Mike Stott reflects on his two days per week secondment with a North West plc

Posted by Mike Stott

Associate Tax Partner, DSG Chartered Accountants

Tue 07th, Jul

I am nearing the end of my two days per week secondment to a North West plc as their in house specialist.  In September, the secondment will have lasted two years and I can’t believe how quickly that two years has passed.

While there, I have worked on a broad range of issues – from “bread and butter” quarterly tax accounting and annual tax compliance, to customs duties and international taxes.  There have been busy times but I have thoroughly enjoyed it.  I will miss the finance team that they have there but all good things must come to an end.

Over the past 2 to 3 years, DSG has experienced an increase volume of tax work from larger companies.  This new work has come to us for a variety of reasons:

  • A Big 4 audited plc required a firm which could prepare their tax disclosures for the statutory accounts
  • Maternity cover for an in house tax specialist
  • We demonstrated our capability on corporate tax which led to a request for assistance on employer taxes
  • Previous experience of the quality of our team 

Underpinning all of the above is our very competitive pricing.  

While our pricing is competitive, clients deal with a team which has bags of experience and commercial awareness.  Half of our tax team are ex Big 4 with experience of advising large corporates across the North West. 

I believe that we are a credible alternative to larger accountancy firms for providing tax advice to companies across the North West.  If you have any questions you can email me or telephone me 0151 243 1257.

Looking for a specialist accountant in Liverpool, Southport or North Wales?

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Posted by Ian Mcgee

Natwest - Relationship Director

Mon 06th, Jul

Bank closures, daily withdrawal limits, a referendum and a resignation. It was an eventful week for Greece and another lies ahead. The country remains the current top economic concern but two venerable institutions were last week warning of other risks that lurk both at home and in the global economy. Like Greece, debt plays a big part.

Slow motion. We've all had that moment, when we've knocked the glass, seen it fall slowly to the floor, but remain ignorant to the extent of the damage to come. The context, framing and wisdom of yesterday's vote is already a debate for historians. It's happened. Now we see the consequences. Politics, not economics will decide the eventual outcome for both Greece and the euro. Whatever the direction for both, something has changed irrevocably.

Mo' money mo' problems. It’s hardly a beach read but the Bank of England’s twice-yearly assessment of risks to the UK's financial system provided plenty to think about. Top concern was the global economy and in particular the deteriorating situations in Greece and China. Household debt is judged to be the UK‘s key economic weakness and the buy-to-let mortgage market also came in for scrutiny. It’s therefore unsurprising that the Bank is seeking more powers over mortgage lending criteria and performing more demanding stress tests of UK financial resilience.
 

The bigger picture. The Bank for International Settlements, dubbed the central bank of central banks, was also talking financial stability last week in its annual assessment of the global economy. It describes global economic growth as unbalanced, too reliant on debt and delivering too little by way of productivity growth. Meanwhile low interest rates leave hardly any room for central banks to move. The remedy? Policy-makers need to focus less on short-term economic tinkering and near-term inflation targets. Instead they should pursue policies that address structural issues by making labour and product markets more flexible, providing an environment conducive to entrepreneurship and getting more people into work.

Steady. The UK economy grew by 0.4% in Q1, slightly faster than first thought but slower than the pretty rapid growth in 2014. Notable was the growth of business investment, which went alongside strong growth in companies’ profits. 

Not coining it in. At 5.8% of GDP the UK current account is close to a record high and has deteriorated over the past year. The problem is that the income the UK earns from investments in businesses abroad has fallen while the inverse (i.e. what foreign businesses earn on their investment in the UK) has risen. 

Confidence. Business is good according to the latest survey of purchasing managers. The UK is a prime example. The services and construction PMIs were around 58, well above the 50 threshold that separates growth from contraction. And even though manufacturing was a mere 51.4, the sector is still growing. In the Eurozone, you would not be able to tell there is a crisis. 

Hardly news. Unemployment in the euro area held steady at 11.1% in May.Seven euro states have a rate above 10% while eight are below 7%. It’s not just the Greece crisis that causes the euro area existential angst: such varied job market performance illustrates that this is not a natural currency union.

The way it is. The US unemployment rate fell to 5.3% in June and the economy added 223k jobs. Average hourly earnings were up 2%y/y. It’s all good news and a sign that underneath some disappointing growth figures of late the US economy remains in decent shape. But it’s unlikely to prompt the Federal Reserve into raising rates anytime soon.

