Many Interim Managers To Be Affected By AWR In October 2011

From the 1st of October 2011, the Agency Workers Regulations (AWR) will become effective. Surprisingly, it has been reported by an IIM Interim Management survey that a massive 38% of interim managers have no idea how this law will affect them.

This law was introduced in 2010 to protect temporary / agency workers from exploitation and will be effective from the 1st of October 2011. It gives temporary workers various levels of rights that they would otherwise not be entitled to as ‘non-permanent employees’. The implication of this law is that companies that currently use temps and agency workers will be faced with increased responsibilities and will therefore be looking to employ those not affected by the AWR. For Interim Managers not working through their own limited companies, they could be faced with possible loss of contracts or negotiating power. As the implementation day approaches, many companies have started to rethink their recruitment strategies, and companies that have depended heavily on interim managers/ executives will start to look for those who will not create extra costs for them, or even increase the likelihood of being involved in an employment tribunal that could involve them, their interim manager and an umbrella company.


WHAT INTERIM MANAGERS CAN DO:
If you are an interim manager, you need to be able to prove that you are in business in your own right- on your own account. These are the questions to ask before you decide what action to take:
1. Are you working through your own Limited Company- or through an umbrella company?
2. Are you submitting your own invoices and demanding for payment independently?
3. Are your working hours dictated by an agency or the client you work for?
4. Can you hire employees at your own expense?
5. Do you have your own business stationery including business cards?
6. Do you have your own business insurance?
7. Do you have the right CV? Even a CV showing that you are looking for interim roles demonstrates what the law refers to as ‘publicly stating its line of business’ and can help support your claim.

However, one point to note is that the AWR guidance warns against individuals setting up a limited company purely as an avoidance tactic, so your business relationship has to reflect that you are an independent worker. If you can prove this, than you may be clear of the regulations and therefore not be in a disadvantaged position as clients will start to select those candidates who will not create additional liabilities for them. Get legal advice if you need to but you need to take action soon.

CLIENTS: If you are looking for finance specialists from any level from Bookkeeper to Finance Director/ Board Level, email us at chinwe@efm.uk.com or visit our website. The eFM Network is a nationwide network of finance specialists/ executives working via their own limited companies and is constantly expanding to new locations across the country. For more information about our Finance Directors and Managers, please visit our main site at www.efm.uk.com or our network site at www.efm-network.com.

FINANCE PROFESSIONALS/ACCOUNTANTS:For information about joining us an Interim Manager, or as a licensee where we can help with such issues as registering your limited liability company, please mail chinwe@efm.uk.com or visit us at www.efm.uk.com. Our Interim Management site is www.efminterims.com . To book a place now at one of our free discovery events, please email james@efm.uk.com or visit www.efm-network.com

Participate In The eFM Efficiency Of Employment Survey 2011 And You Could Win A Case Of Wine!

Staff Utilisation- How Effective Is Employment?

This survey is intended to show how distractions at work may impact on an employee's core function(s). These distractions are usually normal activities performed in the course of employment such as attending meetings, commuting to work, answering the telephone and even approved absences. This survey will not identify the names of any of our respondents and all participants will remain confidential.

We are entering everyone who takes part in a draw for a case of six bottles of our favourite wine, so why not take the survey now and maybe you'll win those six bottles?

If you have previously been in a full time finance role, or are currently in full time employment (in a finance-related role), you are eligible to complete this survey based on the permanent role.

Take the survey here

Alderman Ends 'Bribery Act' Speculation

Small companies have been worried that the New Bribery Act which came into force on the 1st of July will have a huge negative impact on their business. The Act makes it a criminal offence for failing to prevent staff from receiving or offering bribes and even more worrying, individual directors will be held liable for such actions.

The Serious Fraud Office (SFO) chief, Richard Alderman, however, has revealed that small businesses will not be pursued with this act. Richard Alderman confirmed that the focus will be on large companies, with smaller companies dealt with in non-punitive ways. In addition to the larger sized businesses, foreign companies operating from the UK will also be targeted.

This confirmation will help to dispel fears as SMEs have been speculating on the impact of the new legislation.

A little less ‘red tape’ for this fragile sector as they struggle with an already wide range of legal and regulatory obligations.

