Safe to say, the past year or so has been an era of change.
Our new-look board has bedded in. We’ve won some exciting new clients.
And, most recently, we’ve given ourselves a subtle-but-thorough branding refresh.
From a refocused strategy to a tweaked tone of voice, an updated identity to a brand spanking new website. It’s been an exercise in consolidation, clarity and the kind of brutal single-mindedness that we find ourselves forever reminding our clients to follow – but can prove so tricky to do when the tables are turned.
But all that effort and energy, blood, sweat and spreadsheets has got us to a point where every inch of our brand now has our essence imbued within it.
Naturally, we started with our strategy. Putting people first has been a mantra that we’ve lived by for years – and that wasn’t about to change. But it did need defining. We’re certainly not the only agency that claims to put people at the heart of their creative, but the reality is, we do so much more than that. We dig deep. We delve into their lives to discover what they truly love. What they truly hate. Their ambitions, their anxieties, their desires, their doubts, their dreams.
And that’s how we make brands matter… We craft creative that connects.
We build brands that build bonds.
As Alex Murrell, our Strategy Director puts it,
“In an industry so often characterised by ego and bravado, ‘putting people first’ has been our subtle but strong rally cry. It’s not about us. It’s about the brands we build and the people they serve. With our new positioning, we’ve taken this one step further. We’ve articulated the ultimate benefit, for our clients, of this approach.”
Once we’d ironed that out, our strategy was set.
To better reflect our new emphasis on connection, we wanted every element of our brand identity to communicate closeness, warmth and real, raw, human emotion – the highs, the lows, and everything in between. From our TOV to our photography, our palettes to our assets, wherever people encounter us, we want them to genuinely feel something. More than recognition, we want resonance.
In the words of Creative Director Vix Hansard,
“We get people. We truly connect with them. We take the time to listen, to observe, to understand not just what they do, but why they do it. And it’s only by understanding this behaviour, that we can build creative work that truly resonates. And it’s this idea that lives in the soul of our new brand identity.”
Our website has always been simple.
A contact page if you want to want to work with us, and one for if you want to work for us. With the support of fellow local agency Fiasco, we created a new site that stays true to that simplicity but with a little more to delve into. Now featuring a handful of recent projects that have proven to have connected with consumers and the key info about our Epoch Academy (our commitment to bringing the next generation of talent into the industry) – it’s single-minded, focussed and free of any unnecessary fluff.
We practice what we preach.
Anyone that’s ever worked in branding will tell you that the hardest job is branding yourself. Upholding objectivity. Sticking to self-imposed deadlines. Allowing yourself to let go. And as we found – all of that is true. But as we also know, when you build your brand from a strategic starting point – a core purpose – it makes all that follows ‘make sense’.
From the amazing team that we’ve built up over the past 33 years to all the incredible work that we deliver. Creating meaningful connections is at the core of everything.
Earlier this year, Bristol Surf Cinema launched its very first event – a night dedicated to celebrating surf storytelling on the big screen. What started as a small, DIY project to bring people together around meaningful surf films quickly grew into something bigger, with almost 250 people buying for the inaugural screening in April.
The idea was simple: create a space to showcase surf films that go beyond the highlight reels, beyond the big brand edits – stories that dig into the social, political, and environmental threads woven through surf culture.
As a camera assistant working in film and TV and a lifelong surfer, I (Theo) set out to build something that connected those two worlds. In a time when the industry was unusually quiet, Bristol Surf Cinema gave me a creative project to get stuck into and a chance to pour energy into something that mattered. It was also a way to genuinely support filmmakers, every film we screen is fully licensed and paid for, and £1 from every ticket is donated to The Wave Project to help fund surf therapy for young people in the UK.
But perhaps what stood out most from the first event was how the Bristol surf community (and the wider ocean-loving crowd) showed up. Feedback from the night wasn’t just about the films, it was about the feeling in the room. People supported the event and made it clear they would like to see more. They wanted a space where all surf stories could be told, with better representation, better balance, and an even stronger connection to the community.
That’s where our second event comes in. On Saturday 12th July at Watershed Bristol, Bristol Surf Cinema returns with a matinee screening of Point of Change, a powerful documentary by acclaimed director Rebecca Coley. The film tells the story of Nias, Indonesia – a surf paradise that was ‘discovered’ in the 1970s and the environmental and cultural impact that unfolded for the local community as surf tourism in that area grew.
It’s a film that makes you think about the consequences of surf tourism — and we’re lucky to have Rebecca joining us on the day for a Q&A to explore those themes in more depth. Rebecca will be answering questions on her filmmaking process, handling delicate themes within documentary and the impact of tourism on the earth and native communities.
Alongside the feature, we’ll also be screening two UK-made short films:
Surfaced by Paul Stevenson, telling the story of Nick Corkill’s journey through addiction and mental health, and the grounding role that surfing and photography play in that journey.
