Social campaigns rarely fall apart because of one big mistake. It is usually smaller things piling up. A caption gets changed after approval. A designer uses an old product image. A creator sends content late. Someone asks for numbers before anyone has checked the live posts.

That is when a normal campaign starts to feel heavy. A good workflow does not make the work boring. It just gives every moving part a place, so the team can stay calm when the pressure builds.

Start With The Whole Campaign, Not One Post

A lot of social work starts too small. Someone opens the calendar and starts filling boxes. Monday needs a Reel. Wednesday needs a carousel. Friday needs a LinkedIn post.

A better start is a simple campaign map. What is being launched? Who needs to care? What dates matter? Which channels are doing the hard work? What should people do after seeing the content?

For a product launch, one channel might show the product in use. Another might explain the problem. Another might carry creator content. Another might handle questions after launch.

This is also the right time to plan creator work. If a team is using an influencer marketing platform to find creators, send products, track posts, or manage results, that work should sit inside the main campaign plan. It should not sit in a separate folder that only one person understands.

Creator planning should also include the basics, such as timelines, product details, approval steps, and creator disclosure rules, so paid posts are not handled at the last minute.

Give Each Task A Clear Owner

Campaigns get messy when tasks have no real owner. Everyone knows a post needs approval, but nobody knows who is chasing it. Everyone knows a creator asset is missing, but no one is sure who followed up.

That is how small delays turn into late nights.

Each task needs one person who owns the next step. They may not write, design, approve, and publish everything. But they know where the task stands and what has to happen next.

That lines up with project management advice around, where teams need to know who is responsible for what before work starts moving in different directions.

For each campaign, it helps to know:

• Who writes the first draft
• Who creates or edits the asset
• Who checks the brand details
• Who gives final approval
• Who schedules the post
• Who watches replies after it goes live

This does not need to be complicated. Even a simple owner column in a content calendar can stop a lot of chasing.

Add Approval Time Before It Hurts

Approval time is one of the easiest things to underestimate. A manager says they will check the post later. A client asks for one small change. Legal wants a softer line. Then the post that was “almost ready” is suddenly late.

The fix is not to rush everyone. The fix is to plan for review time from the start.

If a post is going live on Friday, the first draft should not arrive on Thursday night. Give space for changes. Give space for people to miss a message. Give space for someone to spot a wrong date, price, code, or product claim.

This matters even more when a campaign has several parts. One late approval can affect paid posts, Stories, creator content, email, and reporting. A clear review window makes the whole campaign less fragile.

Keep Files Where People Can Find Them

Nothing wastes time like hunting for the right asset. The approved video is in a Slack thread. The final logo is in the email. The product shot is in a folder called “new stuff.” Someone used the wrong image because it was the only one they could find.

Every campaign needs one clear place for files.

That place should hold the final visuals, raw creator content, captions, links, discount codes, UTM links, product notes, and any brand rules. The team should not need to ask, “Where is the latest version?” every time something changes.

When files are easy to find, the team has fewer chances to make tired mistakes.

Plan For Comments Before They Arrive

Many teams plan the content and forget the inbox. But once the posts go live, people may ask about price, shipping, sizing, stock, refunds, ingredients, features, or delivery dates.

If nobody knows who should answer, the campaign loses energy.

Before launch, decide what the social team can answer and what needs support, sales, or a manager. Also, decide which comments should be ignored, hidden, or flagged.

This is very important for creator campaigns. A creator may bring people who have never heard of the brand before. Their questions may be basic, but they are still buying signals.

Fast replies can keep that interest warm. Slow replies can make the campaign feel unattended.

Watch Results While The Campaign Is Live

A campaign report is useful after everything ends, but live signals matter too. They can show what to fix while there is still time.

If one Reel is getting saves, the team can turn the same idea into another format. If people keep asking the same question, the next post can answer it. If a creator post gets clicks but no sales, the landing page or offer may need a closer look.

The team does not need to panic over every number. Some posts need time. But it helps to check the right signs while the campaign is still moving.

