Member News

A thorough investigation of a grievance or a disciplinary matter is crucial to determining the outcome of internal proceedings and Tribunal claims and general fairness in the way staff are treated. However most organisations press busy, untrained managers and executives into the role of investigator and even those HR professionals supporting the investigator will often not have received any formal training on how to deal with the tricky issues and judgements that invariably arise in most cases. One thought is that fully trained HR Professionals should act as dedicated investigators with managers reserved as hearings and appeals officers to decide the issues based on the case presented to them. The scrutiny under which an Employment Tribunal will inspect the investigatory evidence is significant. The employee’s explanations and defences must be as carefully looked into as much as the original allegations. Witness statements can be unhelpful as compared with interview notes and the issue of recording meetings is becoming more challenging with the advance of technology with Tribunals ready to hear all evidence including that which has been covertly obtained or includes the deliberations of disciplinary panels. There are numerous minefields to overcome to make a case fair and it all starts with a really good investigation.

In my experience of legal practice I have discovered that many HR professionals have adopted processes and have fairly confirmed views on how things should be done which if tested in a Tribunal are in my view unlikely to be condoned. Questions such as what is the key difference between a grievance and a disciplinary investigation? can employee representatives attend grievance investigation meetings but not disciplinary investigations?, what can employee representatives say and do or not say and do in an investigation meeting?, what and when can you allow witnesses to remain anonymous and what do you say to a witness who says at the end of an interview that they don’t want to be a witness or cooperate any further? and how much of the evidence should you let an alleged “perpetrator” see or know about in advance of an investigation meeting? need to be answered correctly and fairly if an employer is to avoid the risk of constructive unfair dismissal as well as a later finding of unfair dismissal. In addition since the case of West London Mental Health NHS Trust v Chhabra which was decided by the Supreme Court at the end of last year employers also need to be more wary of being the subject of injunctive action. Injunctive action is a powerful tool in an employee’s armoury. If successful an employee may persuade a High Court Judge to halt proceedings against them, rehear or redo an investigation or disciplinary hearing, drop certain allegations and even reinstate them following a dismissal. Certainly injunctive action will significantly delay a case and give rise to unwanted publicity and legal costs which may not to be insured for those employers who have taken out Tribunal insurance cover. The key point is that even where the procedures you operate are not contractual the implied term of trust and confidence requires fairness in the detail of how you go about the investigation, disciplinary and grievance processes.

So to learn how to avoid some of the key pitfalls and ensure that your organisation is best placed to avoid injunctions and findings of unfairness come along to the next HR Forum presented by myself and my colleagues from Birketts employment team on Wednesday10 September from 2pm at Dunston Hall. I can guarantee that it will help you reassess and re-appraise the way you go about things.

Diamond Logistics Norwich was formed a mere 11 months ago in August 2013 and has already caused a stir. Its first big customer was True Traders Ltd of Great Yarmouth who liked the business model so much they bought a third of the company! Now Diamond Logistics Norwich handles all the outgoing parcels for True Traders customers in the UK and abroad.

Kevin Baker is Managing Director of Diamond Logistics Norwich: “We are parcel consolidators. We are part of the rapidly growing Diamond Logistics UK ‘MultiCarrier Solutions’ service that takes parcels from small and medium sized business and send them through our major account contracts with national carriers such as Yodel, CityLink, TNT, ParcelForce and others – soon to include Royal Mail and Collect Plus. Because of the size of our national contracts with carriers we can often offer our customers a better price and a better service than using the Carriers direct.”

True Traders are the rapidly growing online retailers based in Great Yarmouth. Managing Director Michael Bezance explains the investment: “To continue our growth we have to compete with big online companies like Amazon, Tescos, B&Q etc. Our previous arrangements direct with Carriers did not provide us with the cost effective high quality service that these big competitors have. Now we have reduced our delivery charge to our Customers and we can deliver to the remote parts of the UK and overseas at a sensible price. The service level to our customers has also improved by using Diamond Logistics Norwich – we still have lost parcels occasionally but now we know what is happening and can explain to our Customers. We decided that this was such a good model for the growing number of internet retailers like us that we just had to invest! We feel that our future logistics is now in control and we can concentrate on the other areas of our business. This financial year we are already seeing a 25% increase in sales.”

