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Hiring is the lifeblood of a growing business, but it’s often a bottleneck. The endless cycle of sifting through applications, scheduling calls and conducting first-round interviews consumes hours that you and your team simply don’t have. High volumes of unqualified applicants and inconsistent screening processes only add to the pressure, delaying offers and risking the loss of top talent to faster competitors.

It’s time to stop letting administrative overload dictate your hiring success. We’re introducing a powerful new AI colleague designed to reclaim your time and revolutionise your recruitment process: the Recruitment Agent.

Part of our AI-powered Recruitment Agent suite, the Recruitment Agent automates first-round, structured video interviews. It’s not about replacing human judgment; it’s about augmenting it. This tool handles the repetitive, time-consuming screening so you can focus on what matters most—connecting with the best-fit candidates to build your team.

What is the Recruitment Agent?

Imagine a world where you no longer spend your days conducting back-to-back screening calls, asking the same questions repeatedly. The Recruitment Agent makes this a reality. It’s an AI-driven feature fully integrated into the Employment Hero platform that manages the entire first-round interview process for you.

From generating role-specific questions to inviting candidates, collecting video responses and providing AI-assisted analysis, the Recruitment Agent streamlines every step. It ensures every applicant gets a fair and consistent opportunity to shine, while delivering a pre-vetted shortlist of top contenders directly to you.

How it works: Your new automated workflow

We designed the Recruitment Agent to be both powerful and intuitive, seamlessly fitting into your existing hiring flow. It empowers you with control while freeing you from the manual grind.

Here’s how you can put your new AI colleague to work:

1. Simple setup, powerful results

Getting started is straightforward. When setting up a new role in our Applicant Tracking System (ATS), simply add the Recruitment Agent to one of your hiring stages. The system instantly gets to work. Based on your job description, the AI proposes a structured interview with 4–6 questions designed to assess key competencies.

Questions are categorized to give you a holistic view of each candidate:

• Motivational: Why do they want this role?
• Behavioural: How have they handled situations in the past?
• Situational: How would they approach a future challenge?
• Role-specific: Do they have the necessary technical skills?

2. Built-in rigour and full control

The Recruitment Agent doesn’t just ask questions; it establishes a clear framework for what a great answer looks like. For each question, you can see the evaluation rationale and scoring rubrics that define the difference between a strong and weak response.

Most importantly, you are always in the driver’s seat. Before sending any invites, you can review, edit, reorder or even rewrite the questions and rubrics to perfectly align with your standards. Once you’re satisfied, you launch the interview stage with confidence.

3. A fair and flexible candidate experience

Once activated, candidates who reach the interview stage receive an email invitation to complete their guided video interview. They have a seven-day window to record their responses, eliminating the stress of calendar clashes and allowing them to prepare and perform at their best.

The experience is designed for clarity and accessibility. Each prompt is displayed with clear on-screen text, ensuring every candidate understands what is being asked. They record their answers question-by-question, creating a structured and consistent process for everyone. This approach not only levels the playing field, but also strengthens your employer brand by projecting professionalism and fairness.

4. AI-assisted review for faster decisions

This is where the magic happens. Instead of spending hours managing calendars and missing calls, the Recruitment Agent provides an AI-assisted scorecard and a summary for each candidate. It evaluates responses against the pre-defined rubrics and highlights top performers.

You can quickly compare applicants based on consistent criteria, watch video responses and identify a high-quality shortlist in a fraction of the time. The final decision always rests with you, but now it’s informed by structured data, not just gut feel.

The benefits of putting the Recruitment Agent to work

Integrating the Recruitment Agent into your recruitment process isn’t just about efficiency, it’s a strategic move that delivers tangible benefits across your business.

Hire faster with pre-vetted shortlists

The biggest advantage is speed. By automating first-round screening, you cut through the noise and get to a list of interview-ready candidates sooner. Early results show a 46% reduction in screening time. This allows you to skip the administrative backlog and move straight to final-stage interviews, shaving days or even weeks off your time-to-hire. In a competitive market, that speed gives you a decisive edge.

Make smarter, more consistent decisions

Bias is an unconscious-but-powerful force in recruitment. The Recruitment Agent helps mitigate it. By using standardized questions and transparent scoring rubrics for every applicant, it ensures your evaluations are objective and evidence-based. This data-backed approach makes it easier to compare candidates fairly and gives your entire hiring team the confidence to make better, more informed decisions.

Create a fair and scalable process

As your business grows, so does the volume of applications. The Recruitment Agent provides a scalable solution that doesn’t compromise on quality. Every candidate receives the same fair and structured experience, regardless of whether you have 10 applicants or 1,000. This consistency reinforces your reputation as a fair and transparent employer, helping you attract top talent.

Ready to transform your hiring?

Stop letting repetitive tasks drain your resources and slow down your growth. The Recruitment Agent and its powerful AI-interview feature are here to help you hire faster, smarter and fairer. By automating the heavy lifting of first-round interviews, we’re giving you back the time to focus on building relationships with the high-potential candidates who will drive your business forward.

This is more than just a new tool; it’s your new AI colleague, ready to work for you. Explore the new Recruitment Agent and discover a better way to build your team.

Hiring great people is one of the most powerful ways to grow your business, but it can also be one of the toughest. According to Employment Hero’s Work that Works Report, 3 in 4 business leaders say that recruitment is a challenge.

The task of sifting through endless CVs, juggling interviews and trying to manage candidate communication is a drain on your time and resources. Relying on spreadsheets and overflowing inboxes isn’t just inefficient; it’s actively holding you back from finding the talent you need to succeed. In fact, the Work that Works report shows that behind business costs, recruitment is the number two reason for productivity declines. 

So, it’s time to stop the admin chaos, the time wasting and start focusing on more efficient solutions. The best recruiter software automates the mundane, streamlines your process and frees you up to focus on what actually matters: connecting with great candidates. 

