Family Business United is delighted to confirm that the closing keynote speaker for The Great British Family Business 2024 is Christopher Nieper OBE DL, the current generation at the helm of pioneering British family firm, David Nieper. Since 1961, David Nieper has been manufacturing quality from the heart of Derbyshire and are a British fashion business committed to being world class in everything they do. They design and make premium quality clothes for women over 50 in Derbyshire, the traditional home of British textiles, using time-honoured techniques and put loving care into every stitch, all expertly designed and cut to fit and flatter. David Nieper is a family business built around a culture of quality and a fantastic dressmaking heritage, proudly committed to manufacturing here in the UK and to preserving traditional skills. Step into their sewing or knitting rooms, or talk to their customer services team and you will hear and see excellence in action. Every single person puts pride into their work – whether they are designing or making clothes, speaking to customers or working behind the scenes. This family business is built upon strong family values and a real community of hardworking, dedicated people. They all care about what they do, they care about each other and they care most of all about their customers – and that shows in everything they do and everything they make. They have a great history but remain firmly focused on the future and Christopher will share their story and how they are pioneering in many ways, investing in the future of the business and the broader community to help make Britain great again. As Paul Andrews, Founder and CEO of Family Business United explains, "We are delighted that Christopher will be joining us to share the story of this great British textile manufacturing business." "Their story is unique and they are family business pioneers in the way that they tackle challenges head on and lead the nation in many respects in how they are engaging with their local communities to engage with different generations, making a massive difference to the futures of the next generation, and encouraging more people into the workplace too." "We are really looking forward to hearing from Christopher on March 20." To find out more about The Great British Family Business Conference click here

A brewer in Cornwall has developed a beer with the help of artificial intelligence. Barnaby Skerrett, assistant brewing manager, is using AI to kick off St Austell Brewery’s annual Cask Club series. The recipe for Hand Brewed by Robots, a 4.2% American AI-PA was created by an online generator, with Barnaby feeding it instructions based on ingredients he wanted to use, and the beer flavours required. Despite its computerized recipe, the beer has been crafted by hand using St Austell Brewery’s small batch kit. The use of AI didn’t save the brewer any time either - it was purely for novelty and experimental purposes. Barnaby said: “The idea for the beer came from me working with AI tools in my general job with brewhouse automation. As I was talking to the AI one day I thought I’d ask it a question about brewing to catch it out as I was interested to see the results." “I told it to write me a recipe on some broad parameters of colours and flavours and it sent me some ideas, so I decided to turn them into a recipe. There were a couple of tweaks to make it cask appropriate, as it didn’t seem to know what cask was, which was quite interesting.” The beer, packed with Willamette, Cascade and Sulatana hops, will give a tropical juicy and resinous flavour to the AI-PA. St Austell Brewery’s Cask Club series sees each brewer develop their own recipe and brew a beer in its small batch brewery, producing around 40 casks of the beer which are then sold across select pubs in the South West. When asked about the reaction of his team to his experimental AI trial, Barnaby said: “The other brewers think it’s quite funny - they all know I’m a bit of a nerd with computers so they think it’s appropriate." Barnaby also doesn’t think there’s any threat to brewing from AI in the future. “On the beer side, too much requires human input whether that’s checking the ingredients and other quality checks that can’t be done by AI." “It’s the same when the beer comes out the other side and we do tasting checks. An AI can never properly tell you whether that beer tastes fantastic or if it’s not up to scratch.” St Austell Brewery’s Cask Club sees a variety of experimental beers brewed St Austell’s small batch brewery each year, giving brewers the freedom to experiment. As a result, an exciting programme of limited-edition beers in cask are available in select pubs and its Visitor Centre. Many of St Austell Brewery’s most popular beers, including its flagship Tribute pale ale, started out as small batch releases. Cask ale differs from kegged ale in that it doesn’t have any carbonation added – it goes through a natural fermentation process in the cask, making it one of the most natural and fresh beers on the bar.