Useful signs can include clicks, saves, replies, watch time, comments, shares, and sales. The comments are often the most useful part. They show the words people use, and those words can shape the next post.

Make The Next Campaign Easier To Run

A campaign should not disappear the moment the last post goes live. Before the team moves on, it is worth saving what the rush made easy to miss. Which posts carried the message best? Where did approvals slow down? Which comments showed real interest? Which files, links, or handoffs caused problems?

Those notes do not need to be long. They just need to help the next campaign avoid the same mess. A strong workflow is not about adding more process. It is about giving good ideas a better chance when the pressure starts again.

GRT has signed an agreement with the promoters of TBZ, popularly known as TBZ The Original, to acquire 49.46 million shares, representing their entire 74.12% stake in the company.

The shares will be bought at a price of up to Rs 209 each, subject to regulatory approvals and other conditions. The final price could be revised downwards following an audit but cannot be increased.

Following the acquisition, GRT will make a mandatory open offer to TBZ’s public shareholders, as required under India’s takeover regulations. If the transaction is completed, GRT will acquire sole control of TBZ and the existing promoter family will exit the company.

The deal will significantly expand GRT’s national presence by adding TBZ’s network of 37 stores to its existing 68 stores in India and one in Singapore.

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TBZ, founded in 1864, is one of India’s oldest jewellery brands. GRT was founded in 1964 and has grown into one of the country’s larger jewellery chains.
GRT Managing Director G.R. Ananth Ananthapadmanabhan said the acquisition fitted into the company’s strategy of expanding its presence across India.”This very well fits into our strategy of spreading our presence across India,” Ananthapadmanabhan said, referring to TBZ’s 37-store network.

G.R. Radhakrishnan, managing director of GRT Jewellers, called the acquisition transformative and said it would help the company build a meaningful presence across India.

The companies said the combination would bring together TBZ’s long-established brand, customer relationships and jewellery portfolio with GRT’s retail capabilities and expansion plans.

TBZ Chairman and Managing Director Shrikant Zaveri said the deal marked a new chapter for the 162-year-old brand, which began with a single store in Mumbai’s Zaveri Bazaar.

After the transaction is completed, GRT will have the right to appoint directors to TBZ’s board. Shrikant Zaveri and TBZ directors Binaisha Zaveri and Raashi Zaveri will resign from the board. Some of the existing promoters may subsequently enter into employment or consultancy arrangements with the company to help with the transition.

The transaction is subject to regulatory approvals and other closing conditions.

Deloitte advised on the transaction, while Axis Capital was GRT’s financial adviser. Trilegal advised GRT on legal matters, while AZB & Partners was legal adviser to TBZ.

President Donald Trump’s administration announced a “historic” crackdown on trucking fraud during a news conference in Detroit on Monday.

Transportation Secretary Sean Duffy announced the move alongside Homeland Security Secretary Markwayne Mullin, saying tens of thousands of illegal drivers’ licenses were issued during former President Joe Biden’s administration.

Duffy noted that millions of illegal immigrants were allowed into the country under Biden and many were granted commercial drivers’ licenses, with many of them not even able to speak English.

DUFFY TEASES ‘UNPRECEDENTED FRAUD CRACKDOWN’ ANNOUNCEMENT WITH DHS, DOJ

Transportation Secretary Sean Duffy speaks at Newark Liberty International Airport. (Victor J. Blue/Bloomberg via Getty Images)

The administration is shutting down 110 driving schools that were the “greatest offenders” in granting drivers’ licenses to illegal immigrants, as well as 160 additional schools that Duffy says lacked proper space for driving tests or had unlicensed instructors.

Federal Motor Carrier Safety Administration chief Derek Barrs said each of the 110 “greatest offenders” passed at least 10 drivers who were “subsequently cited for English language proficiency during roadside inspections by law enforcement.”

OUT OF CONTROL, UNQUALIFIED ILLEGAL ALIEN TRUCKERS ENDANGERING KIDS ON US ROADS, INSIDER WARNS: ‘JUST MADNESS’

DHS Sec. Markwayne Mullin spoke about the dangers of illegal immigrants with commercial drivers’ licenses. (Bill Clark/CQ-Roll Call, Inc via Getty Images)

Barrs went on to cite multiple examples where drivers who were illegally granted licenses killed people in crashes while on the job.