For specialist Interim Management support (Parental leave cover, Sickness cover, Charity support and Project support)up to MD/ CEO level, please contact us at www.imtb.uk.com

Mitigate The Impact Of The Holiday Period

The holiday period is fast approaching and companies are starting to explore various recruitment options in anticipation of temporary surges in demand and short-term staffing gaps resulting from employees taking time off. Ironically, while business may be booming, company directors and key management personnel are taking more cost conscious decisions in response to the harsh economic climate

Direct employment has in the past, been the preferred recruitment route for many employers, but the true cost of employment is the subject of recent debate amongst many business owners and directors, especially as legislation and costs steadily increase. There are obvious and hidden costs of employment which can dramatically increase a company’s overall expenditure, and many now question their current recruitment strategies, especially as the economic environment gets even harsher.

Over time, a considerable amount of research has been conducted on the effects of outsourcing and there are claims that cost savings of up to 15% can be achieved through outsourcing of non-core activities. This basic cost advantage as well as the increase in service quality and efficiency makes outsourcing a viable option for companies trying to save costs, penetrate new markets or stay within the ambit of the law.

Admittedly, today’s dynamic business world demands more than the traditional outsourcing benefits of low cost and high levels of expertise. These are a given- a natural advantage. The issues that demand attention currently are speed/instant results, constant innovation and focus, especially in highly competitive markets where too many players are fighting for too few clients or in regulated industries or practices, where legislation demands constant education and process improvement within companies.

Even though there is a gradual change in the dynamics of client demands, especially with the more business savvy clients, many companies have commonly cited focusing on core competencies as the major driver of their outsourcing decisions. Through this process, companies are able to redirect outsourced resources toward the activities of greater value as there is now pressure on companies to deliver superior value across all levels of the organisation, both in back office and front office transactions.

These days, financial outsourcing has especially become more common as price-sensitive companies look for cheaper and more effective solutions to bridge gaps in staffing without compromising skills. There are also the peaks and troughs of the business cycle, where demand can fluctuate rapidly and to such a large extent that it is an obviously bad business decision to keep staff in full time employment in order to satisfy temporary demands in staffing. For finance especially, input is needed in various degrees during a financial year, so it makes little business sense for some companies to have a full time Finance Director, or finance controller, or even a devoted credit controller all year round. If cost management is high on your agenda, here are a few considerations you can use to evaluate the efficiency and suitability of the employment route, especially as the holiday approaches :


1. Salary – If you are considering recruiting, in addition to the gross salary, you need to consider actual recruitment fees, selection and training and development costs. You also have medical insurance, share options, bonuses, profit sharing rewards, company cars, mobile phones, staff discounts, staff entertainment, critical illness, life insurance etc. On the contractual side, there is no guarantee on the investment you make in staff and stringent employment laws protect most employees.

2. National Insurance- This involves not just the cost of NI, but the administrative burden and the risk of non-compliance

3. Pension: Pension administration is becoming the biggest red tape headache for small companies including regulatory issues, if done wrong. From 2012, it will be compulsory for employees to contribute to employee pension schemes, thereby increasing employers’ liability even further.

4. Benefits: There is a huge cost associated with providing and managing staff benefits including some of those mentioned in (1) above. This will be specific to individual companies.

5. Overheads: These include office equipment, IT., office space, management time, consumables, liability insurance (and the cost of getting it wrong in the first place), depreciation on capital equipment and administrative overheads

6. Recruitment- Procurement costs, management and interviewer time, personnel administration, recruitment fees- which are on average 15-30% of gross salary.

7. Utilisation: A typical utilisation figure is substantially less than 100%, and in most cases may be nearer to 60%. Employee distractions include company meetings, phone calls, emails, social media, surfing, banter and talking to co-workers, refreshment breaks, self directed learning, and other activities that result in unproductive time and significantly affect the utilisation figure.

8. Holidays: Holidays not only cost companies money, they usually occur at the busiest time. In addition to statutory holidays, downtime also includes paternity, maternity leave, jury service and sickness leave.

There are obviously many reasons to outsource and many companies are beginning to recognise this need, and are gradually reducing the use of full-time employees to manage activities or roles that require periodic input or specialist input that could be better delivered through outsourcing. Of course, outsourcing will probably never replace every employment activity, but it is worth considering which fits where within your organisation and ensuring you have the right kind of resource in place, especially this season.