Seb: A Surf Therapy Journey by Matilda Thompson, a beautifully observed short following a young surfer with ADHD and autism as he experiences surf therapy with The Wave Project Bristol.
For those who can’t make the main event, we’ll also be running a catch-up screening on Wednesday 16th July — same films, just without the Q&A.
Both events will offer the opportunity for networking and drinks at the Watershed bar after the event so you can minglew with like-minded film or ocean enthusiasts.
Bristol Surf Cinema was never meant to be a one-off. The ambition is to keep this platform going – to continue curating thoughtful, story-first surf films and to keep building a space where filmmakers feel supported and audiences feel connected.
Looking ahead, there are exciting plans for a national tour to bring these kinds of surf screenings to other UK cities and coastal towns. The vision is to grow Bristol Surf Cinema into a national platform, while always staying true to the ethos: supporting independent surf filmmaking, elevating underrepresented voices, and creating community-led spaces where ocean & surf centred stories, of all kinds, can be seen, heard, and shared.
Want to come along?
Tickets for the July screenings are available now via the Watershed website: https://www.watershed.co.uk/whatson/13320/bristol-surf-cinema-point-of-change
To stay up to date with future screenings or to get involved, follow @bristolsurfcinema on Instagram.
Bristol-made podcast, High Notes, returns on Monday 30th June, as it continues conversations around the art and business of voice, featuring the voice actors, directors and creatives who make it all happen.
Host Melissa Thom brings insightful conversations, illuminating perspectives and plenty of behind the scenes moments from the worlds of gaming and animation.
With six new episodes dropping every week, each lasting around thirty minutes, the podcast shines a light on the world of voice acting, for anyone who is already working in, hoping to break into, or simply fascinated by the business. The new series features professionals working in high level casting, voice acting and directing across AAA games.
Melissa Thom is an acclaimed voice actor with decades of experience voicing projects including Grand Theft Auto V for Rockstar Games, Elder Scrolls for Zenimax, LL COOL J, Google, Amazon, Nike and many more.
Melissa is also the Founder and CEO of BRAVA, and has trained thousands of people in voice from the UK and beyond – from rappers and reverends to ad creatives and countesses.
The first episode of the new season kicks off with a conversation with Kate Hansen-Birnbaum, Casting Director at Pixar, whose credits include animated films including Inside Out 2, Soul, Elemental and Luca.
Kate shares her unconventional path into casting, which began at a San Francisco talent agency under the mentorship of seasoned actors. She offers a rare look inside Pixar’s intricate casting process, highlighting the value placed on authenticity, natural vocal tone and the ability to truly inspire the animation team. The conversation touches on Pixar’s commitment to diverse and inclusive casting, including their practice of anonymised auditions to help reduce unconscious bias.
The full line up of episodes and release dates are as follows:
30/06/2025 – The Magic of Pixar: Voice Casting with Kate Hansen-Birnbaum
Kate brings memorable stories from her career – particularly the joy of working on Elemental – and shares thoughtful advice for aspiring voice actors.
07/07/2025 – Vocal Shapeshifting: Acting for Video Games with Andrew Whieldon Dennis
Andrew reflects on his expansive career as a voice actor in the videogame industry, from indie projects to AAA blockbusters.
14/07/2025 – Inside Aardman: Bringing Clay to Life – Characters, Voice & Performance with Merlin Crossingham, Creative Director for Wallace and Gromit at Aardman Animations
Merlin shares some surprising stories from his childhood that led him onto a very specific career path in animation, as well as thoughts on the timeless appeal of Wallace and Gromit.
21/07/2025 – Casting for Mocap, Games & Animation with Jessica Jefferies
Melissa sits down with Jessica Jefferies, a casting director who specialises in motion and performance capture for video games.
28/07/2025 – Directing Performance for Epic Games with Tom Keegan
Melissa talks to Tom Keegan, an acclaimed performance director behind major AAA titles such as Jedi: Fallen Order, Wolfenstein, Call of Duty, World of Warcraft and more.
04/08/2025 – Bob Bergen: The voice behind Star Wars, Spirited Away and Looney Tunes
Melissa is joined by five-time Emmy-nominated voice actor Bob Bergen, best known as the voice of Porky Pig – a role he’s brought to life for over 30 years.
Melissa Thom, High Notes’ host, said: “This season we’ll be lifting the curtain to reveal the reality of working within gaming and animation. Some key players in the business have shared their perspectives and experience to help the next generation of voice acting talent to break through. The voice acting world can seem like a mysterious closed shop, but the aim of High Notes is to demystify and remove barriers for those who would love to know more about this fascinating business.”
High Notes can be found at www.brava.uk.com/podcast and on all major podcast platforms.
Season 3 will be released later in 2025 and will focus on BRAVA Business and its corporate offering – how professionals can use their voice for impactful communication in the workplace and beyond.
Bristol Creative Industries was delighted to be part of the Culture and Creative Industries Summit organised by the University of the West of England at Bristol Beacon. The event brought together people from cultural and creative businesses and organisations from across the region to discuss the government’s UK creative sector plan which will be published soon.
