Money Box Live: Changes to Rights at Work

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Hello, it's been called the most significant change to workers' rights in a generation. And today on this Money Box Live podcast, we're asking what will it mean for your money? The new Employment Rights Act came into force on Monday and brings huge changes to sick pay, paternity leave, unfair dismissal, and more. But are people actually aware of what it is? I am not- It's not really on your radar. Not particularly, but no it's annoying'cause I listen to radio four every day.

If I'm clean out clued up on anything. We'll be hearing more from people in Stockport shortly. And later on in the programme, I'll be joined by the Employment Rights Minister Kate Dierden. Before then though, joining me today to explain all are John Palmer, a senior advisor at ACAS, the conciliation service, which provides free impartial advice to employers and employees. Hello.

Uh and also joining us is Karjil Nathwani, who's an employment lawyer and partner at the law firm Osborne and Wise. Cargil, hello. Hello, thank you for having me. For joining us. Let's start Kajul with that man in Stockport who clearly didn't know much about this. He cannot be the only one. Do you think employees know their rights are changing? No, I think they absolutely don't. You know, it's said that up to nine point six million UK workers will benefit from the changes, especially to six.

pay rules um and and that's data published by unions. But ultimately, you know, there's a whole raft of employees who just aren't aware of the change in the rights. Mm. Well we're gonna fix some of that. Um John, this is a big bill with lots of changes. What's happening this week that people need to know?

Okay, so there are quite a few changes happening this week. As we've just mentioned, probably the biggest one for most people is that statutory sick pay is now going to be available from day one. You don't have to wait for three days for that anymore. And also Thor, I think it's about... 1.3 million people according to a DWP impact assessment. 1.3 million people are now going to qualify for it because they've removed the lower earnings level, which is £125 average weekly earnings before.

Okay, so before uh today if you earned below that you wouldn't have got any sales. Okay. Is it a UK wide change? Will it affect all the nations? Rydyn ni'n ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud.

Okay, thank you very much. Let's hear more then about Sickpay in particular from Stockport. Our producer, James Graham, headed there over the Easter weekend to chat to people about the act, including these two business owners, Hara and Rich. Sick leave has always been a grey area, so as an employer I always make sure that our get basically as long as is reasonable and needed. But having it actually enshrine in law is really useful. Thank you. You're not worried about the extra cost.

A cost is a cost, right? So I think people matter more than costs and we're a small organization so the cost is in a way easier to manage and we budget for it. I'm an employer. I run a small start up like nine of us. Yeah, so I'm quite aware of it. It is a positive thing, even as an employer,'cause I'm still an employee of my employer if you know what I mean.

I'm also a parent as you can see. I was also off sick with uh cancer last year, so for me I think our employees probably overthink the impact it has. As an employer, it's actually more certainty, less chance that people are going to be potentially well-intentioned but dishonest about

their situation because they're worried about it and more likely that people are gonna be more honest about where they're where they're at and what their intentions are. So to me I think as an employer that's a really positive Okay, so they both see it as very positive, especially Rich with his personal experience.

Not everybody does, and we'll hear some other views very soon. Uh John, so as you've as you've explained, it's the right to sick pay now from the first day an employee falls ill instead of the fourth. Will that make a difference? Don't a lot of employers pay people for one-off sick day? Um so interestingly yes, the Department of Health and D WP carried out a research on this.

Rydyn ni'n meddwl, rydyn ni'n meddwl, rydyn ni'n meddwl, rydyn ni'n meddwl, rydyn ni'n meddwl, rydyn ni'n meddwl, rydyn ni'n meddwl. Okay, useful to know. Thank you. Um Cudgel, will it mean that workers have to prove they're sick with a doctor's note, even if it's just day one, a very short illness like a vomiting bug? No, not at the moment. So, what we're recommending is that employers actually look at their policies and procedures, which are usually set out in staff handbook.

To ensure that the requirements of employees to let them know in order to meet eligibility criteria are met. I'm sure everybody is reading those staff handbooks, aren't they? A real page turner. Um okay, let's hear from a business in Edinburgh. Louise McLean is the business development director for the Signature Pub Group. It's got about 740 staff, but

it rises to nine hundred during peak times like Christmas, Hogmanay, and the Edinburgh Festival. What I worry about Is people just not coming to work'cause they fancy a day off, or because you know, they've been out partying too hard the night before and leaving the business in the It's not the cost. It's the knock on effect for the business and for your colleagues and for our customers if we end up short staffed.

