Durasuite

05/09/2026

Sussex Skills 25...

Last year's conference brought together employers, educators, training providers, policymakers and workforce development professionals from across Sussex to discuss the future of skills, employment and economic growth.

This year, we're building on those conversations at Sussex Skills 26.

Join us on 13 October at the Amex Stadium as we launch the new Sussex & Brighton Local Skills Improvement Plan (LSIP) 2026-2029, explore emerging workforce challenges and opportunities, and discuss how we can work together to develop the skills our region needs for the future.

Whether your focus is recruitment, retention, future talent, productivity or workforce development, Sussex Skills 26 offers an opportunity to hear the latest insights, connect with key stakeholders and help shape the future of skills across Sussex.

📍 Sun Harvest Room, Amex Stadium, Brighton
📅 Tuesday 13 October 2026
✅ Free to attend | Buffet lunch included

Book your place today: https://www.sussexchamberofcommerce.co.uk/events/ems-event-calendar/sussex-skills-26.html

Be part of Sussex Skills 26, the region’s flagship skills conference, bringing together employers and key partners to launch the Sussex & Brighton LSIP 2026–2029 and shape the future workforce across Sussex.

05/09/2026

Can’t wait to speak at the Sussex Chamber of Commerce member collective 16th September!

05/09/2026

A small search result. A very big moment. 🚀

When I searched Google for “payroll and HR transformation,” DuraSuite appeared at number 17 alongside major, established names in the HR and payroll industry.

Even more excitingly, DuraSuite is already ranking prominently in Google Images, with our distinctive pink DuraSuite visuals standing out immediately.

For a growing business and relatively new platform, this is genuinely incredible.

It means that the work I have poured into DuraSuite, sharing specialist knowledge, creating valuable content and building something grounded in almost 20 years of payroll, HR, tax and transformation experience is beginning to earn real organic visibility.

I haven’t built DuraSuite simply to add another piece of technology to an already crowded market.

I built it to help organisations:

🔹 Understand their current payroll and HR operating model
🔹 Identify hidden risks, gaps and duplicated effort
🔹 Strengthen governance, accountability and compliance
🔹 Deliver transformation with greater clarity and control
🔹 Select technology and vendors that genuinely fit their needs
🔹 Build operations that are scalable, resilient and trusted

Seeing DuraSuite ranking alongside global brands is proof that a smaller business with a clear purpose, deep expertise and an enormous amount of determination can begin to claim its space.

We are only getting started but Google appears to have noticed us. I’ll happily take that. 💗🐰

Take a look at what we are building:
🌐 https://durasuite.co.uk

05/09/2026

Payroll and HR teams don’t need more noise.

They need clarity, control and confidence.

Because peace of mind doesn’t come from simply buying another system. It comes from knowing:

✅ How work actually flows
✅ Who owns each responsibility
✅ Where the risks and control gaps sit
✅ Whether policies and procedures are being followed
✅ What evidence exists to demonstrate compliance
✅ Whether technology is delivering the value promised

That is what DuraSuite is being built to provide.

🛡️ DuraShield strengthens governance, risk and control
📘 DuraGuide turns policies and knowledge into practical guidance
🗣️ DuraVoice captures insight, questions and the real employee experience

Together with the wider DuraSuite platform, these capabilities help organisations move from:

Understand → Define → Own → Control → Evidence

No assumptions.
No disconnected spreadsheets.
No waiting for a problem to become a crisis.

Just greater visibility across your payroll and HR operations—and the confidence to improve what happens next.

Every organisation starts from a different place. That is why the first step isn’t a sales pitch.

It’s a discovery conversation.

Let’s meet your operation where it is, understand what is working, identify what is getting in the way and build a practical route forward.

🌐 https://durasuite.co.uk
📧 [email protected]

04/09/2026

04/09/2026

Payroll and HR teams don’t need more noise.

They need clarity, control and confidence.