We’ll cut through the noise to show you what to look for, how to choose the right platform and which tools are leading the pack for UK businesses.

What is recruiting software?

The best recruiter software is a tool designed to manage and automate your entire hiring process. It acts as a central hub for all your recruitment activities, from posting job adverts, to managing interviews and making a final offer.

Modern systems go far beyond simple CV storage. They help you build a seamless and professional candidate experience, ensure you remain compliant with UK hiring laws and provide the data you need to make smarter hiring decisions. By automating repetitive tasks, this software gives you back valuable time, reduces administrative burdens and cuts down your overall recruitment costs.

Best recruiting software: pricing comparison chart

Best recruiting software reviews

With so many options on the market, choosing the right one can feel overwhelming. To help you cut through the noise and understand what tools are available, we’ve reviewed the best recruiter software on the market. 

Our selection criteria for recruiting software

To give you a clear and useful comparison, we evaluated each platform against five core pillars:

• User experience: Is the software intuitive for both recruiters and hiring managers? A clunky interface kills adoption.
• Integrations: How well does it connect with your other essential tools, like your HRIS, payroll system and job boards?
• Automation: Does it automate key tasks like job posting, candidate communication and interview scheduling to save you time?
• Compliance support: Does it help you manage compliance obligations, such as right-to-work checks and data protection?
• Scalability: Will the software grow with you? It needs to support your business whether you’re hiring five people or five hundred.

With these criteria in mind, let’s explore how to find the right fit for your specific needs.

How to choose recruiting software

The best software for your business depends on your unique circumstances. Before you start booking demos, consider these factors:

• Company size and hiring volume: A small business hiring a few roles a year has very different needs from a large enterprise in a constant hiring cycle. Be realistic about your current and future hiring volume.
• ATS vs. CRM: Do you need an Applicant Tracking System (ATS) to manage active applications, or a Candidate Relationship Management (CRM) tool to nurture a pipeline of passive talent? Some platforms, like Employment Hero, combine both.
• Budget: Determine what you can realistically invest. Prices can range from affordable monthly subscriptions to significant enterprise contracts.
• Must-have features: What are your non-negotiables? Do you need video interviewing tools, onboarding integrations, or advanced reporting?

How to implement recruiting software

Rolling out new software requires a plan. To ensure a smooth transition and high user adoption, follow these best practices. 

First, plan your data migration carefully. Decide what candidate data from your old system (or spreadsheets) you need to import. Next, invest in training. Ensure every user, from HR to hiring managers, understands how to use the platform effectively. Finally, champion the new system internally. Highlight the benefits—less admin, faster hiring, better candidates—to get everyone on board and excited about the change.

Trends in recruiting software

The hiring landscape is being reshaped by technology. One of the biggest trends is the rise of AI in recruitment, which is being used to source candidates, screen CVs and even conduct initial interviews. This helps to reduce manual work and can help mitigate unconscious bias in recruitment.

There is also a huge focus on optimising the candidate experience. Slow, clunky application processes are a major turn-off for top talent. The best recruiter software makes it easy for candidates to apply on any device in minutes. 

Finally, Diversity, Equity and Inclusion (DEI) analytics are becoming standard, allowing businesses to track the diversity of their applicant pools and identify potential bias in their hiring process.

Features of recruiting software

While every platform is different, there are several essential features you should look for in any modern recruitment tool:

• Job posting automation: Post to multiple job boards with a single click.
• CV parsing: Automatically extract key information from CVs to create standardised candidate profiles.
• Reporting dashboards: Track key metrics like time-to-hire, cost-per-hire and source effectiveness.
• Candidate communication: Use email templates and automated messages to keep every applicant informed.
• Onboarding integrations: Seamlessly transfer candidate data to your HR system to kickstart the onboarding process once an offer is accepted.

Benefits of recruiting software

Implementing the right system delivers tangible benefits. The most immediate is the time saved on administrative tasks. Instead of manually posting jobs and screening CVs, your team can focus on high-value activities like interviewing and building relationships with candidates.

This efficiency leads to a better hiring process overall. It helps you build a strong talent pipeline, improve the quality of your hires and create a positive brand reputation through a slick candidate experience. It’s a core component of effective recruitment marketing strategies.

Costs and pricing for recruiting software

The best recruiter software pricing typically falls into a few common models. Some providers charge per seat, meaning you pay for each user who needs access. Others charge per job post, which can be cost-effective for businesses with low hiring volumes.

For larger organisations, enterprise plans offer custom pricing based on company size and feature requirements. Always ask about implementation fees, support costs and any other hidden charges to understand the total cost of ownership.

3 Best recruitment platforms

Here we spotlight three of the best options for UK employers, each with a different strength.

Employment Hero

Employment Hero offers an Employment Operating System (OS) that integrates hiring directly with HR, payroll, employee engagement, compliance and more. It’s more than just the best recruiter software, it’s a complete employment management platform.

Skip outdated job ads and get access to top talent, without the hassle. Employment Hero’s intelligent platform allows you to manage the entire hiring funnel in one place. From finding top talent with Smart Match, our AI powered talent matching shortlist that removes the need for time consuming job ads, to moving candidates through the hiring process with our ATS. 

And the best part? Due to the fully integrated nature of the platform, successful candidate data flows seamlessly into HR, empowering you to onboard, manage compliance documents and pay your new team member, ensuring a smooth transition from applicant to employee.

 It’s the perfect foundation for a strong recruitment process. 

Best free recruiting software

For businesses on a tight budget or those just starting, some platforms offer a free entry point.

Zoho Recruit

Zoho Recruit provides a free tier that is surprisingly robust for a no-cost option. It includes features for tracking candidates, scheduling interviews and posting to job boards, making it a great starting point for small businesses. 

It’s part of the wider Zoho ecosystem, so it offers a clear upgrade path as your needs grow. The limitations of the free version are in customisation and automation, but it covers the essentials well.

Best budget recruiting software

If you have a small budget but need more power than a free tool can offer, there are several affordable options.

