Money
I won £25million lottery jackpot but only took home a fraction because of promise I made years ago
A HOSPITAL COOK won £25 million in the lottery, but only took home a fraction of the winnings due to a promise she’d made years previously.
Julie Amphlett was working at Nealth Port Talbot Hospital, Wales when she heard the news of her giant EuroMillions win in 2017.
However, she had previously agreed to divide any winnings with five other people – meaning she only came away with just over £4.2 million.
The six women were part of a work syndicate called The Catering Girls – all colleagues at the hospital.
They had been playing the Euromillions for six years before their win.
Despite losing out on a large proportion of the jackpot, syndicate leader Julie was delighted with the result, as the six colleagues all quit their jobs and jetted off on a luxury holiday to Las Vegas.
Julie and fellow syndicate members Louise Ward and Sian Thomas reunited this week to celebrate 30 years of the National Lottery.
Along with other lottery winners, the women prepared a special lunch for guests at the Cegin Hedyn community café.
Julie said: “It’s great to be back in the kitchen with the girls, it takes us right back to those years we spent in the hospital kitchen before our incredible win.
“And it’s nice to be using our skills for such a deserving project.
“The idea that everyone, from all walks of life, can come together and share a meal is so important within the local community.”
The women prepared food and mocktails, and presented a gift and thank you note to those involved in the success of the café.
Since opening, Cegin Hedyn has served over 10,000 meals to the local community.
Dave and Sarah Williams, Wales’ most recent National Lottery millionaires, also joined The Catering Girls in the kitchen.
Dave said: “Since that incredible moment when our numbers came up I’ve pinched myself quite a bit, and today is no different.
“Firstly, it’s amazing to meet all these other lucky winners – I didn’t realise there were so many in Wales! – and it’s also been great to see where the Good Cause funding goes to, this project is doing some truly amazing things for the community in Carmarthen.
“Our lives have changed so much for the better since our winning moment.
“We moved into a new home where Trevor, our very boisterous dog, can finally wear himself out with his zoomies, and Sarah and I are taking things easy for a bit before we plan our next adventures, and if I know Sarah, that might well be deciding what pet will be joining our family next.”
The news comes as another lottery syndicate in Australia descended into a bitter feud.
Alan Way sought legal action against Mark Peter Bowling, 76, and Moya Posa, 89, over claims he was cut out of the syndicate’s massive £3 million winnings.
What is a lottery syndicate
A lottery syndicate is a group of lottery players who pool their resources to buy multiple tickets, increasing their chances of winning. The costs and winnings are shared among all members. Syndicates can be formed online or with friends, family, or colleagues.
Setting up a syndicate
- Set up a syndicate agreement to avoid disputes and tax issues. This will outline the structure and management of the syndicate.
- Appoint a syndicate manager
What are the syndicate manager’s responsibilities?
- Maintain the syndicate agreement
- Ensure each player has paid for their tickets
- Purchase tickets and check for prizes
- Collect and distribute winnings among members
How many members can you have and how many tickets can you buy?
- There’s no limit to the number of members or tickets
- More tickets increase winning chances, but also make management harder and winnings smaller per member
Prize distribution
- Winnings are paid to the syndicate manager, who then distributes them
- Online syndicates automate this process
Legality
- Lottery syndicates are legal and a fun way to enhance your chances of winning
- Ensure a syndicate agreement is in place for offline groups, or join an online group for secure and automated management of tickets and winnings
Money
Eight big changes to workers rights including maternity and sick pay – what the shake up means for you
MILLIONS of workers are set to receive enhanced sick pay, maternity benefits, and stronger job protections under new Labour proposals.
The Employment Rights Bill, unveiled this morning, will grant sick pay from the very first day of illness.
Pregnant women and new mothers will also benefit from stronger protections when returning to work.
Zero hour contracts and fire and rehire practices, long deemed exploitative, are also set to be abolished.
Business Secretary Jonathan Reynolds said the Employment Rights Bill will elevate the baseline of employment rights and improve living standards nationwide.