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Zee Hussain looks at recent childcare initiatives proposed by both the new government and businesses.

Posted by Zee Hussain

Employment Partner - Colemans-ctts

Fri 03rd, Jul

The last few years have seen significant changes to employment law with the Conservative Government stating that supporting working parents is a priority. Hardly a day has gone by since the elections that ‘support for working parents’ has not been top line media. However, are parents really supported in the workplace?

Gender Pay Gap

The gender pay gap is clearly still prevalent, and the UK is one of the worst offenders compared to our European cousins. The most significant factors said to be contributing to the gender pay gap is part-time work, education, the size of the business and the fact that women are still under-represented in managerial and high-paying professions. The government proposes to introduce equal pay reporting for large employers but some employers are already ahead of the game and are already offering benefits to help retain women in senior positions such as through targeted training and development, career break opportunities, and enhanced maternity pay and benefits.

Working dads

Working dads still face discrimination in the workplace. Despite family-friendly rules also applying to men, it still seems that the cultural assumption that women will be the primary carer is side-lining working dads. The case of Pietzka v PriceWaterhouseCoopers demonstrated that whilst the employer had award-winning policies to encourage an inclusive working environment, this did not extend to a senior employee who wanted to take an active role in his daughter’s upbringing. Mr Pietzka faced ridicule and was passed over for promotion as he had applied for flexible working.  Fortunately, some employers are taking a more positive approach and have embraced the changes designed to encourage working dads to be more involved in childcare. Whilst partners of pregnant women can now take unpaid leave to attend antenatal appointments, the energy giant Centrica, is considering offering paid leave and introducing support networks for working fathers.

Shared Parental Leave

2015 has already seen the introduction of Shared Parental Leave which enables parents to be involved at an early stage of a child’s life. Recent reports have highlighted that often both parents cannot afford to take Shared Parental Leave as the current statutory rates of pay cause a significant decrease in the household income. Whilst the government has pledged to review the living wage, some employers are using this as an opportunity to attract staff by offering enhanced Maternity, Paternity and Shared Parental Leave packages meaning working parents can actually enjoy their time off rather than worry about work or money.

Increased childcare provision

During the Queens speech, it was announced that childcare provision for working parents with children aged between 3 and 4 will be doubled to 30 hours per week. However, due to cuts in fees and resources, nurseries have expressed concern and many have already faced closure in recent years. Therefore, employers have still faced absenteeism when private child-minders or family have let an employee down. To address this, some City employers have adopted emergency childcare provisions so employees can access childcare at short notice without needing time away from work. This approach has clear benefits to for both parties.

Awards

It is not only large employers who are leading the way for working parents. Smaller companies are also awarded for their inclusive and innovative approach to working parents which can often be challenging given the demands on the legal sector. Whilst SMEs can sometimes be concerned about adopting flexible working patterns when developing their business, this example shows that a little creativity and forward planning can help SMEs retain the skills needed to avoid losing staff and clients to larger competitors.

At the end of the day, having and raising a family is part of every day life for many people and supportive employers are rewarded with a happy and productive workforce and reduced staff absence. It is clear that the UK may be taking proactive steps to lessen the burden on our working parents, however, the country still has some way to go before catching up with those countries renowned for making it easier for workers to have and raise a family.

Click here to find out more information.

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Expanding Heathrow will keep Liverpool and the whole North West at the heart of the global economy

Posted by Robin Tudor

Head of PR & Communications, Liverpool John Lennon Airport

  • T: 0151 907 1636
Fri 03rd, Jul

We have welcomed the recent Airports Commission recommendation that of the three schemes shortlisted for expanding aviation capacity in the UK, the proposal for a new northwest runway at Heathrow Airport, presents the strongest case and offers the greatest strategic and economic benefits.

Capacity constraints in the South East have meant that the opportunity for regional airports such as Liverpool to re-establish regular flights to a London hub airport has simply not existed for some time.  However the renaissance of the Liverpool City Region has meant that the demand for improved global connectivity is greater now than at any point in the past 20 years. With so many developments and improvements to showcase across the region and more demand for international business and leisure travel, the lack of global connectivity via the UK’s hub airport hinders the region’s greater potential for success in an internationally competitive market.