The UK’s Morris Leslie Plant Hire is kicking off its 50th birthday celebrations in style by placing an order for a huge fleet of new JCB machines worth £68 million. The machines will all be supplied throughout 2024 in an expression of confidence in the UK’s housebuilding and construction market. The substantial order - to be supplied by dealer Scot JCB - includes Loadall telescopic handlers, X Series excavators, mini excavators, compaction rollers and site dumpers. Significantly, the deal also includes 50 JCB backhoe loaders – one for every year Morris Leslie Plant Hire has been in business and a product on which the success of the company was built. JCB Chairman Anthony Bamford handed over the keys to one of the backhoes to Founder Morris Leslie – a special Platinum Edition machine produced to mark the JCB backhoe’s 70th birthday. Lord Bamford said: “We are very proud of our long association with Morris Leslie Plant Hire." "Like many of our customers, the company has grown from very small beginnings into a force to be reckoned with in the plant hire sector. From one family company to another, we wish Morris Leslie Plant Hire a very happy 50th birthday.” Morris Leslie said: “Over the years we have bought more than 7,000 JCB machines, so our success over the past half century is very much intertwined with that of JCB and we look forward to building on our partnership in the years to come.” Scot JCB Sales Director David Park added: “This significant order for new JCB machines in the company’s 50th anniversary year underlines Morris Leslie’s commitment and confidence in the construction industry.” Perth-based Morris Leslie has 15 depots across the UK with nationwide coverage, and prides itself in having one of the youngest fleets of machines available. The deal comes less than a year after Morris Leslie Plant Hire ordered £87.5 million worth of JCB machines. Morris Leslie founded his company on his parents’ farm in 1974 in the Carse of Gowrie, near Perth, where he began buying and selling construction equipment. Today the company has a fleet of more than 5,000 machines.

Today marks the dawn of a new era in girls cricket with the launch of Maiden – a clothing range that empowers, inspires and redefines the game for young female cricketers. Fed up with having to wear uncomfortable and ill-fitting cricket clothes usually made solely for boys, Honor and Cat Black came up with the designs for Maiden to help girls feel more confident on the cricket field. More than just a brand, Maiden is a declaration that cricket – with all its passion and excitement, is for EVERYONE, played at the very top level by both boys AND girls, with over 100 million women and girls playing cricket worldwide! But, the clothing worn by young girls starting out or training each week is not made for them, often hand-me-downs from older brothers or boys’ kits that don’t take into account a girls’ curves, comfort or style. Honor and Cat Black are on a mission to reshape the future of female cricket with their innovative designs, meticulously crafted to girls’ unique needs – both in terms of function and fashion, making girls feel confident on the pitch, encouraging them to play and look their best. The apparel is both stylish and comfortable, ensuring it won’t let you down – a common fear for girls who regularly have to wear whites or sports kit. Honor Black, 16, Co-Founder of Maiden says: “It’s been a journey of passion and dedication. Cricket was a game we fell in love with as kids. But, every time we wore those oversized jerseys and trousers, it felt like we were borrowing someone else’s dream. With Maiden, we want every girl to know that this dream is theirs, too." “We put a lot of thought and detail into each of the clothing’s designs and have had really positive feedback from girls who have tried them so far." "We want to champion girls’ cricket; highlight what a fantastic sport it is in instilling confidence in young women and in building a community of girls supporting girls, championing others’ success and looking and feeling good along with way.” Cat Black, 13, Co-Founder of Maiden adds: “Maiden is more than just clothing. It’s about creating a sense of belonging; a community where girls, whether they are players or supporters, feel empowered and seen.” The launch range includes Mid-on Tops, Pace Pullovers, Nightwatch and Test Match Trousers together with prices ranging from £35. Ethically made in Portugal, the products are sustainable and durable. The girls strongly feel that they have a responsibility to be protective towards the environment for future generations of female cricketers. Maiden are currently on the lookout for Maiden ambassadors – young female cricketers keen to wear the apparel on the field and inspire other girls to play and look their best. Those interested in becoming an ambassador should get in touch with the team via the website. The products are available to buy from the Maiden website at www.maiden-cricket.co.uk .