In a statement this morning, he said: “This is a pro-worker, pro-business plan.
“The government will tackle head-on the issues within the UK labour market that are holding Britain back.
“The Plan to Make Work Pay sets out a vision for modern and fair employment protections that will set the country up for the future.”
Details of many policies in the Bill will now go through a consultation process.
The government added that it expects the new rules to come into force in 2026.
For now, we’ve outlined exactly what’s on the table and what it means for you.
Parental and bereavement leave
Currently, only individuals legally classified as employees are eligible for paternity leave.
To qualify, one must have been continuously employed by their employer for at least 26 weeks leading up to any day in the “qualifying week,” the 15th week before the baby’s due date.
This means those classified as workers are not entitled to paternity leave and must use their annual leave to take time off.
The Employment Rights Bill aims to change this by introducing day-one entitlement to paternity leave and unpaid parental leave.
It will also improve maternity protections for expecting and new mothers.
This includes protection from dismissal whilst pregnant, on maternity leave and within six months of returning to work.
Plus, the Bill will also establish a statutory entitlement to bereavement leave.
At the moment, there is no legal right to paid time off for bereavement in the UK, but employers can offer it voluntarily.
Flexible working
Flexible working is a way of working that suits an employee’s needs, for example having flexible start and finish times, or working from home.
Currently, all employees have the legal right to request flexible working.
An employer can refuse an application if they have a good business reason for doing so.
However, the Employment Rights Bill will give employees the right to flexible working as default.
The move is said to increase the likelihood of a request for flexible working arrangements to be granted.
However, if an employer can prove this work pattern is “unreasonable” they might still be able to deny it.
At the moment, it’s not clear how these reasons will be interpreted.
Sick pay
Under current statutory sick pay rules, only those earning an average of over £123 a week are eligible.
Those who qualify receive £116.75 per week if they are too ill to work.
Your employer pays this amount for up to 28 weeks, with payments starting after the first three days of leave.
However, the Employment Rights Bill proposes eliminating the earnings threshold to qualify.
It will also ditch the three-day waiting period before workers begin receiving payments.
THE SUN SAYS
LABOUR’S new workers’ rights reforms are focused on the wrong thing…
Euan Blair made a fortune and created hundreds of jobs by ingeniously exploiting one of his own dad Tony’s biggest mistakes. His insight is worth reading.
He seemingly realised the ex-PM’s zeal to get half our school pupils to university was folly.
Because even a top-flight degree doesn’t guarantee them a job, let alone a lucrative and fulfilling career.
Euan’s hugely successful start-up matches young talents with apprenticeships at big employers without the need for three expensive and sometimes pointless years at uni.
And when he now says Labour’s new workers’ rights reforms are focused on the wrong thing, he’s hit the nail on the head again.
Angela Rayner may think it’s vital to let more people work from home, do a four-day week or ban the boss from calling after 6pm.
None of that will matter a jot if the tsunami of AI sweeps away their job and millions more.
This Government, Euan says, is in danger of “fixing the problems of yesterday” while losing sight of tomorrow’s.
The future, he says, rests on reskilling workers for the looming tech revolution.
You can read about it here. We hope they do so in No10 too — and take notice.
Unfair dismissal
Dismissal is when your employer ends your employment – they do not always have to give you notice.
If you have been with the company for at least two years, you have the right to receive a written explanation, which should be in the form of a letter or email.
The law states that it is always unfair if you are dismissed for an “automatically unfair” reason.
You can also challenge your employer if they dismiss you for a discriminatory reason.
If you were dismissed for a different reason and have worked for your employer for less than two years, you do not have the right to challenge it.
However, the Employment Rights Bill promises day one protection from unfair dismissal.
According to officials, around nine million workers who have been with their employer for less than two years will benefit from this change.
Probation periods
A probation period is a designated timeframe at the start of an individual’s employment, during which they can be dismissed with little or no notice if deemed unsuitable for the role.
Currently, there are no specific rules on the duration of these periods, which typically range from three to six months in the UK.
