Business

Gary Neville has sold a majority stake in his fast-growing media business The Overlap to radio giant Global, in a deal designed to turn the platform into a world-leading sports network.

The former Manchester United and England defender will continue to co-chair the business alongside Global Group chief executive Simon Pitts, after Global acquired the stake from previous investors Miroma Group.

The deal paves the way for a significant expansion in output, with The Overlap expected to produce a broader slate of shows and digital content while maintaining its core focus on football. Funds from the transaction will be reinvested directly into the business to accelerate growth.

Launched as a fan-first football platform, The Overlap has become one of the UK’s most successful sports media brands. Its flagship show, Stick to Football, is broadcast weekly on YouTube and features Neville alongside Jamie Carragher, Roy Keane, Ian Wright and Jill Scott. The programme has helped drive more than 38 million monthly views across The Overlap’s YouTube channels.

Beyond football, the business has already begun diversifying into other sports, producing fan-led debate formats, long-form interviews and podcasts covering cricket and rugby union. Under Global’s ownership, that remit is expected to widen further as the business evolves into what is being billed internally as “The Overlap Network”.

Neville said the growth of the platform had exceeded all expectations.

“The Overlap started as an idea that we thought people might like, and we went for it,” he said. “What has happened since then has been a great journey. We never thought of it as a business — we just wanted to create something people loved and would come back to every week.

“We see huge growth potential for The Overlap and are delighted to have found the perfect partner in Global to power us forward and create The Overlap Network, with the aim of becoming a world-leading football and sports media platform.”

Global is Europe’s largest commercial radio group, owning brands including Capital, LBC, Heart and Classic FM, alongside a major advertising and digital audio business. The company is expected to bring significant commercial, production and distribution expertise to The Overlap as it scales.

Simon Pitts said the acquisition reflected Global’s ambition to grow premium digital content brands beyond traditional radio.

“The Overlap is one of the UK’s most successful and dynamic sports entertainment brands, with a hugely exciting growth plan,” he said. “Gary and Scott have done an extraordinary job building the business, and we’re thrilled to be working together as we enter this next phase of growth.”

Scott Melvin will remain lead executive director of the business as The Overlap accelerates its expansion across platforms and formats.

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Gary Neville sells majority stake in The Overlap as media brand targets global expansion

The cyberattack that forced Jaguar Land Rover to shut down its factories is expected to have cost the carmaker more than £3 billion in lost sales over the final quarter of the year.

The West Midlands-based group, owned by Tata Motors, revealed that vehicle shipments from its factories plunged by 43 per cent in the three months to December after hackers crippled its IT systems.

Wholesale volumes, the point at which vehicles leave the production line for dealerships, fell to 59,200 units between October and December, down sharply from 104,000 in the same period last year. That earlier quarter generated revenues of around £7.5 billion, indicating that sales for the latest period are likely to come in closer to £4–£4.5 billion, leaving a shortfall of at least £3 billion year on year.

The disruption followed a cyber incident at the end of August that forced JLR to halt production globally throughout September. Manufacturing restarted gradually from October, with factories only returning to full output in mid-November, creating a significant backlog in deliveries.

Retail sales, vehicles actually sold to customers, fell by a less severe 25 per cent to 79,600 units over the same period. That gap suggests dealers were able to continue selling stock already on forecourts even as shipments from factories dried up.

JLR said the disruption was compounded by the time required to move vehicles through its global distribution network once production resumed.

“Volumes in the quarter were initially impacted by production stoppages following a cyber incident, and the time required to distribute vehicles globally after production restart,” the company said.

The figures were also affected by JLR’s strategic pause on Jaguar production. The company has largely wound down its existing Jaguar model range while delaying the launch of its new electric Jaguar vehicles, following controversy over design direction and uncertainty around customer demand.

Jaguar Land Rover operates major manufacturing sites in Solihull in the West Midlands and Halewood on Merseyside, with Defender production based in Slovakia.

The group is expected to provide a fuller update on the financial impact of the cyberattack and factory shutdowns when it reports its quarterly results next month. It is understood the company is planning to unveil its first new Jaguar electric models later this year as part of its broader electrification strategy.

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Jaguar Land Rover cyberattack set to wipe £3bn off sales after production halt

UK media regulator Ofcom has made “urgent contact” with xAI, the artificial intelligence business owned by Elon Musk, following reports that its Grok chatbot can be used to generate sexualised images of children and non-consensual explicit images of women.