For interim management support, please visit us at imtb.uk.com or mail chinwe@imtb.uk.com or info@imtb.uk.com . You can also call us on 0845 129 9900/ 01582 516300. IMTB provides specialist Interim Managers at levels up to FD, CEO, CFO and COO. IMTB operates without geographical limitations and our quality candidates have particular strengths in Finance and Accounting solutions. Our core services are:
• Baby Interims- Our Executive Maternity Cover Service
• Healthy Interims- Our Long Term Sickness Cover/ Project Support
• Charity Interims- Our 3rd Sector/ Charity/ NFP Interim Management Service (15% rebated back)

Businesses Under Pressure To Improve Record Keeping

The Liverpool tax office has sent letters informing businesses that were part of a mandatory pilot scheme in March that they could be visited by inspectors to check whether they had improved their record keeping after a first visit from the inspectors.

The businesses involved in the scheme have been informed of the specific areas that need to be improved. Some of the recommendations include issuing sales invoices with consecutive numbers, keeping a drawings record, a mileage log being maintained and business records being written up at least once a week.

A spokesman for Abbey Tax said that help in educating SMEs about maintaining records is welcome. He also suggests that the initiative may not be fair and suitable for the SME to comply with, but the HMRC is yet to respond to the consultation.

SMEs therefore need to review their record keeping processes and where necessary, improve areas of concern or look for help where in-house skills are limited.

For proactive Interim Managers with particular strengths in finance and accounting solutions, speak to us at IMTB -Interim Management Talent Bank. IMTB provides:

• Maternity/Paternity Interim Cover (BabyInterims)
• Long Term Sickness Cover/ Project Support (HealthyInterims)
• 3rd Sector/ Charity/ Not-For-Profit Interim Cover (CharityInterims with 15% rebated back to charity client)

All Interim Managers have a verifiable track record of success in their field. For more information, please visit http://www.imtb.uk.com

Banks reveal ONE-IN-10 small business owners are missing important tax deadlines and payments, while nearly one-fifth have lost out on grants and tax

A recent survey of 500 small businesses by Clydesdale and Yorkshire Banks showed that 19% had missed out on tax breaks and grants, while 10% said they had made late VAT payments or missed tax return deadlines.

Some 16% were unsure of where to turn for advice on regulation, while 15% said they struggled to understand new rules."

According to Gary Lumby , director of small business banking, every penny counts for small businesses, so the cost of falling foul of red tape, can make a fundamental difference to their ability to succeed," said Gary Lumby, director of small business banking at the banks.

"In extreme cases, the lack of understanding can lead to closure. It is worrying that a significant number of small firms do not know where to turn for advice on these matters and we hope to change that for our customers."

If you are unsure of the impact of current legislation on your business, or simply want to avoid penalties from missed deadlines and payments, speak to our commercially experienced finance specialists.

e-FM have been delivering an innovative approach to financial management solutions for SME businesses for over a decade enabling clients to utilise all levels of financial management expertise on a pay - as - use basis. The company launched its Interim Recruitment business (IMTB Limited) to provide fast growth companies with immediate access to specialist Interim Managers at competitive rates. IMTB provides specialist cover for maternity/paternity leave, long-term sickness and temporary projects, and operates without geographical restrictions.

For more information about our Interim Management services, and our interim brands (BabyInterims, CharityInterims and HealthyInterims), please visit http://www.imtb.uk.com. You can also mail chinwe@imtb.uk.com or gary@imtb.uk.com


You Can Visit BabyInterims Now
You Can Visit CharityInterims Now
You Can Visit HealthyInterims Now

Bridging The Gap- The Financial Diagnostic Due Diligence Service

The European Commission recently announced that Europe is facing an ‘Innovation Emergency’ as independent research shows that European businesses are falling behind Asian and American counterparts in terms of new investment and patents. While it is true that numbers are low compared to world markets, we have witnessed a significant increase in the number of recent deals completed since 2007/2008.

Over the last few months, there has been a significant increase in global M & A deal volumes, with private equity deals involving consolidation in the manufacturing and health sectors, divestiture of downstream assets in the energy sector, mega mergers and divestiture of non-core assets in infrastructure and technology. Sadly, there is a widening gap in the health sector left by a combination of factors- including government policy on healthcare and an aversion of the more typical VC to invest in high risk businesses, which corporate backed VCs and strategic investors are now bridging, according to research by EP vantage.

In spite of the sector switch, many analysts predict that this year will be a strong one for M& A activity, and in the last quarter, we have seen a strong period with quite a few flagship deals being publicised, some of which e-FM has been reviewing. This trend proves that buyer confidence is returning, albeit slowly.