Officials from Department for Culture, Media and Sport (DCMS) and Sir Peter Bazalgette, co-chair of the Creative Industries Council which advises the government, set the scene including outlining how the West of England is one of the government’s priority areas for the creative industries.
A panel (Ben Shorrock from techSPARK, Charlotte Geeves from Bristol Old Vic, Fiona Matthews from Super Culture, and Nimesh Joshi from ITV News West Country, chaired by Annabel Smith from Centre for Progressive Policy) then discussed the key issues, before, grouped into tables, delegates discussed ideas for strengthening the economy in the west.
The conversations have been summarised into the brilliant list of ideas below. It has been shared with DCMS and West of England Combined Mayoral Authority.
Regional Production Fund and screen agency: Establish a dedicated fund and agency to match creative funding levels in other UK nations. Functions include soft money support, local employment stimulation, retention of post-production services, and enabling regional intellectual property (IP) ownership.
Addressing funding gaps: Ensure long-term, strategic investment to overcome inconsistencies and short-termism in current funding models.
Public-private partnerships: Promote and expand collaborative investment models, taking cues from Creative Wales. Encourage cross-sector funding initiatives.
Bristol Music Fund: Introduce a regionally managed fund sourced from a small percentage of ticket sales to bolster the music sector.
Creative tech investment: Develop a sustainable, large-scale funding pipeline for creative technology ventures beyond the pilot stage.
Cross-sector collaboration: Encourage stronger relationships among creative organisations, universities, local governments, and adjacent sectors.
Higher education partnerships: Foster collaborative projects between higher education institutions and the creative industries, overcoming resistance to commercial partnerships.
Shared data strategy: Develop coordinated, standardised data collection and impact measurement across the sector.
Creative cluster hub: Create a physical and strategic hub to promote connectivity, knowledge-sharing, and sector resilience.
Creative education reform: Advocate for more modular, skills-based learning at further and higher education levels, with links to primary/secondary outcomes.
Freelancer support: Fund paid development and training opportunities to support freelance creatives.
Film/TV entry pathways: Clarify and promote inclusive, sustainable pathways into screen industries.
Talent retention: Tackle affordability and infrastructure issues to retain local talent.
Place-based storytelling: Highlight regional strengths such as the BBC Natural History Unit, social innovation legacy, and cultural diversity.
Unified regional narrative: Promote a cohesive story across urban, coastal, and rural areas to avoid intra-regional competition.
Valuing creative process: Emphasise the importance of creative processes and R&D alongside final products.
Global positioning: Market the region internationally as a cultural hub with strong geopolitical and creative links.
Creative innovation culture: Elevate visibility of values-driven, socially-conscious innovation. Align with broader innovation strategies.
Creative health: Support initiatives at the intersection of arts, health, and policy for societal benefit.
Cultural placemaking: Embed creatives in city planning and infrastructure development.
Creative tech coordination: Improve storytelling, infrastructure, and investment strategies to scale regional creative tech.
Sustained leadership: Build consistent leadership in both civic and business sectors to guide long-term cultural strategy.
Regional coalitions: Establish strategic alliances across key geographic hubs like Bristol, Cardiff, and Cheltenham.
Devolved powers: Advocate for devolved powers in cultural development to local and combined authorities.
Civic engagement: Pilot a Citizen’s Assembly for Culture as a model for inclusive, democratic cultural strategy-making.
Funding complexity: Simplify access to funding, reduce reporting burdens, and diversify beyond dominant bodies like Arts Council England (ACE).
Inclusion gaps: Prioritise equity-focused strategies to support underrepresented groups.
Leadership fatigue: Address burnout and recruitment issues within the creative sector.
Infrastructure deficits: Invest in new and upgraded venues, studios, and support spaces.
We may feel we’re just trying to get through one day at a time, and in our teams we may have noticed people becoming less productive, reduced engagement and motivation and even more sick days and quiet quitting. Pressure can be the fuel behind your ideas and energy — until it tips too far and becomes something else: stress, fatigue, or even burnout.
Many businesses are trying to respond with wellbeing initiatives — but are they actually working?
According to recent research from Deloitte:
91% of C-suite executives believe their employees think leadership cares about their wellbeing – but only 56% of employees agree.
84% of execs say their company has made a public commitment to workforce wellbeing – but only 39% of employees feel that’s true.
That’s a disconnect. What we say we’re doing to support wellbeing isn’t always what people feel.
This article follows my Wake Up Call for Bristol Creative Industries members and is about changing that. It’s about creating wellbeing measures that aren’t just fluffy perks or tick-box exercises — but that genuinely help people feel safe, valued, and supported. I suggest practical tools to help you do just that — to manage pressure before it becomes stress, to build resilience in small, sustainable ways, and to lead with empathy, clarity, and care.