A Lake District spa resort has been acclaimed as one of the most professional and popular wedding venues in the UK. Low Wood Bay Resort & Spa on the shores of Windermere has been named amongst the winners of the annual Hitched Wedding Awards 2024. It makes the hotel and its wedding co-ordination team one of the most recommended professional outfits by newlyweds on leading wedding planning platform Hitched.co.uk . More than 23,000 wedding businesses registered on the site have all been in the running to win one of these acclaimed industry titles, with Low Wood Bay picking up its award in the wedding venues category. The awards are based on reviews left by married couples in the last 12 months. Low Wood Bay received a total of 50 reviews in all with a top rating of 5 out of 5 determined by the couples who planned their weddings with the team at the spa resort. Senior wedding & events co-ordinator at English Lakes Hotels Resorts & Venues Rachel Baines says: “Winning this Hitched wedding award is a great accolade for us and a real feather in the cap, especially as it’s been based on customer experiences from happy couples who have tied the knot with us. Our aim is always to make their wedding day unique.” This year, with the continued appetite for personalised, unique weddings, these awards were based on over 150,000 couple reviews on Hitched. José Melo, Vice President of Sales at Hitched said: “Wedding vendors have been through a lot in the past five years, and 2023 was a chance for many to feel that normal service has finally resumed." “Weddings always require a huge amount of work, attention to detail and dedication, and our winners have delivered that and more to their couples. We’re proud at Hitched to celebrate vendors who go above and beyond, and are helping to make wedding days across the world to be unforgettable and special to those who attend.” This is the second wedding venue accolade the spa resort has picked up in the last 12 months, following its success in the 2023 County Brides North West Wedding Awards.

So, you’ve been asked to join the board of directors of your family’s company. You may have already been working in the family business in an operational capacity, perhaps in the production, sales/marketing or finance areas. You have a good working knowledge of how the business operates, and your family would like you to take the next step. But although you understand the day-to-day processes involved, you’re not a professional director, and are worried about the new responsibilities you will be taking on. This is a scenario that most family companies will find themselves facing at some stage, as senior family members (often the business founders) pass the baton to the next generation. In my work consulting to family company boards, it’s a common situation and definitely something worth planning ahead for. Joining the family company board isn’t a decision to be taken lightly. There is far more involved than simply attending a monthly board meeting, perhaps followed by a nice lunch at the company’s expense. Whether they are aware or not, company directors take on a variety of risks and responsibilities and are subject to an array of corporate requirements which, if not dealt with properly, can expose them to significant penalties and financial liabilities. Based on my experience in advising family companies over the past three decades, here are my 5 tips for new family company directors. Understand Your Legal Responsibilities Directors have a general fiduciary duty to act in good faith in the best interests of the company at all times, to be careful and diligent in the exercise of those duties, and to not improperly use their position for their own personal benefit. New directors would be wise to gain an understanding of how this general duty applies to them in their own company’s situation, as family companies are often conducted in a less formal way than public companies, with lines between the roles of shareholders, directors and management often becoming blurred. Aside from these general responsibilities, there are an ever-increasing array of specific laws which directors need to understand, including OH&S, environmental and privacy regulations which, if transgressed, can result in significant personal liabilities for board members. Generally, it will not be an adequate defence for a director to claim ignorance of any of the relevant legislation, except in very limited circumstances. New directors should consider a programme of self-education, such as the various courses offered by the Australian Institute of Company Directors or the Family Business Association (AU). 2. Learn How To Read And Interpret Financial Reports A further significant director responsibility is to ensure that the company does not trade whilst it is insolvent. Therefore, every director needs to be able to understand the red flags which might indicate a solvency issue is on the horizon. While it’s not necessary for every director to become experts at analysing financial reports, they need to have a robust working knowledge of how to interpret the financial reports that are presented to them. Also, in my experience it is helpful for at least one board member to have a finance background in order to provide a safeguard for the board should some of the solvency indicators be more subtle. Board reports need to include clear information showing all of the relevant balance sheet and profit/loss ratios and cash flow forecasts to enable the board to properly assess the financial performance of the company. New directors should not be afraid to ask questions of the CEO or CFO should they feel that the board reports don’t provide this information clearly and unambiguously. If a director believes that the financial information included in the board report is inadequate, the company’s finance team should be instructed to prepare whatever information the board requires to properly carry out its duties. 3. Get To Know Your Fellow Directors While each director is subject to the risks and responsibilities already outlined, the board’s role in decision-making is a collective one, meaning that a board must learn how to make decisions consensually. In other words, a high degree of teamwork is required. This places an obligation on every board member to become familiar with their co-directors, their particular skills and abilities, their background and personal styles. As with any team of people with varying experience and approaches to problem-solving, there’s no guarantee that a board of directors will automatically become proficient at collective decision-making. Those directors with more dominant personalities may need to reign in a desire to impose their views on the group, while those with quieter dispositions could need to become more assertive. The role of the Chairperson is important in ensuring the board’s decision-making is effective. The Chair should act akin to the head coach of a football team, understanding the experience and abilities of each director to ensure that the group works together effectively. A good Chair will make it their business to ensure board meetings are not dominated and that every director is encouraged to participate actively. 4. Understand The Board’s Role As Custodian Of Culture The culture of a family company is often a source of great strength, having been safeguarded and handed down from previous generations. Typically, this culture will involve overt concern for the company’s various stakeholders including suppliers and employees, as well as active support of local communities. New directors might believe that this culture is the sole domain of the family owners or day-to-day management, but it’s essential that the company board plays an active role. New directors should be careful to act in a manner supportive of the family business culture, both within the company and to external parties. Directors should hold each other accountable for being custodians of this culture; this might include a regular agenda item citing examples of how the culture has been demonstrated. 5. Be Inquisitive…And Supportive An aspect many new directors find difficult is the board’s role to hold management to account. This includes a duty to test the assumptions behind any recommendations made by the leadership team or CEO; in this respect silence is not golden, and the board should not accept at face value every piece of information presented to them by management. At the same time, a board also has an obligation to provide support to the CEO, to ensure that the CEO is provided with the resources the company requires, and to regularly enquire how the Board can assist the CEO to deliver the business strategies it has endorsed. New directors sometimes struggle with these seemingly contradictory obligations, and it can take time to learn how to achieve a balance. Directors need to feel free to ask probing questions when warranted, but as the team from Monty Python might say, nobody expects the Spanish inquisition! About the Author - Robert Powell FCA GAICD is the founder and Managing Director of Family Boards Pty Limited , a specialist consultancy helping family companies achieve best practice in board governance and risk management. He an accredited specialist adviser member of the Family Business Association (AU), a Graduate of the Australian Institute of Company Directors, and a Fellow of Chartered Accountants Australia and New Zealand.

