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Saturday, 1 November 2025
That's Food and Drink: Time to Rethink “Dog-Friendly” Dining. Why Dogs Do...
That's Food and Drink: Time to Rethink “Dog-Friendly” Dining. Why Dogs Do...: There’s a growing trend across the UK for cafés, pubs, and restaurants to brand themselves as “dog-friendly.” For many, it’s a charming ide...
Friday, 31 October 2025
The Alternative Budget Britain Didn’t Know It Needed
Let’s face it, every time a new Budget is announced, half the country sighs, the other half groans, and a small minority pretends to understand the fiscal implications for frozen sausage rolls, beer or cheese.
So, in the spirit of true British innovation (and mild chaos), That’s Business proudly presents The Alternative Budget 2025, a visionary mix of the sensible, the surreal, and the suspiciously achievable.
ECONOMY & TAXATION
Sensible:
Introduce a Small Business Break Month each May, during which every microbusiness pays zero VAT. It’ll stimulate spending, reward entrepreneurship, and allow accountants a brief but blissful nervous breakdown.
Silly:
Replace the pound coin with “Community Credit” tokens printed on biscuit tins. If you can’t afford something, you can always eat your currency. (Economists call this “digestive inflation.”)
COST OF LIVING
Sensible:
Reintroduce capped utility bills for vulnerable households, linked to average weather conditions. Because heating your home shouldn’t require a second mortgage or a small fortune in fleece pyjamas.
Silly:
Nationalise Greggs. Every citizen gets a compulsory sausage roll allowance to offset stress caused by scrolling the news.
TRANSPORT
Sensible:
A new “Small Town Rail Revival” fund to reopen rural stations and reinstate services that were cut before most of us were born.
Silly:
Replace all pothole repairs with miniature trampolines. Keeps the suspension industry busy and makes the morning commute more exciting.
HOUSING
Sensible:
A tax incentive for landlords who convert empty shops into affordable flats. Bonus points if they keep the original shopfront, “Tesco Express (Now With Bedrooms)” has a certain charm.
Silly:
All new housing developments must include one mandatory village duck pond. If you can’t afford a house, at least you can feed the ducks.
EDUCATION
Sensible:
Bring back hands-on financial literacy in schools. If teenagers can calculate TikTok engagement rates, they can learn about interest rates too.
Silly:
Introduce a GCSE in “Arguing on Social Media” with practical exams held live on X (formerly Twitter). Full marks for diplomacy, minus points for using caps lock.
ENVIRONMENT
Sensible:
Incentivise small businesses to go green by offering tax credits for renewable energy, recycling, and using locally sourced materials.
Silly:
Create an Emergency Rain Reserve. If it rains for more than five consecutive days (so, any week in Britain), we export the excess to Spain and call it “liquid GDP.”
CULTURE & LEISURE
Sensible:
A grant programme for independent theatres, museums, and community arts, because culture shouldn’t be something you can only afford after payday.
Silly:
Make the Eurovision entry process part of the national curriculum. Winning it should count as an economic success indicator, right alongside GDP and the price of Freddos.
MISCELLANEOUS MEASURES
Sensible:
Create a new “Work-Life Balance Office” tasked with encouraging flexible working, four-day weeks, and lunchtime walks instead of limp sandwiches at the desk.
Silly:
Every office must adopt a Chief Morale Officer Cat. Expenses claimable if the cat improves staff motivation, reduces stress, or successfully types an email.
THE CONCLUSION
Our Alternative Budget 2025 might never make it to Parliament (though stranger things have happened), but perhaps it should. Between the sausage rolls, trampoline potholes, and cat-led morale programmes, it’s at least a plan that puts people, and a bit of fun, at the heart of the economy.
After all, if laughter truly is the best medicine, it might just be the most cost-effective national investment.
BrewDog’s “Cheaper Than Therapy” Campaign – Another Marketing Misstep?
The slogan, which appeared on billboards and social media, has triggered widespread criticism and raised eyebrows across the marketing and mental health communities alike.
The Message That Missed the Mark
On the surface, it’s easy to see what BrewDog was aiming for, a cheeky, tongue-in-cheek slogan tapping into the stresses of modern life.
But when the joke touches on mental health, it stops being clever and starts looking careless.
Suggesting that alcohol is an alternative to therapy not only trivialises the importance of mental health support but also risks normalising self-medication with drink.