Because this isn’t just about managing stress. It’s about how we treat each other as human beings. We’re all wired differently. We’re all juggling different pressures. And more than ever, people are feeling isolated, under pressure, and disconnected from their teams.
If we want resilient people and happy workplaces, we need to build a culture where people feel connected, supported, and part of something — not just held to performance targets, but truly seen, heard, and cared for.
You might know this experience well: you’re focused, motivated, in flow — and then suddenly, you crash. That’s because pressure exists on a curve:
Not enough pressure can lead to boredom, disengagement and poor performance.
Just enough pressure (and what that means is different for everyone, we’re all different) you hit your stride and are in flow – high energy, clear focus, creativity.
But too much pressure, and we tip over to feeling stressed, overwhelmed and exhausted – ultimately this can lead to burnout..
Stress sneaks in unnoticed, it’s often when we’re busiest that we don’t see the signs. So pay attention to what your body is telling you or the signs that your team may be feeling stressed. When you pay attention to these signs you can take steps to manage it and look after yourself or your colleagues.
Stress – what’s your body telling you?
We all wear multiple hats at home and at work – parent and manager, carer and employee, managing your business and bottom line while providing the best service and quality for your clients or customers.
Here are 4 types of stress triggers:
1. Overload & Pressure
– Not enough time in the day/week
– Competing demands (home / work)
– Unrealistic expectations (from yourself or others)
– No time for rest or recovery and feeling like we’re always on.
2. Lack of Clarity or Control
– Lack of clarity around priorities or roles
– Ambiguity and Unclear or changing priorities
– Feeling powerless or lacking control
– Poor or patchy communication
3. Emotional Strain
– Carrying the emotional load for your clients, team, or family
– Supporting others but neglecting our own needs
– Guilt, perfectionism, or fear of disappointing people
– Personal stress bleeding into work
– Unresolved conflict or tensions in the workplace
4. Change & Lack of Boundaries
– Frequent or poorly-managed change
– Lack of work-life boundaries (e.g. emails at night)
– Working from home with no space to switch off and no clear end to the day
– Unspoken pressure to be “always available”
Once you notice these, you can take action — and that’s where the Four A’s come in.
Here’s a simple but powerful framework I use with clients to help them respond to stress, rather than react.
Avoid – What can you say no – or not now to?
Alter – What can you repriorite
Accept – What are the positives or benefits you can find?
Adapt – What’s another way of looking at this? How can you shift your perspective.
The Four As to Cope with Stress.
When your to-do list feels endless and everything feels urgent, it’s easy to get caught in a spiral of busyness without real progress. This is where two really simple but powerful tools come in: the Eisenhower Matrix and the Action Priority Matrix.
These frameworks help you zoom out, reduce decision fatigue, and spend your energy on what matters most — rather than just reacting to whatever’s shouting loudest.
This tool helps you decide how to deal with your tasks based on urgency and importance. It’s a 2×2 grid that helps you sort your to-do list into four clear categories:
Eisenhower Decision Making Matrix
How to use it:
Write out your full to-do list — everything that’s on your mind.
Take each item and ask: Is this urgent? Is this important? Place each task into one of the four boxes.
Focus first on what’s both urgent and important, then schedule what’s important but not urgent.
Be ruthless about what you can delegate or delete — just because it’s on your list doesn’t mean it needs your energy.
Tip: Most of your energy should be going into the “Important but Not Urgent” box — this is where your long-term success, strategy, and sanity live.
This tool helps you evaluate tasks based on effort vs. impact — a great way to stop wasting energy on things that look urgent but deliver very little return.
How to use it:
Choose a handful of tasks or ideas you’re working on.
For each, ask: How much effort will this take? What’s the potential impact?
Plot each one in the appropriate box.
Prioritise “Quick Wins” and block out time in your diary for “Major Projects”.
Limit how much time you spend on low-impact tasks — these are energy drains.
Tip: This is especially useful if you’re prone to overthinking or perfectionism. It helps you get out of your head and make practical, time-smart choices.
Resilience isn’t about being “strong” — it’s about staying responsive and resourceful, even when things feel hard. These micro-habits help:
Name it: “I feel… because…” – labelling emotions helps calm your nervous system
Set clear boundaries: Protect time for breaks, focus, and rest
Say no (or not now): Be Realistic about what you can fit in
Move: Walk, stretch, breathe – anything to reset your nervous system.
Recharge: Do something that re-energises you. For some this is exercise or just being outside, for some of us it’s just doing nothing. For extraverts it may be being around other
Write things down: your to-do list, your worries, even just a brain dump of everything on your mind. Journaling is a powerful practice, especially when things feel overwhelming or you’re stuck in a loop of overthinking. It doesn’t have to be long just write what’s circling in your head. Keep a notebook by your bed and use it to offload thoughts at night, it can really help with switching off and sleeping better.
Keep a “done” list as well as your to-do list. At the end of each day, jot down what you did get done — even the small stuff. It’s a great way to recognise progress, celebrate effort, and counter that constant feeling you haven’t got everything done.