The intervention follows widespread concern over Grok’s image-generation capabilities on X, where users have posted examples of the AI being prompted to digitally “undress” women or place them into sexualised scenarios without consent.

Ofcom confirmed it is investigating whether the use of Grok breaches the UK’s Online Safety Act, which makes it illegal to create or share intimate or sexually explicit images, including AI-generated “deepfakes”, without a person’s consent.

A spokesperson for Ofcom said the regulator is also examining allegations that Grok has been producing “undressed images” of individuals, adding that technology companies are legally required to take appropriate steps to prevent UK users from encountering illegal content and to remove such material swiftly once flagged.

X has not responded publicly to Ofcom’s request for clarification. However, over the weekend the platform issued a warning to users not to use Grok to generate illegal material, including child sexual abuse imagery. Musk also posted on X that anyone prompting Grok to create illegal content would “suffer the same consequences” as if they had uploaded such content themselves.

Despite this, Grok’s own acceptable use policy, which explicitly bans depicting real people in a pornographic manner, appears to have been routinely bypassed. Images of high-profile figures, including Catherine, Princess of Wales, were among those reportedly manipulated using the AI tool.

The Internet Watch Foundation confirmed it has received reports from members of the public relating to Grok-generated images. However, it said that, so far, it had not identified content that crossed the legal threshold to be classified as child sexual abuse material under UK law.

The issue has also triggered scrutiny beyond the UK. The European Commission said it was “seriously looking into the matter”, while regulators in France, Malaysia and India are reportedly assessing whether Grok breaches local laws.

Thomas Regnier, a European Commission spokesperson, described the content as “appalling” and “disgusting”, stating that there was “no place” for such material in Europe. X was fined €120 million (£104 million) by EU regulators in December for breaching its obligations under the Digital Services Act.

Criticism has intensified from UK politicians. Dame Chi Onwurah, chair of the Science, Innovation and Technology Committee, said the allegations were “deeply disturbing” and argued that existing safeguards were failing to protect the public. She described the Online Safety Act as “woefully inadequate” and called for stronger enforcement powers against social media platforms.

The controversy has also highlighted the human impact of AI misuse. Journalist Samantha Smith told the BBC that seeing AI-generated images of herself in a bikini was “as violating as if someone had posted a real explicit image”.

“It looked like me. It felt like me. And it was dehumanising,” she said.

The Home Office confirmed it is progressing legislation to outlaw “nudification” tools altogether, with a proposed new criminal offence that would see suppliers of such technology face prison sentences and substantial fines.

As regulators move to tighten scrutiny, the Grok episode has become a flashpoint in the wider debate over AI accountability, platform responsibility and the limits of free expression in the age of generative technology.

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Ofcom demands answers from X over claims Grok AI generates sexualised images of children

The UK government has unveiled a £210 million Cyber Action Plan aimed at strengthening the security and resilience of online public services, as cyber threats against the public sector continue to intensify.

Announced in London on 6 January, the plan is designed to safeguard critical digital services used by millions of citizens every day, including benefits, tax systems and healthcare platforms. It will be overseen by a new Government Cyber Unit, tasked with coordinating defences across departments and holding public bodies to account for addressing vulnerabilities.

The investment forms part of the government’s wider digital transformation agenda, which seeks to expand access to online services, cut administrative burdens and unlock up to £45 billion in productivity gains across the public sector.

Ian Murray, digital government minister, said cyber-attacks posed a direct threat to the functioning of the state.

“Cyber-attacks can take vital public services offline in minutes, disrupting our digital services and our very way of life,” he said. “This plan sets a new bar to bolster the defences of our public sector, putting cyber-criminals on warning that we are going further and faster to protect the UK’s businesses and public services alike.

“This is how we keep people safe, services running, and build a government the public can trust in the digital age.”

The plan comes amid mounting concern over the scale of cyber risk facing public bodies. According to data from National Cyber Security Centre, the number of highly significant cyber-attacks has risen by 50 per cent over the past year.

Andy Ward, senior vice-president international at Absolute Security, said the government’s focus on resilience was overdue.