A Staffordshire Moorlands football club is celebrating a double win after two of its junior teams secured sponsorship for smart new strips from digger giant JCB. Cheadle South Moorlands United girls Under 14s and boys Under 7s teams took to the pitch at their South Moorlands Leisure Centre base to unveil the new kit after each received £500 from JCB, which has its Earthmovers and Compact Products factories in the town. For the Under 14s girls’ team, who play in the Staffordshire Girls Under 14 Premier League, it marked a milestone of playing in their first dedicated female-fit kit. Coach, Andy Little, whose daughter Natasha plays in the 15-strong squad has seen the Year 8 and 9 girls go from strength to strength. He said: “This is only the team’s third season together and when we started half of them had never played football before. The league is now the most competitive it has been and is made up of teams across Staffordshire - from Leek Town who are furthest north to Lanehead, down in Walsall. We are improving every year and are currently in third place in the league and still in the Cup competition. “The donation from JCB is a massive help and this is the first time we have bought a female specific kit. When parents have to fund everything, it can become very expensive, so this sponsorship is very much appreciated.” Ben Jones who manages the boys Cheadle Reds Under 7s team with Steve Evans is also seeing his squad enjoy success in Tier 3 of the North Staffs Junior Youth League. He said: “Since forming the team last year the boys won the Wendy Jones Memorial Trophy, which was a great success considering the age of the team and gave the boys memories that will last a lifetime." " JCB has provided a platform for the boys to progress with their footballing careers, making friends, meeting new people, and providing them with social skills to develop and apply in everyday life. Without the support and funding provided by JCB, none of this would be possible, so a massive thanks from Cheadle SMU and the U7s Reds.”