We will soon have an interline service from LJLA to Amsterdam Schiphol Airport operated by Flybe, Europe’s largest regional airline who will start operating this new route in early September opening up worldwide connectivity once again. Then in October, Aer Lingus will commence flights from Liverpool to Dublin, with onward connections on their long haul services to the US to also enhance access to global markets from Liverpool. Links to an expanded London Heathrow Airport would complement these services, with ample demand for the growing range of destinations that will be available via the UK’s hub airport.

An expanded Heathrow would offer the opportunity for UK airports such as Liverpool, to further grow their networks, something that is crucial for generating growth across the whole country, not just London and the south east.

We have been a supporter of this proposal for some time as has The Chamber, recognising Heathrow Airport’s expansion plans as the best proposal for the country and have been working with Heathrow to generate support from other stakeholders across the region.

Expanding Heathrow will keep Liverpool and the whole North West at the heart of the global economy and they intend to create the world’s best connected, most efficient and most environmentally responsible hub airport at the heart of an integrated transport system. Heathrow is ready to connect Liverpool to global growth at the earliest opportunity and will now work with the government to deliver it.

There is still a long way to go before this proposal becomes a reality and we now urge the Government to make a decision and give the go ahead for this important expansion of Heathrow, so that we too can benefit from the opening up of access to the UK’s hub airport for improved worldwide connectivity.

Airlines are more likely to invest in a service to LJLA, if they are certain that the corporate demand exists and that the market will support a potential new route. Let us know your demands.

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Employers are being encouraged to embrace the right to request flexible working hours.

Posted by Mark Williams

DTM Legal - Trainee Solicitor

Wed 01st, Jul

The end of June marked the first anniversary since the right to request flexible working was extended to any employee with 26 weeks continuous service regardless of caring responsibilities. An employee can bring one flexible working request within a 12 month period.

It coincides with the start of a sporting summer that includes Wimbledon, the Ashes, the Open Golf Championship, the Tour de France and the World Athletics Championships – none of them entirely compatible with the traditional 9 to 5, Monday to Friday working routine.

But what are the real advantages of flexible work schedule for employees? Surveys and research have found that flexibility results in reduced absenteeism and tardiness and increases the ability to recruit outstanding employees.

Practically, when an employer receives a request that request should be discussed with the employee as soon as possible, potentially accompanied by a work colleague or a trade union representative if they wish.

The request should be considered objectively and dealt with in a “reasonable” manner by the employer, carefully balancing the benefits of the requested changes in working conditions for the employee and the business against the business rationale and any adverse effects the changes may have on the business, including the cost and logistical implications of granting the request.

The employer must notify the employee of the decision, including the decision on any appeal, within three months from the request being made by the employee.

Employers are permitted to reject a request, but only for one of  eight business reasons

  • Additional costs
  • An effect on the ability to meet customer demand
  • An inability to re-organise work among existing staff
  • An inability to recruit new staff
  • A detrimental impact on quality
  • A detrimental impact on performance
  • Insufficiency of work during the period of work proposed by the employee
  • An effect on planned structural changes to the business

An explanation of these reasons, including how they apply, must be given to the employee.

There are other matters to consider and care must be taken not to discriminate inadvertently against employees because of their protected characteristics under the Equality Act 2010.

Need advice? Contact DTM legal.

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If all companies paid their outstanding invoices tomorrow, there would be a spike in economic growth. It would be like the Olympics, or the Jubilee.

Posted by Harriet Davies

URICA Early payment

Fri 26th, Jun

55 billion. That’s how much is outstanding on invoices in the UK, according to a recent survey. That’s around 3.4% of UK GDP. 

To put this into context, because numbers that large mean nothing to anyone but government ministers and the Forbes Rich List, the value of outstanding invoices in the UK is also equivalent to:

• 75% of total UK business investment in assets for the third quarter 2013
• The amount Russia spent propping up its currency between January and October
• The cash on Berkshire Hathaway’s balance sheet (sparking rumours Warren Buffett is predicting a stock market crash)

The figures above demonstrate that a considerable amount of money is owed between businesses. Assuming that money tends to flow – or trickle – from larger companies to smaller ones, currently weaker businesses provide a zero interest loan to cash-rich larger businesses. And this is surely inefficient.