“Our research shows that 59 per cent of CISOs already view cyber as the single biggest threat facing the UK, above AI and other emerging risks,” he said. “We’ve seen first-hand how high-level cyber-attacks can cause costly operational downtime when defences aren’t strong enough.

“This year, resilience must remain front and centre. Organisations need the ability not just to prevent attacks, but to identify threats quickly, manage disruption and return to full service with minimal delay.”

Sawan Joshi, group director of information security at FDM Group, warned that the pace of attacks was accelerating.

“According to the NCSC, the UK is now experiencing four nationally significant cyber-attacks every week,” he said. “In this environment, it is essential that both government and business act decisively.

“Measures to secure public services are vital, but true cyber resilience also depends on continuous training and sustained investment in developing the next generation of cyber talent.”

Ministers say cyber resilience is now central to the government’s mission of national renewal. Secure, reliable digital public services are seen as critical to protecting citizens, supporting economic growth and delivering better value for taxpayers, while maintaining trust in the systems communities rely on every day.

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UK government launches £210m cyber action plan to protect digital public services

Entrepreneurship is being used as a tool for rehabilitation at HMP Chelmsford, where inmates approaching release have taken part in a practical business start-up workshop delivered by NEEB Link.

The session focused on helping participants see self-employment as a realistic and positive route back into society, equipping them with the confidence, knowledge and practical skills needed to start and run a small business after release.

Designed to be accessible and hands-on, the workshop covered the core building blocks of entrepreneurship, including developing a business idea, choosing the right business structure, understanding customers and pricing, basic marketing principles, and where to access free support, mentoring and funding.

Delivered by Sarah Brockwell as part of the NEEB Link programme, the session also highlighted the extensive range of fully funded support available to aspiring entrepreneurs across North Essex. This includes access to mentors, co-working spaces, networking opportunities, digital tools and grant funding.

Participants were introduced to practical, modern business resources such as the NEEB App, free business planning tools, marketing platforms like Canva, and AI tools including ChatGPT, helping to demystify technology and show how digital tools can support small businesses from day one.

Feedback from inmates was overwhelmingly positive, with every participant saying they would recommend the workshop to others. One attendee described it as “very insightful and informative”, particularly praising the guidance around charities and CICs, funding options, mentoring and the range of tools available to support new ventures.

Staff at HMP Chelmsford also welcomed the initiative, praising its relevance and accessibility, and have invited the NEEB Link team to return in February to deliver a follow-up workshop focused specifically on self-employment.

Councillor Ivan Henderson, chairman of the North Essex Economic Board, said the initiative reflected a wider commitment to inclusive growth and opportunity.

“The North Essex Economic Board is committed to inclusive growth and creating opportunities for everyone in our communities,” he said. “Supporting rehabilitation through enterprise is a powerful way to help individuals build sustainable futures and contribute positively to society.”

NEEB Link runs until 31 March 2026 and is an initiative of the North Essex Economic Board, fully funded by the UK Shared Prosperity Fund. Designed and delivered by The Consortium (East) Ltd, the programme provides free networking events, workshops and resources to help people start and grow businesses across Chelmsford, Braintree, Colchester, Epping Forest and Maldon.

By delivering targeted workshops in settings such as HMP Chelmsford, NEEB Link continues to demonstrate how enterprise support can play a meaningful role in rehabilitation, social mobility and long-term economic participation.

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NEEB Link equips HMP Chelmsford inmates with business start-up skills ahead of release

A Salvation Army employee responsible for supporting refugees was lawfully dismissed after making inflammatory remarks suggesting migrants should be sent back “on a boat”, an employment tribunal has ruled.

The tribunal found that the charity was justified in dismissing Charles Markie, 56, after comments he made while working at Strathmore Lodge, a Salvation Army–run hostel in Dundee that housed refugees and migrants.

Mr Markie, who had worked for the organisation for almost 20 years, was dismissed following comments made to colleagues in March 2024. The tribunal heard that he said there “wouldn’t be a housing shortage if we weren’t taking in 150 refugees” and added that they should be “sent back on a f****** boat”.

In its judgment, the tribunal concluded that the remarks went beyond inappropriate workplace frustration and amounted to gross misconduct, particularly given the nature of Mr Markie’s role and the values of his employer.

The tribunal found that the comments were inflammatory, carried a clear reputational risk, and were fundamentally incompatible with the mission and purpose of The Salvation Army, which provides support to vulnerable people and communities without discrimination.