To support potential investors, funders and non-execs, e-FM has recently launched its ‘Financial Diagnostic Due Diligence Service’. This is an in-depth Financial Director Diagnostic/ Due Diligence review for non-execs and funders on target companies which will supply investors with information to enable the validation of financial claims made by management of the businesses and reveal potential pitfalls or missed opportunities of proposed plans.The final report will include a list of key findings and valid recommendations as well as a detailed conclusion with a financial analysis explaining the feasibility of e-FM’s recommendations and its impact on the company. A transition plan can also be proposed to enable the target company to implement some or all of the recommendations over an interim period.

This service is already generating interest in the private equity / venture capital market . The financial diagnostic is only a part of the full offering targeted at the Venture Capital market, as in addition to pre- due diligence support, the company also offers commercial and operational support after investment (post due diligence)and ongoing support in every other phase up to exit level, where required.We look forward to continuing to provide clients with strategic and financial management diagnostic advisory services on corporate transactions, and to help bridge the ‘innovation gap’ by supporting the investor and the investee.

For more information about our due diligence service, please click on the service summary below. You can also click here to email us or call 01582 516300 http://www.efm.uk.com/

The Financial Diagnostic Due Dilience Service

Employers Face Increased Liabilities

To protect agency workers from exploitation, a new directive to provide equal rights to agency workers is to be introduced in October 2011. Currently, a large percentage of permanent workers have more employment benefits and entitlements than their colleagues who are temporary and agency workers. These include working conditions and employment rights relating to working hours, pay, pay rise, holiday entitlement, training support and job assignments, amongst others.

The implication of this legislation is that companies that currently use temps and agency workers will be faced with increased responsibilities and possible rise in employment costs in the very near future. As the implementation day approaches, many companies have started to rethink their recruitment strategies.This controversial directive has in the past been opposed by some organizations claiming that this legislation will result in huge job losses, leaving the workers in a more vulnerable situation; as well as hindering flexibility in the industry. Companies relying heavily on temporary staff now have to ask ‘Is this really cost-effective? Is this really sustainable?' The workers also have to consider how their status will affect their current jobs and future prospects.

‘To bridge gaps in staffing, many companies are now resorting to the use of outsourcing companies and Interim Managers, depending on the period of cover required to do the work or the level of skills desired. These two options can save huge employment costs in National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity pay, paternity pay as well as many other related expenses.

Contractors, self-employed and managed service arrangements will fall outside this legislation, and therefore the use of individuals within these categories will not result in any additional expense for the business generally speaking, as these would fall outside IR35.

For interim support, visit Interim Management Talent Bank at www.imtb.uk.com

Pension Reforms In 2012 May Affect Your Cashflow. Let's Help You Start Planning Now

From 2012, it will be compulsory for all employers to contribute to a pension scheme for employees. All eligible workers , not already in a qualifying scheme will be automatically enrolled into the employers national pension scheme. Even though single director companies will not be affected by this new rule, their clients or suppliers may be affected, and this could have a knock-on effect on your own business. What financial planning initiatives have you considered? With our network accross the UK, we have a team close to you that can talk you through the process of planning for your cashflow now, before it puts a strain on your business.

Contact us for a free no-obligation meeting. If we provide a health check and we discover that you need help with cashflow management/ financial planning, we will decide on a mutual agreement suitable for your business. For more information, just send a quick mail on 'Help with my cashflow' to us , even if this may be as a result of some other internal issues, apart from the pension change. We respond quickly to queries and will keep you informed of any progress along the way. Our contact email is chinwe@imtb.com or clientcare@efm.uk.com. You can also visit us at www.imtb.com or call on 01582 516300 or 0845 129 9907 . We provide interim services services at multiple levels and will provide only candidates with relevant industry experience.

How will the parental leave changes affect businesses?

Rhetoric about ‘family values’ often forms a political party’s baseline for many election manifestos. The left will promise greater state benefits for families, and the right will promise less tax. Although both of these result in families able to spend more money to support their children, the problem remains that people need to work in order to make an income to support their family, and work means time away from a developing child.

In generations past, this was not a problem as it was the husband’s traditional role to work while the wife would mind the house and family. But with the two pronged change of equality in the working world and decreasing salary value (as wages fail to keep up with inflation), it is now far more common to see both parents working full time simply to keep a roof over their heads.

European legislation regarding parental working rights has been met with a predictable mixed reception. Mothers are happy that they can receive a level of payment from their employers to raise their children, and even fathers can benefit from a few weeks paid leave. Businesses have reservations about paying people to do nothing that benefits them and are always concerned with abuse of the system. But we have reached a state of play that, although does not fully satisfy either party, is accepted by employers and parents alike. It is now common practice to hire an interim whilst the mother takes her leave, and accept the father’s weeks off (should he be able to afford to take them at reduced pay) as extra holiday time, knowing that he at least will be back in several weeks.