Cudgel, will it be very difficult for employers to police? What are your clients saying? Are they are they worried about, I don't know, hangover sick days? I think they absolutely are. Where there previously um wasn't really a danger of individuals taking sort of the odd sporadic day absence because they wouldn't be paid any form of statutory sick pay.

and would come into work for whatever reason, whether they felt a little bit under the weather or had a bit of a hangover. You know, we think there's going to be a lot more of having to manage short term absences. updating policies as I said, training managers, and you know, will we see an uptick in individuals taking intermittent absences, not necessarily related to sick days and not only hangover days, but for example childcare requirements?

It's a useful point, isn't it? Um John, you've talked about how most people get some sort of enhanced sick pay, not just the the statutory minimum, but can you explain what the minimum is that workers will get? Yeah, absolutely. So essentially you will qualify for statutory sick pay from day one when you fall sick, provided that you actually count as an employee for tax purposes.

And just to sort of build on your point that you just raised, which is a really important one, a lot of employees are concerned about the type of sickness. The rules around this haven't particularly changed around that. You know, if someone has come in and you suspect that there's an issue mae'n rhaid i'n rhaid i'n rhaid i'n rhaid i'n rhaid i'n rhaid i'n rhaid.

And in terms though of how much actual cash people will get for those sick days under the statutory minimum, it's it's is it eighty percent of an employee's average weekly pay? Yn yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n Yn, mae'n ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud hynny.

Potentially there are benefits to it. It it really depends. We'll have to see how it rolls out. Okay, thank you. But yeah, as a as we said, eighty percent of an employee's average weekly pay or a flat rate of a hundred and twenty three pounds twenty five, whichever is lower. Uh Sam has emailed. They're an agency worker. They have unpredictable health and that's led them to losing jobs. if they're unwell, they're wondering if all this will apply to them, John.

So my answer to Sam there is that Sam, go to the gov.uk website Rydyn ni'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud yw'n gwneud. So it's just worth checking that out and then you'll know where to go. Cargill, who pays for sick leave? So the employers do, you know, back it uh uh it was twenty Is it?

Um it's not changed. We're uh employers have always had to pay sick pay. There was a means of actually recouping some of that, but that stopped in twenty fourteen. So it is an additional cost that employers should be mindful of that they may well have to shoulder.

Okay. Thank you very much indeed. Now, as John mentioned, one of the big changes is the right to request two weeks paternity leave from the day you start with a new employer. Before Monday you had to be in your job for twenty six weeks in order to qualify. And while out in Stockport, James asked families about that change. I've got a child at the moment and he's two years, eight months, so you know, two years, eight months ago I ha I got two

weeks of paternity leave which is not long enough. Luckily I'd been in my job more than six months so I could get that and it wasn't even a uh reflective of my wage at the time, it was some random number, I don't know how they come up with it. But I think our paternity leave in this country is compared to the rest of the world is terrible and needs to be improved.

It's great that you can have paternity leave from beginning your job but two weeks is just simply not enough for dads and especially not for mums either. Just to have that support for only two weeks really isn't long enough, such a short period of time. So the length of paternity needs to be addressed as well to make it more akin to the other European countries that we see leading the way on it.

Yeah, I mean it's a good thing if you are entitled to the paternity from the get go. But if it's only two weeks then I guess it's still quite difficult. So Cargill, people seem pleased paternity leave is going to be more widely available, but clearly quite a few still think it's not long enough.

Yeah, absolutely. So it's important to, you know, clarify that in order to receive any kind of statutory payment for that two weeks paternity leave, the twenty-six week qualifying period still has to be met. So it's only the right to take the two weeks off. And as one of the callers in quite rightly pointed out,

We are trailing behind a number of other countries where for example in Japan fathers can take up to one year of paid leave with about sixty seven percent of their salary covered for the first tranche um and then fifty percent for the remaining. So, you know So certainly being paid a statutory amount which is one hundred and ninety four thirty two for two weeks is certainly n you know, not enough in most people's minds. John, some employers do offer enhanced paternity leave, though, don't they?

Yes, that's right. Again, what you have is you have the ability of an employee to top up that amount, sometimes to a percentage of someone's total salary, sometimes even the full amount. Rydyn ni'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny. ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud ymwneud.