“It’s unacceptable. When you see people die on the road you don’t forget that, and it starts right here with what I’m talking about,” Barrs said.

ILLEGAL IMMIGRANT TRUCK DRIVER CHARGED IN DEATH OF TROOPER WHO MOVED HOME TO CARE FOR MOM WITH CANCER

“Our investigators went into 400 driver training schools and we found that 40% of these that we investigated did not meet the rules and the requirements of our regulations,” he added.

A semi truck used by students to earn a commercial driver’s license is parked at Truck America Training of Kentucky in Shepherdsville, Oct. 25, 2021. (Luke Sharrett/Bloomberg via Getty Images)

Mullin added that illegal immigrants with CDLs have been a major factor in immigration enforcement under the Trump administration, saying that Immigration and Customs Enforcement found over 100 individuals who had been granted CDLs, “and literally on the CDLs it said, ‘No name given.’”

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“These individuals are dangerous, and because of the failure from the previous administration, from the Biden administration, they’ve killed hundreds of people. And unfortunately, injured thousands,” Mullin said.

There is a version of this conversation that HR professionals have been having for years. Private health insurance is a nice-to-have. A perk for senior people. Something the big companies do. The reality in 2026 looks very different, and the data behind it should be getting the attention of every employer in the country.

NHS waiting lists have been a fixture of UK news for several years, but the numbers behind them tell a story that goes well beyond headlines. As of early 2026, millions of people in England alone remain on waiting lists for elective treatment. For an employee waiting for a knee operation, a diagnostic scan or a referral to a specialist, that wait is not an inconvenience. It is months of discomfort, reduced productivity, and in many cases, a slow slide into long-term absence.

The employer cost of that slide is significant. According to Vitality’s research, workplace ill health costs UK employers £138 billion per year in lost productivity. That figure encompasses absence, presenteeism and early workforce exit. It is not a problem that resolves itself, and waiting lists are not getting shorter quickly enough to change the picture in the near term.

“We are seeing a real shift in how employers think about health insurance. Three years ago, it was often the last thing on the list. Now it comes up in almost every conversation we have with growing businesses. The NHS remains vital, but employers have worked out that they cannot manage absence and retention while their people are waiting six months for a scan.”
Charlie Cousins, Director, Hooray Health & Protection

The waiting list problem is a workforce problem

The relationship between NHS waiting times and employee productivity is not theoretical. When a team member is managing a health condition without timely treatment, the impact spreads. They may be present but not fully functioning. They may be absent intermittently. They may eventually exit the workforce entirely if the condition deteriorates while they wait.

For HR teams, this creates a challenge that sits at the intersection of wellbeing policy and business performance. The question is no longer whether health matters to productivity but what practical steps employers can take to reduce the gap between when employees need care and when they receive it.

Private medical insurance is the most direct answer to that question. A policy that gives an employee access to a specialist within days rather than months, and to surgery or treatment within weeks rather than years, materially changes the trajectory of their condition and their time away from work.

Mental health has changed the conversation

If waiting lists drove the first wave of employer interest in health insurance, mental health has driven the second. The scale of mental health-related absence in the UK workforce has become impossible for employers to ignore. According to the Health and Safety Executive, stress, depression and anxiety accounted for 55% of all working days lost to work-related ill health in 2022/23.

That figure is a marker of how profoundly the mental health picture has shifted in recent years, and the demand on NHS mental health services has not kept pace with need. Waiting times for talking therapies have lengthened. The gap between recognising that an employee is struggling and getting them the support they need has widened.

Most business health insurance policies now include mental health cover as standard. Access to talking therapies, inpatient mental health treatment and increasingly, faster referral pathways, are part of the product in a way they were not five years ago. For employers trying to make meaningful progress on mental health in the workplace, this is one of the most practical tools available.