Recruitee

Recruitee is known for its user-friendly interface and collaborative hiring features, with pricing that is accessible for SMEs. It encourages teamwork by making it easy for hiring managers and HR teams to share feedback and evaluate candidates together. 

Its ‘Launch’ plan offers essential ATS features at a competitive price point, making it a strong contender for growing businesses looking to professionalise their hiring without a huge financial commitment. 

Key features of recruitment platforms

The best recruiter software simplifies hiring, boosts efficiency and delivers a great candidate experience. Here are the core features to look for:

Centralised applicant tracking: An ATS keeps every candidate and hiring stage in one place, eliminating messy spreadsheets and helping you spot bottlenecks fast.

Automated job posting: Post to multiple job boards and social channels with a single click, saving time and widening your reach.

Smart sourcing tools: AI-powered search helps you find and recommend the right candidates faster, using data from your database and external networks.

Collaborative hiring: Shared notes, scorecards and feedback tools make it easy for hiring teams to work together and make confident decisions.

Interview scheduling and communication: Automated messages, calendar integrations and reminders streamline interview coordination and keep candidates engaged.

Reporting and analytics: Dashboards track key metrics like time-to-hire and cost-per-hire, giving you insights to refine your process.

Compliance and integrations: Built-in compliance tools support GDPR and right-to-work checks, while integrations with HR and payroll systems ensure a smooth transition from hire to employee.

Try Employment Hero’s Recruitment Software

Finding and hiring great people shouldn’t be a struggle. The best recruiter software helps you cut through admin, connect with quality candidates and make faster, smarter hiring decisions.

With Employment Hero’s all-in-one Employment OS, you can manage every step of the employee journey, from hiring to onboarding, managing complex payroll, supporting compliance and more – all in one place. Our integrated platform eliminates manual work, reduces hiring costs and helps you deliver a seamless employee experience that strengthens your employer brand.

One system, everything employment. 

Are you still wrestling with paper timesheets, chasing team members for their hours and spending days on payroll admin? For business owners and HR managers, it’s a frustrating and inefficient process that drains time and opens the door to costly errors. Managing your team’s hours shouldn’t be a barrier to growth. It’s time to stop drowning in admin and embrace a smarter way to work.

This is where the best time and attendance software comes into play. It doesn’t just track hours; it gives you back control. From automating processes, supporting compliance with UK law and providing the insights you need to run your business more effectively. 

We’ll cut through the noise, showing you what to look for, how to choose the right system and which providers are leading the pack in the UK.

What is a time and attendance system?

At its core, the best time and attendance software is a tool that automates the tracking of employee working hours. It records when your team members start and finish their shifts, log breaks and accrue overtime. But modern systems do so much more than just clock-watching.

These powerful tools are essential for accurate, real-time record-keeping. They integrate directly with your payroll systems to eliminate manual data entry, ensuring everyone is paid correctly and on time. More importantly, they help you maintain compliance with UK labour laws, like the Working Time Regulations, by automatically tracking rest breaks and working hours. It’s a foundational piece of your compliance puzzle, just like a clear working hours policy.

So, how do these systems actually work their magic?

Understanding time and attendance software

Think of the best time and attendance software as your single source of truth for workforce management. These systems capture data through various methods, from biometric scanners and physical clock-in stations to mobile apps that use geofencing. This data is then fed into a central, cloud-based platform.

Once captured, the software streamlines everything. It automates timesheet creation, flags exceptions like late arrivals or missed breaks and generates powerful reports. This gives you unparalleled visibility into labour costs, productivity trends and attendance patterns. By automating these tasks, you slash admin time, dramatically reduce payroll errors and empower your managers with the data they need to make smarter decisions. 

Selection criteria

Choosing the right software can feel overwhelming, but it boils down to a few key factors. As a UK employer, here’s what you should be looking for:

• Integrations: Does it seamlessly connect with your existing HR and payroll systems? A lack of integration creates more manual work, defeating the purpose of the software.
• Compliance: Is the system built with UK Working Time Regulations in mind? It should help you effortlessly manage rest breaks, weekly hour limits and minimum wage calculations.
• Ease of use: If your team won’t use it, it’s worthless. The software should be intuitive for both employees and managers, with a clean interface and simple processes.
• Scalability: Will the system grow with your business? Choose a provider that can support your team whether you have 10 employees or 1,000.
• Pricing: Look beyond the headline price. Understand the pricing model—is it per user, per month? Are there hidden fees for setup or support?

Trends in time and attendance software

The world of work is changing and HR software is evolving with it. The rise of hybrid and remote work has accelerated the demand for more flexible and intelligent solutions. Mobile clock-ins with geofencing are no longer a novelty; they’re a necessity for managing a distributed workforce.

We’re also seeing the rise of AI-driven scheduling, which can predict staffing needs based on historical data and real-time analytics that give managers instant insights into labour costs and productivity. The best systems are moving away from simple tracking and towards becoming strategic workforce management platforms.

This strategic power is most evident when it comes to payroll.

Track timesheets and payroll

Manual timesheets are a recipe for disaster. They lead to guesswork, inaccurate records and hours of painful data entry. The best time and attendance software automates this entire process. Employees clock in and out digitally and their hours are automatically converted into pre-filled, manager-approved timesheets.

This data then syncs directly with your payroll system. This seamless integration eliminates human error and ensures every employee is paid accurately for every hour worked. It also provides an ironclad audit trail for your payroll compliance, effortlessly tracking overtime, breaks and adherence to National Minimum Wage laws. It gives both you and your HR manager total payroll compliance confidence.

With so much at stake, how do you find the perfect fit?

How to choose the right time and attendance system

The best time and attendance software is the one that fits the way your business actually works. A construction company managing rotating site teams will need something very different to a retail business with weekend staff or a remote-first digital agency. That’s why it’s important to start with clarity, not with a long list of features.

Here’s a simple framework to guide your decision.

