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Setting up a business involves complying with a range of legal requirements. Find out which ones apply to you and your new enterprise.

Every business needs to be aware of its obligations under minimum wage and equal pay laws, as well as recent pensions auto-enrolment changes.

What particular regulations do specific types of business (such as a hotel, or a printer, or a taxi firm) need to follow? We explain some of the key legal issues to consider for 200 types of business.

While poor governance can bring serious legal consequences, the law can also protect business owners and managers and help to prevent conflict.

You must comply with legal restrictions on employees' working hours and time off, or risk claims, enforcement action and even prosecution.

The right employment policies are an essential part of effective staff management. Make sure any policy is clear and well communicated to employees.

Whether you want to raise finance, join forces with someone else, buy or sell a business, it pays to be aware of the legal implications.

While sick employees need to be treated fairly, you need to ensure that 'sickness' is not being used as cover for unauthorised absence.

Marketing matters. Marketing drives sales for businesses of all sizes by ensuring that customers think of their brand when they want to buy.

Most pregnant employees are entitled to maternity leave and maternity pay, while new fathers are entitled to paternity leave and paternity pay.

Commercial disputes can prove time-consuming, stressful and expensive, but having robust legal agreements can help to prevent them from occurring.

As well as undermining morale, illegal discrimination can lead to workplace grievances. Employee discrimination is covered by the Equality Act 2010.

Whether your business owns or rents premises, your legal liabilities can be substantial. Commercial property law is complex, but you can avoid common pitfalls.

Home, remote and lone workers are becoming increasingly commonplace. Key issues include communication and how to manage and motivate people remotely.

With information and sound advice, living up to your legal responsibilities to safeguard your employees, customers and visitors need not be difficult or costly.

The right approach to consulting with and providing information to your employees can improve employee motivation and performance.

As information technology continues to evolve, legislation must also change. It affects everything from data protection and online selling to internet policies for employees.

Disciplinary and grievance issues can be a major burden to employers. Putting in place and following the right procedures is essential.

Following the right dismissal and redundancy procedures helps protect your business and minimise the risk of a legal dispute at tribunal.

Intellectual property (IP) isn't solely relevant to larger businesses or those involved in developing innovative new products: all products have IP.

Employment tribunal claims are a worrying prospect for any employer. A tribunal case is a no-win situation – even if the claim is unjustified.

Knowing how and when you plan to sell or relinquish control of your business can help you to make better decisions and achieve the best possible outcome.

From bereavement, wills, inheritance, separation and divorce to selling a house, personal injury and traffic offences, learn more about your personal legal rights.

Out of sight, out of promotion: workers worry distance affects prospects

4 July 2025

Over a third (36%) of European employees and 40% of UK employees worry that being ‘out of sight’ means being ‘out of mind’ when it comes to promotions

New research shows a growing wave of anxiety amongst office workers. As more firms order workers back to the office, more than a third (36%) of European workers worry that being 'out of sight' means that they are 'out of mind' when it comes to career progression or advancement opportunities, a figure which is even more pronounced in the UK (40%).

The research, conducted by global payroll and HR company Deel, reveals that workers may feel more forced to spend time in the office than they would like too. According to the data, European office workers believe that being fully remote would hurt their chances at promotion (38%), with UK workers feeling this most acutely (46%), closely followed by those working in Germany (41%).

It’s clear that in the UK, workers are planning their lives around their careers. Despite an eagerness to move further away from the office to live closer to family (30%), reduce rental or mortgage payments (33%) and to live closer to the countryside (36%), more than half of UK workers (52%) are still planning where they live based on proximity to the office.

In Europe, only 36% of workers said where their office was located had no bearing on where they chose to live, dwarfed by the 52% who said that living even an hour away would make them feel anxious.

According to platform data from Deel, workers' feelings around proximity to the office closely mirror hiring strategies. Last year, domestic hiring – hiring within the same country – on Deel’s platform grew 104%.

Tension brews between employees and bosses

In spite of these feelings, employees are open to compromise, and many say they're even happy to work across multiple time zones to meet their bosses’ demands. But the challenge is that business leaders are much less willing to flex.

60% of European business leaders surveyed cite a clear preference for hiring talent within their own time zone, whilst 58% would like them to live within a commutable distance from the office. Part of this stems from a sense of distrust, as 24% of business leaders don’t feel confident that cross-border workers would be willing to adjust to local hours.

This growing disconnect between worker flexibility and employer caution is creating a new challenge. Whilst 39% of business leaders admit that hiring talent closer to the office gives them greater control over their workforce, more than half (51%) acknowledge that this is making it harder to find the skills needed to fill open roles this year.

Dispelling the doubts of bosses, nearly two-thirds (61%) of European employees would be willing to start two or more hours earlier if it meant getting to work for a business in another region, with only slightly fewer (60%) saying the same about logging off two or more hours later.

Matt Monette, UK Country Manager at Deel, said: “Companies that struggle with local skill gaps can’t also be resistant to widening their hiring pools. If the right people aren’t in the same city, or even country, that’s no reason to discount how valuable their skills can be from afar. Given the willingness among workers to flex their working hours, bosses need to be taking advantage by looking beyond borders to fill crucial roles.

“Most importantly though, is instilling a culture of trust and recognition. Employees should not feel anxious about living far away from the office. Nor should they be worried that their hard work won’t be rewarded. The world of work is changing, and we need to empower teams to work hard, wherever they may be located, giving them the tools, mentorship and training that they need to succeed.”

You can read the full report here.

Copyright 2025. Made possible by Fight or Flight on behalf of Deel.
 

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