True Traders are now launching a new business called ‘True Parcels’ which will take parcels from Great Yarmouth customers who want to use the Diamond Logistics service for small volumes. This should appeal to EBay sellers and other retailers as well as private individuals. As an example, a standard parcel up to 3kg can be sent on a one to three day service, within mainland UK, for as little as £5.00 per parcel!

Diamond Logistics Norwich have now moved to The True Centre in Great Yarmouth.

Gnaw, the Norwich-based makers of a quirky range of sumptuous handcrafted chocolates, has seen their business grow by a massive 50% (£250k) this year, making it one of the region’s most compelling commercial success stories.

The company is now expanding even further with more customers both at home and abroad, and is breaking into the gift market with the launch of a brand new range of tempting treats.

Since it opened its creative kitchen in 2011, Gnaw has become globally recognised as one of the most innovative creators of fun, new chocolate ideas and the leader in its field. And, of course, it’s all handmade in Britain.

With its compelling, colourful packaging and dedicated workforce of ‘squirrels’ who love their craft, Gnaw’s values are simple, but very effective – chocolate should be fun; only the finest ingredients will be used; and they will lead the way in terms of chocolate creativity and innovation.

Gnaw owners, husband and wife team Matt and Teri Legon, originally ran a sweet shop, but could never find chocolate bars that were as exciting and innovative as they wanted them to be. So they decided that if they wanted an interesting product, they would have to make it themselves!

Matt said: “Our idea was a simple one, we believed that chocolate shouldn’t be a ‘serious’ product. It should be fun and make people smile. After all, it is supposed to be a treat…and it tastes delicious too!

“We set out to develop a quirky, exciting range of products that use only the best ingredients from around the world, that use no artificial colours or flavours and that are handcrafted.

“Creativity – coming up with exciting and original flavours is vital to us. We wanted to eat chocolate that tasted of things we wouldn’t expect – like banoffee pie or lemon meringue. So we conjured up some interesting flavour combinations ourselves and quickly found a niche market both at home and overseas, where ‘British-made’ is very popular.

“We have just unveiled our new Great British Nibbles range, which we have created for the expanding gift market. The Butter Fudge, Lemon Coconut Ice, Chocolate-coated Honeycomb, and Salted Cashew Nut Brittle are Gnaw’s own fun twist on well-loved flavours and we’re sure they will be loved by chocolate fans of all ages.”

Gnaw has also made a new addition to its imaginative and enticing range of chocolate bars – a Salted Caramel and Peanut flavour.

“We may be a small enterprise, but we believe in our product. We are passionate, ambitious and confident – without being arrogant,” says Matt.

That passion and creativity is clearly a heady mix and Gnaw has conjured up some increasingly popular chocolatey magic, with a range that includes bars, buttons, Hot Choc Shots, Goodeee Boxes and Chocolate Chompers.

“We now export to 25 countries,” says Matt, “and we are hoping soon to start exporting to Singapore, Malaysia and South Korea. In the UK our products have 1000 outlets, including East of England Co-op stores, Picturehouse Cinemas, 176 BP service stations and the Garden Centre Group. We also supply many great delis and farm shops throughout East Anglia. Our turnover in 2014 is expected to be £750k.”

But back to those squirrels! The chocolatier’s kitchen is a mysterious world – full of steam, vats of things simmering away – and some pretty fabulous smells as well.

“Our gang of hardworking squirrels is part of our personality, and we love the way they are committed to our ideals and working very long hours for a few extra nuts!” says Matt. “They run the business very efficiently for us and get good publicity for their pains.

“Our operation is expanding very fast, so adding even more furry friends to our team is on the cards.”

Howes Percival will be holding their popular National Employment Conference on Wednesday, 15 October 2014 at Towcester Racecourse.

The National Employment Conference is an all day event starting at 8.45am and ending at 4.30pm.

This annual event gives delegates the opportunity not only to receive an update on recent developments in employment law by respected employment law barrister David Monk, but also to attend workshops to explore key employment topics in more detail.

Once again the conference will be held at the highly rated venue of Towcester Racecourse which is only a few minutes from the M1 and M40 motorways and which benefits from free parking for delegates.

Our dedicated team of employment specialists will lead the workshops which give delegates the opportunity to share experiences and interact within small groups.

The Employment Team at Howes Percival is rated in the ‘top tier’ in the latest edition of the Legal 500. It goes on to state that department head Paula Bailey is a “strong negotiator” and that Director Alex Payton is “reassuring”. The Legal 500 has also previously highlighted the employment team’s “human touch” and that Employment Partner Graham Irons is “very responsive, has deep knowledge of UK employment law, and offers practical and creative advice”.