However, the Employment Rights Bill proposes introducing a statutory probation period for new hires, with the government consulting on a nine-month duration.
The government asserts that this will allow for a thorough assessment of an employee’s suitability for a role while reassuring employees that they have rights from day one.
It suggests this initiative will enable businesses to take chances on new hires and give more people the confidence to re-enter the job market or change careers, ultimately improving their living standards.
Zero hour contracts
A zero hour contract, also known as a casual contract, is an employment agreement where the employer does not guarantee a minimum number of working hours for the employee.
At the same time, the employee is not obliged to accept any work offered.
The Employment Rights Bill promises to ditch zero hour contracts in their current form.
This legislation will provide casual workers the right to a guaranteed hours contract if they have worked regular hours over a defined period, thereby offering greater earnings security.
However, the government has confirmed that individuals who prefer to remain on zero hour contracts will still have the option to do so.
Fire and rehire
Fire and rehire, also known as dismissal and re-engagement, is a practice where an employer sacks employees and rehires them on different, often less favourable, terms and conditions.
This approach is typically employed when employers seek to implement changes to employment contracts that employees might not voluntarily accept.
Currently, fire and rehire is not outright illegal in the UK.
However, the Employment Rights Bill will ban the practice in all but extreme circumstances.
Minimum wage
Currently, there are two different minimum wage rates that all workers across the UK are entitled to: the National Minimum Wage and the National Living Wage.
The National Minimum Wage (NMW) is the minimum pay per hour for workers who have left school.
Right now, 18 to 20-year-olds must earn at least £8.60 an hour.
Meanwhile, the National Living Wage is the minimum wage for those over 21, and is slightly higher.
It was previously only available to those over 23, but this was adjusted to 21 and over in November 2023.
It’s currently worth £11.44 an hour.
Young workers aged 18 to 20 are expected to see a substantial increase in their statutory rate as the Employment Rights Bill will direct the Low Pay Commission to remove all age bands that set lower minimum wages for younger staff.
When was the minimum wage introduced?
THE first National Minimum Wage was put in place in 1998 by the Labour government.
It originally applied to workers aged 22 and over, and there was a separate rate for those aged 18-21.
A separate rate for 16-17-year-olds was introduced in 2004, and in 2010, 21-year-olds became eligible for the adult rate of the National Minimum Wage.
The rate is set by the Government each year based on recommendations by the Low Pay Commission (LPC).
Money
Brookfield trumps SEGRO with £557m agreed takeover of Tritax Eurobox
The offer represents a 28% premium over the market price of Tritax EuroBox shares at the end of May.
The post Brookfield trumps SEGRO with £557m agreed takeover of Tritax Eurobox appeared first on Property Week.
Money
Nando’s launches never-seen-before spice flavour based on a famous fizzy drink
NANDO’S has just unleashed a never-before-seen spice flavour, inspired by a popular fizzy drink.
The chicken chain is set to launch a new spice combining their PERi-PERi with Fanta Orange Zero Sugar.
Launching in time for spooky season, the Nando’s x Fanta collab sits on the PERi-ometer between Mild and Medium.
This is the first new spice flavour Nando’s has launched in two years.
The zesty, fruity flavour comes with just a hint of chilli, perfect for anyone who loves a fizzy kick with their wings.
The new menu, including the Fanta spice, lands in restaurants on Tuesday, October 15 and will be available at all locations across the UK and Ireland.
You can find your nearest restaurant using the locator tool on the chain’s website.
The unique flavour will be on the menu until spring so fans have a while to give it a go.
This flavour sensation is the centrepiece of Nando’s Halloween menu.
The chain is also launching a series of in-restaurant parties, giveaways, and experiences to embrace the spooky vibes.
NEW MENU TREATS
The Fanta spice is not the only addition hitting chains this Halloween.
Nando’s is also introducing several brand-new menu items.
For starters, there’s the Cheesy Garlic Pitta, inspired by a staff hack.