1. Define your workforce setup
Do your employees work in fixed shifts, flexible hours or across multiple locations? Do you need mobile clock-ins, geofencing or biometric verification? Understanding your team structure will instantly narrow your options.

2. Prioritise compliance
UK employers must follow strict Working Time Regulations. Choose software that automatically tracks breaks, overtime and wage compliance,  so you’re never caught off guard during an audit.

3. Look for seamless payroll integration
Manual data transfers between systems are a major source of payroll errors. Ensure your labour management platform connects directly to your payroll,  ideally with real-time data syncing.

4. Test the employee experience
If clocking in isn’t fast and intuitive, your team won’t use it properly. Always test the experience from both a manager and an employee perspective before committing.

5. Make sure it can scale with your business

Pick a platform that can support you not just today, but as you grow. Whether you add locations, adopt hybrid work or expand headcount, your system shouldn’t slow you down.

Once you’ve mapped out these needs, it becomes much easier to compare providers and confidently choose the system that will deliver the best long-term value.

The best time and attendance systems in the UK

With so many options available, it can be really hard to decide what the best time and attendance software for your business is. So, to help you get started, we’ve reviewed some of the top options available for UK businesses.

Best time and attendance system overall

Employment Hero

Employment Hero isn’t just a HR management tool; it’s an Employment Operating System (OS) that takes the traditional isolated elements of employment and puts them all in one place. 

The time and attendance features are seamlessly integrated with rostering, leave management and UK payroll, creating a single, automated workflow.

Employees can clock in and out via a mobile app (with geofencing) and timesheets are automatically created for manager approval. Its powerful award interpretation engine helps ensure compliance with UK pay rules and the direct integration with payroll eliminates manual data entry.

Best for: Businesses of all sizes looking for a powerful, integrated solution to automate workforce management from end to end.

Best free time and attendance system

Clockify

Clockify is a simple and effective time tracking system designed for freelancers and small businesses. Its free plan includes reliable time tracking and basic reporting, allowing users to log hours across different projects or tasks.

The intuitive interface makes it easy to navigate, and users can generate project-based time reports to improve visibility and accountability. Paid plans unlock advanced features like scheduling, geofencing, and deeper integrations with payroll and accounting tools.

Best for: Small UK businesses or startups needing a straightforward, budget-friendly way to track work hours.

Best comprehensive time and attendance system

Deputy

Deputy is a comprehensive workforce management platform built for businesses with shift-based teams across industries such as hospitality, retail, and healthcare. Its intuitive tools simplify scheduling, time tracking, and attendance monitoring, helping managers stay organised and compliant.

Deputy connects with popular payroll systems, ensuring seamless data transfer, while forecasting and reporting features help track labour costs and optimise staffing levels.

Best for: UK businesses that rely heavily on shift work and need a proven solution for managing complex schedules.

Best time and attendance system for a low budget

Open Time Clock

Open Time Clock is a cloud-based time tracking solution designed for cost-conscious organisations. It offers essential clock-in/clock-out functionality, web and mobile access, and basic reporting tools to help keep attendance records accurate and accessible.

With support for unlimited users on its free plan, Open Time Clock provides flexibility for small teams. Upgraded plans include options for GPS tracking, exportable timesheets, and enhanced data management.

Best for: UK small businesses or charities that need a no-frills, reliable way to track time on a tight budget.

Best time and attendance system for integrations

TSheets

TSheets, backed by QuickBooks, is a flexible time tracking system known for its strong integration capabilities. It connects easily with QuickBooks, Xero, Sage, and a wide range of project management platforms, allowing businesses to centralise time data across multiple systems.

Its mobile app makes it simple for employees to track time anywhere, while automatic syncing with payroll and invoicing software reduces administrative workload and improves accuracy.

Best for: UK organisations that want flexible, dependable connections with their broader tech stack—ideal for streamlining payroll, billing and job tracking without manual export and upload steps.

Supercharge your time and attendance with Employment Hero

The best time and attendance software shouldn’t just track hours,  it should move your entire business forward. And Employment Hero does exactly that. Our Employment Operating System goes beyond basic clock-ins to connect time tracking with rostering, leave management, UK payroll and powerful compliance automation,  all in one seamless platform.

Whether you’re managing a remote, hybrid or shift-based workforce, Employment Hero gives you the tools to work smarter, stay compliant and save hours on admin every single week. No more manual data entry. No more guesswork. Just accurate timesheets, confident payroll and total visibility over your workforce at all times.

If you’re ready to take the stress out of labour management and unlock a faster, more scalable way to work,  we’re here to help. 

Shoppers arrive on Black Friday primed to buy, with guards down. Sometimes they know what they want to buy. Often they don’t. They just want bargains.

Use that energy to sell through heroes, clear dead stock, and grow a list you can profit from in the coming Xmas period. Deliver on not only giving them good value, but also the feeling that they’ve achieved what they wanted, and come out of it on top.

This guide shows retailers of every kind, from Vinted resellers to high street shops to market traders, how to plan the day for maximum outcomes – and convert buyers into long-term customers.

Here’s what we discuss:

Why Black Friday is different

Black Friday began in the US, yet UK customers now expect a long weekend of deals.

Consumers move fast, price-check less, spend in bursts, and have cash to burn. That gives you a short window to present simple offers, remove friction, and follow up with attention to detail.

They shop with intent while also aiming to have an enjoyable and fulfilling experience. They’re looking for gifts, but anticipate quick wins — and a bit of self-treating.

Decision friction drops when choices are simple, when quantities and timescales look limited, and shipping cut-offs are clear.

Build your plan around that mindset: tight offers, fast comms, smooth checkout, and tidy fulfilment.

This isn’t the first time we’ve covered Black Friday here on Sage Advice, so take a look at what we’ve covered in the past around keeping your business running smoothly through the holidays then adapt the checklists to your store, stall, or marketplace profile.