One of Hull’s most prominent businesses has received national certification for its workplace travel plan, which encourages and supports its workforce to walk, cycle and use public transport for their daily commute. Rix Group, the sixth-generation, family-owned business, with a portfolio of 22 companies ranging across many industries, has received a Good Travel Plan award from Modeshift STARS. The national STARS accreditation scheme recognises workplaces that go above and beyond in developing, implementing, and monitoring an effective travel plan to bring about a change in travel behaviour and reduce the number of single occupancy car journeys to, from and between their sites. Sites are awarded Approved, Good, Very Good, Excellent and Outstanding accreditation. Hull City Council offers businesses and organisations within the city the chance to join Modeshift STARS for free as part of its strategic objective of promoting active travel choices. The benefits and advantages of a workplace travel plan, include: Reductions of single occupancy car journeys, which helps alleviate pressure and congestion across site car parks Identifying availability and accessibility of viable transport options, based on staff locations Potential to improve and develop site connectivity links through sustainable and active travel Improving staff wellbeing, with physical and mental health benefits. Councillor Mark Ieronimo, cabinet portfolio holder for transportation, roads and highways, said: “Rix is one of Hull’s most recognisable names and it is a real pleasure to present them with their award and to see their efforts in supporting their staff to make more sustainable and active travel choices recognised." “The Modeshift STARS programme offers real benefits, both to people and the local environment, and it is brilliant to see so many businesses and organisations within Hull taking advantage of the opportunity to participate in the programme and work with the council to create a greener and healthier city.” Cerys Davies, operations co-ordinator at Rix Group, said: “We are delighted to receive this award from Modeshift STARS. The council has been extremely helpful with assisting us through the accreditation process and in liaising with Humberside Police and R-evolution to offer events for our staff community." “Taking part in this programme has helped in motivating our community to travel more sustainably to work and we hope to improve on the amount choosing greener travel in the future.” Rix Group joins The Deep, national retailer, Next, safety giant, Arco, and the Holiday Inn Hull Marina in receiving Good Travel Plan awards, with the Double Tree by Hilton Hull and the University of Hull receiving Approved Travel Plan certificates.

In today's fast-paced business landscape, where staying ahead often means innovating and adapting to change, research and development (R&D) tax credits have emerged as a key tool for businesses, especially for small and medium-sized enterprises (SMEs). As an R&D tax credit specialist, I've witnessed firsthand the transformative impact that these incentives can have on businesses. The key to unlocking the full potential of R&D tax credits lies in maximising the claim. This involves identifying all eligible R&D activities and expenses and leveraging the available incentives to their fullest extent. By doing so, businesses not only benefit financially but also gain a competitive edge in the market. R&D tax credits are a government incentive designed to reward UK companies for investing in innovation. They are a valuable source of cash for businesses to invest in accelerating their R&D, hiring new staff and ultimately growing. They serve as a means for businesses to recoup a portion of the costs associated with developing new products and services. Recently, HMRC has implemented new legislation aimed at ensuring the integrity of R&D tax relief claims. This legislation addresses concerns about the validity of last-minute claims and requires companies to notify HMRC of their intention to claim R&D tax relief for eligible expenditures. This notification must be submitted electronically through an Advance Notification Form within a specific timeframe. The notification period begins at the start of the accounting period in which the R&D expenditure was incurred and end six months after the end of the relevant accounting period. It's important to note that not all companies are obligated to notify HMRC, but those who fail to do so risk losing out on valuable tax relief. At AAB we understand the complexities of R&D tax relief and can provide tailored assistance to ensure that your company maximises its claim while complying with HMRC regulations. We offer strategic advice and measures to help you maximise the value of your R&D tax relief claim, ensuring that you receive the full benefits available to your business. We can also help determine whether your company qualifies for R&D tax relief by assessing various factors such as the nature of your R&D activities and your financial standing. Our team can work closely with you to prepare a robust claim in accordance with the latest legislation, ensuring that all eligible expenses are properly documented and accounted for. The significance of R&D tax credits cannot be overstated. Beyond mere financial relief, they offer competitiveness, growth, and long-term sustainability. By providing businesses with the necessary financial support, R&D tax credits enable them to embark on ambitious R&D projects that might otherwise be financially prohibitive. This, in turn, facilitates innovation, economical growth and technological advancement and by working with us at AAB, you can be confident that the claim is accurate, comprehensive and maximises the available incentives. Find out more by visiting their website here