But on January 17th, Deputy Prime Minister Nick Clegg announced that he will be following plans set out by Labour’s Harriet Harmon to share the parental leave between parents more equally, which he hopes to turn into law by 2015. Mothers can still take at least 20 weeks off, but the remaining weeks, under these proposals, could be shared between parents in ‘chunks’. Although likely to be rejected by our current, mostly Tory, government, the mere suggestion of such a policy can have long term and wide reaching effects, and the implications have clearly not been considered. At Baby Interims, we recognise the stress these changes could cause both to employers and parents, and whatever the outcome of these proposals we will have the best solution for all parties.

In an ideal world, these proposals would be welcomed. But we do not live in an ideal world, and the practical implications of these changes are unpleasant to nearly all parties involved. The most obvious problem lies with the fact that only one parent is able to naturally feed the child, and this if nothing else will mean that whatever the changes mothers will still be taking the majority of the time off.

To all but the biggest businesses, this change will bring many kinds of problems. Hiring an interim for 9 months will no longer be feasible if parents can drop in and out on a 2 week rota. Changing the payroll so often will create even more administration work for businesses already buried in it. It is legally incredibly difficult to demand paperwork from the spouse of an employee, both regarding truth of pregnancy and should this be confirmed, proof of their ‘work rota’, which would most likely lead to abuse. Baby Interims is already looking at ways to minimise the enormous administrative burden on both businesses and parents should this become law.

This will all have a knock-on effect to employment. Young women often find themselves overlooked for jobs as employers fret about their obligations in case of child birth, and should men suddenly face the same we might see an increase of the already substantial unemployment amongst young people, and of discrimination lawsuits against companies. Practical problems are also abundant; a woman can only have one baby at a time (or twins etc.) but a man could have children by several women at once; does he get paid time for each? Is it only the biological father who can take time off?

What will this lead to in business terms? A dramatic increase in short term interim hiring would be first. This is hardly ideal, as training is often required in professional roles and an employer will be in a very difficult situation; debating whether or not ‘wait it out’ or take the financial and administrative hit of following this path. For the interims, working like this does not provide the limited security and stability their work normally provides, but will see an increase in the amount of work available to them, meaning that a good reputation and value will become even more important; Baby Interims’ bank of professionals seek to be largely cost neutral to employers and as we are not employees there is no employment law to worry about!

So is the change right? Not at the moment, but it could be. In Sweden and Norway, frequently cited as two of the ‘happiest’ countries in the world, there is extremely generous shared parental leave of over a year on nearly full pay, with the cost divided between employer and the state. On the other end of the scale, in the USA, in which the citizens pursue a very different ideal of ‘happiness’, parental leave is subject to very strict requirements heavily favouring the employer. But the mindset of our country is different to these. We share the socialist aspects of Scandinavia with the more ruthless American capitalism, for better or worse, and as such our current policy lies in the middle. Unless accompanied by an enormous range of social and business changes, if this should become law the results to the country as a whole will be damaging as we still struggle to rebuild our capitalist system from a financial crisis and the future is still incredibly uncertain.

But on balance, all previous employment law changes from minimum wage to the original maternity leave have had the same reception, and eventually they are accepted, businesses adapt and the world moves on, with employees slightly happier.

Organisations With Flexible Supplies Of Labour May Have New Opportunities

As public sector cuts hit the UK, It is expected that half a million private sector jobs might be lost, according to recent research by PriceWaterhouseCoopers. It is easy to see how the losses will come as a knock-on effect from withdrawn public contracts and reduced public spending. However, it is expected that this will result in increased flexibility on wages and working hours due to companies struggling to reduce non-core and fixed cost operations. This increase could in turn lead to a rise in outsourcing activities, contract opportunities and part-time jobs, and is likely to occur in spite of the current fiscal squeeze, as has been the case in previous situations.

There is hope yet, I think for the interim job market...

Interim Management Talent Bank provides professional Interim Managers at www.imtb.uk.com

Remote Workers At Risk Of Fire Skin 'Erythema Ab Igne'

It has recently been reported by researchers at University Hospital Basel in Switzerland that there has been a surge in cases of EAI- a rash which leads to irritation and skin discolouration-amongst remote workers!