The Day – 15 October 2014

8.45am – Registration and Breakfast

9.15am – Employment Law Update

David Monk, head of the employment team at New Walk Chambers in Leicester and lecturer in employment law at the University of Leicester. David will address delegates on recent developments to employment law over the past 12 months and look ahead to proposed changes that will come into effect over the next few years.

11.05am – Workshops

1. Protecting your Business (from your employees!)

2. Stress Relief

1.00pm – Lunch

2.00pm – Workshops

1. Taking the Grief out of Grievances 2. Sensitive Issues in the Workplace

4.30pm – Finish

Workshops – Morning Session

Protecting your business (from your employees!)

Whether it be a secret recipe, a key customer list or confidential business plans, employees are exposed to a wealth of sensitive information in the workplace and this information can often hold the key to a company’s success. Trying to protect this information can be a tricky business both during employment and after the employment relationship has come to an end.

This interactive session, run in conjunction with our Intellectual Property team, will focus on what employers need to do in order to protect the confidential information, client lists, trade secrets and other intellectual property contained in their business. We will cover the following:

• What pre-employment checks should employers make?
• Top tips on drafting effective restrictive covenants and confidentiality clauses.
• How can employers capture all of the IP created by their employees?
• What effect has social media had on IP and business protection?
• What remedies are available to employers and how can rights be enforced?

Stress Relief

One of every three absences at work are due to stress according to an official Government survey. In this workshop, we aim to take the stress out of managing stress related issues. We have joined up with Medigold, occupational health provider, to provide you with a session focussed on:

• What is stress (and how to spot it);
• An employer’s obligations in relation to stress;
• The legal claims which can be brought as a result of stress and how to reduce the risk of such claims;
• Best practice when managing short and long term absence;
• Practical guidance on how to get the most out of occupational health referrals; and
• How to deal with grievances and disciplinary issues involving employees with stress.

Workshops – Afternoon Session

Sensitive issues in the workplace

• Do you have the hangover of dealing with an employee with alcohol issues?
• Are you choking at the thought of approaching an employee with personal hygiene issues?
• Ever felt like you had become a family counsellor when personal relationship breakdowns start impacting the workplace?

This workshop will seek to tackle those sensitive issues that can be the stuff of nightmares if handled the wrong way. Working through a series of practical case studies, we hope that you will be equipped to resolve the most personal of HR issues.

Taking the Grief out of Grievances

Providing practical tips on handling tricky grievances, this session will explore some of the particularly difficult issues facing employers when dealing with complaints from employees. This will be an interactive workshop with a case study to enable delegates to consider how to effectively manage the whole grievance process, including:

• Investigations – getting the right information;
• Dealing with reluctant witnesses;
• Evidence – evaluating and collating relevant evidence; and producing grievance outcomes.

Cost – £250 plus VAT.

The price includes breakfast on arrival, lunch, tea/coffee and refreshments.

Book before 31 August and receive one place free for every paid place booked (i.e. book 2 delegates for £250 + VAT, book 4 delegates for £500 + VAT)

To book a place, please email [email protected].

Please confirm in the email your choice of one morning workshop and one afternoon workshop and specify any dietary requirements.

We look forward to seeing you there!

So we decided a great way to celebrate the start of the Commonwealth Games in Glasgow this year would be to do a Vine video, we racked our brains on what to do and had a poke about the warehouse to see what we could use.

Coloured coat hooks, benches and castors galore….what could we turn that into? SNAIL RACING of course, so we story boarded everything out.

And then we got to the fun bit! Setting it all up!

Creating the finish line for the race!

Setting up the crowd for the scene which is about to be filmed.

The snails are ready to go! (they are made from powder coated coat hooks and castor wheels)

The finish line scene is set up and ready for action.

And here is the Vine video in all it’s glory!

If you want to know what products we used in more detail we have them listed below!

White Nylon Castors

Cushion Tyre Wheels with Steel Centres

Powder Coated Hook

Budget Basic Bench

Grey Non Marking Rubber Tyre Castors

Wire/Steel Spigots

The Government has published draft regulations introducing a requirement for employers to undertake and publish equal pay audits, if the employer is found to have breached equal pay legislation.

The Enterprise and Regulatory Reform Act 2013 included a provision for the government to make regulations detailing the new requirement for employers to publish equal pay audits. These regulations have recently been published in draft form.