“The mental health piece is where we see the most emotion in client conversations. Employers genuinely want to help their people and they feel frustrated by the limits of what the NHS can offer in a reasonable timeframe. Health insurance is not a complete solution to workplace mental health, but it closes a gap that many businesses cannot close any other way.”
Charlie Cousins, Director, Hooray Health & Protection

Recruitment and retention: the benefits gap has widened

Alongside the health and productivity case, there is a straightforward talent argument. The post-pandemic labour market accelerated a shift in employee expectations around benefits that has not reversed. Candidates compare benefits packages in a way they did not consistently do ten years ago, and health insurance has moved from differentiator to expectation in a growing number of sectors.

According to CIPD research, employee benefits are among the leading factors in whether employees consider leaving their current employer. For knowledge-economy businesses, technology companies, professional services firms and fast-growing start-ups, not offering health insurance increasingly means competing at a disadvantage against those that do.

The cost argument that held many smaller businesses back has also weakened. The group health insurance market has adapted to serve smaller teams. Policies are available for groups of two or more employees, premiums are more competitive than many employers assume, and the modularity of modern products means businesses can start with core cover and build from there.

The GP access crisis has made virtual care essential

One development that has quietly changed the value proposition of health insurance is the inclusion of virtual GP services. GP access in the UK has become a significant pain point for employees and employers alike. Appointment waits, limited availability and the increasing difficulty of seeing a consistent GP have created a gap that employers can now address directly.

Most business health insurance policies now include a virtual GP service, allowing employees to consult a doctor by video or phone, often on the same day. For minor but disruptive conditions, for prescription queries and for initial referrals, this alone delivers a meaningful improvement in the employee experience. It also reduces the number of hours lost to GP visits that could have been handled differently.

What employers should consider now

The case for business health insurance in 2026 is stronger than it has been at any point in recent memory. Waiting lists have not resolved. Mental health demand continues to outstrip NHS capacity. Employee expectations have risen. The cost of long-term absence is real and measurable.

For employers who do not currently offer health insurance, the question worth asking is not whether the cost is justifiable but whether the cost of not having it is. One employee on long-term absence, waiting months for treatment that a policy could have funded in weeks, will typically cost more than a year’s premium for the entire group.

“The businesses we work with that have had a claim on a policy almost never question whether the cost was worth it. The question only ever gets asked before someone needs it. Our job is to help employers think about it before that moment arrives.”
Charlie Cousins, Director, Hooray Health & Protection

Independent advice from a regulated broker costs nothing. The broker is paid by the insurer, not the employer, which means the guidance is genuinely impartial and the premium is no higher than going direct. For HR professionals looking to make the case internally, that is a straightforward starting point.

About the author

Charlie Cousins is the Founding Director of Hooray Health & Protection (hoorayinsurance.co.uk), an award-winning independent employee benefits broker based in Brighton, specialising in SMEs and start-ups. Hooray Health & Protection is FCA regulated and a member of AMII.

Contact: 01273 222805 | hello@hoorayinsurance.co.uk

OpenAI announced Friday that it will end direct access to its AI models for the coding tool Cursor, citing concerns tied to the platform’s recent acquisition by Elon Musk’s SpaceX, in the latest flashpoint in the yearslong feud between OpenAI CEO Sam Altman and Musk.

SpaceX completed its 60 billion dollar acquisition of Cursor’s parent company, Anysphere, on Aug. 14, according to financial filings, bringing the widely used AI coding platform into a Musk-controlled portfolio that already includes the social media platform X and the AI lab xAI, both of which SpaceX acquired earlier this year. OpenAI said in a post on X that its models will stop being directly available within Cursor on Nov. 12, describing the date as the maximum notice period allowed under its existing contract with the company.

“We are making this choice because we cannot be confident that SpaceX will use our technology within our terms of service, based on our experience with Elon Musk‘s companies violating contracts,” OpenAI said in its announcement, according to reporting from the outlet Tech Startups. The company added, “We know that the people most affected by this decision are the developers who rely on OpenAI models in Cursor. We care about their experience in this transition, and we’re ready to go above and beyond to support them.” OpenAI executive Thibault Sottiaux was more blunt in characterizing the rationale behind the move, telling reporters, according to The Decoder, “It boils down to trust.”