This condition, 'erythema ab igne', also known as laptop thigh (this is true) , or fire skin, arises as a result of exposure to heat especially among workers who use laptops for 4 hours or more. Historically, this has been associated with people who worked with intense heat such as bakers and silversmiths , or the elderly who sat close to open fires and heaters.

Modern day technology has reduced some of the associated causes but also brought with it these new issues...Prolonged and repeated exposure would cause a marked redness and colouring of the skin. This may result in the thinning of the skin and underlying tissue, sometimes developing into lesions. Some people may complain of mild itchiness and a burning sensation but often unless a change in pigmentation is observed, it can be overlooked.

Once noticed, avoid using your laptop directly on your skin. It is easier to solve th problem if the area is only mildly affected with slight discolouration and redness. In extreme cases, where this has gone unnoticed and the condition is severe, there may be a risk of squamous cell carcinomas and a biopsy should be performed to rule out the likelihood of skin cancer.Medical experts have warned people who use their laptops for extended periods on public transport, at home to take frequent breaks and avoid resting their laptops on bare legs.And we thought we had enough issues to deal with....

IMTB provides professional interim managers at www.imtb.uk.com

Organisations With Flexible Supplies Of Labour May Have New Opportunities

As public sector cuts hit the UK, It is expected that half a million private sector jobs might be lost, according to recent research by PriceWaterhouseCoopers. It is easy to see how the losses will come as a knock-on effect from withdrawn public contracts and reduced public spending. However, it is expected that this will result in increased flexibility on wages and working hours due to companies struggling to reduce non-core and fixed cost operations. This increase could in turn lead to a rise in outsourcing activities, contract opportunities and part-time jobs, and is likely to occur in spite of the current fiscal squeeze, as has been the case in previous situations. There is hope yet, I think for the interim job market.

Interim Management Talent Bank provides professional Interim Managers at www.imtb.uk.com

Having A Baby Is A Big Enough Deal!

Whether it's your first baby, last baby, only baby or even your friend's baby, it is a monumentous deal!

Ever since you discovered a baby was coming, you made a list, dreamt big plans, and hoped for many little miracles to help you pull through. All of a sudden, there's hardly any time left , the baby is almost due and there's a million and one things to do before ...tomorrow???

Ok, if you are working, there's your maternity leave, so a bit of time to get your thoughts together-(maybe). If you are not, oh its even harder to explain what happened with all that time you thought you had!

There's the cots, the prams, the chairs, the food, pampers, cutlery, bibs, the bathroom essentials, monitors,blankets, changing mats, play mats, toys, the hospital, the daddy, the mummy, grandma, grandpa, the dog, the cat, oh the other siblings too, how could I forget -there's me too.... oh and those many issues to resolve with my career and work, my stress levels, my eating habits,oh dear, there's at least a thousand issues I want to write down now- but I won't!

How does everyone else cope???

Well, Babyinterims realises how EXTREMELY difficult this is for parents and kids when a new baby arrives,so we have developed affiliate relationships with some of the best providers of baby/family products and services. We are aware that new and expectant mothers (as well as their partners) have an immense amount of pressure and responsibilities to deal with during and after pregnancy, so we have provided a comprehensive list of providers that offer almost everything you will need from before the baby comes to when the baby grows- including advice, clothes, prams, toys, holidays and stuff for parents too!

Some of our providers offer fantastic deals through our affiliate programme, so check our affiliate page for some super offers. Our affiliates include ‘Toys r us’, ‘Walt Disney travel Company’, ‘Bounty’, ‘Kiddies Kingdom’, ‘Baby Monitors’, ‘Born Gifted’, ‘Crave Maternity’, ‘Stardust Kids’, ‘Babycurls’, ‘Bambino’, ‘1st For Toys’, ‘Jojo Maman Bebe’,‘Just Child’s Play’, ‘Kids Stuff and Things’

To find out more or purchase a product, visit the babyinterims site at babyinterims

Approaching Deadline For Sole Corporate Directors

From the 1st of October 2010, any company with a corporate director as its only director would be subject to fines from Companies House. Companies Act 2006 requires companies to have at least one individual/natural person acting as a director. Therefore for those using corporate bodies in this capacity, they would need to appoint a person to be held accountable for the actions of the company before this date.

Organisations would also have to check that any subsidiaries comply with this legislation or they may be subject to fines.

For information about this legislation, you may visit hmrc

To request for Interim Managers who run their own companies, please visit the Interim Management Talent Bank at imtb.uk.com

Increased Liabilities For Employers Who Use Temps & Agency Workers

To protect agency workers from exploitation, a new directive to provide equal rights to agency workers is to be introduced in 2011. Currently, a large percentage of permanent workers have more entitlements than their colleagues who are temporary and agency workers. These include working conditions and employment rights relating to working hours, pay, pay rise, holiday entitlement, training support and job assignments, amongst others.

