or building owner) can prohibit pets or if it can be proved that the request is unreasonable.

9. Mandatory landlord registrations

Every landlord will need to register on the new Private Rented Sector Database and join the Landlord Ombudsman who will handle complaints and disputes.

10. Tougher local authority enforcement

Local councils will have extended powers to enforce the new law and can issue fines which start at £7,000 for a first offence, rising to £40,000 for repeat breaches.

Tenants may also apply for Rent Repayment Orders of up to 24 months’ rent for serious offences.

Mitigating risks for private landlords

As the legislative and financial implications of being a landlord become more acute, broader market pressures are also reshaping the rental landscape. Rising mortgage rates and maintenance expenses mean margins have tightened. A prolonged period of missed rent, even just a few months, can place significant strain on rental viability.

That’s why rent guarantee protection has never been more important. It provides a critical safety net, ensuring landlords can continue meeting their financial commitments even if rent stops being paid.

Beyond covering the income gap, our legal expenses insurance will become increasingly valuable as updated possession processes come into play.

On International Day for the Eradication of Poverty, Irwell Insurance is delighted to announce our 12-month commitment to supporting Mustard Tree – to give back to our local Manchester community.

Manchester has one of the highest rates of homelessness, with 1 in 74 people experiencing homelessness and rates rising by 34% per year in Manchester alone.

Mustard Tree aims to tackle the root causes of homelessness, specifically unemployment, addiction and long-term sickness and offers support for people from all walks of life across their three sites including the main community hub based in Ancoats.

Mustard Tree gives a hand up, not just a handout.

Through their ‘Freedom Project’ they provide training courses and classes to give people life skills and work experience to help them escape poverty. Their hubs provide a welcoming and safe environment, with an emphasis on creating positivity and ambition.

Featuring a community shop, a kitchen and coffee shop offering dishes made by trainees and food donated by local independent stores, Mustard Tree offers a thriving environment for those looking to gain and develop vital life and employment skills.

Everyone is welcome to drop by and sample the delicious breakfast and lunch menu or browse the shop for clothes and furniture. Supporting these services makes the world of difference – not only raising vital funds but also building confidence and employment skills to last a lifetime – from baristas and PAC testers to sales assistants and chefs.

Irwell Insurance is committed to a 12-month partnership by actively taking part in staff volunteer days as well as fundraising activities including the Manchester Marathon, Tough Mudder and even abseiling!

“We are delighted to be supporting this wonderful, deserving and much-needed charity. The response from our staff to get involved in volunteering and fundraising has been inspiring.

We are looking forward to supporting Mustard Tree make a difference to people living in poverty in Manchester – everyone deserves to have the dignity and security of a home and employment.”

Giles Reading, Chief Executive Officer

“Delighted is an understatement that Irwell has committed to supporting Mustard Tree! Over the next 12 months, their financial donations and hands-on, practical support will help change people’s lives.”

Rachel Crank, Fundraising Officer

To find out more information about Mustard Tree and how they are helping to prevent poverty, visit their website  www.mustardtree.org.uk

If you wish to donate to Mustard Tree please do so via this link- https://www.justgiving.com/page/irwell?utm_medium=FR&utm_source=CL

Mustard Tree services at a glance

• Provide training courses to build life skills
• Freedom project – gaining work experience to help them find permanent employment
• Welcome people from all walks of life – those starting off their journey with Mustard Tree (in urgent need) to those who have escaped poverty but need a little extra support (furniture for their new home for example)
• Classes and clubs – writing a CV, English lessons and art workshops
• 40% of items are given for free and vouchers can be used in the food bank

What ‘rejection’ means for employers under The Employment Rights Bill

MPs in the House of Commons decisively rejected most of the amendments proposed by the House of Lords to the Employment Rights Bill. In doing so, they reaffirmed the Government’s intention to preserve the core protections originally proposed – rather than dilute them.

This landmark parliamentary moment matters considerably for employers.