And we should also mention bereaved uh partner leave, shouldn't we? That's also now a day one right. What does that involve? So, if you are in the very sad situation where the mother dies in a situation, then the partner essentially can take up to 52 weeks of... leave in that situation to make sure that they can take care of the child. And that's uh for a dad or for a same sex partner.

That's right. It it it really doesn't matter what the relationship is, so long as you've got the parental responsibility, it's up to fifty two weeks. And that's in the first year of the child's life uh or or after adoption. I mean it's worth mentioning as well, you can still use that right if you're separated from your child's par uh parent, as long as you're the person who'll be w having ongoing responsibility for the child. That's absolutely it, yeah.

Okay. We've had this voice note as well sent on WhatsApp. My partner didn't get any paternity leave from his company, which he joined in August last year, and we just had our baby boy who's now six weeks old. So he had to use a week of holiday um and two weeks unpaid. So it's really frustrating now that had we had our baby just six weeks after he'd have a full um you know two-week entitlement. Um I'd love to know if it's possible to get anything backdated. I'm guessing not.

Oh, it's always so frustrating, isn't it, when you're just on the cliff edge of these changes. Um, thank you very much for sending that. John, will any of this be potentially backdated? Yeah. Um so unfortunately there always has to be a point where these rules change and someone is always going to fall just short of them, someone's going to just fall into them. So I absolutely understand there and they Snälla, snälla, sluta! Jag kommer inte köpa utåt er! Dummen!

Det blir i alla fall inte värden så här. Ibland är ett nej, det finaste du kan ge. Systembolaget annorlunda av en anledning. Ja! På Circle Key älskar vi att fira våra kunder. Og vi har hittet det perfekta. اشتركوا في القناة

These changes that we're talking about are a flagship policy for the Labour government and Kate Didden is the Employment Rights Minister, joining us now from her constituency of Halifax. Kate, good afternoon. That's an inflicity great scooty influence. Thank you very much for joining us. Now quite a significant change to paternity rights, but lots of people in Stockport we just heard from felt that two weeks still isn't long enough for dads. Are you looking at that?

Really hear those experiences and thank you to everybody who shared them with you for this program and with myself as the minister and with the government. Um we do hear those international evidence and comparisons and the reflections around two weeks not being enough for lots of dads across the country.

And that's why as part of our wider parental leave and pay review, we're looking at the system as a whole. And, you know, to that extent it's been the first time we've we've done that in in a long time. And I'm really proud that we are because We do understand lots of pressures that families and new dads are going through, you know, balancing work and family life and a lot of the measures that we're announcing uh this month, around that day when paternity leave and and parental leave.

But when you say you're looking... Want to go further, we'd look at that wider review. Okay, so so you you want to go further. When you say you're looking at it, is that with a view to making changes?

Rydyn ni wedi'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i charities, individuals, organisations fed into that to share their experiences of what they're um, you know, what they've experienced with the current system, um whether it is uh dads or new mums and or a range of families and and partners.

Rwy'n ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r ymwneud â'r hynny. I'm sure there'll be lots of uh expectant parents listening out for that. Um let's talk about the bill more generally then,'cause critics, including the Conservatives and Reform, say this law will hurt jobs.

Is now the right time for this when unemployment is at a five year high and youth unemployment specifically is at a ten year high? Our Employment Rights Act is all about ensuring that people have more security at work. And you know, we strongly believe that you can't build that strong economy with people in insecure work.

We're really sure about that future. Um, you know, we want to make sure that we provide support for employers, uh, that we s do that by building that stronger, more resilient economy, and that we make sure that work pays as well.

uh, you know, it's good for workers and and good for our economy. And when we look at employment rights, um that good employment rights and a strong economy go hand in hand. And we know we've heard from lots of businesses about what they provide for their for their workers, their workforce. I mean some people might think actually you should have gone further. So uh you know later on the bill will give new rights to people against

Unfair dismissal after six months um instead of two years. The Green Party says that doesn't go far enough. The Liberal Democrats are broadly supportive of the act, but they say it must strike the right balance for both employees and business. It is a balancing act, isn't it?