11 proven ways to win on Black Friday

Here’s our list of tricks, tips and hints that will maximise your Black Friday experience, as well as that of your customers.

1. Start early

Warm your audience, beginning one to two weeks out.

If the day is close, run a short countdown.

Pair teasers on Instagram and TikTok with a clear reason to join your email or waitlist for early access, using the same offer structure you will reveal on Friday.

If you sell on Vinted, pin a pre-Black Friday post that outlines your launch time and delivery cut-offs, then point shoppers to your Wardrobe Spotlight or bundles to boost visibility and basket value.

For emails that get opened and clicked, stick to a single offer and one call to action.

2. Prioritise where your buyers already shop

Match inventory to sell by channel to category.

Fashion and footwear resell well on Vinted and Depop.

Handmade gifts do well on Etsy and Instagram.

Collectibles move on eBay.

Local gifts can perform at markets with click-and-collect.

On marketplaces, use native features like promoted placements and timed price edits to surface in search, and keep listings short, specific, and benefit-led.

This guide to inventory turnover gives you the formulas and levers to improve cash flow.

3. Make your offers simple

Customers scan while shopping, especially during this time.

They should grasp the deal in seconds.

Offer ideas that convert in the UK include:

• Bundle and save: “Gift set of three candles for £39, save £12.”
• Mystery “brown box”: Move returned items or slow-selling inventory at fixed price points.
• BOGOF (buy one, get one free): Great for accessories and small beauty. (Remember that people love to get treats for themselves while buying gifts for others!)
• Deal stacking: Tie a headline discount to a bundle and a free add-on above a spend threshold.

Take care to guard your profit. Pressure-test price floors before you publish, using plain-English tools for margin, markup, and net profit so you know which discounts still pay.

4. Give VIPs a head start

Reward your email and SMS audience with early access and a slightly better deal.

Send “doors open” two to 12 hours early with a private link or hidden collection.

At markets, use a printed code word for VIP pricing and hand it out across the month before with earlier purchases.

Keep your list building and direct marketing lawful and simple. (Use the ICO’s small-business guidance to set consent, soft opt-in, and other applicable rules.)

5. Turn the rush into long-term relationships

Use the day to grow your audience and set up a December bounce-back.

Add a one-click opt-in at checkout for “December drops,” and include a small card in every parcel or bag with a QR code and a code that expires in seven days.

When you plan the follow-up, this overview of Christmas operations and planning doubles as a checklist for post-purchase care and staff scheduling.

6. Run a real-time flash channel

Speed wins on Black Friday.

A live channel lets you drop one-hour deals, sell end-of-line units, and build urgency.

Discord or WhatsApp broadcasts work well for “first to see” drops with expiring codes.

If you promote buy now, pay later in those flashes, give shoppers clear, balanced information.

7. Offer smooth payments and fast checkout

Shoppers prefer short, mobile-first checkout flows.

Split-payment options like Klarna or Clearpay can lift average order value when used responsibly.

If you trade in person, test card readers, power banks, and hotspots.

To keep cash tight while orders spike, double-check your numbers with Sage Advice margin and markup guides before you green-light deeper discounts.

8. Move the stock you no longer want

This is your opportunity to turn returns, odd sizes, and seasonal outliers into cash.

Keep grading honest, and shoot quick photos that show any minor flaws.

If you dispatch goods, link your FAQ to the last posting dates so buyers set realistic expectations: Royal Mail publishes the official Christmas deadlines each year, as does Evri and Yodel.

If you list on Vinted, remind buyers in your description that platform protections differ for consumer-to-consumer transactions, then still over-deliver on clarity to drive positive reviews.

9. Prepare operations like a pro

Lock your stock count by Wednesday, pull promo units to avoid oversells, and pre-pack fast movers.

Print labels in batches, show cut-offs on product pages, and assign roles if you have a team.

If you want a single reference to manage the week, read our previous guidance before you pick, pack, and staff.

10. Plan the follow-up before you launch

Draft a post-purchase sequence now:

• Day 0: Order confirmation with shipping info and how to reach support.
• Day 2: Care tips, size guides, and a prompt to follow your live channel.
• Day 7: Bounce-back offer that expires in 72 hours.

Run a “weekend clear-out” on Sunday or Cyber Monday to move last units.

On Monday, track the basics and make one improvement per metric before your December push.

If you need a primer to pick the right KPIs and act on them, use this article on performance metrics.

11. Use words that sell

Shoppers skim across a sea of offers on Black Friday, so your words and images must work instantly.

Write headlines to include product, price, and deadline. Use short bullets on benefits. Keep everything short, punchy and to-the-point.

Promise exact shipping only if you can meet it. If you want to sharpen titles and bullets across your catalogue, our e-commerce planning guide gives you a structure you can apply across product pages and social captions.

Quick wins by selling model

Here’s some specific tips for however you choose to sell:

• Online store: Simplify your menu to “New,” “Gifts under £25/£50,” and “Best sellers,” and add a sticky banner with cut-offs and support hours.
• Vinted/Depop: Batch list 20–50 items with consistent photography and fast replies to offers. Use Wardrobe Spotlight and bundle discounts so buyers can build baskets without friction.
• Bricks and mortar: Move best deals to the first table, add large price cards, and offer simple gift-wrap at the till.
• Market traders: Split your table into clear price bands and keep a backup plan for rain. Bring a spare reader and cables, and post a same-day WhatsApp broadcast to regulars with your top three offers.

Metrics that matter on Monday

Track revenue by channel, average order value, conversion rate, list growth, response time, returns requested, and top five products by profit.

If you need a quick tune-up on pricing decisions before December, double-check your numbers so you are not discounting past your floor.

Final thoughts: Start now, win big

Black Friday rewards clear offers, fast decisions, and tidy operations.

You do not need dozens of deals. Pick a few strong bundles, set simple rules, and meet buyers where they already shop.

Lock the basics now: Stock counted, cut-offs posted, payment options tested, post-purchase emails scheduled.