The draft regulations state that if a tribunal finds that an employer has breached the equal pay provisions of the Equality Act 2010, it must order the employer to conduct and publish an equal pay audit, including the following information:

• Relevant gender pay information related to the descriptions of employees specified by the tribunal;
• Indentifying any differences in pay between men and women, and the reasons for those differences;
• The reasons for any potential equal pay breach identified by the audit; and
• What the employer plans to do to avoid breaches occurring or continuing.

The audit must be sent to the tribunal by a specified date, at least three months after the tribunal’s order. Provided the tribunal is satisfied that the audit is compliant, the employer must publish it on its website and leave it there for a period of three years.

If the employer fails to conduct a satisfactory audit without reasonable excuse, the tribunal can impose a penalty of up to £5,000.

An audit is not required if:

• The employer has already carried out an audit in the preceding three years;
• It is clear, without the need for an audit, whether any action is required to avoid equal pay breaches from occurring or continuing;
• The tribunal has no reason to think that there are any other breaches of equal pay legislation; or
• The disadvantages of an audit would outweigh its benefits.

It is intended for the draft regulations to take effect from 1 October 2014, but they will only apply in respect of equal pay claims lodged on or after that date. Micro-businesses (fewer than 10 employees, or the equivalent full-time hours), and new businesses (less than 12 months at the date of the complaint) will be exempt.

Equal pay claims are relatively uncommon, but the introduction of the requirement to undertake and publish an equal pay audit together with the potential for reputational damage will mean that the consequences of losing a claim are even greater for employers.

The draft regulations are available here.

Now salaries are rising, employees could be tempted away by higher salaries, especially if their current pay remains frozen. But what if you still love where you work, yet you could really do with a better income? There is an alternative: a pay rise.

Understandably, the idea can be daunting, but a plan of action could result in a healthier bank balance. Follow these top 10 tips to help get the pay rise you deserve.

1. Research the market

Find out what your peers are earning in your region. Visit the newly launched www.comparemysalary.co.uk, the UK’s first e-salary comparison website that provides up-to-the-minute income and benefit package information. Since it takes into account peoples’ experience, location, size of company, management responsibilities, and other factors that determine salary, it is an essential tool in establishing how much you should ask for.

2. Present your case

You need to persuade your employer that you deserve a pay rise by presenting an impressive business case, highlighting the value that you bring to the organisation. Have you brought in a lot of new business for instance? Have you helped boost productivity and customer satisfaction as a result of recent training maybe? Make a list of your achievements and, where possible, accompany them with hard evidence.

3. Timing is everything

Do you have an annual performance review coming up? This could be the ideal opportunity since you will be discussing your achievements anyway. You should also wait until you have a few major successes behind you before asking for more money. Your employer needs to see that you are contributing to the organisation’s success.

4. Anticipate questions

A technique often used in job interview preparation, is jotting down a few questions that you think your employer may ask. Practising your answers will also give you the confidence to handle the meeting in a professional manner.

5. Mention your ambitions

Consider how your employer will benefit from their increased investment in you. How will you step up your performance once you have the pay rise? Taking on new responsibilities, offering to mentor junior staff or committing to further training to fill skills gaps in the organisation are just a few ideas.

6. Why do you need more money?

People ask for salary increases for different reasons. Maybe your job has grown beyond its original remit. Perhaps you have upskilled through training in recent years, or you are now managing more staff. Whatever your motivation, your enhanced experience should be reflected in a higher salary.

7. What are you willing to accept?

If your employer is not in a position to fully meet your expectations, be ready to consider a compromise such as a smaller increase but with a commitment from them to review your salary in a few months’ time. Think about this carefully because you may be asked how low you are willing to go.

8. Look beyond the money

On a similar note, an enhanced benefits package is a great alternative to more money. Whether it is gym membership, private medical insurance, or study support for professional qualifications, such benefits can support your career and keep you healthy! Ultimately, we all want to be happy in our work, so, it is certainly worth considering as a ‘plan b’.

9. Do you really need to threaten to leave?

Be careful before you mention looking elsewhere for a job. It could disrupt the relationship with your manager, and if you do not actually follow through with your vow to leave, you could damage your reputation.

10. Keep a focused mind

Even if you are desperate for more income, it is important to stay cool and concentrate on the matter at hand throughout negotiations. Focus your mind on the ultimate goal such as saving for a deposit for your first home, or paying off that stubborn credit card bill.