Check in regularly: Make time and space to talk about wellbeing in a group and individually. If people find it hard to talk about emotions do it informally, for example on a walk to the coffee shop, rather than in a formal meeting. Use metaphors – a traffic light system for example where green is everything is fine and red is I need help.
Ask “How are you, really?” Leave space for people to talk and really listen, pay attention to body language. What’s their body language telling you that they may not be verbalising?
Role model healthy boundaries: Say, “It’s the end of the working day/week and I’ll have to pick this up later, normalising boundaries and that it’s ok to switch off.
Make it ok to not be OK by being open and talking about your own experiences and challenges so people know that they can be open with you. Often it’s your highest performers who will be the least likely to admit that they’re not coping, because of the feeling of shame or not wanting to let you, the client or the rest of the team down.
Celebrate the small wins, not just the big ones: What went well this week? This creates a sense of momentum and achievement.
Create clarity: Repeat the “why” behind tasks or changes
Use these questions to spark insight — write them down, discuss with a colleague, or use them in your next team check-in:
For You:
What signs tell you you’re tipping into stress?
What strengths do you have that help you cope with challenge or pressure?
Think of a time you overcame stress or challenge — what helped you through it?
What’s one sign that tells you you’re starting to feel stressed or overwhelmed?
What small boundary or habit could help you protect your wellbeing this week?
What’s one thing you’ll say ‘no’ to this week, in order to say ‘yes’ to what matters most?
For your Team:
What are the signs your team is tipping into stress?
How can you help make it safe for others to say they’re struggling?
What’s one thing you’ll do this week to support your team’s resilience?
How can you model healthy boundaries?
How can you build more connection and trust in your team culture?
If you’d like to explore how to manage pressure, lead with more ease, or put better boundaries in place, I offer one to one coaching to help you cope with stress and build resilience and design bespoke workshops and programmes for businesses and teams to put strategies in place.
If you’d like to explore coaching or bespoke workshops, I offer a free 30-minute exploratory call. You can book a time here >
Find out more about me on my website growth-space.co.uk
Or email me polly@pollyrobinson.co.uk or call: 07966 475195.
Following a competitive pitch, SIM7 has been selected by the British Council as a key agency on its framework to supply services over the coming years.
SIM7 will work in partnership with the British Council’s international marketing teams, creating strategic messaging, copywriting and content to drive the organisation’s global initiatives.
This work will involve developing digital and OOH campaigns, creating assets across all channels, and supporting the British Council’s extensive international outreach.
SIM7 will join a handful of leading UK agencies selected to support the British Council’s strategic goals.
About the British Council
The British Council is the United Kingdom’s international organisation for cultural relations and educational opportunities. Operating in over 100 countries worldwide, the British Council builds connections, understanding, and trust between people in the UK and other countries through arts and culture, education, and the English language, reaching millions of people annually.
Says SIM7’s Simeon de la Torre, “As an agency with extensive international experience, this is a perfect partnership for us. We’re excited about working on some of the most significant cultural and educational initiatives globally, and empowering the British Council by delivering the effective messaging that we’re known for.
“Our capabilities closely align with the British Council’s mission to promote and uphold the English language worldwide. Our expertise will enhance the British Council’s efforts to make English accessible to learners across diverse cultures and backgrounds. Through innovative campaign strategies and engaging content, we’ll support the British Council’s role as a global leader in English language teaching and assessment.
“We’re looking forward to connecting with the international communities that the British Council fosters and supports.”
“The British Council is one of the best names in the industry for cultural exchange and educational opportunity, and the SIM7 team are all keen to help them deliver their mission of building connections between the UK and the rest of the world.”
SIM7 is an award-winning creative agency that uses language to empower design. We drive growth by creating brands, campaigns and strategy – for marketing teams around the world. Our experience in international education extends to universities, leadership organisations, business schools and more. For more information, contact Simeon de la Torre sim@sim7creative.co.uk
Business Leaders & HR are under a lot of pressure here in the South-West. Employer NI increases are now with us, limited budgets, and rising expectations from talent. So, when you’re building out a benefits package, it’s natural to prioritise the ones that tick the “most people, most of the time” box. But if you want your benefits strategy to build loyalty, protect productivity, and future-proof your workforce, you must think differently. In my experience, utilisation isn’t always the right way to measure the success of a benefit. Some benefits might only impact a handful of people, but for those people, it can mean everything. If we’re serious about inclusive benefits, we must meet people where they are, even if that need isn’t common.
Because some of the highest-impact benefits are the ones your employees won’t use often. They’re the ones that quietly sit in the background until someone has a real need and suddenly, that benefit becomes the reason they stay, not leave. What do I mean by that? Here’s some examples of what that looks like in practice.
For example, Fertility & Reproductive Health Benefits. Offering fertility support (Egg freezing, IVF, donor support, surrogacy navigation) can feel and sound like a niche benefit. Most employees won’t use it. So why invest?