Review revenue by channel, average order value, conversion, and list growth on Monday. Choose one improvement per metric and ship it before your next campaign.

Treat the day as a launchpad for December. Welcome new buyers, thank VIPs, and invite everyone to your early access list. Sell well on the day, then turn those first wins into loyal customers.

Veteran and entrepreneur Stephen James likes to say, “there’s nothing more entrepreneurial than a soldier trying to get out of trouble.”

The line gets a laugh, but it makes a serious point. After serving six years in the Intelligence Corps, Stephen built three thriving businesses—living proof of his own observation.

The same ingenuity that once got him out of tight corners now defines his edge in business—whether that’s secure communications at Hermes Digital UK, emergency education with Invicta National Academy, or helping schools connect through Social Media for Schools Ltd. Each venture showcases the same strategic spirit he honed in the British Army.

“Soldiers are some of the most self-sufficient, disciplined people I’ve ever met,” he continues with conviction. “Given purpose, direction, and a little bit of assistance, that’s all it takes for them to make a real success of themselves.”

He speaks as a soldier, but to a wider truth. Members of the Army, Air Force, and Navy alike leave the forces adaptable, poised under pressure, collaborative, resourceful, and resilient.

They know the ache of long nights when exhaustion bites, but the task isn’t done, and how to dig deeper, side by side, until it is. That hard-won endurance becomes the backbone of any company they create. Different uniforms, but the same discipline etched into each.

Habits forged in service make them formidable in business—a legacy echoed in the 340,000 veteran-founded companies shaping the UK economy today.

Here’s what we cover:

A soft landing for veterans starting their own businesses

This year, Stephen’s belief in the entrepreneurial nature of veterans inspired him—along with CEO at Hermes Digital, and fellow veteran, Stephen “Morgs” Morgan—to create British Veteran Owned (BVO), a community that connects and supports veteran-founded businesses.

Morgs explains that even with all the skills needed to become a successful businessperson, the transition out of uniform and into ownership is still tricky. A familiar feeling for entrepreneurs everywhere—the fraught firsts that shape the uncertain road ahead.

After seventeen years in the Intelligence Corps, with tough tours in Afghanistan, Iraq, and North Africa, he reflects that his own hardest moment came not in the field, but the day he left.

“Probably the most stressful period of my military career, was, what next?”

What next? It’s the kind of question that marks a turning point in any life: the closing of one chapter and the uncomfortable start of another.

British Veteran Owned offers a ‘soft landing’ for Vets whose ‘next’ involves starting their own business. Stephen’s principle that ingenuity needs only a little assistance to flourish anchors their mission today.

“Veterans want to help” Stephen puts it simply. “What makes the difference is purpose: a reason to get up in the morning, to go to work, to do something they love. With that, everything else follows.”

Leaving the structure of the armed forces can feel like stepping off a cliff edge. Many veterans look instinctively for the same camaraderie and guidance that once held them steady. That’s where BVO shows its strength, true to the duty they’ve never left behind.

As Stephen describes it: “We run BVO at a cost to ourselves, it’s a labour of love really, but if there’s a chance to channel trade to a veteran, we’ll take it.” 

How veteran success multiplies

That labour of love is already bearing results. With more than 800 veterans already signed up across 400 businesses, their vision to build a supportive network that carries service forward is already demonstrating its power.

“If you see this logo on a company’s website, on a plumber’s van, or on a carpenter’s toolbox,” Stephen says, “you know that person has had a life before business. You know they’ve got integrity, courage, and that they’ll put service before self. If we need insurance, we’ll look first to our own list. That way, veteran success multiplies.”

Practical support that helps veteran businesses grow

Behind this badge of recognition sits practical support: advice on finance, insurance, marketing, and growth. Membership is free, built on an ethos that those who succeed will mentor those just starting out.

An advisory board lends seasoned expertise, while workshops tackle the often-overlooked essentials like cash flow and procurement. BVO commits to promoting members’ services, so veterans aren’t shut out of opportunity.

Though they’re non-profit, for them it’s not charity; it’s a system of solidarity that keeps their whole network strong.

There’s a deeper lesson in that ethos. Service doesn’t end—and it doesn’t have to be military to matter either.

Service as a business value: lessons every entrepreneur can use

This is a truth any founder can connect with: the idea that your business is a continuation of what you stand for.

When growth is tied to contribution, when mentoring is a given, lifting others as they climb, resilience multiplies. That is the veterans’ code carried into commerce: service as the backbone, purpose as the driver.

It’s why their companies endure—and why their model speaks to any leader who wants their legacy to be measured not only in what they built, but in how many others they carried forward.

Morgs puts it plainly. “Asking for help isn’t always the easiest thing to do. For ex-servicemen especially. That’s why community matters. We’ve all been there before. We’ve all lived the same story. We’ve all had those periods of imposter syndrome.”

It’s a shared vulnerability—but not a weakness, it’s the grit to keep moving forward. Stephen is clear: “Veterans don’t want pity. They want purpose.”

The veterans’ code: Purpose, mentorship, and resilience

For them, it’s about breaking down the quiet barriers that make starting a company feel so daunting. Stephen recalls his own first steps: “Do I open a bank account first? Register with Companies House? Hire people? Call the taxman?” He laughs at the mistakes he made, and insists they shouldn’t be repeated in silence.

BVO exist to make the transition softer, the climb higher, and to turn veteran entrepreneurship into a new form of service to society that strengthens the social fabric, not just the bottom line. It’s a model of entrepreneurship that gives back as much as it grows.

At its heart, BVO also redefines service itself. The story doesn’t stop when the insignia comes off—it carries on through entrepreneurship. Service instead becomes creating jobs, building trust, and contributing to society in new ways, and Sage has become part of their kit.

Morgs lays out the relentless barrage of admin they faced before Sage with a wince:

“Spreadsheets, receipts, manual invoices. You’re talking days and days every month. It just ate up time.”

