Consumer Duty – an update

Key Consumer Duty developments and recent communications issued by both AMI and the FCA, with commentary on implications for mortgage intermediary firms…

AR regime – updated AMI Q&A and deadline reminder

Having heard back from the FCA, we have updated AMI’s Q&A documenton the AR regime. We also wanted to remind firms of the upcoming 30 November 2023 deadline…

FCA application window open for firms approving promotions for unauthorised persons

Firms that approve financial promotions for unauthorised persons have until 6th February 2024 to apply for approver permission from the FCA…

FSCS levy and compensation figures update

The FSCS has released an update on its levy and compensation figures for 2023/24, as well as anticipated levy figures for 2024/25…

AMI unveils The Perception Gap, the fourth annual Protection Viewpoint

This Viewpoint features hot topics facing the industry, including value of advice, building trust, consumer buying habits and generational views & attitudes…

Your October update from AMI Chief Executive Robert Sinclair

AMI Chief Executive Robert Sinclair gives his October update, focusing on AMI’s Protection Viewpoint, new build and Consumer Duty…

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During the pandemic many firms, large and small, canvassed their people to identify how much they preferred the “new ways of working” and how much they wanted to “go back to the office”.  Many either deliberately or accidentally set an expectation that working from home might be an acceptable norm.  In asking how many days a week people might want to attend the office, an expectation was created.

Little thought appears to have been given to how an employer might provide a “proper working environment”, how they would adhere to local council tax issues, if domestic, public liability and professional indemnity insurers would be happy and how Health and Safety monitoring might operate.

As inclusivity becomes a core regulatory requirement, how do firms avoid those at home feeling excluded?  How do we avoid creating two speed career paths and how do we ensure that this does not create a gender divide and make sure all voices are heard?

For me, we work in a relationship led industry.  Technical skills and quality processing are important, but we are a regulated sector with principles that require firms to have culture that works top down and bottom up.  I struggle to see how this can be achieved by remote working unless there is serious investment in regular team and leadership meetings at a scale we have not seen routinely.

I wait to be proved wrong – but leaders need to think carefully about the long-term shape and culture of their businesses.

Robert Sinclair, AMI Chief Executive
September 2021


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