Commenting on the ruling, Jainika Patel, an employment lawyer at Freeths, said the case illustrated where employers are entitled to draw a firm line.

“There are many instances where inappropriate but inoffensive comments are made by employees, whether off the cuff or in frustration, and would not warrant disciplinary action,” she said. “However, the tribunal found this case was not one of them.”

Patel added that the claimant’s remarks were considered particularly serious because of his role and the organisation’s values.

“The comments were held to be inflammatory and posed a real risk to the employer’s reputation. It was reasonable to categorise them as gross misconduct, given that the claimant worked for an organisation whose purpose is to offer help and support without discrimination,” she said.

The ruling reinforces the principle that employers are entitled to take account of reputational risk, organisational values and the nature of an employee’s role when deciding on disciplinary sanctions.

Patel noted that roles involving vulnerable groups or a high degree of public trust are subject to higher standards of conduct, and that misconduct of this nature is likely to be treated more seriously than in other workplace contexts.

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Salvation Army justified in sacking refugee worker over ‘send them back on a boat’ remark, tribunal rules

Diversity, equity and inclusion (DE&I) are often seen as “big company” issues – tied to boardroom pledges, large HR teams or investor reporting. But the reality is quite different. For small and medium-sized enterprises (SMEs), building a more inclusive culture is not just possible; it’s essential for sustainable growth.

At Chubb Fire & Security UK&I, diversity, equity and inclusion are embedded into the way we work. One of our core values is to “Win with integrity, together” – and that means creating a workplace where every individual feels respected, included and able to thrive. We don’t see DE&I as an initiative. We see it as a leadership standard.

And while large organisations may have dedicated resources for this work, smaller businesses have a unique advantage: they can make change happen faster, with closer teams and more direct influence from leadership.

Why DE&I Belongs in Every Business Strategy

In the UK, the legal case for inclusive workplaces is clear. Under the Equality Act 2010, businesses must ensure that people are not discriminated against based on protected characteristics, including race, gender, age, disability, religion, sexual orientation and more.

But DE&I is not just a legal requirement. It’s a competitive advantage.

Research shows that diverse teams are better at problem-solving, more innovative and more adaptable in times of change. Inclusive cultures encourage trust and psychological safety – two factors that directly support retention, productivity and performance.

At Chubb, we recognise that diversity, equity and inclusion are strong drivers of growth and innovation. We’ve seen how teams thrive when people feel safe to be themselves, share their perspectives and contribute without fear of judgement. It’s not about meeting quotas; it’s about unlocking potential.

Chubb’s Commitment: Creating a Culture Where Everyone Belongs

We take pride in marking cultural and awareness moments that matter to our people – from Pride and Eid to Baby Loss Awareness Week and National Inclusion Week. These moments help us build empathy, strengthen relationships and create space for conversation.

We also take care to reflect DE&I in how we lead. As our Chief Operations Officer, David Dunnagan, puts it:

“DE&I goes much further than just employing diverse people; it’s about creating an inclusive and equitable environment in which every employee feels valued and respected.”

That environment is shaped not only by formal policies, but by the everyday behaviours of leaders and colleagues. From how we run meetings to how we hire, promote and communicate, we aim to model fairness, transparency and respect.

We know that when people feel safe and seen, they perform better. They grow faster. And they stay longer.

A Practical Roadmap for SME Leaders

You don’t need a dedicated DE&I officer to make meaningful progress. Here are five actions any SME can take – starting today:

1. Start with Listening and Learning

Hold informal conversations, run anonymous surveys or simply ask your team: “What does inclusion mean to you?” You don’t need to have all the answers. Showing a willingness to listen and learn is the first step to building trust.

2. Build Inclusion into Everyday Culture

Create inclusive meeting habits to make sure everyone is heard. Avoid scheduling around cultural holidays to encourage diverse perspectives. Inclusive cultures aren’t created by policy – they’re created by people, every day.

3. Check Your Processes for Fairness

Look at how you hire, promote and recognise talent. Are your job ads inclusive? Are opportunities visible and accessible to all? Small changes, like removing biased language from a job post, can have a big impact.

4. Celebrate What Makes People Different

Recognise cultural celebrations, awareness days and life events. Invite your team to share stories or lead activities. These moments foster connection, compassion and belonging.