Cursor CEO Michael Truell pushed back on the decision in a post on X late Friday, emphasizing the platform’s long working relationship with OpenAI. “Cursor was one of the very first users of OpenAI, we’ve worked closely with their team for years, and we’ve trusted their platform to be neutral infrastructure for our business,” Truell wrote. He noted that the practical impact of the cutoff is likely to be limited, saying, “OpenAI models serve about 5% of Cursor user traffic, and we’re speaking with the OpenAI team to resolve this.” OpenAI has said the relationship with Cursor’s team dates back nearly four years, spanning almost the entirety of the company’s existence.

Even with OpenAI’s models representing a small share of overall traffic, developers who want to continue using OpenAI’s technology within Cursor after the cutoff will still have options. According to reporting from TipRanks, users can bring their own OpenAI API key to continue accessing the models directly, or route requests through third-party cloud gateways such as Microsoft Azure or Amazon Bedrock. OpenAI has also said it will continue supporting its own IDE extensions that work alongside Cursor, according to The Decoder.

OpenAI’s decision drew a pointed response from Musk. In a post on X on Saturday, Musk wrote, “I couldn’t care less. Scam Altman and Greg Stockman are utterly untrustworthy,” using derogatory nicknames for Altman and OpenAI President Greg Brockman before repeating his longstanding accusation that the two men “stole an open source nonprofit,” according to CNBC’s reporting on the exchange.

The dispute is the latest chapter in an increasingly personal and legally contentious rivalry between Musk and OpenAI’s leadership. Musk co-founded OpenAI as a nonprofit research lab in 2015 and helped fund its early operations, but left the company’s board in 2018 following disagreements over its strategic direction, its move to hire talent away from his own ventures, and his decision to cut off previously promised donations. Musk sued OpenAI, Altman and Brockman in 2024, alleging the organization had abandoned its founding nonprofit mission in favor of a more traditional, profit-driven corporate structure.

OpenAI has previously found itself on the receiving end of a similar cutoff from Musk. According to The Decoder, OpenAI had maintained a licensing agreement with Twitter worth roughly 2 million dollars annually, giving the company access to the platform’s full tweet data feed to help train ChatGPT. When Musk discovered the arrangement after acquiring Twitter in December 2022, he determined the price was too low and terminated OpenAI’s access, an episode OpenAI has referenced in explaining its wariness about SpaceX’s ability to reliably honor contractual terms going forward.

Friday’s move also follows a precedent set by a rival AI developer. In June 2025, Anthropic blocked the coding tool Windsurf from accessing its Claude models after reports surfaced that OpenAI was exploring a potential acquisition of that company, illustrating how ownership changes involving competing AI labs have increasingly prompted model providers to reassess access agreements with downstream coding platforms.

In the wake of OpenAI’s announcement, Anthropic said it plans to increase computing capacity to support Cursor’s continued use of its Claude models, positioning itself to expand its role as a primary AI provider for the platform. Cursor has also been working to reduce its reliance on any single external model provider, including through the development of its own in-house model, Composer 2.5, trained using more cost-efficient, open-weight technical foundations, according to TipRanks. SpaceX did not immediately respond to requests for comment on OpenAI’s decision.

Living abroad can bring a sense of freedom, especially for Americans who work for themselves. Whether you are a freelancer, consultant, online business owner, or independent contractor, working from another country can open the door to a more flexible lifestyle.

But moving overseas does not automatically end your connection to the U.S. tax system.

American citizens generally still need to file U.S. tax returns even when they live and work in another country. This is something many self-employed expats do not realize until they have already spent several years abroad.

Living Abroad Does Not Mean You Stop Filing

The United States is unusual because its citizens generally continue to have tax filing responsibilities even when they live overseas.

That means income earned from freelancing, consulting, remote work, or running a small business abroad may still need to be reported in the United States.