The implication is that companies that currently use temps and agency workers will be faced with increased responsibilities and possible rise in employment costs in the very near future. As the implementation day approaches, many companies have started to rethink their recruitment strategies.

This controversial directive has in the past been opposed by some organizations claiming that this legislation will result in huge job losses, leaving the workers in a more vulnerable situation; as well as hindering flexibility in the industry. Companies relying heavily on temporary staff now have to ask ‘Is this really cost-effective? Is this really sustainable? ‘

To bridge gaps in staffing, many companies are now resorting to the use of outsourcing companies and Interim Managers, depending on the period of cover required to do the work or the level of skills desired. These two options can save huge employment costs in National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity pay, paternity pay as well as many other related expenses.

If you are not sure whether you need to consider using an interim manager, here are some basic FAQs:

Who is an Interim Manager?
An interim manager is a competent, senior level professional/manager that can provide management skills and resources up to MD/ CEO level, usually on a temporary basis. An interim manager may be sought if it is impossible or unnecessary to fill a position immediately or permanently. A company may also require an executive to handle a period of crisis or transformation within its organization, and an interim manager is usually an ideal choice, in terms of experience and period of cover.

How much does an Interim Manager cost?
There is usually a daily rate for an Interim Manager. Some are prohibitively expensive, but it is also possible to find top-level candidates that offer flexible, transparent and cost-effective rates without compromising skills and experience. Rates may be influenced by supply & demand, the hire period/length of assignment, how senior the role is, and in many cases the agencies though which this is contracted. Daily rates vary greatly and can be as high as £1000, so it is important to hunt around for the best rates before proceeding with a contract.

At these high rates, is this really an option I should consider?
The total cost of your employee includes National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity/ paternity pay, search and selection fees, redundancy pay and working materials costs as well as many other related expenses. These costs are not applicable when you hire an Interim Manager, so it can be a cost-effective measure, depending on the day rate and responsibilities involved.

What is the usual contract period?

An Interim Manager is usually hired for a temporary period, with a start and end date defined. On some occasions however, the position may become available permanently, and it is possible for the Interim Manager to fill the position.

How quickly can an Interim Manager become effective?
Most Interim Managers have extensive experience that can be applied immediately after starting an assignment. They would normally add immediate value to organizations, as their responsibilities are clearly defined and they would usually possess a wealth of experience in their chosen field.

How quickly can I find an Interim Manager?
This may vary depending on the location of the job, the nature of the vacancy, and the provider/ network you choose.

What is the difference between a consultant and an Interim Manager?
A consultant provides professional advisory services and would normally establish an action plan, leaving the client company with the responsibility of executing the strategy. An Interim Manager is involved in the implementation process and would stay with the company until it achieves its desired result. This is a more appealing option for many businesses, and in some cases, the role may become part time, long term, or permanent.


IMTB Ltd provides top level Interim Managers at short notice in the UK and overseas. Run by commercial accountants, not recruiters, the company will have a clear understanding of detailed specifications for existing roles, and will be able to closely match requirements with potential candidates, usually within 24 hours of receiving a brief. Operating without geographical limitations, IMTB provides immediate access to hundreds of interim candidates with relevant industry experience and a verifiable track record of success in their field. For general enquiries, you can mail us at chinwe@imtb.uk.com, or call 01582516300. If you have an interim cover requirement, you can contact Martin Lloyd-Penny on 08451299908 or Gary Jesson on 0845 1299907. You can also visit our Interim Management Talent Bank www.imtb.uk.com

Older Should be Better....

Changing jobs is hard for everyone, whether done by choice or due to redundancy, termination or dismissal. For the middle-age jobseeker, however, the experience is usually more distressing.
The feeling of discrimination described by many is not unfounded as you hear the familiar over-50s encounter. There is the constant string of unanswered applications, phoney leads, disappointing conversations and negative feedback from prospective employers, as well as the 3 well used descriptions suggesting that we all have a dreaded expiration date: ‘too mature for the job’, ‘overqualified’ or ‘old-fashioned’.
Granted, we are facing difficult times, and it is obvious that job seekers of all ages are finding it increasingly difficult to land a decent job, but it has been as bad for the older candidate in pre-recession times, as it is now , after the recession , to compete with younger jobseekers.
In more cases than not, there would be preference for a younger candidate with less experience and skills. While we might not want to place a premium on experience and maturity, we certainly shouldn’t be discounting the many years of personal and professional experience of the older candidate. When did 50 become old, really? This is a workforce that is still in its prime.
Advice is even contradictory on basic issues, such as whether to mention years of experience or not on a CV. There was a time when we all believed that CVs should sell your ‘competitive advantage’ and job seekers advised to play to their strengths. Many over-50s are being stripped of this opportunity now, as this strength has become a strong weakness.