Ac yw'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn o'r hyn

good wages where, you know, businesses can succeed and working people can get on in the workforce. And that's what we're focused on. That's what the Employment Rights Act is delivering. I'm really glad that people are seeing the benefits of that this this month with the day when rights to sick pay. Parental leave.

Paternity pay as well as setting up the Fair Work Agency to make sure that all these different rights and legislation can be enforced and then going forwards this year and next we'll be shooting lots more so people can see the difference in this legislation and particularly for working people across

We'll talk more about that Fair Work Agency in in just a moment. But I I just wanted talk to you a little bit more about what businesses are concerned about because business groups say this is putting pressure on their members at a time when employers are also dealing with rises to the uh national minimum wage, rising national insurance contributions and thanks to the Iran war, rising energy bills.

Do you have any worries that employees could actually end up worse off because their bosses can't afford all these pressures and end up letting them go?

I of course recognise and and hear from meet with businesses, you know, really regularly as well as the Secretary of State and and colleagues across government and understand and hear gyda nhw'n ymwneud â'r Cymru yn ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru'n ymwneud â'r Cymru

are worried and and businesses too, uh that we can support them in the immediate front with with bills. Rydyn ni'n ymwneud â'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint o'r cymaint.

ac yn ysgrifennu'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hynny'n ymwneud â hyn. Well I want I want to hear from a business now. Let's hear from Paul Bowen, who's a director of Bowen's Pies in Shorley. They make thirty thousand pies a year. He's got thirty seven staff and pays sick pay at the statutory rate.

You know, businesses are already struggling. Look around you. You you can clearly see businesses are struggling. There's places shut in, left, right, and centre. So having an extra cost. is gonna make it worse for businesses. We're not in a position to offer sick pay. You know, I can't afford to hire someone or pay for cover of someone and pay someone to sit at home as well. You know, I understand there's holiday pay.

But, you know, to have an increase in sick pay, it's just too much. The government already sacked off the sick pay because they said it was too expensive. How do they expect us to pay for this? Do you have anything to say to Paul, to bosses with similar worries, to Louise, who we heard from earlier in the show, who said that some people will take the mick and call in sick after a big night out? I thank him and thank you for of course sharing his views and reflections and experiences.

Rydyn ni'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio gyda'n gweithio Model those concerns. Have you have you thought about those concerns that those bosses have? Rydyn ni wedi gwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneud hynny'n ymwneudol.

ac mae hynny'n sicrhau bod yn ymwneud â'r pethau sy'n ymwneud â'r pethau sy'n ymwneud â'r pethau sy'n ymwneud â'r pethau sy'n ymwneud â'r pethau sy'n ymwneud â'r pethau. sy'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny'n gwneud hynny

Rydych chi'n gysylltiedig iawn, ond rydych chi'n gysylltiedig, ond rydych chi'n gysylltiedig, ond rydych chi'n gysylltiedig, ond rydych chi'n gysylltiedig, ond rydych chi'n gysylltiedig, ond rydych chi'n gysylltiedig.

Now you've mentioned the new Fair Work Agency that's been created this week and it brings together all the different labour market enforcement bodies into a single organisation. What do you hope will be the benefits of kind of bringing it all together like that? What will it do? So it's a real significant time for employment rights in the country and particularly for this Fair Work Agency, as you mentioned, to bring the enforcement functions of three separate bodies together in one place.

So from this month it will be responsible for enforcing the national minimum wage, domestic agency working rules, licensed standards for gang masters and tackling serious labour exploitation, so bringing all those bodies together. ac mae hyn yn symlifio beth sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael sy'n cael ei wneud

and employees. And so that at the moment it's about, you know, getting the foundation right um and creating that front door. So it's much easier for people to go to a single place But will it have any more money? Because the Resolution Foundation uh says nearly half a million workers were paid below minimum wage last year, so it's clearly very, very important work it's doing.

Um the Resolution Foundation says the rights we've been discussing will only prove as strong as the body that enforces them and it's calling for this new agency to be properly funded. Um we have far fewer enforcement inspectors, don't we, than the OECD average of one for every ten thousand workers. The CIPD estimates it would take£100 million a year of extra cash to get to that level. Is the government increasing funding for this new body, or are you relying on efficiencies?

Rydyn ni'n mynd i'n mynd i'n mynd i'n mynd i'n mynd i'n mynd i'n mynd i'n mynd.