This cash would immediately have a larger marginal impact on hiring and investment if it were paid, because it would go to businesses with a greater need for these things than for storing cash on their balance sheets (the non-Berkshire Hathaways of this world). And because of the multiplier effect, however much of that money was then spent would have an even greater impact on economic growth.

With only one-third of PLCs paying invoices within 30 days , and conditions showing no signs of improving, cash flow is a real problem for UK SMEs, and that means it’s a real problem for the UK economy.

The average business is owed £38k; at £50k one in four business fail. Around one-third of UK businesses have experienced late payment of 90 days or more. Added to this, valuable time that could be spent planning strategy is spent chasing invoices, according to the Federation of Small Businesses.

Taking these factors together, it is clear there’s a lot to be gained by solving the cash flow problem.

This isn’t to berate larger companies; they are businesses that thrived and grew, and it’s great so many are based in the UK. But they have a lot of buying power and they use it. Therefore the finance industry must be creative in finding solutions and leveraging technology for smaller businesses. It must then get the big companies on board with these solutions. Because the whole of industry has a duty to ensure cash isn’t being locked up inefficiently that could be making a difference.

Sources:
http://www.bbc.co.uk/news/business-26673698
http://uk.businessinsider.com/russia-has-burned-55-billion-to-prop-up-the-ruble–and-its-still-losing-2014-10
http://www.forbes.com/sites/investor/2014/08/12/five-stock-ideas-for-buffetts-55-billion-in-cash/
http://payontime.co.uk/credit-management-advice/why-you-should-pay-your-invoices-on-time

To find out more about URICA early payment

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Releasing the potential of a hidden talent pool

Posted by Dil Daly

CEO at Age Concern Liverpool & Sefton

Thu 25th, Jun

A study into “the ageing workforce”[1] throws up some interesting findings. Demographic and legal changes mean that older people will form a much larger part of the workforce in the future – but employers and employees are not always seeing the same picture. 

Older employees often provide high level skills and experience, stability and a good work ethic, so it is worth retaining them as part of a good stratified age profile in your business –so how can you do this? The first priority the report highlights is the importance of flexible working in terms of location and hours to older people and gives examples of good practice in this area.

The good news is that 60% of employees don’t want to retire and of this group 69% are happy to continue working where they are now. Problem solved? Well maybe, but how do you know who these employees who want to stay with you are and who are the ones that want to retire, move on or do voluntary work instead?

The starting point for releasing the potential of this hidden talent pool is to legitimise discussions about the extended career and retirement. These subjects are often outside the comfort zones of employers and employees. Only 45% of employers said they were talking openly about retirement, and the reality is much lower according to employees as only 20% said they were having these kinds of conversations with their employer. Clearly, there’s reluctance on both sides to discuss retirement (the R-word). The timing of these conversations is important. Start them early, before an employee turns 50, not six months before retirement as is common practice now. This will provide essential insight to help with career and talent management strategies for your workforce.

If you feel awkward having this conversation or don’t know where to start then contact Age Concern Liverpool & Sefton[2]. We run pre-retirement courses which help employees think about the issues involved. Employees trust us as we have no vested interest and so they will open up to us and discuss their future. In conjunction with our pre-retirement partners we provide employment and careers options advice, financial planning advice and facilitate the thinking that needs to take place about what is the right path for each individual. 


[1] The ageing workforce – what’s your strategy by Talent Smoothie and HR Magazine, 2013

[2] Neil Clucas (Business Director) 0151 330 5599

Feel awkward talking about the R-Word? Contact Age Concern

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Claudia Hurlock student at Liverpool Hope University joined the Chamber in Turin

Posted by Claudia Hurlock

Student at Liverpool Hope University

Thu 18th, Jun

I was given the amazing opportunity to travel to the 9th World Chambers Congress in Turin with Liverpool and Sefton Chambers of Commerce. 

Joining Jenny Stewart, John Sutcliffe, Andy Snell, Elena Enciso and Richard Daly was a perfect opportunity to gain a deeper understanding of the global Chamber network and showcase the International Festival for Business.

My main role for the three days of the congress was to assist at the IFB exhibition stand alongside staff at the Chamber and Liverpool Vision. It was a great experience consisting of meeting visitors, showcasing IFB 2016 and gathering data on  potential visitors.  During the three day conference, I had the chance to meet people from across the world whilst also learning how the Chamber support businesses to grow overseas.