For many expats, this does not necessarily mean they will owe a large amount of U.S. tax. There are rules that can help reduce or sometimes eliminate U.S. income tax on money earned abroad.

The important point is that these benefits usually depend on filing the correct return.

In other words, living abroad may reduce what you owe, but it does not automatically remove the need to file.

Self-Employed Expats Have Extra Responsibilities

Employees often have taxes handled automatically through payroll. Self-employed people usually have to manage more of the process themselves.

If you work for yourself, you are responsible for keeping track of your income, business expenses, and tax obligations.

This can become more complicated when you live overseas because you may be dealing with both the tax system in your country of residence and the U.S. tax system at the same time.

That does not mean the situation has to be overwhelming. It simply means that self-employed expats should pay attention to their filing responsibilities rather than assuming that being overseas makes them exempt.

You May Be Able to Reduce Your U.S. Tax

Many Americans living abroad are able to use special tax rules designed for people earning income overseas.

Depending on your situation, you may be able to reduce your U.S. income tax through exclusions or credits related to foreign income and foreign taxes paid.

This is one reason why filing is important.

Some expats assume there is no point in filing because they already pay tax in the country where they live. In reality, filing a U.S. return may allow you to claim benefits that prevent or reduce double taxation.

The right approach depends on where you live, how much you earn, and how your business is structured.

Paying Tax Abroad Does Not Always Replace U.S. Filing

A common misunderstanding is that paying taxes in another country means you no longer need to deal with U.S. taxes.

Usually, that is not the case.

You may still have to report your income to the United States even if you already paid tax on that income overseas.

The good news is that U.S. tax rules often provide ways to account for taxes paid to another country.

For many expats, the main issue is not paying tax twice. It is making sure the income is properly reported and the available tax benefits are claimed correctly.

Foreign Bank Accounts May Also Need Attention

Many American expats open local bank accounts after moving overseas.

Depending on the amount of money held in foreign accounts, separate reporting requirements may apply.

This is especially relevant for self-employed expats who use overseas accounts for business income, savings, or everyday expenses.

These reporting rules are separate from the normal income tax return, which is another reason it is helpful to understand your obligations early rather than waiting until a problem appears.

What If You Have Not Filed for a While?

Some Americans discover after several years abroad that they were supposed to keep filing U.S. tax returns.

If that happens, it is important not to ignore the situation.

There are often ways to become compliant, especially for people who simply did not know they were required to file.

The best approach depends on your circumstances, including how long you have lived abroad, whether you have foreign bank accounts, and whether you have filed anything with the IRS during that time.

Speaking with a tax professional who understands U.S. expat taxes can help you avoid unnecessary mistakes.

Keep Good Records

For self-employed expats, basic record keeping can make tax filing much easier.

Keep track of your income, invoices, business expenses, travel related to your work, and any taxes paid in the country where you live.

You should also keep records of your foreign bank accounts and important business documents.

Good records are especially useful if you earn money from different clients, receive payments in different currencies, or work in more than one country during the year.

Do Not Assume You Are Exempt

One of the biggest mistakes American expats can make is assuming that living overseas means U.S. taxes no longer apply.

For self-employed Americans, filing responsibilities can continue for as long as they remain U.S. citizens or otherwise subject to U.S. tax rules.

The good news is that many expats have options that can reduce their U.S. tax burden.

The key is understanding that filing and owing tax are two different things.

You may still need to file even when you ultimately owe little or nothing.

Make U.S. Tax Filing Easier

Managing U.S. taxes while living abroad can feel complicated, especially when you are also running your own business.

Expat Tax Online can help you file your U.S. taxes with ease. With support focused on Americans living overseas, you can get help understanding your filing responsibilities, organizing your information, and completing your U.S. tax return with greater confidence.

The Bottom Line

If you are a self-employed American living abroad, U.S. tax filing should remain part of your yearly financial routine.

You may qualify for tax benefits because you live and work overseas, and taxes paid in another country may help reduce your U.S. tax bill.

But those benefits generally do not mean you can simply stop filing.