Because peace of mind doesn’t come from simply buying another system. It comes from knowing:

✅ How work actually flows
✅ Who owns each responsibility
✅ Where the risks and control gaps sit
✅ Whether policies and procedures are being followed
✅ What evidence exists to demonstrate compliance
✅ Whether technology is delivering the value promised

That is what DuraSuite is being built to provide.

🛡️ DuraShield strengthens governance, risk and control
📘 DuraGuide turns policies and knowledge into practical guidance
🗣️ DuraVoice captures insight, questions and the real employee experience

Together with the wider DuraSuite platform, these capabilities help organisations move from:

Understand → Define → Own → Control → Evidence

No assumptions.
No disconnected spreadsheets.
No waiting for a problem to become a crisis.

Just greater visibility across your payroll and HR operations—and the confidence to improve what happens next.

Every organisation starts from a different place. That is why the first step isn’t a sales pitch.

It’s a discovery conversation.

Let’s meet your operation where it is, understand what is working, identify what is getting in the way and build a practical route forward.

🌐 https://durasuite.co.uk
📧 [email protected]

Governance RiskManagement OperationalExcellence PayrollTechnology HRTechnology EmployeeExperience

04/09/2026

A young person’s postcode should never determine the scale of their opportunity.

As a CBI (Confederation of British Industry) member I am pleased to support its new report, Opportunity in every postcode, which examines what government and business must do together to improve youth employment across the UK.

Young people want to work, learn and contribute. Businesses want to create jobs, apprenticeships and meaningful career pathways. But rising employment costs, skills gaps and policy uncertainty can make it increasingly difficult for employers, particularly SMEs to take that crucial first chance on someone.

The CBI’s recommendations focus on three important priorities:

• Reducing the cost pressures restricting jobs and training
• Giving employers greater confidence to recruit young people
• Removing barriers to high-quality skills development, work experience and apprenticeships

This cannot simply be about getting young people into any role.

It must be about creating fair, sustainable opportunities where they are properly supported, paid correctly, developed meaningfully and able to see a future for themselves wherever they live.

That also requires employers to have the right infrastructure behind them: clear policies, effective HR and payroll processes, good workforce planning, appropriate technology and confidence in their compliance responsibilities.

Supporting youth employment is not a charitable extra. It is an investment in skills, productivity, innovation and the long-term resilience of UK business.

The talent exists in every community. Our collective responsibility is to ensure the opportunity does too.

I would encourage businesses to read the CBI’s report and contribute their experience to this important work:

Youth employment in the UK: opportunity in every postcode

https://www.cbi.org.uk/articles/youth-employment-in-the-uk-opportunity-in-every-postcode

04/09/2026

A young person’s postcode should never determine the scale of their opportunity.

As a Confederation of British Industry member I am pleased to support its new report, Opportunity in every postcode, which examines what government and business must do together to improve youth employment across the UK.

Young people want to work, learn and contribute. Businesses want to create jobs, apprenticeships and meaningful career pathways. But rising employment costs, skills gaps and policy uncertainty can make it increasingly difficult for employers—particularly SMEs—to take that crucial first chance on someone.

The CBI’s recommendations focus on three important priorities:

• Reducing the cost pressures restricting jobs and training
• Giving employers greater confidence to recruit young people
• Removing barriers to high-quality skills development, work experience and apprenticeships

This cannot simply be about getting young people into any role.

It must be about creating fair, sustainable opportunities where they are properly supported, paid correctly, developed meaningfully and able to see a future for themselves—wherever they live.

That also requires employers to have the right infrastructure behind them: clear policies, effective HR and payroll processes, good workforce planning, appropriate technology and confidence in their compliance responsibilities.

Supporting youth employment is not a charitable extra. It is an investment in skills, productivity, innovation and the long-term resilience of UK business.

The talent exists in every community. Our collective responsibility is to ensure the opportunity does too.

I would encourage businesses to read the CBI’s report and contribute their experience to this important work:

Youth employment in the UK: opportunity in every postcode

BusinessGrowth SMEs ResponsibleBusiness CBI HR Payroll