It features a toasted sourdough pitta, loaded with melted cheddar cheese, garlic, spring onions, and a touch of PERi-PERi.
Next up is the Cheesy Chickle Burger, which includes a grilled chicken breast, smothered in melted cheddar cheese, PERi-Ketchup, and Garlic PERinaise.
It’s topped with crisp lettuce and herby pickles, all packed into a soft Portuguese roll.
For sharing (or not), Nando’s is rolling out the All-in Platter for Two, while a new dip, the Churrasco PERinaise, brings even more heat to the table.
New Menu items
Here’s a list of all the menu items set to hit Nando’s this spooky season:
Nando’s x Fanta Spice – A sweet and tangy orange flavour with a hint of PERi-PERi, available on the PERi-ometer between Mild and Medium.
5 Nando’s x Fanta Wings – Chicken wings flavoured with the new Nando’s x Fanta spice.
Priced at £7.25/ £12.95 two regular sides
Cheesy Garlic Pitta – A toasted sourdough pitta stuffed with melted cheddar cheese, garlic, spring onions, and a hint of PERi-PERi, served with red pepper chutney.
Priced at £4.75.
Cheesy Chickle Burger – Grilled chicken breast with melted cheddar cheese, PERi-Ketchup, Garlic PERinaise, lettuce, and herby pickles in a soft Portuguese roll.
Priced at £9.25 on its own/ £14.95 for two regular sides
All-in Platter for Two – A new sharing platter with a selection of Nando’s favourites.
Priced at £33.75
Churrasco PERinaise Dip Pot – A new dip combining PERinaise with Churrasco sauce for extra flavour.
Priced at £1
Nando’s isn’t the only place spicing things up this spooky season.
The Sun can reveal that McDonalds will also be launching a new menu in time for Halloween.
The fast food giant will be adding three new items next week as well as upgrading a breakfast favourite and its popular Hash browns.
Meanwhile, it’s no surprise Brits love a cheeky Nando’s, but one man loves it so much he flew 690 miles for less than three hours just to get his Nando’s fix.
Elsewhere, fans have hit out at the chicken chain over a cheeky price hike after prices shot up by a third in three years, yet portions only seem to be shrinking.
How to save money on your takeaway
TAKEAWAYS taste great but they can hit you hard on your wallet. Here are some tips on how to save on your delivery:
Cashback websites– TopCashback and Quidco will pay you to order your takeaway through them. They’re paid by retailers for every click that comes to their website from the cashback site, which eventually trickles down to you. So you’ll get cashback on orders placed through them.
Discount codes – Check sites like VoucherCodes for any discount codes you can use to get money off your order.
Buy it from the shops – Okay, it might not taste exactly the same but you’ll save the most money by picking up your favourite dish from your local supermarket.
Student discounts – If you’re in full-time education or a member of the National Students Union then you may be able to get a discount of up to 15 per cent off the bill. It’s always worth asking before you place your order.
Money
Dalata Hotel Group completes €600m refinancing
The new lending facilities are made up of a green term loan facility of €100m and a multi-currency revolving credit facility of €375m with opening margin of 1.70% and 1.30% respectively.
The post Dalata Hotel Group completes €600m refinancing appeared first on Property Week.
Money
Why active management is really over
The changing nature of the asset management industry is a wonder to behold.
When I first started out, the main recommendation for investment was a managed bond. Partly because so many adviser firms were being set up by those who had worked in the insurance industry selling life bonds and also because they would pay 5%-plus commission.
At that time, unit trusts paid 3%. It wasn’t hard to see what was going to be sold the most.
The 5% withdrawal, often described as tax free, was another selling point. Do you remember the income surcharge investors had to pay for their dividends, too, again helping the sales of insurance bonds? And, of course, no regulation to begin with. What a cowboy’s charter.
It’s good to see how much has changed – mostly for the better. The Retail Distribution Review was a big change and Consumer Duty has signalled a turning point for old poor practices, too.
Meanwhile, the active management industry is now under the most pressure I have ever seen.
Active is caught between high costs of regulation and new business rapidly disappearing to the passive industry.