5. Lead by Example

Inclusion starts at the top. Leaders must model openness, fairness and humility. At Chubb, we empower our people to be their true selves – and expect leaders to create the conditions that make that possible.

Inclusion Supports Growth and Keeps People

An inclusive culture doesn’t just attract talent – it keeps it. People stay where they feel valued. They speak up where they feel heard. And they do their best work where they feel safe.

In fast-moving businesses, especially SMEs, that stability matters. It means fewer recruitment costs, stronger collaboration and more continuity for customers and clients.

As our People Playbook puts it: “We celebrate the fact that our diversity makes us strong – and, simply, it’s the right thing to do.”

The Bottom Line

Diversity, equity and inclusion aren’t nice-to-haves. They’re must-haves for any business that wants to grow with integrity.

For SMEs, the opportunity is clear. You’re already close to your teams. You know your people. You move quickly. That means you can act – now – to create a more inclusive workplace where everyone feels they belong.

At Chubb, we’ve seen how inclusion strengthens our teams, our culture and our performance. We’ve still got work to do – but we’re proud of the journey we’re on.

Because when people feel safe to be themselves, they go further. And when they go further, so does your business.

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How SMEs can build diversity, equity and inclusion into their growth plans

Britons turned to their credit cards at the fastest pace in almost two years in the run-up to Christmas and November’s Budget, even as signs emerged that households were becoming more cautious elsewhere.

Data from the Bank of England shows that outstanding credit card balances rose to nearly £78bn in November, up 12.1 per cent on the same month last year. It marked the sharpest annual increase since early 2024 and underlined the pressure many households remain under as the cost of living continues to bite.

The jump is likely to have been fuelled by festive spending on gifts, food and drink, but economists warned it may also reflect a growing reliance on borrowing to bridge the gap between incomes and rising everyday costs.

Martin Beck, chief economic adviser at consultancy WPI Strategy, said it was still unclear whether the increase pointed to improving consumer confidence or simply households using credit to smooth spending. “Higher credit card use could indicate resilience, but it may also signal that many families are struggling to make ends meet without borrowing,” he said.

Other indicators painted a more mixed picture of consumer health. Figures from the Office for National Statistics showed retail sales slipped by 0.1 per cent in November and remained around 3 per cent below pre-pandemic levels, suggesting shoppers remain cautious overall.

Barclays has estimated that spending on Boxing Day sales fell sharply, with consumers expected to spend £3.6bn, down from £4.6bn a year earlier, as households continued to prioritise essentials over discretionary purchases.

Meanwhile, the housing market showed signs of resilience despite political and fiscal uncertainty in the run-up to the Budget. The Bank of England said mortgage approvals dipped only marginally in November, falling by around 500 to 64,500, indicating that demand remained broadly stable.

That small decline came as average mortgage rates ticked up slightly to 4.2 per cent, from 4.17 per cent in October, the first increase since February. However, economists believe this rise will be short-lived after the Bank cut base rates to 3.75 per cent in December, with further reductions expected later this year.

Matt Swannell, chief economic adviser at EY Item Club, said activity in the housing market continued to reflect the gradual improvement in affordability seen over the past two years. “The major gains are behind us, but conditions remain supportive enough to keep transactions moving,” he said.

Nationwide data showed house prices rose by 0.6 per cent year on year in December, although prices dipped by 0.4 per cent on a monthly basis, bringing the average UK home value to £271,068.

Looking ahead, economists warn that the outlook for consumer spending remains fragile. Unemployment is expected to rise further in 2026, potentially reaching an 11-year high, which could weigh heavily on confidence and discretionary spending.

Analysts at Pantheon Macroeconomics noted that households increased savings by £12.3bn in November, the largest monthly rise in over a year. However, they suggested this was more likely driven by people getting ahead of anticipated tax rises rather than a broad-based pullback in spending.

With Rachel Reeves having announced £26bn in tax rises in November, largely affecting individuals through frozen thresholds, businesses face a delicate balance in 2026: consumers are still spending, but increasingly with caution — and often on credit.

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Credit card spending surges ahead of Christmas as households lean on borrowing

The West End’s post-pandemic revival has delivered a multimillion-pound boost to one of Britain’s biggest theatre groups, with the return of Oliver! helping Sir Cameron Mackintosh’s company rebound to, and surpass, pre-Covid trading levels.