Spreadsheets were scattered troops that couldn’t keep up with the pace of their growth. Sage solutions could—with Accounting, Payroll, HR, and Copilot, all marching in formation.

“Sage Copilot is literally like having a business administrative partner at your fingertips,” Stephen shares with the steadiness of someone who knows the value of backup. “It reminds me there are things I don’t know, gives me insights, makes links I might have missed. It’s brilliant.”

Saving time and money

For Morgs, the difference is clear as a bugle call: “Sage has saved us four to five days every month. It’s been absolutely instrumental in streamlining our processes.”

Those days gained aren’t just hours off the clock—they’re resources redeployed into growth, connection, and purpose. Technology here doesn’t replace the human at the helm; but it frees them to lead the charge, while freeing up finances for the directive they’re driving.

As Morgs points out, “Sage HR alone saves BVO around £15–18k a year”—tangible money for any venture, which they channel into supporting members with advertising, sponsorships, and other practical help.

How admin accountability builds trust with donors

Transparency matters too. “People who donate often want to know where it’s going. With Sage Accounting, one click shows exactly when it was donated, where it’s been spent, and how it’s been allocated—all in a format anyone can understand.”

That ease of use is critical for founders without a technical background. “I’m not IT literate at all,” Morgs admits. “But Sage is intuitive. You log in, and everything’s where you expect it to be.”

It’s just as straightforward for outside accountants: “The flexibility to let an accountant go straight into our system using their own login portal is really important for us,” Stephen stresses.

He values how the software teaches as it goes. “What Sage does is put a process in place, with help always there. If I want to know what something means, I can click and find the answer. Or I’ll go into the Sage community, where someone else has had the same problem and shared a solution. That kind of community learning is really handy.”

For Morgs, it’s a reminder that whether it’s veterans helping veterans through BVO, or peers sharing advice through Sage, progress happens in community.

In Stephen’s empowered words: “All we veterans want is a fair crack, a clear purpose, and the opportunity to be successful. That’s what British Veteran Owned provides, with the help of Sage.”

So convinced they are of the benefit, BVO now offers every member six months of free Sage software.

It’s a practical extension of their philosophy: proof that service continues through tools and support that make the road less lonely, the venture steadier, and the campaign sustainable.

Sage Copilot. Your dedicated AI-powered productivity assistant

Step into a new business era with Sage Copilot, built on over 40 years of experience supporting British businesses like yours. Get work done faster with real insights, fewer errors and less admin.

Explore Sage Copilot

As Douglas Adams might’ve said: don’t panic about Making Tax Digital (MTD) for Income Tax.

But don’t ignore it either.

From April 2026, if you’re a sole trader earning over £50,000, the way you file tax through Self Assessment will change.

You’ll need to file it online, keep digital records, and send quarterly digital updates under Making Tax Digital (MTD) for Income Tax.

It’s the biggest Income Tax shake-up in 30 years, but it’s not a new tax. It’s just a smarter way of reporting it.

The good news? You still have time to get ready.

This quick guide explains what’s changing, how to avoid last-minute chaos, and how to stay calm and compliant.

Here’s what we discuss:

What is MTD for Income Tax? (The short version)

Right now: You keep records however you like and file one big tax return in January.

From April 2026: If your gross income is over £50,000 from sole trade or property income, you must:

1. Keep your records digitally.
2. Send quarterly updates (at least 4 times a year, although more frequently gives you better insight into your cash flow and tax liability).
3. Sign a final digital tax return at year-end.

That’s it! Here are more details on how it affects Self Assessment and how you can make the best of it.

If you need comprehensive details on the history of MTD for Income Tax, here is the complete guide.

Mostly harmless? The myths around MTD

At the Accountex North event in Manchester during September 2025, a lot of the conversation was about MTD confusion.

Many sole traders are hearing rumours that simply aren’t true.

Let’s set the record straight by addressing some assertions.

“I’ll have to pay tax four times a year.”

Myth.

Your tax payment dates stay the same: 31 January and 31 July (with the latter date relevant only if you’re paying on account).

What changes is how often you update HMRC, not how frequently you pay.

You or your accountant/bookkeeper will send short quarterly summaries of income and expenses through software, not four full tax returns.

“I can wait until HMRC forces me to sign up.”

Myth.

You’ll need to take action yourself – HMRC won’t automatically do everything for you.

Waiting means you’ll lose control, facing possible penalties, and getting caught in the last-minute rush when support lines are at their busiest.

In short: don’t wait to be forced. Start on your own terms. It’s the simplest way to stay ahead and avoid the last-minute panic.

“It’ll be impossible to manage – too much work.”

Myth.

In fact, the opposite is true.

Accountant Rebecca Benneyworth told the audience at Accountex North: “By keeping things digital all year, my clients know their tax position – there’s no panic in January.”

Quarterly updates are short and cumulative, so by the time January rolls around, your return is 90% complete.

Doing a little, often, saves a lot.

“Software choice is limited or expensive.”

Myth.

Perhaps that was once true. No longer. Sage Accounting Individual is free of charge, for example.

Also speaking at Accountex, Craig Ogilvie, Director of Making Tax Digital at HMRC, confirmed that the software market has exploded: “You’ve got choice – different products, different price points, even free and bridging options.”

Whether you use full accounting software, a simple bookkeeping app, or a low-cost bridging tool, there’s something that fits how you already work.

“I can’t change how I account once I start.”

Myth.

You absolutely can.

When asked if switching from cash to accruals accounting would be possible, Ogilvie replied: “You can change it after you submit your fourth quarterly update.”

So, you’re not locked in. Flexibility is built in.

“It’ll break everything I already do for VAT.”

Myth.

It’s designed to align.

HMRC confirmed that MTD for Income Tax follows the same digital approach as VAT.

So, if you already file VAT digitally, you’re halfway there.

Think of it as one joined-up digital system, not a second set of hoops to jump through.