Spectral Edge has secured £300,000 funding. This working capital will enable Spectral Edge to expand its team, complete the development of its ‘Eyeteq’ product-line and take it to market – helping those with poorer colour vision.

Spectral Edge was founded in 2012 as a spin-out from the University of East Anglia to exploit novel image fusion technology developed by Professor Finlayson’s ‘Colour Lab’.

The company has successfully completed a £300K financing round led by the Iceni Seedcorn Fund and the Rainbow Seed Fund, managed by Midven. This funding will provide working capital to enable Spectral Edge to expand its team, complete the development of its Eyeteq product-line and take it to market.

Image fusion is a large field and refers to the process of combining many different images into a single display image. Applications for image fusion can be found in photography (RGB + near infrared), remote sensing (merging the hundreds of bands from satellite images) and medical imagery (in diffusion tensor imaging).

One application that Spectral Edge is bringing to life is improving images for people who have poor colour vision. Colour blindness affects 4-5% of the world’s population. Spectral Edge has developed a platform technology that fuses images that appear much improved to those who suffer from poorer colour vision, whilst ensuring the images remain acceptable for everyone else – delivering colour clarity for all.

Commenting on the investment, Mark White, investment director of Midven’s Rainbow Seed Fund said, “The appeal of this technology to such a large market makes this potentially an exciting investment for Rainbow. Spectral Edge has already shown traction within its intended market and possesses a comprehensive patent portfolio that will allow it to maximise the scope of its technology.”

Dr Robert Swann, chairman of Spectral Edge commented: “Midven and Iceni have excellent records of supporting early stage technology companies and we are delighted to have them on board at this exciting stage in our development.”

During the first few years of the 21st century, advances in connectivity have changed the way we work and communicate. Few sectors, industries or individual business processes have been left untouched by continuing innovation, with the emergence of online solutions creating infinite opportunities. This pace of change is only set to grow and the demands on your Business Connectivity will increase exponentially.

With almost every company now rating the internet as critical to their business operations, we are relying on using more online activity, not only for Business Processes but the interaction between Customers and Companies.

In today’s world, the way we communicate internally and externally in our organisations is merging traditional and new media’s. Cloud Services including Twitter, Facebook Instagram, Google+ are tools not only for marketing, but a great tool for sales and customer service channels. When combined with ‘Software as a Service’ (SaaS), for example Salesforce, it creates a stronger engagement between the company, customer service, sales, marketing and IT using an integrated communications platform which were previously reserved primarily for large corporate clients.

Even traditional communication such as voice and email are evolving. Multiple media channels are now available with the ability to interact and engage with customers, both existing and new, through channels such as IP Voice, Instant Messaging, Video and Web Conferencing. Working from home has never been easier, with work from anywhere applications, leading to increased engagement and productivity within a business.

Everyone loves to connect with each other to share news and experiences whether attending conferences, concerts, charity events, holidays, whatever they are doing they will use internet applications such as Twitter, Facebook, LinkedIn, Google+ and Instagram. With this increasing trend, marketers, event organisers, town and city centres to name a few, are looking at ways they can help enhance this activity and boost their awareness with many turning to high speed WiFi networks.

Whether you are running a business, planning a public event or reaching out to your customer, it’s important you have the right connectivity solutions keeping you and your business connected. Investing in the right data connectivity now is the enabler to take advantage of the new media world and should be the starting point on which to build your sales and marketing strategies.

With an increasing array of connectivity options available to support your business today, ensuring you have the scalability to grow, deciding on the best platform can be a bewildering task. Flexibility allows for you to plan and pay for your business needs catering for seasonal trends and growth.

Swains Plc provides Connectivity solutions to 1000’s of UK Business customers, ensuring they receive the highest level of service and performance. After all “Connecting Business Everywhere” is what we do. For more information visit: www.swainsplc.co.uk

Swains Plc are sponsoring Click and Connect: The Online and Social Media Showcase on Thursday 25 September 2014 at The Kings Centre, Norwich. An interactive half day with national and local key note speakers, workshops and exhibition providing practical advice using demonstrations and case studies to enhance your online activity.

East of England recruitment consultancy firm, Pure Resourcing Solutions (Pure), has launched the first live peer-to-peer salary comparison website in the UK. www.comparemysalary.co.uk is designed to add a greater level of transparency to the taboo workplace conversation topic – how much do people really earn.

www.comparemysalary.co.uk has attracted over 1,200 salary entries from professionals in HR, financial services, executive management, accountancy, marketing, IT and office support since launching just a few weeks ago, quickly establishing the site as offering the most sophisticated, accurate and up-to-date salary data for London and the East of England.