As part of the conference, there was also a vast array of workshops designed to explore global business issues, such as job creation, Chamber membership and metropolitan cities, to name a few. Within the programme was a seminar focusing on youth entrepreneurism and I was delighted to attend to hear firsthand how young entrepreneurs are driving global economic growth and fulfilling their dreams. No doubt I left feeling incredibly inspired with vital information about access to finance – a must for any individual looking to start a business!

During the course of the World Chambers Congress, there were also various events planned for the evenings. One of the events consisted of a short opera performance followed by a cocktail reception. The opera was lovely and the cocktail reception gave another chance to network and meet people, which was beneficial both to the promotion of the IFB and myself(!)

The final event which took place was the Gala Dinner at the 'Reggia di Venaria Reale'. The entire evening was breathtaking as the venue had beautiful gardens, huge marble halls and a variety of artwork which could be seen as we walked around the venue. We attended a 3 course meal with speakers such as the Mayor of Turin and also had another chance to meet more people from across the world that we didn't have a chance to meet before. 

The entire week was an invaluable experience and I am extremely thankful that I was able to take part. I have come back with more confidence in meeting new people and have developed many of my skills as a whole thanks to this experience. 

 

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Zee Hussain, partner and head of employment at Colemans-ctts, takes a look at the impact on employment legislation and provides a taste of what we should expect over the government's five year term.

Posted by Zee Hussain

Employment Partner - Colemans-ctts

Fri 12th, Jun

Proposed tax cuts for low earners

A number of new proposals have been put forward including proposed tax cuts for low earners. A bill is due to be announced which will legislate for a permanent tax-free minimum wage, meaning the income tax-free personal allowance will be raised from the present £10,600 to £12,500. If passed, this bill would be implemented by 2020 and in practice, would mean individuals earning the minimum wage working 30 hours per week would essentially pay no income tax.

Income tax bill

Another pledge has been to introduce a law to ensure that no income tax, national insurance or VAT increase would occur before 2020. This would mean stability in terms of financial forecasts for both employers and employees until 2020. To further enhance the labour market, plans have been announced to greatly increase the available number of apprenticeship programmes by around three million vacancies. This should help with employability and further reduce the UK's unemployment figures. This scheme would be funded by reducing the benefit cap to £23,000.00.

Free childcare places

Families remain an integral part of government's agenda with proposals announced for an increase in the current 15 hour free childcare places per week for children aged 3 and 4 to 30 hours per week. Not only will this help families save vast amounts of money, it offers much greater flexibility including in relation to parents' careers. We could also be seeing an increase in job opportunities at childcare establishments, again enhancing the labour market.

Strike law reforms

Reforming the law relating to strike actions is a priority for the new government. The intention is to propose a ban on strike action except where 40 percent of the eligible trade union members vote in favour of strike action. Another linked proposal is to lift the ban on the ability to hire agency staff where a strike action does take place. These reforms would provide employers with a greater level of control and lessen the impact if any such strike action should it occur.

Small Business, Enterprise and Employment Act 2015

While this Act has yet to be implemented, once it comes into play, it would bring changes in relation to employment law and tribunal proceedings, namely:

  • Regulations must be implemented under s.78 of the Equality Act 2010 within the next 12 months to oblige employers to publish information every year highlighting any differences in gender pay.

 

  • Regulations to be implemented to require 'prescribed persons' under whistle-blowing legislation to produce and publish an annual report on public interest disclosures. This would allow a greater degree of transparency in the reporting process.

 

  • Introduction of a system of warnings to enforce unpaid tribunal awards, including a notice by an enforcement officer giving the employer 28 days to pay the award, followed by a penalty notice if the award remains unpaid requiring the employer to pay a penalty to the Secretary of State. This is intended to add more force behind a financial tribunal award and reduce the number of unpaid judgments.

 

  • Regulations to be implemented to put a limit on the number of times a party to employment tribunal proceedings can request a hearing to be postponed and to also require a tribunal to consider whether or not to make a costs award against a party, where that party makes the application to postpone at the last minute. This should in theory mean that tribunal deadlines are taken more seriously and for the tribunal system to be used more efficiently.

 

  • An amendment to the National Minimum Wage Act 1998, which permits the maximum £20,000 penalty for underpayment of the national minimum wage to be imposed for each underpaid worker. Currently this maximum penalty applies as a total penalty amount that can be inflicted on a business despite the number of workers underpaid.