The rejection is more than a procedural victory for Government; it gives clearer shape to the legislative direction and offers a signal to organisations to act now.

Preserving ‘day-one’ unfair dismissal protections

Perhaps the most consequential amendment the Lords sought was to insert a six-month qualifying period before unfair dismissal rights could be claimed – essentially rolling back the proposed “day-one” protection.

MPs refused that move. This is a signal that the Government intends to make unfair dismissal rights effective from the start of employment (subject to limited carve-outs) as originally promised.

For employers, that means dismissal risk increases earlier in the employment relationship. The days when ‘outsourcing risk’ to probationary periods with impunity are effectively over.

Robust procedures, immediate documentation and fair processes will be more critical than ever from day one.

Firming up worker protections

Other amendments struck down include proposals to narrow the new obligations around zero- or low-hours contracts and to weaken whistleblower protections or the right to accompany at disciplinary hearings. The rejection also cements in principle the extension of rules voiding NDAs in harassment and discrimination cases.

This suggests Parliament is pushing for relatively strong protections – not just minimal tweaks.

Reduced uncertainty

By rejecting numerous Lords’ changes, MPs reduce some of the legislative ambiguity. Employers can now plan more confidently around the bill’s core contours, rather than contending with extreme swings in possible outcomes.

The Commons’ action sends a strong political signal: the Government is standing by its manifesto agenda for worker rights, and it is unwilling to make radical compromises.

This further cements the commitment to embedding a ‘pro-worker’ framework.

Key implications for employers

The rejection of amendments does not just reconfirm intent – it changes how employers should prepare.

1. Reassess probationary periods and dismissal policies

With day-one unfair dismissal protections likely to remain, employers must revisit the role and limits of probationary periods. Rather than relying on them as a safe ‘trial’ period, organisations will need to build in stronger procedural safeguards (notice, documentation, opportunities to address performance) from the outset. Dismissal decisions will be more exposed to challenge – even early on.

2. Audit contracts, zero-hours arrangements and request rights

Any workforce with zero- or low-hours contracts will be under closer scrutiny. The employer obligation to offer a guaranteed hours contract may not be ‘on request only’ so employers should assess whether their current contract templates and policies comply with potential new standards. The risks of under-structuring casual, agency or variable-hour work will increase.

3. Strengthen grievance, disciplinary, whistleblowing and NDA policies

Given that protections around accompaniment, whistleblowing and NDA restrictions are likely to be more robust, employers must revisit those policies now. Guidance, training and clarity will be needed to avoid inadvertent breaches. Employers should build ‘right to speak out’ cultures that safely accommodate internal reporting and ensure their NDA structures do not contravene the new prohibitions.

4. Prepare for more tribunals and litigation risk

Stronger rights for employees increase the risk of employment challenges. Employers should expect more claims, and should prepare for and forecast the financial, procedural and reputational impact.

Pre-emptive investment in documentation, early resolution strategies, mediation and insurance or alternative dispute resolution procedures will be essential.

5. Manage change, culture and risk

With many of the details yet to be fleshed out in secondary legislation, employers must manage the transition carefully. Planning for change, flexible adaptation and internal communications will be key. Organisations that adopt an employee-centred culture may convert legal compliance into a competitive advantage in talent attraction, retention and reputation.

6. The growing importance of legal expenses insurance

With dismissal rights extending from day one and stronger worker protections across contracts, NDAs and whistleblowing, the likelihood of disputes progressing to tribunal is set to rise.

Even well-intentioned employers may find themselves defending claims that are time-consuming and costly. Legal expenses insurance will therefore become an increasingly valuable safeguard, helping businesses cover the costs of defending employment claims and giving them access to expert legal advice from the outset.

For many organisations, particularly SMEs with limited in-house HR or legal resources, such protection could prove critical in navigating this new risk landscape.

A turning point for employers

The Commons’ rejection of the Lords’ amendments marks a pivotal turning point in the unfolding landscape of UK employment law.