Because the absence of support comes with hidden costs. Research tells us that 1 in 7 UK couples experience fertility issues. IVF takes a physical and emotional toll: constant appointments, hormonal treatments, failed cycles…all while employees try to show up at work. Many reduce hours, take sick days, or even quietly leave during treatment. Others are forced to spend tens of thousands privately, causing financial and emotional stress. This disproportionately affects women in their 30s and 40s. But it doesn’t stop there: LGBTQ+ employees face unique financial and medical hurdles to build families. Without support, they’re more likely to churn or disengage. Offering benefits here isn’t just about doing the right thing; it’s about retaining high-value talent at a moment when they have big life choices to make. And for every employee who doesn’t use it? They see the offer. They see what kind of employer you are.
Keeping on the similar theme, another example is keeping Workplace Nursery Schemes. Childcare is the *1 reason working parents (especially mothers) scale back or leave the workforce. It’s not anecdotal. It’s backed by data across every sector. Workplace nursery salary sacrifice schemes reduce the cost of registered childcare by allowing payments from gross salary. This can mean thousands saved per year. And not from your HR budget, but via tax-efficient mechanisms. It’s one of the most financially meaningful benefits you can offer parents, yet uptake remains low in most organisations. Why? Because many employers don’t make the most of communicating it. Offering this benefit (and making it visible) removes one of the biggest logistical and emotional barriers to returning after parental leave. And it doesn’t just keep people in their jobs; it helps them re-engage faster, with fewer compromises and more long-term commitment.
Finally, another example are Income protection and Critical Illness benefits. When an employee becomes seriously ill or injured, it’s not just a health crisis, it’s a life interruption. Suddenly, work becomes impossible. And without structured support, income often disappears just when stability is needed most. Income protection fills that gap. It ensures an employee continues to receive a portion of their salary while they recover, allowing them to focus on getting better, not on whether they can pay their mortgage. And that continuity materially improves the odds of a full, confident return to work.
For Business Leaders and HR, this is where lower-utilisation benefits prove their worth. Income protection shortens recovery time, reduces presenteeism, and increases the likelihood that skilled, experienced employees don’t exit permanently. And when other team members see that their employer has their back, even in worst-case scenarios, it builds a level of trust that policies alone can’t buy.
All the above examples do not scale…and that’s the point!
Low-utilisation benefits aren’t supposed to serve everyone, every day. They’re designed to catch people in their most vulnerable, high-stakes moments. That trust is a lever for everything you care about retention, engagement, productivity, culture.
Business Leaders and HR often get told to “think creatively & strategically.” (This is the Bristol Creative’s Community, right?) Here’s the truth: empathy is strategic. Investing in benefits that show foresight, nuance and care is how you build a workforce that stays, grows and delivers. Because when your employees are most in need, they won’t care about your summer social. They’ll care about whether you were there when it counted.
And if you were? They won’t forget it.
AI is transforming employee benefits—enhancing engagement, streamlining admin, and driving smarter decisions. Let’s explore how AI-powered personalisation, automation, and predictive analytics are shaping the future of benefits in and around Bristol.
Better decision making. Enhancing employee engagement…AI is changing benefits, fast. From reshaping how companies design benefits to how admin manage them, this tech is like nothing we’ve seen before.
So, how exactly is technology shaping the future of employee benefits? Let’s delve deeper into some of the most significant trends and predictions.
1. AI-driven personalisation
One-size-fits-all benefits packages are quickly becoming a thing of the past. Employees today expect benefits tailored to their unique needs and lifestyles. AI is making this a reality by analysing vast amounts of data—demographics, preferences, claims history, and even engagement patterns—to recommend the most relevant benefits for each individual.
For example, AI-powered benefits platforms may soon be able to suggest healthcare plans based on an employee’s past usage or recommend well-being programmes tailored to their stress levels or fitness goals. This kind of personalisation could help companies deliver benefits that really make a difference for their workforce, ultimately leading to greater satisfaction and retention.
2. Streamlining benefits administration with automation
AI and automation tools are changing the game by handling repetitive administrative tasks such as enrolment processing, compliance checks, and payroll integrations.
By automating these functions, Business Leaders and HR teams can free up valuable time to focus on strategic initiatives, such as improving employee engagement and workforce planning. Moreover, automation minimises errors, ensuring that benefits data remains accurate and up-to-date.
3. Improving employee experience with chatbots and virtual assistants
People Leaders frequently receive queries from employees about their benefits—ranging from eligibility and coverage details to claims procedures. AI-powered chatbots and virtual assistants can provide instant, 24/7 support to employees, answering common questions and guiding them through benefit selections.
This reduces the burden on Business Leaders and HR teams while ensuring that employees get the information they need when they need it. Plus, chatbots can proactively remind employees about key deadlines, such as tax periods or required documentation submissions, helping to improve overall engagement with benefits.