“It’s just another burden from HMRC.”

Myth.

HMRC’s goal is long-term simplification.

As Jonathan Athow, Director General, Customer Strategy and Tax Design at HMRC, put it when speaking at Accountex: “Keeping records closer to real time helps people get their tax right.”

The aim isn’t extra admin. It’s fewer mistakes, better forecasting, and less last-minute stress.

Why acting now makes life easier (and ignoring HMRC doesn’t)

It makes sense to get started now, not in 2026. Waiting until HMRC forces you to switch risks stress, errors, and last-minute chaos.

Here’s what changes – and why it actually makes life easier:

• Same tax, fewer surprises. You’ll still pay tax on the same income by the same 31 January deadline – but you’ll have real-time visibility instead of a year-end scramble.
• Short, simple updates. Quarterly submissions are quick summaries of income and expenses based on your bank statements, not full tax returns. Each update gives you an up-to-date tax estimate from HMRC.
• Avoid the January panic. By keeping records digitally throughout the year in software, your tax return is essentially done already – no more shoe box of receipts.
• Cleaner books and better cash flow. Digital records mean fewer mistakes, faster invoicing, and a clear picture of what to set aside each month. More control, less stress.

Early adopters are spreading the learning curve over months, not days – freeing up time to focus on business rather than compliance.

What experts are saying about MTD for Income Tax

Here’s some select quotes from expert voices speaking about MTD for Income Tax at the Accountex North event.

Don’t sit back and wait to be forced. Act now, or you’ll risk being overwhelmed.

Amy Copeland, CEO, Institute of Certified Bookkeepers (ICB)

It’s a no-brainer. The irony is MTD actually takes work away from you.

Jonathan Dowden, Product marketing director, Sage

Clients find tax forecasts really useful – it stops those awful surprises.

Rebecca Benneyworth FCA, Rebecca Benneyworth & Co

We’ve been preparing clients for MTD for years. Digital bookkeeping isn’t something to fear. It’s protection and clarity.

Laura MaCarthy, Your Virtual Digital Bookkeeping Team

The bottom line? Start now, and MTD becomes routine – not a rush. You’ll have fewer mistakes, less stress, and more time to run your business.

What’s changing now and what comes next?

MTD for Income Tax is simply a new, digital way to record and report what you already do.

The rollout is phased:

• April 2026: £50,000+ gross income (sole traders and landlords)
• April 2027: £30,000+ gross income
• April 2028: £20,000+ gross income.

What you’ll need to do:

• Keep your records digitally using MTD-compatible software.
• Send updates at least quarterly (7 Aug, 7 Nov, 7 Feb, 7 May).
• Submit your final return through the same software.

What stays the same:

• Tax rules: You’re reporting the same income and expenses, and the same accounting record details.
• Payment deadlines: Still 31 January and, if you pay on account, 31 July.
• If you earn under £20,000, things won’t change for now, but you can still sign-up to MTD voluntarily and benefit from it.

HMRC’s done this before. Making Tax Digital for VAT was launched back in 2019, and hundreds of thousands of businesses now file smoothly through digital tools. This next phase extends that same simplicity to Income Tax.

A quick MTD action plan: Your rehearsal year, no panic required

If you’re a sole trader, here’s how to get ahead of Making Tax Digital right now – no jargon, no panic.

1. Pick your software: Choose an HMRC-approved tool. Sage Accounting Individual is one option, but there are other free or low-cost alternatives.

You have choice. MTD doesn’t mean one product.

Jonathan Athow, Director General for Customer Strategy and Tax Design, HMRC

2. Start logging income and expenses: Treat it like practice. Enter a few recent transactions and see how simple it is.
3. Connect your bank: Link your business account so transactions flow in automatically. Categorise them as you go – modern apps even learn your patterns and speed things up.
4. Submit a dummy quarterly update: Join the HMRC pilot in 2025 or send test updates.

Testing is open and there are no penalties – we want people to get used to it.

Jonathan Athow

5. Review your real-time tax estimates: Each update gives you a live forecast – helping you plan cash flow and avoid January surprises.
6. Get support if you need it: Bookkeepers and accountants can help. The ICB alone has over 3,200 certified practices ready to assist.

Think of 2025/2026 as your rehearsal year. You’ll iron out any kinks, build good habits, and by April 2026, you’ll be ready to file for real – calm, confident, and digital.

HMRC’s vision: Why digital is inevitable

MTD for Income Tax isn’t a one-off compliance task. It’s part of HMRC’s long-term plan to modernise tax for everyone.

By 2030, HMRC wants 90% of all interactions to be digital (up from 76% today).

That means fewer phone calls and paper forms – and more taxpayers managing everything through apps and software.

Our digital services have around 80% customer satisfaction – higher than most other channels.

Jonathan Athow

Digital tax is more efficient. It reduces errors, saves money, and gives people more confidence that their returns are right.

Keeping records closer to real time helps people get their tax right.

Jonathan Athow

MTD for Income Tax is only the beginning. Expect to see more automation, pre-filled returns, and connected tools that simplify taxes year after year.

For sole traders, the message is clear: digital isn’t optional. It’s inevitable.

Start now and you won’t just be ready for April 2026. You’ll be future-proofing your business for whatever comes next.

Final thoughts: Lead, don’t lag

As a sole trader, you always have loads on your plate, such as admin, marketing, invoicing, and delivery. Don’t add MTD at the last minute.

If you become an early mover, you will:

• Spread the learning curve over months, not days.
• Get support while it’s available, before demand spikes.
• Run smoother businesses with better visibility.
• Stay in control rather than being forced into change.

“Do you want to be ahead of the game and in control – or drowning in January with a shoebox of receipts?”

Amy Copeland

You don’t have to love Making Tax Digital. You just need to be ready.

Start now: pick your software, connect your bank account, log your first expense.

By April 2026, you’ll wonder what the fuss was about.

Get your software ready, stay digital, and above all: Don’t panic.