It signals that the legislative wind is blowing toward tougher protections, not retrenchment. For employers, the window for reactive adjustment is narrowing – those that wait until the last moment will risk being overwhelmed and exposed.

Yet the challenge also presents opportunity.

Organisations that seize this moment to embed procedural rigour, fairness from day one and a culture of respectful transparency will be better placed not just to comply – but to thrive in a world of heightened worker expectations and tighter employment legislation.

Small and medium-sized enterprises (SMEs) are the backbone of the UK economy. 5.5 million businesses account for 99.8% of the business population, three-fifths of employment and around half of turnover in the UK private sector.[1]

They may be small, but they are mighty!

But their size and agility can often mask vulnerabilities. SMEs must navigate a myriad of ever-evolving legal and regulatory challenges – often without the support of in-house HR, compliance or legal teams.

But legal and liability risks when left unchecked can expose SMEs to financial and reputational damage that few can afford. The challenge is not simply recognising these risks but ensuring that the insurance protection in place is robust enough to respond when claims arise.

Risk and recovery

Unfortunately, underinsurance is a recurring theme in the SME space. It is estimated that as many as 80% of UK SMEs are underinsured with some properties insured for just 63% to 68% of their actual rebuild value.[2]

When the condition of average clause is tiggered, this results in proportionately reduced claim payouts – from which many would be unable to recover from the financial impact of such a significant uninsured loss.

A growing proportion of small businesses do not have any insurance at all while those that do often fail to review their cover needs when their circumstances change.

No employers’ liability is a growing liability

Another concern is that although employers’ liability is compulsory in the UK, research from the British Insurance Brokers Association (BIBA) found that 26% of SMEs stopped buying EL and 22% stopped buying professional indemnity insurance in 2023[3].

But every business that employs one person or more must legally take out at least £5 million of EL cover from an authorised insurer.

But some small businesses wrongly believe that if they work from home or no customers visit their premises that they do not need any form of liability insurance.

Businesses who do not have employers’ liability in place can be fined up to £2,500 by the Health and Safety Executive (HSE) for every day they do not have appropriate insurance. They can also be fined £1,000 if they fail to display an EL certificate or refuse to share it with inspectors when requested.

Underinsurance exposed

Underinsurance can easily slip under the radar – until a major loss or claim. But the persistence of underinsurance among SMEs is rarely down to wilful neglect.

More often, it stems from a combination of factors: policies purchased on cost rather than suitability, a lack of understanding of indemnity limits and exclusions – and policy limits that have not kept pace with business growth and operational change or even seasonal fluctuations.

Specialist businesses need specialist insurance

Another emerging trend is that some micro businesses are purchasing commercial cover with the same mindset as personal insurance. They are buying based on price – not policy cover and purchasing online rather than via a trusted and specialist broker that understands the nuances of their business risk.

 Inflation has only compounded the problem further, with rising legal fees and compensation awards quickly eroding policy limits that once appeared sufficient.

Liability risk review

For SMEs, liability exposures are wide-ranging. Claims can arise from accidents on business premises, defective products, professional negligence, data breaches or employment disputes. Increasingly, directors are also under scrutiny, with regulatory investigations and wrongful act allegations placing personal liability firmly in the spotlight.

Each of these scenarios brings with it the potential for legal action, substantial defence costs, and compensation awards. For smaller businesses, the financial impact can be disproportionate.

Yet despite this, many SMEs remain underinsured, either because they do not fully appreciate the scope of their liability or because they are unaware or reluctant to increase premiums in the face of other financial pressures.

Where SMEs are most exposed

Employment practices remain a significant source of claims, with tribunals for discrimination, harassment and unfair dismissal showing no signs of slowing. Health and safety breaches, meanwhile, can result not only in compensation claims but also in heavy fines and irreparable reputational harm.

Customer-facing risks are just as pressing. A simple slip or fall on business premises can escalate into costly litigation. Businesses selling products face additional exposures if those products prove faulty, while service providers risk negligence claims where errors or omissions cause client losses.