4. Leveraging predictive analytics for smarter decision-making
AI is already improving how benefits are administered, but what if it could also help companies make strategic benefits decisions? Predictive analytics tools will soon be able to analyse trends and employee behaviour to help HR teams anticipate future needs.
For example, AI could forecast which benefits are likely to see higher utilisation based on historical data, enabling companies to adjust their offerings accordingly. This would help Business Leaders and HR teams make data-driven decisions that align benefits with workforce needs, budget constraints, and overall company objectives.
5. Ensuring fairness and transparency in benefits access
AI-driven benefits platforms can also help eliminate bias in benefits administration. By analysing data objectively, AI can identify gaps in benefits utilisation among different employee groups and highlight areas where adjustments may be needed to ensure inclusivity and fairness.
For example, AI might reveal that certain demographics within a company are underutilising mental health resources due to a lack of awareness. Business Leaders can then take targeted steps to address these gaps, ensuring that benefits are truly accessible to all employees.
So…
What’s the take-away? Balancing innovation with a human touch
While AI offers incredible potential in the employee benefits space, it’s essential to balance automation with human oversight. The goal should be to enhance Business Leaders and HR’s ability to provide meaningful, personalised benefits—without removing the human element that makes employee support truly effective.
By embracing AI, companies here is the South West can not only improve efficiency but also create benefits experiences that employees love. The future of employee benefits is here, and it’s smarter, more personalised, and more impactful than ever before.
To learn more about what emerging technologies are bringing to benefits get in touch.
As we settle into 2025, the ongoing cost of living crisis and economic volatility continue to strain both employees and employers, with many employees facing heightened financial insecurity.
So how can you optimise your benefits budget without cutting value? The first step is to discover how to reallocate wasted spend, secure better pricing, and leverage tax-efficient benefits to maximise impact.
Managing employee benefits, cost control is always on the agenda. But savings don’t have to come at the expense of employee experience. With a smart approach to benefits design, companies can reallocate wasted spend to more impactful benefits – or a better benefits platform to help you manage it all. This makes the most of your existing budget while boosting value for employees.
This practice is sometimes referred to as “cost-neutral benefits,” but the reality is more nuanced. While some companies can identify and redistribute significant savings, others may already be optimising their spend. Either way, a strategic review of benefits is always worth the effort.
Here are three key ways employers can find opportunities to optimise their benefits budget:
A common mistake? Investing in benefits that employees don’t value. Recent key research tells us that there is low appreciation levels from employees for their benefits.
The cause is likely to be benefits that don’t align with employee needs.
For example, a Bristol Creatives startup made up of mostly employees in their twenties might be overfunding its life insurance policy, as employees in this age group are less likely to engage with life insurance. By scaling back the coverage from 10x to 2x cover, they could free up a big chunk of their spend—money that could be reinvested in wider range of more relevant benefits, or a platform that helps manage the administrative burden of benefits.
So how can Business Leaders identify these opportunities?
But before you go cutting less utilised benefits, remember: there are some benefits that few employees might use, but that are highly valuable and even life changing to them when they do, such as reproductive assistance or critical illness cover. It’s important to balance these factors when assessing your benefits. Speaking to a benefits design expert will be your best bet to strike that balance.
Cost savings aren’t just about what you offer, but also how you fund it. Many companies lose money by not negotiating the best rates with insurers or missing out on more efficient financial structures.Here are some key ways to make the most of funding:
By optimising financial structures, companies can often unlock significant savings without compromising on benefits quality.
3. Leverage tax-efficient benefits
Another overlooked opportunity is tax-efficient benefits, particularly salary sacrifice schemes. These allow employees to exchange part of their salary for benefits, reducing both employer and employee tax contributions.For employers, this means that you’re able to offer amazing benefits like electric vehicle leasing schemes and even grocery schemes…at no cost to you!
In the UK, salary sacrifice arrangements can create savings on:
For employers not already leveraging these benefits, the savings can be substantial, especially on National Insurance contributions. Yet many organisations fail to fully utilise these tax advantages, leaving money on the table.
Maximise your benefits budget with expert support
Not every company will uncover huge savings—but almost all can optimise their approach. By identifying low-value spend, negotiating better financial models, and leveraging tax-efficient benefits, Business leaders and HR provide a significantly improved offering without increasing their spend.
Want to find out where your organisation can unlock savings? Book a free benefits audit consultation with me –same budget, bigger results.
Bristol Light Festival is back! The fifth iteration of the annual event began on Friday 31st January and will run until Sunday 9th February, with 10 installations brightening up the city at a traditionally dark time of the year.
Bristol Light Festival’s digital programme is now available to view here.
The festival covers much of the city centre, with artworks located in the Harbourside, Broadmead, College Green, St Mary Redcliffe Gardens and beyond…
College Green has become home to a flock of bright and beautiful flamingos, delighting visitors with a whimsical display of nature’s most flamboyant creatures.
Shrouding the Amphitheatre in a cosmic blend of light and sound, Somnius responds to the audience’s every move, immersing crowds in a playful environment that puts them in control of their experience.