Mae'n ymwneud yn ddiwedd yn ddiwedd. Rydym wedi'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i'i yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw'n yw

byddwn ni'n cael ei wneud â nhw'n ei wneud â nhw'n ei wneud â nhw'n ei wneud â nhw'n ei wneud â nhw'n ei wneud â nhw'n ei wneud. Kate Dayden, Employment Rights Minister, thank you very much indeed for joining us. Thank you. Right. Cargel, we've covered a lot in this programme, haven't we? Give us a roundup uh of what we've missed. What else will change under this new act?

Rydyn ni'n llawer, mae'n llawer o ddau ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer ar gyfer steps to all reasonable steps, which is a significant change, and they will also be liable for harassment of their employees by third parties. So that's one of the big ones. And then the one that's been widely talked about in the media is the change to unfair dismissal legislation.

legislation. So as of January 1st, 2027, the protection against unfair dismissal will become a right after six months of service, so down from the current two years service. and importantly and significantly for businesses the statutory cap on compensation for unfair dismissal which is currently limited to a year's salary or an upper limit will be removed. Okay. Um John, if people feel like their rights aren't being upheld, what should they do? Where can they go?

Okay, so in the first place, I would say very simply, without being big-headed, come to us, come to ACAS. We have a brilliant website that you can start on, or you can phone a wonderful helpline, they truly are great.

And what they can do is we can give you a good idea of what your rights are, where you stand, but also what your options are. You don't always have to go nuclear, you don't always have to go through legislative processes for this. Um, you know, there are often informal conversations that can be had.

Sometimes an employer just needs a discussion to understand it. As we found out on the show already, lots of people are only going to realise these rights are changing when they come into the issues that they face. And we're here to help them with that. And you are you're a conciliation service, aren't you? So if if a worker comes to you concerned their rights aren't being met, will you be able to to help them, will you mediate with their employer or between them and their employer?

So, we offer a service to help resolve issues that you'd expect. The first thing we expect people to do is to try and resolve that within their workplace. Of course, that stops everyone's backs getting up. as far as you can and that gives you the best chance of resolving things. Beyond that, if people do want to put in a claim to an employment tribunal, ACAS offer what's called an early conciliation service first of all.

yw an ACAS conciliadrwyr can go off and resolve the disputes between both parties, potentially if there's an agreement, and that follows all the way through to, potentially, the day of a hearing, if they do go through to the court. Thank you very much indeed. Well, that is all we've got time for in this podcast. Thanks to the Employment Rights Minister, Kate Dearden, for joining us, and thank you, of course, to our experts. I was joined by John Palmer from ACAS.

and the employment lawyer Kajil Nathwaney from Osborne and Wise. Paul Lewis will be back with the Moneybox podcast on Saturday. He'll be talking about how the housing market is being affected by changes to mortgage rates. If you want to get in touch with him, me, or the team, here's another poll from earlier on in the podcast.

Hi, it's Paul again. I'm just taking a break from the Pi Factory to let you know if you want Money Box Live to look at your story or even appear on the program like I did, then get in touch. You can email moneybox at bbc.co.uk or send the team a message or a voice note on WhatsApp. The number is O3306 783 183. They really do read and listen to every message. So get in touch.

Thanks, Paul. We really do. In this podcast, the producer was James Graham, the studio manager Grant Cassidy, production coordinator Catherine Lund. Our editor is Jess Quayle. I'm Felicity Hannah, and this was a BBC News Money and Work Production for BBC Sounds. Hello, I'm Johnny Diamond and I'm the presenter of the Radio four series How Did We Get Here? Israel and the Palestinians. We explore the complicated backstory of that Middle East conflict as the region endures another wider war.

Through conversations with experts with a variety of perspectives. We travel back through the centuries to examine the history of the land that's now so contested between Arabs and Israelis, and we try and understand the past that's brought us to such a present. How did we get here? Israel and the Palestinians listen on BBC sounds. Under miljontals år har djur utvecklat sofistikerade parningsritualer. Fåglar, dansar, vargar gular och åskar går in på Amazon.

På Amazon hittar han levande ljus, lyxiga vinglas till fyng pris och en extra tandborsk. デートナイトフォローハンダー Hon tar en grand slam! Ja, det var en stor slam. Men IcaMax är störst. Just nu röda vindru och i ask 500 gram 25 kronor. Itka maxi störst på låga priser.