The growing digital landscape adds another layer of complexity. Cyberattacks and data breaches have become a routine hazard, and with GDPR requirements still firmly in force, the penalties for mishandling data can be severe.

Finally, contractual obligations can create hidden exposures. SMEs often sign agreements that transfer liabilities onto them without realising that their insurance does not extend to cover these responsibilities. This contractual risk is particularly problematic in supply chain-dependent sectors, where liability can cascade down to the smallest players.

The consequences of falling short

For SMEs, the consequences of underinsurance are rarely confined to financial loss. The reputational damage associated with a claim – particularly one that becomes public can deter customers, unsettle suppliers, and weaken investor confidence.

Operationally, defending a claim can divert management focus and disrupt normal business activities. For directors and officers, the personal stakes are even higher, with individual assets at risk if claims fall outside company cover.

These consequences underline the vital role insurer, MGAs and broker partnerships play in identifying risks early and ensuring clients are not left exposed.

Avoiding the underinsurance gap

Annual reviews should not be seen as a box-ticking exercise but as an opportunity to reassess cover in line with growth, diversification, regulatory change and economic realities such as inflation.

Equally important is clarity around policy wordings. Many SMEs assume they are covered for risks that in reality fall outside the scope of their policy.

By working through exclusions, clauses, sub-limits and indemnity periods with clients, insurers can ensure expectations are aligned with reality – and highlight areas where additional protection is required.

Prevention is better than cure

Positioning insurance as a critical element of business resilience can help SMEs view cover as an investment rather than a grudge expense.

In a climate where legal risks are both diverse and growing, the reassurance of robust liability and legal expenses protection is invaluable.

With the right insurance partner, underinsurance can be turned from a persistent threat into a preventable risk.

That’s why our liability policies include a health and safety review – and why we don’t provide standard one-size fits all cover. Because no two businesses are alike. And neither are the sector risks they face.

What’s good for the goose is not always good for the gander.

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[1] UK Small Business Statistics | FSB Business Data

[2] Underinsurance remains a problem for UK businesses – report | Insurance Business UK

[3] 50+ UK Business Insurance Statistics 2024 | money.co.uk

How Consumer Duty has changed the industry – for better or for worse – and what comes next?

It’s been two years since the implementation of Consumer Duty. This industry-disrupting regulation was introduced by the FCA to boost standards across the industry – pushing providers to prioritise and evidence positive outcomes for customers.

Consumer Duty was developed to deliver good customer outcomes in products and services, price and value, consumer understanding and consumer support.

With varying degrees of enthusiasm to outright cynicism, Consumer Duty was greeted with mixed reactions by those charged with implementing it.

Some saw it as a game changing opportunity to create a customer-centric culture, while others felt it was ‘lip-service’ that got in the way of doing their day job – a series of very expensive tick boxes that would blow over in time.

It didn’t. And it won’t.

Two years later, it’s here to stay and continue the party of putting customers first.

The good, the bad and the ugly

As with several regulatory resets over the years, implementing Consumer Duty put pressure on management time and resource – and undeniably squeezed profit margins.

But for other firms, Consumer Duty has enabled them to genuinely glow-up their client strategies with greater focus on fair pricing, clear and transparent communications and better support for vulnerable clients.

Two years on, the duty remains the regulation holy grail for insurers who stand by the mantra of doing right by customers.

Businesses thriving under Consumer Duty have gone beyond just treating customers ‘fairly’ – they place them at the centre of their business model!

Putting our clients first

At Irwell, we have embraced the opportunities presented by Consume Duty.  We have implemented several measures to align our client relationships with the duty’s best practice guidance.

Firstly, we have improved the clarity around our terms and conditions in policy wordings. For example, our LEI policy wording has been updated to emphasise that customers should seek and follow advice. We have also provided practical examples within the wording where the customer may need advice which gives added reassurance and makes the wording more relatable.