Those crossing Castle Bridge are being painted in reflections of shimmering light as they admire the suspended facade of more than 1,800 recycled CDs and DVDs, inspired by the waters of Sydney Harbour.
Back for another year of musical delights, Swing Song can be found on Queen Square. Due to popular demand, Bristol Light Festival organisers have introduced a fast track ticket for one set of swings at this year’s event. More information around this, including how to book, is available to view at bristollightfestival.com/swingsong
Lighting up the gardens of St Stephens Church is Our Beating Heart, an enormous heart-shaped disco ball that brings people together in its display of shared love.
At Broadmead, visitors to the festival can find Tetra, a tactile installation that needs to be engaged with to truly be felt and understood, taking inspiration from the many forces of nature.
Temple Church has been illuminated into a world of lasers and mirrors, where moving footage of natural phenomena like flora and the cosmos are being transformed into floating abstractions of light with Parallels.
The world premiere of The Whilers can be found in St Mary Redcliffe Gardens, where otherworldly creatures greet visitors as they interact with each other in an awe-inspiring experience.
Bringing the history of drum and bass to the centre of Bristol, Anthems: Volume One is inspired by the historic connection between the city and DnB music and can be found at Quakers Friars.
Katherine Jewkes, Creative Director of Bristol Light Festival, said:
“Bristol Light Festival 2025 is underway and it’s amazing to see such a positive response from visitors once again.This year brings such a variety of artworks, but at their core is a real sense of togetherness and connection with audiences. We look forward to seeing what the run holds for visitors and hope that even more people will come to Bristol to see all that is on offer!”
For the current edition of Bristol Light Festival, several Fringe events are happening across the city to allow visitors to amplify their experience.
Photography Walk – Monday 3rd February and Wednesday 5th February, 5:30 – 7pm
Award-winning photographer Adrian Wyatt will be guiding budding photographers around the installations, offering guidance on how to capture the best shots of the installations.
Walking Tours – Monday 3rd, Tuesday 4th, Wednesday 5th and Thursday 6th February, 5:30 – 7pm
An opportunity for festival-goers to orientate themselves within the locations and to learn about the installations. Participants can choose between the ‘waterfront’ or ‘central’ routes, or join an accessible tour.
Official Silent Disco Tour – Wednesday 5th February, 5:30 – 6:30pm, Starting at Bristol Cathedral
On this one hour tour, visitors are invited to boogie their way between art installations accompanied by hit tunes from across the decades. High tech headphones mean that users will be able to hear both the music and their tour guide as they make their way around some of the festival’s highlights.
Neon Kids Rave – Thursday 6th February, 4 – 7pm, Bambalan
The whole family is invited to brighten up February with a non-stop rave party including bright colours and plenty of opportunities to boogie. Tickets can be purchased here
Lights Under the Sea – Saturday 8th February, 10am – 7pm, Bristol Aquarium
To celebrate Bristol Light Festival, the Aquarium will be open later on this date, so visitors can experience the aquarium after dark with its botanical house magically lit with colourful lights. Special UV animal crafts will be available throughout the day, free of charge with an aquarium ticket.
For more information about all events, and to book, visit bristollightfestival.com/events
For the 2025 event, Left Handed Giant has once again created the event’s official beer. This year’s ‘Shining Stars’ is a bright and balanced pale ale, full of citrusy grapefruit and juicy tropical character, from a blend of citra, motueka and el dorado. While visitors check out C-Scales at Castle Bridge, they can grab a can of Shining Stars from Left Handed Giant Brewpub to enjoy the full Bristol Light Festival experience. Shining Stars will also be available at Small Bar, Glassboat and the Royal Navy Volunteer.
Bristol Light Festival’s hub can be found at Queen Square. The perfect place for visitors to meet, regroup and rest, the hub hosts merchandise, including branded beanies, tote bags, light up umbrellas and prints. The hub also houses the information hut, seating and a food market, as well as being the site of two of the festival’s installations – Swing Song and Bristol is Always a Good Idea.
Bristol Light Festival was founded by Bristol City Centre Business Improvement District (BID) and is presented in partnership with Redcliffe & Temple BID. The festival’s Artwork Partners are Broadmead BID and Cabot Circus. Visit Bristol, Visit West’s consumer channel for Bristol, is this year’s media partner. The festival is curated by Katherine Jewkes, Creative Director.
For those looking for somewhere to stay in Bristol City Centre during the festival, a list of offers and discounts for some of the best hotels in the area can be found at bristollightfestival.com/accommodation. The festival recommends booking early to avoid disappointment.
Bristol Light Festival recommends travelling as sustainably as possible. Visitors are encouraged to walk or cycle to the festival where possible, or to utilise the many train and bus options available to the city centre. More information about getting to the festival can be found here: bristollightfestival.com/getting-here/
All information about the festival can be found at bristollightfestival.com
Images credit: Andre Pattenden
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