At a time when mental wellbeing is a major public concern – and when many campaigns focus on reducing alcohol dependency – BrewDog’s messaging feels tone-deaf and out of step with current attitudes.
A Pattern of PR Pitfalls
This isn’t BrewDog’s first brush with controversy. Over the past few years, the Scottish brewer has built a reputation as much for its marketing gaffes as for its craft beer.
The “Faux Feminist” Beer: Their 2018 Pink IPA – launched as a parody of gender pay inequality – was slammed as patronising and tone-deaf.
Employee Relations: In 2021, a group of former employees accused the company of fostering a “toxic culture,” leading to the “Punks with Purpose” open letter.
Marketing Stunts Gone Wrong: From “beer for dogs” to “beer served in taxidermy squirrels,” BrewDog’s penchant for shock tactics has often generated more backlash than brand loyalty.
The Bigger Picture: Marketing Ethics and Social Sensitivity
Marketing thrives on bold ideas, but there’s a fine line between edgy and irresponsible. When brands use sensitive topicsm such as mental health, addiction, or therapy, as punchlines, they risk alienating customers and damaging trust.
Good marketing provokes thought; bad marketing provokes outrage. In an era where consumers value authenticity, empathy, and social responsibility, campaigns like this can do lasting harm to a brand’s reputation.
What BrewDog Could Have Done Instead
BrewDog has a massive platform and a passionate customer base. It could easily have turned its message into something supportive, like:
“Beer won’t fix everything – but it’s better shared with mates.”
“Here’s to talking things out – over a pint.”
Such alternatives could have celebrated community and conversation without undermining mental health awareness.
BrewDog’s “Cheaper Than Therapy” slogan might have been intended as humour, but it’s yet another reminder that tone matters. In today’s marketplace, where social awareness and corporate accountability are more important than ever, this latest misfire risks cementing BrewDog’s reputation not as punk pioneers, but as repeat offenders in the world of marketing blunders.
Thursday, 30 October 2025
Just a third of UK tech scale-ups boast AI expertise on their boards – lagging behind FTSE 350 tech giants
Just a third (32%) of the UK’s fastest-growing technology scale-ups boast AI expertise on their boards compared to four in ten (40%) of the largest tech companies on the FTSE 350 index.
The findings highlight a trend between AI expertise and revenue - FTSE 350 tech companies with AI expertise on their boards generate an average revenue of £6.8 billion, dwarfing an average of £953 million for those companies without AI knowledge.
Similarly, half (50%) of UK tech scale-ups with annual revenue greater than £50 million boast AI expertise on their boards compared to just 15% of companies with revenue below that level.
Efforts to appoint AI expertise to boards has increased in recent years as companies look to upskill their boards and leverage growth opportunities. The research findings show that the average tenure of board directors with AI expertise is three years, compared to five years across all board directors.
Additional research from Think & Grow reveals a third (32%) of technology companies plan to appoint individuals with AI expertise to their boards in the next 12 months. Surprisingly, given the clear investor appetite for AI - UK AI companies secured £2.9 billion in private investment in 2024* - 13% of technology companies have no plans to appoint AI expertise to their boards in the next year.
Figures from the Department for Science, Innovation and Technology and HM Treasury indicate that UK AI companies secured £2.9 billion in private investment in 2024, with average deals worth £5.9 million – with companies in the AI industry contributing £11.8 billion to the UK.
Think & Grow explains that AI expertise is becoming increasingly sought-after as growth companies compete for funding and market share as they look to scale at pace.
Jonathan Jeffries, Co-Founder of Think & Grow, told That's Business: “Companies without AI expertise on their boards risk losing ground to competitors and stifling growth.
“It’s a challenging climate for many sectors but there is huge investor appetite for high-growth tech companies, the issue is many of those who secure funding are unable to maximise the opportunity to propel growth as they lack key expertise on their boards.
"AI is transforming business and society, ambitious tech companies won’t fulfil their potential if they don’t embrace it.
“The most successful companies weaponise their board connections and expertise to gain a competitive edge – UK tech companies need to ensure that they are building boards that are capable of overcoming upcoming challenges and leveraging commercial opportunities if they’re going to scale effectively.”
These research findings are part of an upcoming report from Think & Grow titled Breaking & Remaking the Next Generation of High Impact Boards which will be published in November.