Almost half of employers have increased spending on workforce health and wellbeing in the last year, and are seeing dramatic improvement in staff retention as a result, according to the date contained in two new surveys published by Make UK on Sickness Absence and Labour Turnover across manufacturing. Key Findings Overall sickness absence has decreased in 2023 compared to 2022 Four in ten companies who increased their investment in health and wellbeing saw staff retention rise and absence fall by a quarter There was also a dip of a fifth for those employees who are regularly absent Physical illness the biggest cause of absence followed by mental health Labour turnover in manufacturing has reduced significantly in 2023 Britain’s manufacturers have substantially increased their investment in the wellbeing of their staff over the last twelve months in a bid to tackle sickness absence and retain their skilled workforce. To build on this Make UK is urging the Government to provide tax relief on a range of Occupational Health services in this week’s Budget Statement. The overall picture is positive with the average days lost to absence falling to 4.7 in 2023 compared to 5.6 in 2022. The main cause of long-term absence is physical health (81.1%) while long-term mental health is the cause of a third (33.6%) of absence. Despite the overall fall companies are still seeking ways to reduce absence and retain staff with more than four in ten companies (45%) increasing their investment in workforce health and wellbeing in the last year, while nearly half (49%) had maintained their level of wellbeing investment. Further the amount companies are investing per person has also increased with a third of companies (33%) investing more than £100 per employee. As a result of this investment more than four in ten companies (40.6%) have seen increased staff retention while almost a quarter (24.6%) have seen reduced days lost to absence. Almost a fifth (18.6%) have seen increased productivity. Companies saw the best return from direct welfare initiatives. Employee assistance programmes were the most popular measure offered by companies (42.1%) followed by counselling services and other therapies (38.2%). Free eye tests and health screening were also offered to employees by 35% and 30.9% of companies respectively. Private Medical Insurance was also offered by almost a third of companies (30.9%). Other measures provided by companies to improve workforce satisfaction and reduce absence were free flu vaccinations, advice on healthy eating and lifestyles, alongside gym subsidies. A separate survey on labour turnover showed that, after reaching a historically high level in 2022, turnover in manufacturing has reduced significantly in 2023, down from just over a fifth (20.7%) to 16%. This is the lowest since 2018. Excluding redundancies, this number comes down by almost 13%, still higher than pre-pandemic but a steep reduction compared with the last two years. A lower number of live vacancies in the sector, shorter recruitment lead times, and fewer barriers to successful recruitment also show a slowly improving picture across the sector. However, there remain significant challenges for manufacturers. Seeking higher pay and opportunities for progression remain the most popular reasons for staff leaving manufacturing businesses, and nearly half of employers have seen staff leave due to retirement in the last twelve months. Jamie Cater, Senior Employment Policy Manager Make UK said: “While manufacturers still face a challenging environment – ongoing shortages of technical skills, rising employment costs and an ageing workforce – recruitment and retention pressures have eased in the last few months." "Employers are seeing the benefits in particular of increased investment in employee health and wellbeing, and the Government has an opportunity at the Budget this week to support businesses to do more of this by expanding tax relief on a range of Occupational Health services to help people stay healthy and productive at work."

A JCB welder and his three-year-old daughter are building a strong local fan club as they pound the pavements together in preparation for their first ever fundraising race –the 40th Stafford Half Marathon. John Dabbs and daughter Emmie, who was born with a rare genetic condition which means she cannot walk or talk, will be under starter’s orders for the March 17th race aiming to raise £5,000 for Emmie’s school, Greenhall Community Special School in Stafford. The pair have become a familiar sight around the streets of Stafford and John’s home village of Gnosall, near Stafford, with Emmie in a specially adapted running pushchair, having last year completed almost 900 miles. Now John, 39, who works at the JCB Cab Systems factory in Uttoxeter, has decided to put their weekend training runs to good use by entering local races to raise funds for new sensory equipment and family outings at the school which has given Emmie a new lease of life. John explained: “When Emmie was born we quickly realised that she was not meeting development milestones and she was diagnosed with Global Development Delay. She is still undergoing tests at Birmingham Children’s Hospital but since starting at Greenhall School it’s been brilliant and she is making progress." “Last year I started running with her and our dog Buddy, and now it’s the highlight of our weekends. Pushing Emmie’s buggy and running is quite a challenge but we love being out in all weathers and I’m her legs so she gets the freedom she deserves.” For John, running has also become a mental health lifeline as he continues to come to terms with the death of his son Marcus in 2010 from a rare rhabdoid cancer at the age of just 18 months. He added: “Life sometimes feels a hard battle and running each weekend gives us a purpose and helps me cope with things. Emmie absolutely loves it and it really keeps up our spirits when people beep and wave as we pass them on the streets in Stafford. People even stop me when I’m shopping in Tesco and say they’ve seen us out and about, and little things like this make a massive difference." “So if you see one man and a little girl running around the town with a little dog then give us a beep or a wave! And if anyone would like to support our fundraising that would be amazing.”

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