In line with the regulator’s focus on improving MI to help identify, evidence and monitor the delivery of good outcomes, we have introduced a comms monitoring and training programme and updated our processes to provide quicker claims determination – a critical element of improving the customer experience.

Consumer Duty puts greater responsibility on the whole distribution chain to share client information to ensure that products and services meet the required standards. At Irwell, our business is built on mutually beneficial and respectful partnerships, so we welcome this initiative with open underwriting and product development arms. We collaborate closely with our partners to help identify gaps in the market and policy provision to ensure that niche markets are better represented and protected.

Investing in Consumer Duty compliant procedures will continue to be a business priority as we expand our client base and product portfolio. We believe there is no better way to do business that putting clients first, last and foremost.

Can AI deliver CD fit for the future?

Love it or loathe it, Consumer Duty is here to stay – the only question is how will it evolve? The proliferation of AI appears to be taking over our industry.

The FCA has indicated it will make greater use of data analytics to drive decision making on business behaviour and monitoring compliance.  Digital solutions will also undoubtedly play a vital role in helping businesses comply with the evolving demands of Consumer Duty.

From automated compliance tools to digital platforms that enhance the customer journey, how can tech adoption help humans improve client engagement and experience?

How can insurers adopt a consumer-first approach when the de-humanised tech takeover seems unstoppable?

Can non-humans truly put humans first? Can AI really deliver consumer understanding? How can tech genuinely support vulnerable customers?

We believe it’s about striking a balance between tech and the human touch.

In the liability sector, when it comes to complex risks within a niche, non-standard or hazardous business you still need human relationships. You need the reassurance that a person with years of underwriting experience in mitigating business risk has meticulously reviewed your unique circumstances. You need common sense and pragmatic judgement that no standardised AI-driven data entry can offer.

But we recognise that AI and MI can offer invaluable insights and ongoing monitoring to support all compliance considerations and underwriting decisions.

Humans and robots need to work together to achieve the best outcomes. Let’s see what they bring to the next Consumer Duty party.

A level results day has arrived.

A day that will put an end to the waiting game and anxiety of ‘what next?’ A day that will open doors to dreams, degrees and university life for A level students around the country.

But will the Renters’ Rights Bill close those same doors as quickly as they opened – preventing students from being able to find accommodation in their chosen university city? There were 758,000 applications for full-time undergraduate places through UCAS last year – all who need somewhere decent and affordable to live.

But will they find their university dreams shattered – not by grades, but by a lack of somewhere to live?

Quite possibly yes.

Unless the Government U-turns on Section 8 of the Renters’ Rights Bill which will allow student landlords to regain possession of their properties at the end of each academic year.

Under the current proposal, only landlords letting HMOs would be able to regain their properties to re-let to next year’s student intake. One and two-bed student properties would be excluded – despite these smaller homes accounting for around a third of student accommodation in the UK.

Student housing crisis

Around 30% of students across the UK live in private rented accommodation that is not in purpose-built or provided by their higher education provider. Many popular university cities are already struggling to put roofs over the heads of their students – which is forcing up rents and making decent student accommodation the privilege of the wealthy.

Research reveals that 65% of students say that housing now influences where they apply to study – not just the course credentials and the city social scene! Plus, almost 50% are concerned about the current shortage of suitable accommodation which forces many to stay home under the roof – and bank of mum and dad.

Unless MPs back a key House of Lords amendment to the Bill, students could face a housing shortage and cost crisis – with those from disadvantaged backgrounds being hit hardest.  

MPs have the chance to protect the UK education system by safeguarding the provision of homes that make higher education possible for all – not just the privileged few.

For those students who will be out celebrating their A level results tonight, the 8th of September could prove to be the next big ‘results day’.

Stats source: https://www.nrla.org.uk/news/mps-must-seize-final-opportunity-to-protect-access-to-higher-education

Workplace health and safety has always been a priority – and a thorn in the side of some high-risk sectors. The liability and legal implications for non-compliance can be at best – costly – and at worst – fatal.