Think & Grow is a global growth consultancy built to support high-growth tech companies through today's unpredictable and competitive market realities. Over 11 years, it has supported some of tech's most innovative companies, including the likes of Spotify, Stripe, Square, Dropbox, Peloton, Datadog, Canva and Etsy, to successfully scale their businesses and solve unique growth challenges.
Good News for Older Workers. A third of UK firms are actively hiring older workers
The findings reflect an environment of mounting pressures both within, and outside, of businesses. Internally, a growing number of people are delaying their retirement and choosing to work for longer; earlier this year nearly two fifths (36%) of employees said they had already, or were considering delaying their retirement because they wanted to continue working, or due to financial reasons (34%).
At the same time, employers are concerned about staff lacking the skills they need to work (77%), rising mental health challenges among employees (73%), and persistent long-term sickness (68%).
Externally, talent pipelines are under strain. As newly implemented immigration policies came into effect earlier this year, reducing the availability of jobs eligible for Skilled Worker visa sponsorship, two thirds (64%) are worried about the shrinking availability of overseas talent.
Meanwhile, declining birthrates and other factors impacting the way that especially younger workers approach employment, have seen three in five (62%) employers concerned about the future availability of domestic talent.
Employers are increasingly resorting to retention strategies to minimise the organisational risk associated with these pressures. In the past year, 84% have increased the amount they pay their staff, 81% their investment in their values and purpose, while 79% are increasing the amount of training they offer mid- and senior-level staff.
While one in six (16%) expect they’ll lose employees due to visa and immigration changes, 45% offer visa sponsorship and aren’t planning to stop, and 39% are increasing salaries to keep or attract skilled overseas workers.
Julia Turney, Partner and Head of Platform and Benefits, Barnett Waddingham (BW): told That's Business: “The labour market has bared its teeth yet again, bringing some new, and some familiar, challenges for businesses to contend with when tackling their balance sheets.
“Skills gaps, sickness, a shortage of talent and tightening regulations are all colliding to squeeze employers from every angle.
"But businesses aren’t standing still: they’re investing in their people and looking to older workers and returners to bridge the gaps.
“But as the makeup of their workforce continues to shift, data and analysis will be the key differentiator. Older workers, for example, bring with them a wealth of experience and knowledge that is hugely advantageous to a business, but their needs and wants are notably different from those of younger employees. Understanding these workforce nuances will allow firms to target investment effectively and ultimately retain talent while minimising risk.”
Tuesday, 28 October 2025
Rent properties? This could be a Lifesaver from Ventaxia New Smart Fan Helps Landlords Prevent Mould as Awaab’s Law Comes into Force
Introduced following the tragic death of two-year-old Awaab Ishak, the law requires landlords to investigate and fix damp and mould issues within strict timeframes, ensuring faster repairs and safer homes.
Acting early not only protects tenants’ health but also helps landlords avoid spiralling maintenance bills and potential legal claims.
With private registered providers of social housing spending a record GBP 8.8bn on repairs and maintenance in 2023/2024 and poor housing conditions costing the NHS GBP 1.4bn annually, these figures highlight the scale of the challenge and the importance of prevention. Vent-Axia stresses that tackling damp and mould through effective ventilation is vital to create healthier, compliant homes and reduce future costs.
To help landlords meet these legal obligations, Vent-Axia has launched an industry first with its new Lo-Carbon Revive 7 Switchee-Enabled smart ventilation.
Designed specifically for social housing, the new Lo-Carbon Revive 7 integrates Vent-Axia’s market-leading smart-enabled fan technology with Switchee’s in-home connectivity to deliver energy-efficient ventilation, real-time environmental insights, tamper-proof performance, and proactive communication between landlords and residents.
Vent-Axia is the first UK ventilation company to provide remotely accessible fan data to housing providers. This is the first smart technology solution that not only identifies condensation and mould but also actively helps to prevent them.
“Awaab’s Law marks a major shift for the housing sector,” said Joseph Brawn, Product and Marketing Director at Vent-Axia told That's Business.
“Landlords want to do the right thing for their residents, and now have the technology to make it easier by providing proactive protection against condensation, damp, and mould. The Lo-Carbon Revive 7 Switchee-Enabled provides energy-efficient ventilation and now gives landlords the visibility to spot the signs of condensation, damp and mould early, act quickly and maintain healthier homes. And it's not just about compliance; it's about giving residents peace of mind and landlords confidence that their properties are protected.”