Cameron Mackintosh Limited reported an 18 per cent jump in revenues to £234 million last year, overtaking its 2019 performance as audiences returned in force and demand for major productions recovered.

The strong financial year paved the way for a £10.2 million pay packet for Mackintosh, 79, who had taken no salary between 2020 and 2023 as the business weathered the pandemic shutdown of theatres.

Like much of the live entertainment sector, the company endured a brutal period during Covid-19, when lockdowns forced venues to close and turnover collapsed from £207 million to just £94 million in the year to March 2021. The latest results mark a decisive turnaround, reflecting a broader recovery across the West End.

Cameron Mackintosh Limited generates income through both producing and staging major shows, alongside owning and operating eight West End theatres, including the Prince of Wales Theatre and the Noël Coward Theatre.

The most recent financial year was buoyed by the high-profile return of Oliver! at the Gielgud Theatre, one of the group’s flagship venues, as well as celebrations marking the 40th anniversary of Les Misérables, one of the most successful musicals in theatrical history.

Mackintosh’s business empire also includes long-running global productions such as The Phantom of the Opera and Mary Poppins, the latter a collaboration with Disney that has enjoyed sustained international success.

Having started his career as a West End stagehand, Mackintosh rose to become one of the most influential figures in global theatre, shaping the modern musical industry through hits including Cats, Les Misérables and The Phantom of the Opera.

The latest figures underline not only the resilience of the West End but also the speed of its recovery, as audiences return to theatres in numbers comparable to, and now exceeding,  those seen before the pandemic.

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West End rebound delivers £10m payday for Cameron Mackintosh

Nearly a quarter of British workers say their job is actively making them unhappy, with one in ten planning to resign this month, according to new research that will intensify concerns about productivity, retention and morale across the UK workforce.

The survey, conducted by international education group ACS, found that 9 per cent of employees expect to hand in their notice in January alone, with more than a third of those planning to quit intending to do so on the first working Monday of the year.

The findings come at a sensitive moment for the UK economy, as ministers attempt to revive productivity growth that has lagged behind international peers for more than a decade. Rachel Reeves pledged in the autumn budget to prioritise productivity, yet the Office for Budget Responsibility subsequently downgraded its growth outlook, citing weaker expectations for output per worker.

Workplace dissatisfaction is increasingly being viewed as part of that problem. Britain already ranks poorly compared with other European economies on measures of job satisfaction, and employers are now facing a workforce that is more willing to walk away when work feels misaligned with personal values, wellbeing or long-term prospects.

The ACS research suggests that discontent is translating into action. Alongside those planning to resign, 16 per cent of workers said they were considering returning to university or college, while 8 per cent planned to ask for a sabbatical. More than a quarter said they intend to start their own business at some point this year, and 24 per cent want to retrain in a different field.

In total, 41 per cent of respondents said they expect to undergo a significant career overhaul in 2026, underscoring how fluid and unsettled the labour market has become.

Employers are also grappling with changing expectations among younger workers. Factors such as hybrid working, while offering flexibility, have been linked to feelings of isolation, particularly among Gen Z employees. At the same time, enjoyment at work is increasingly prioritised over traditional markers of success such as pay or job security.

More than two thirds of young people surveyed said that job satisfaction matters more to them than salary, stability or progression — a shift that poses a challenge for organisations still structured around older models of motivation and reward.

The research also points to deeper structural issues in how careers are shaped. Martin Hall, head of school at ACS Hillingdon, said many workers feel their career paths were constrained too early by the UK education system.

“The research shows that the nation’s workers feel short-changed when it comes to their careers, and the next generation fears the system will send them the same way,” he said, arguing that pupils are pushed to narrow their options prematurely.

Two thirds of parents surveyed agreed that the exam system forces children to specialise too soon, limiting future career flexibility. Among working adults, one in five said they resent being “shoehorned” into a particular career, while around one in six said they feel depressed about where they ended up professionally.

For business leaders, the message is increasingly clear: dissatisfaction is no longer a soft issue. In a tight labour market with weak productivity growth, employee happiness, purpose and development are becoming central to retention, performance and long-term competitiveness.

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A quarter of British workers say their job makes them unhappy as quit intentions rise