 

  • Exclusivity terms in zero hours contracts would be rendered unenforceable. An exclusivity term prohibits the individual from working under another contract or arrangement and thus limits the workers employment opportunities and subsequent earning potential.

 

  • A provision to be implemented under which individuals who have received exit payments (including compulsory and voluntary redundancy payments) from public sector employers are to repay such payments or an element of such payments where they later return to a position in the public sector. This will offer protection of public money and prevent misuse of the public spending system.


Generally, it has been refreshing to see that the government has stuck to its guns and acted on many of the proposed new laws promised during the election campaign. With five years now to get everything up and running, it will be interesting to see how the economy and the population react to the changes as they take place. While a 'one size fits all' approach is practically unattainable, one thing for sure is that any initiatives that add value to workers and their employers will be another step forward for an effective and productive labour market.

For more information click here.

This article was first published in Thomson Reuters. 

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Phil Bird from PC Support Group gives us his 5 point plan on how to speed up your computers

Posted by Phil Bird

Managing Director - PC Support Group

Mon 08th, Jun

We all know that computers often slow down over time, but why is this and what can you do about it?

     1. Remove unwanted software and stop programs running automatically on start-up

When your new shiny computer first arrives there is usually nothing on it except for the operating system (usually Windows) and consequently it boots up in seconds and runs faster than Usain Bolt.

What you may not realise is that a lot of software you load will automatically add at least some element to the start-up routine of the computer so as soon as you boot the computer up the software starts running. After a while there will be quite a few of these programs vying for attention on start-up and/or continuing to run background services whilst you go about your work, all slowing your computer down.

So check what these are (or get your IT support company to) and remove anything unwanted or unnecessary.

      2. Keep your disk tidy

Files and programs are written to your hard disk in the most efficient way to read them back, which usually means the information is stored together. However, over time your disk becomes full and so the data often gets written in different areas making it slow to read back. This is known as disk fragmentation. Luckily a disk defragmentation program can move these all around and put them back in an efficient structure again.

Disk fragmentation is typically not an issue on modern Windows operating systems as they perform background disk defragmentation during idle time. However, if the disk is very full, defragmentation may never actually finish so you should make sure you have plenty of free disk space and perform a manual defrag every so often (when you’re not using the computer) to ensure it has run properly.

     3. Upgrade your memory

Programs and their data are typically only partially loaded into memory, with the remainder staying in temporary (“swap”) space on the hard disk. The relevant part of the program or data then gets loaded into memory (Random Access Memory – RAM) as it’s required. Not only is this process slow but as your disk get filled up (see 2 above) it gets even slower.

The more RAM you have the less likely your computer will need to swap data from disk space so consider upgrading the size of your RAM; it could make a huge difference for very little investment.

      4. Upgrade your hard drive

Given how your computer uses its hard disk drive (see point 3 above), a slow drive means a slow computer so consider replacing your standard hard drive (that has lots of moving parts and spins like an old fashioned record) with a new Solid State Drive (SSD). SSD’s have no moving parts and so are incredibly fast and don’t wear out like traditional hard drives. They are more expensive than standard hard drives but if you save 30 minutes every day you could make the difference back in efficiency in weeks or even days!

      5. Is your anti-virus checker efficient and up to date?

Some anti-virus software can be very intensive and use quite a bit of your computing power. Unfortunately some users, in an attempt to speed up the computer, remove their antivirus and then get infected with malware. Some malware is stealthy and if you don’t have antivirus installed you may not notice it except as a general slowdown, thus having the exact opposite affect the user wanted.

Check with your IT support provider that you have efficient anti-virus software and that it is configured correctly to give you maximum protection without slowing your computer down. Never remove anti-virus software!

Finally, do remember that computers do actually wear out and become obsolete as the technology around them moves on. Any hardware that is over 3 years old is unlikely to perform at its best.

For example, as the average computer gets faster and web technology advances, browsers and sites become correspondingly more complex and therefore, on the same hardware, slower. Your computer may not be able to run the latest and most efficient versions of software due to incompatibility issues or your graphics card may not be able to handle the wonderful enhanced graphics now used by browsers and software.

If you’ve tried all of the above and your computer is still slow then perhaps it’s time to move on a buy a new one.

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