But it also represents an opportunity to redefine best practice and business values.

From construction, manufacturing and warehousing to scaffolding and freight, HSE regulations are more than ticking off compliance checklists. They are instrumental to protecting employee health, safety and wellbeing, operational continuity and business reputation.

Despite years of improvements in health and safety culture within these sectors, the reality remains – business risk is evolving – not disappearing.

The stats shouldn’t add up

According to the Health & Safety Executive 124 workers and 92 members of the public were killed in work-related accidents in 2024/25 reported under RIDDOR.[1] A further 604,000 workers sustained a non-fatal injury according to self-reports from the Labour Force Survey in 2023/24. [2]

For business owners, HR and compliance professionals, these aren’t just statistics. They are people with families and friends. They are lives lost or changed irrevocably. They are a wake-up call that more needs to be done.

They are an alarm bell signalling that mature health and safety policies and outdated procedures may need a fresh pair of eyes – and liability insurance that includes a H&S review tailored to the unique business or sector risks.

Closing the gap on human error

IOSH, NEBOSH, RoSPA and RIDDOR certificates may proudly adorn your boardroom or site office walls. But no matter how robust and relevant your H&S accreditations, tiredness, distraction or unfamiliarity can all contribute to unintentional lapses that could have far-reaching consequences.

This is where AI-powered vision is changing the H&S game.

This artificial but intelligent layer of site safety provides an extra pair of eyes – monitoring that protocols are being followed, risk is being assessed – and people are playing by the rules.

AI can keep a watchful, 24/7 eye on a contractor arriving on-site for the first time or an experienced forklift operator at the end of a long shift – when you can’t.

AI enhancing HR and H&S

AI surveillance technology analyses visuals from cameras across your site. Unlike standalone, standard CCTV, these systems go beyond recording and storing footage – they interpret it – and provide real-time insights.

From monitoring noise or chemical levels to flagging dangerous machinery usage or ergonomic and PPE hazards, AI recognises unsafe behaviour and turns live data into early warnings and alerts.

It can spot concerning patterns in incident reports and monitor access to high-risk or prohibited areas and alert key personnel when company rules and H&S procedures are not being followed.

This may sound like the robots are taking over and Big Brother is watching, but this technology is about putting people first. It can be an integral component of a compliant and connected safety toolkit. But it also needs to work alongside the irreplaceable compassion, integrity and intuition of humans that no robot can deliver. Well, not yet anyway.

Futureproofing proactive prevention

AI computer vision and monitoring systems are also scalable to suit an SME single-site facility through to a large corporate with nationwide operations – or as business needs evolve.

As Artificial Intelligence continues its upwards and unstoppable trajectory in all areas of work, the applications and impact are set to reimagine workplace safety and redefine HR policies of the future.

AI-driven H&S adoption isn’t just about embracing new tech. It’s about building the foundations of a resilient, people-focused business.

It helps transition workplace safety from a boardroom burden to a company cultural strength.

Forewarned is forearmed when it comes to site safety

Companies that have rigorous H&S policies in place aren’t just compliant – they’re more productive, more trusted and therefore more attractive to employees, customers, investors and partners.

Prioritising people and workplace safety is one of the strongest signals of organisational ESG values – especially in high-risk industrial environments.

It’s a strong message that resonates in today’s world of social media naming, shaming and sharing.

Employers who invest in AI safety systems provide an extra layer of continuous security – and meaningful insights to make work environments safer. Just like our liability policies that include SafeCheck.

 SafeCheck is an on-site or online H&S review that informs businesses what they are doing well – and where and how there is room for improvement to help achieve HSE compliance.

Our liability insurance sends a clear message – this is a business that protects and values people. And that is a message worth sending.

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[1] Work-related fatal injuries in Great Britain – HSE

[2] Non-fatal injuries at work in Great Britain – HSE