The site considers more than just a person’s job title and location. It also looks at the benefits a person is receiving, their years of work experience, the number of people reporting to them, their highest level of education, and the size and industry of the firm they work for. www.comparemysalary.co.uk provides employers and job seekers alike with a holistic insight into regional activity.

Best of all, the data is confidential and free for anyone to access!

Gill Buchanan, Director at Pure, explains: “The website is the first of its kind in the UK but we have made it exclusively available in London and the East of England to support both local employers and employees. It takes the concept of the traditional paper-based salary survey to a whole new level of efficacy and value. There is an increasing trend for people freely exchanging valuable information online – this website taps into that.

“Employers can use it in their market research to get a much clearer idea of what employees expect to be paid, and the benefit packages other employers are providing. This is key knowledge in retaining and attracting good quality staff.”

Gill adds: “Naturally, it’s good news for employees who want to know what their peers are earning, and what benefits are available, so they are fully prepared for the job search and salary reviews.”

Alison Brown, HR and Training Manager at Fraser Offshore Ltd in Great Yarmouth says: “It is quite simply the most comprehensive and simple-to-use tool that I have come across as an employer and recruiter. Often market/ salary surveys are dated by the time you receive them, the data is broadly banded and the value of these surveys deplete as the year roles by.

“This tool provides me with instant comparators which, being based on real time reporting and actual salary and benefit data, as opposed to ‘between’ ranges, is more accurate and far more detailed. I can see me utilising this to assess the level of offers that we should be making, for identifying innovative remuneration strategies that we may not have thought of, and for reviewing company remuneration arrangements to ensure that we remain an employer of choice within our industry. Truly impressed!”

www.comparemysalary.co.uk operates on a ‘give to get’ model. Employees provide anonymous salary data by answering questions about their current role, and in return they get access to all the salary information shared by others. People can generalise their job title if it is highly unique or easily identifiable.

As salary data is entered by members of the community the site works on an honesty system. There is really no incentive for contributors to mislead people about what they earn. Any inflated or inconsistent salary entries can be ‘flagged’ as suspicious by other members of the community or by Pure, and quickly removed from the system to ensure the accuracy of data is maintained. The site also makes use of the median (as opposed to the average) to report cumulative salary results, helping to lessen the impact of any ‘extreme’ salary entries.

One of the other key differences of the site over the traditional ‘once a year’ salary survey is that salary data is continually added by site visitors on a daily basis, with the salary database updated in real time and available for instant searching.

Gill concludes: “As salary entries to the site continue to grow, our hope is that the site becomes an indispensable research resource that is continually referred to by job seekers, current employees and employers alike.”

To visit the site to contribute your salary or conduct a free search of the salary database, go to www.comparemysalary.co.uk. For more information, contact Anna Hill, Pure’s Marketing Manager, on: [email protected] or 01223 209888.

Timez Design was instrumental last year in raising just over £10,000 for the Prince’s Trust.

Timez design was actually started with a loan from the PT in 1998. it was therefore a huge thrill to raise money for them. This was not the first time we have been involved in raising money for the Trust and guess what? We are doing it again this year.

We will try and keep you updated on this forum but please do give us a call in the mean time if you think you’d like to help.

The Prince’s Trust is an amazing organisation which helps thousands of young people every year.

SaxonAir are thrilled to announce being nominated for the Best Private Jet Hire Company in the National Luxury & Lifestyle Awards this year. The National Luxury & Lifestyle Awards is a British awards ceremony held by the Chelsea Monthly Magazine celebrating the best luxury products, brands and services.

Lucy Coleman, Editor at Chelsea Monthly commented ‘The list of brands nominated this year shows that there is a consistent rise of luxury consumers. The majority of luxury consumers define luxury now by the e intrinsic values such as quality, exclusivity and craftsmanship, over external factors like brand visibility. Most luxury consumers are advocates for brands they like , with 90 percent speaking about brands, with their key motivations being superior quality, design and customer service‘

Voting closes on July 29th and the winners will be announced at the poll winners party in Mayfair on the 31st.

If you would like to vote for SaxonAir please follow the link below. Once you receive your password please return to this original link to log in and vote, thank you!

https://chelseamonthly.com/nlla/voting/