Older candidates leave out valuable experience, skills and qualifications, just to avoid appearing too old or too experienced. Many are forced to make career decisions that take them to locations that they wouldn’t even dream of in the past. Maybe that is a good thing, as the world has truly become a global village with barriers shrinking , and trade between nations strengthening international relationships, but now more than ever, people are moving around a bit more, and expanding their horizons as the job market gets more competitive, globally.

If you are out of work now and considering job-hunting as an older candidate, keep an open mind to opportunities in your chosen area- if you want to be in the same industry. Consider part-time work or volunteering or even consulting. A full-time job may not be the only option for you.

If you are making a career change, be sure of your motivations to start on a new path. You might not like where you are going to, when you arrive at your destination. There are many transferable skills that might enable you hit the ground running in this new job. Try to identify these and again ensure you are making the right decision.


Update your CV highlighting your skills and experience, take a course if it makes you more suitable for the job.

Age comes with wisdom, and so many middle age candidates have a lot of knowledge and experience, but try not to let an attitude sneak in when with younger interviewers as everyone has something new to contribute and we should show that we are ready to learn from others as the world is constantly evolving and things change. The ‘been there, done that’ doesn’t always work to your favour.

Older is better, whatever way we look at it, and even though some people have a predisposition to ageism, there are still many who believe in the extremely high potential of this age group.

From proposed political reforms to address retirement issues, inheritance tax laws and health policies, we might be right to believe attitudes might change too. For more specific information about jobs, and tips to help you sell yourself, please visit our interim management talent bank site, www.imtb.uk.com

Martin Lloyd Penny is MD of www.matureaccountants.com . He is also Director, www.imtb.uk.com , which is a joint venture with www.efm.uk.com.

The Coalition Government & Recruitment

With the emergency budget due to be announced in a few days, many recruiters are concerned about certain reforms that will have implications for the recruitment sector. Indications are that initial changes will affect public sector budgets and those companies/policies that depend heavily on them.

Many in the recruitment industry reveal they are interested issues regarding specific changes to employment legislation , including the abolition of/changes to the current retirement age and National Insurance Contributions, as well as other policy issues such as minimum wage and incentives for startups including recruitment agencies.

Thankfully, the wait will soon be over!!!!

If you are concerned about recruitment costs and would like to try our cost-effective top level interim management service, please contact us on chinwe@imtb.uk.com, 0845 129 9907/8 or visit us on www.imtb.uk.com. IMTB provides a unique interim management talent bank for niche markets. Its services include 'Babyinterims' Maternity Cover & 'Healthyinterims' Long Term Sickness Cover. 01582 528001. chinwe@imtb.uk.com. www.imtb.uk.com

Election Day Draws Near

Labour proposes to extend paternity leave by four weeks as election day approaches.Is this all a bid to target women's votes, as some think, or are we going to get truly sustainable initiatives that will create more flexible working rights for parents without compromising their careers or future employment prospects.
Let's see what the debate holds for us all tonight...

IMTB provides a unique interim management talent bank for niche markets. Its services include 'Babyinterims' Maternity Cover & 'Healthyinterims' Long Term Sickness Cover. 01582 528001. chinwe@imtb.uk.com. www.imtb.uk.com

Baby Interims In The News!

Clients are already seeing the benefits of using and referring an IMTB interim manager. Typical interim roles are filled by top level finance professionals with no geographical boundaries. The real benefits are derived from the high level of skills and commercial experience that the IMTB candidate provides.

You can find out some of the benefits of using our 'Babyinterims Maternity Cover Service' in the April 2010 issue of the Accountancy magazine. To read now, please visit the Accountancy Magazine website, http://www.accountancyjobsonline.co.uk/minisites/527293

For more information about the baby interim maternity cover service, please visit http://www.babyinterims.com/. For our other interim solutions, kindly mail us at chinwe@imtb.uk.com or register your interest as a candidate or client at http://www.imtb.uk.com/ .