Looking at the top 20 best-selling funds from major platforms today, compared to only about five years ago, I am struck by just how many are passive funds – generally the majority.
Have investors suddenly discovered that these funds are much cheaper than active? Perhaps that is some of the story, but the biggest reason is surely that old chestnut – past performance.
Simply put, passive funds have slaughtered most active funds, especially over the last 15 years or so.
This wasn’t always the case. I remember at Hargreaves Lansdown looking at passive funds in the noughties and finding most were, at best, third quartile performers.
What changed? Falling prices, the rise of ETFs and the move to global funds rather than regional funds (although the latter is, of course, still well represented by passives) have all played a part.
Before the turn of the century, global funds hadn’t been big sellers. Portfolio managers usually preferred to do their own asset allocation through regional funds. The DIY investor was also more attracted to specific funds and the media tended to centre on regional funds where there was usually more of a story to write. Global seemed more of a backwater.
But there has been another factor at play. In some ways, we got an inkling of this in the late 1990s with the tech boom and bust, which really centred on the US.
From this first boom came many of the big US winners we see today. The top US stocks now not only dominate the S&P but the global indices, too, and the US weighting in the global index is now over 70%.
With such large index companies, it becomes very difficult for active managers to have any chance of outperforming.
The US has been the standout major market since the low point of the great recession in 2009. As it dominates global indices, is it surprising global index funds have become so popular? They are, in effect, quasi-US funds.
As such, the diversification argument for buying a global fund seems quite weak and may well come back to bite investors later. It is equally possible to argue that, should the US market catch a cold, the other markets will have pneumonia.
So, today, the investment world is dominated by two factors – passives and the US.
I vaguely seem to recall Sir John Templeton saying that, once a sure way of making money had been found in markets, it was only a matter of time before some kind of disaster struck.
Will the momentum style of passive investing be its downfall? Maybe. But at least no one will get the blame, as it can only reflect the market.
Will active rise to the challenge? No chance. It’s too fraught with regulatory and business risk to do anything much different to the index and, of course, we all know you can be wrong for a long time.
I suspect the party will continue for a bit longer. Plenty of cash remains on the sidelines and pessimism still abounds. For a sense of danger, I also think too many look to the US. China looks to be the most in trouble – but that’s for another time.
In the meantime, I expect to see huge consolidation in the active management industry.
Mark Dampier is an independent consultant and can be found tweeting at @MarkDampier
Money
BareRock launches counselling and wellbeing programme for members
Professional Indemnity Insurance (PII) provider BareRock has launched a counselling and wellbeing support programme for its advice firm policyholders.
The programme aims to support the mental health and wellbeing of individuals within BareRock’s club member firms who are dealing with the strain of high-stress complaint situations, by covering the costs of professional counselling.
Under the new initiative, BareRock will fund up to 10 one-hour counselling sessions per claim, subject to a £2,000 cap, with no policy excess payable by the club member firm.
This is designed to help business owners, senior leaders and employees who often find themselves directly involved in managing complex and pressure-filled complaints while juggling multiple responsibilities in highly regulated businesses.
The initiative will be incorporated into BareRock’s offering at no extra cost during the last quarter of 2024.
It will be available to existing and new policyholders.
The news was announced on World Mental Health Day today (10 October).
BareRock CEO and founder Jonathan Newell said: “We are constantly seeking ways to enhance our offering and provide meaningful value to our club members where it’s needed most.
“By offering compassionate support on a human level, alongside technical and strategic assistance during complaint situations, we can help our club members better manage the emotional and mental toll of dealing with stressful complaint situations.
“This mental health and wellbeing support is a great demonstration of our commitment to our customers and to the FCA’s vulnerable customers guidance.”
BareRock’s counselling services aim to support individuals as they navigate the challenges of their roles.
The programme helps develop strategies for better stress management, work-life balance and mental-health prioritisation.
Corporate Personal Wellbeing (CPW) is BareRock’s preferred partner in delivering these professional counselling sessions.
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