The Lo-Carbon Revive 7 is a popular, energy-efficient, filter-less unitary fan offering high performance and near-silent operation. Designed to tackle condensation and mould, the Revive 7 already incorporates a sophisticated in-built data monitoring system; however, by integrating Switchee’s real-time data insights, landlords can now proactively manage properties and support residents in a completely new way.
Switchee’s user-friendly dashboard provides actionable data, empowering providers to make informed decisions that optimise energy efficiency, reduce operational costs, and improve landlord and resident satisfaction.
Providing instant insights into humidity, temperature, and fan usage, the Revive 7 Switchee Enabled gives early detection of damp, mould, or poor air quality. This proactive approach delivers humidity trends across property portfolios, helping social housing providers target resources, identify at-risk homes, avoid unnecessary call-outs, and offer more tailored resident support.
With direct messaging capabilities and localised temperature tracking, it also enhances communication with tenants, allowing landlords to provide environmental recommendations, such as turning heating on, without needing property access. This proactive approach saves money by preventing the escalating costs associated with damp, mould and repairs.
Designed to meet the specific needs of the social housing sector, the popular Revive 7 offers high efficiency, near-silent operation, a slimmer profile, and great performance, exceeding the updated Part F of the Building Regulations.
This gives social housing landlords confidence that the new Lo-Carbon Revive 7 can tackle the issues of condensation and mould, while improving the efficiency of housing stock and comfort for residents. Its slimmer profile means the Revive 7 is even easier to install in a wider range of locations, and is especially useful for window applications since it avoids interference with window blinds, improving resident satisfaction.
Vent-Axia’s new solution arrives as landlords face increasing pressure to meet higher housing standards, control costs, and protect residents. With Awaab’s Law now in force, the time for proactive ventilation
For social housing landlords requiring further ventilation advice visit Vent-Axia’s social housing hub: https://www.vent-axia.com/social-housing.
For further information on all products and services offered by Vent-Axia telephone +44 (0)344 856 0590 or visit www.vent-axia.com.
Workplace stress fuels shift in employee expectations around health support
• 48% place the same importance on stress reduction programmes
• A third of businesses still not offering stress reduction support for their staff
As workplace stress continues to rise, new data from international recruitment firm, Robert Half, reveals British workers want their employers to do more to boost their physical and mental wellbeing.
The firm’s latest Salary Guide, which reveals skills commanding salary premiums, evolving pay expectations, and the importance of emerging perks and benefits, highlights a growing expectation for companies to offer health-focused benefits as part of their employee value proposition.
This sentiment comes at a time when data from the Priory reveals 79% of people in the UK feel stressed at least once every month.
According to Robert Half, workers are seeking support from their employers to help tackle the strains on their mental wellbeing.
In excess of half (54%) have stated access to mental health resources and employee assistance programmes would influence their decision to join or stay with a company, while a further 48% are drawn to companies offering stress reduction initiatives.
With a third of businesses still not offering any stress reduction support according to the data, it’s clear tackling workplace burnout has become an urgent priority.
Supporting employee wellbeing through physical health initiatives also key
On top of the mental health support workers are seeking, a large number have also indicated a desire for additional perks to help improve their physical health.
49% of employees say access to gym memberships influences their decision to join or stay with a company. Over a third (36%) also value in-office physical activities such as yoga and group exercise sessions, which 41% of employers currently don’t offer.
For employees working remotely, there also remains a desire for perks to keep them active. 36% of respondents indicated that access to virtual physical activity platforms is desirable, while 42% of employers still don’t feature this in their perks and benefits packages.
Amid rising concerns about burnout and work-life balance, these findings underscore a clear call to action for businesses to prioritise health-focused benefits as a core part of their employee offering.
Matt Weston, Senior Managing Director UK & Ireland at Robert Half, told That's Business: “This data reinforces what we’ve long believed, employee wellbeing must be at the heart of every organisation’s culture.
"Here at Robert Half, we’ve made meaningful investments in mental health resources, physical activity initiatives and flexible benefits to support our teams. When businesses prioritise wellbeing, they don’t just retain talent, they empower people to thrive.
“These findings reflect a broader shift in employee expectations, where wellbeing is no longer seen as a perk but a priority. With wellbeing clearly now a key factor in talent attraction and retention, companies that embrace holistic support for their workforce are better positioned to succeed in today’s competitive landscape.”
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