Staying organized, keeping good records, and getting professional help when needed can make the process much easier.

For American freelancers, consultants, contractors, and business owners abroad, the simplest rule to remember is this:

Living overseas does not automatically mean leaving U.S. tax filing behind.

And if you would rather make the process simpler, Expat Tax Online can help you file your U.S. taxes with ease.

This article is for general informational purposes only and should not be considered tax or legal advice. Tax rules depend on individual circumstances, so professional guidance may be helpful for complex situations.

This article was written by

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Some of Britain’s biggest companies will descend on Reform UK’s national conference this week as the party intensifies its efforts to win over business leaders and strengthen its economic credibility.

Vodafone, EE, Heathrow and JCB are among the businesses attending or running events at the three-day gathering, which opens at the National Exhibition Centre on the outskirts of Birmingham on Thursday.

For the first time, the party is staging a dedicated business day, which it says will place “the business community at the heart of the programme”, offering attendees access to Reform’s leadership.

At least one name on the guest list already has form with the party. JCB, the digger maker chaired by Lord Bamford, donated £200,000 to Reform UK alongside an identical sum for the Conservatives, with Bamford saying both parties “believe in small business”.

Others are keen to stress that turning up is not the same as signing up. A spokesman for Heathrow said the airport had a long history of constructive engagement across the political spectrum. “Like many businesses, from airlines to pubs and banks to supermarkets, it is common practice to sponsor events at party conferences to engage policymakers and ensure they better understand the needs of consumers and the economy,” he added.

Champagne out, corporate packages in

Business Matters has previously reported that Reform almost doubled some commercial costs for this year’s conference, dropping earlier promises of free champagne and custom cocktail naming rights in favour of an event much closer in feel to a traditional party conference.

The price of some packages has climbed as the party looks to woo wealthy backers and boost its coffers. A platinum ticket has risen from £2,500 per person to £3,000 plus VAT, buying a champagne breakfast with Nigel Farage, fast-track entry and access to a special lounge. Insiders have previously described the changes as “a necessary part of our professionalisation, even if it is a bit more boring”.

The policy pitch to employers

Reform arrives in Birmingham with a policy offer aimed squarely at the businesses it is courting. The party has proposed scrapping the contentious increase in employers’ national insurance contributions for workers who are British nationals. That rise, announced in Rachel Reeves’s October 2024 Budget, lifted the employer rate to 15 per cent and cut the threshold at which firms start paying to £5,000 a year, a change the OECD found gave the UK the biggest employer tax rise in the developed world.

The party has also proposed cutting VAT for the hospitality sector to 10 per cent, half the current standard rate of 20 per cent.

Momentum since May

The stepped-up courtship of business follows a run of electoral success. Reform racked up hundreds of council wins in May’s elections, beat Labour into second place in the contest for the Welsh Senedd and finished joint second at Holyrood.

The party has been professionalising its Westminster operation too. Earlier this year it opened the doors of its Millbank headquarters, on the banks of the Thames in London, to public affairs professionals, an event that doubled as a pitch to agencies and featured a speech by Robert Jenrick, the party’s Treasury spokesman.

Not everyone believes the courtship should go unchallenged. Senior Labour figures have urged firms to scrutinise Reform’s economic plans more closely, with the Labour MP Liam Byrne saying companies are right to be concerned about how the party’s promises would be paid for. Reform’s deputy leader Richard Tice has rejected that criticism, insisting the party would restore fiscal discipline and cut regulation.

For the companies heading to the NEC this week, the calculation is the one Heathrow set out: engaging policymakers at party conferences is simply part of doing business.

Jamie Young

Jamie Young is Senior Reporter at Business Matters, covering SME finance, employment law and Westminster policy since 2016. He has reported on every Budget and Autumn Statement since 2018, helped make sense of the ‘covid era’ and the bounce-back loan scheme from launch through the fraud investigations, and broke the magazine’s coverage of the 2024 late-payment reforms. He joined Business Matters straight from completing his BA in Administration from Exeter University and is NCTJ-qualified. Reach him at jyoung@cbmeg.co.uk