Introduction
Aligning wealth
with purpose
We understand that as a business owner, your financial world is uniquely intertwined. Your personal wealth is often deeply connected to the health and future of your business and the decisions you make for one profoundly impact the other.
Our financial planning service for business owners is designed to provide clarity, control and confidence as you navigate this complex landscape.
We go beyond traditional financial advice, offering a truly holistic approach that integrates your commercial aspirations with your personal goals, values and vision for the future.
How we help
Business Owners
How do we support Business Owners?
Integrated business and personal financial road mapping
We begin by understanding not just your business’s financials, but your personal dreams, values and what a ‘life well-lived’ truly means to you. We will help you answer the vital question of ‘How much is enough? – the precise financial resources needed from your business to fund your desired lifestyle, retirement, or next venture.
Proactive succession and exit planning
Whether you are considering a sale to a third party, a family transition, or exploring the unique benefits of an Employee Ownership Trust (EOT) – a route we understand deeply as an employee-owned firm ourselves – we guide you through the personal financial implications of each option.
Optimised wealth management post-exit
Once your business transition is complete, we help you strategically manage your newfound wealth. We will design and implement a diversified investment portfolio tailored to your risk profile, income needs and personal values, ensuring your capital grows sustainably and provides for your long-term security.
Comprehensive tax efficient financial planning
We can introduce you to our in-house tax team or collaborate closely with your existing tax advisers to navigate the intricate tax landscape surrounding business sales and personal wealth. Our aim is to help you structure your financial affairs in a way that aligns with your personal goals – which may include reviewing strategies to help you reduce capital gains and inheritance tax – so you can retain more of your wealth to enjoy, share with your family, or pass on to causes you care about.
Legacy and philanthropy planning
For many business owners, wealth created from their business is an opportunity to make a lasting impact. We help you explore philanthropic strategies, establish family giving frameworks and integrate charitable intentions into your overall financial and estate plan, reflecting your deepest values. We work with a number of leading professionals in this area.
Ongoing partnership and clarity
Your journey doesn’t end with a transaction. We provide continuous support, regularly reviewing your financial plan, adapting to life changes, and ensuring your financial strategy remains aligned with your evolving goals. Our B Corp ethos means we are committed to your wellbeing, providing ethical, transparent and empathetic guidance every step of the way.
With us, you gain a trusted partner who understands the unique challenges and opportunities of being a business owner, helping you transform your commercial success into personal financial freedom and an enduring legacy.
How will you shape the future you’ve worked so hard to build?
The journey of building and leading a successful business is defining. Your next move – whether securing a trade sale, transitioning to a management buyout, or embedding your legacy through an Employee Ownership Trust (EOT) is arguably one of the most significant decisions you will ever make.
It is the moment you translate decades of dedication into a secure personal future, and it must be managed with absolute control and foresight.
We understand that contemplating a business exit or major change is a deeply personal and strategic decision. We are here to help you navigate this pivotal phase with confidence, ensuring your personal financial future aligns perfectly with your business aspirations.
*Investing places your capital at risk and the values of investments can go down as well as up. Tax Planning and Estate Planning are not regulated by the Financial Conduct Authority.
We can help with:
- Transition to Employee Ownership
We provide comprehensive support and specialist financial advice for business owners transitioning to an Employee Ownership Trust (EOT) structure. We understand the unique intricacies of EOTs, not just as a financial transaction, but as a powerful way to preserve your legacy, reward your team and secure your business’s long-term future. Our expertise ensures you navigate this exciting path with clarity, confidence and optimal financial outcomes.
- Succession Planning
We know your business is more than an asset – it’s a testament to your hard work and vision. That’s why our comprehensive financial planning services include strategic succession planning, meticulously designed to help secure your business legacy and ensure a smooth, confident leadership transition.
- Financial Planning
For business owners, personal financial planning isn’t just about managing investments; it’s about strategically aligning your company’s success with your individual life goals and future aspirations. It’s about ensuring that the hard work and dedication poured into building a business translates into a secure personal financial future, providing the freedom to choose what comes next, whether that’s retirement, new ventures, or a legacy for your family.
- Tax Planning
For business owners, personal tax planning is a critical and ongoing process that strategically minimises your overall tax burden by integrating business income, personal investments and wealth transfer goals. It involves proactively structuring and optimising profit extraction, leveraging all available allowances and ensuring investments are held in the most tax-efficient wrappers. The goal is to maximise the wealth retained by you and your family, allowing you to fund your desired lifestyle and legacy with greater efficiency.
- Investment Management
Receiving the proceeds from a business sale marks a significant moment, offering a powerful opportunity to reshape your financial future. We specialise in helping you thoughtfully invest this capital in a sustainable portfolio that aligns with your personal life goals and values. This means building a diversified investment strategy that aims for strong long-term returns while actively considering environmental, social, and governance (ESG) factors.
Still have questions or want to know more?
Ready to talk about the future?
Your business journey continues, and together, we can make your next move thoughtful, clear and perfectly aligned with the life you envision.
Values
Why choose Paradigm Norton?
We believe true financial planning isn’t just about numbers; it’s about lives. That’s why we always put you, your values and your future at the heart of every conversation. Our approach ensures that every strategy we craft is deeply aligned with what matters most to you, securing not just your wealth, but your wellbeing.
At Paradigm Norton, we partner with business owners to ensure their hard work translates into lasting personal financial freedom. We craft bespoke plans that bridge the gap between business value and your life's aspirations, focusing on your future beyond the sale.
You will of course receive unwavering support from our highly qualified and expert financial planning and tax team. Over the last 20 years, we have refined our approach to consistently deliver reliable, effective solutions tailored to our clients’ needs.
Our values-led ethos means your financial plan isn't just about money; it's about aligning your wealth with what truly matters. We are committed to impacting lives for the better, driven by principles that prioritise people, purposeful actions and building a sustainable future.
For business leaders contemplating a sale, our status as both a B-Corp and Employee-Owned firm means we understand the unique balance of purpose and profit. We speak your language, helping you craft an exit that not only maximises value but also preserves your legacy, culture and the future of your people.
Watch back
Working with Business Owners
When transitioning your business to an Employee Ownership Trust (EOT) structure, you’re embarking on a significant life event with profound financial implications. At Paradigm Norton, we understand the unique challenges and opportunities this transition presents.
Team
Our Team
Talk to one of our specialists today and let’s begin shaping your next chapter.
Read
Brochure
Free financial planning resources
Helpful tools and guides to start planning your financial future with confidence.
Questions
Business Owner FAQs
Business owners often grapple with a mix of strategic, emotional and financial questions as they ponder the future of their company and their own eventual exit. Here are some frequent questions that business owners typically ask when considering a wider succession plan.
When is the right time to start succession planning?
The ideal time to start business succession planning is as early as possible, ideally five to 10 years before you anticipate a major transition like retirement. Starting early allows you to prepare for both planned and unexpected events, protecting your business’s value and ensuring a smooth transition.
Define Your Goals. Clarify what you want for the future of your business and your own financial and personal life. Do you want to sell, pass it to family, or have a management buyout or transition to employee ownership?
Identify Critical Roles. Pinpoint key positions, not just your own, that are essential for the business’s success and need a clear succession path.
Find Potential Successors. Look for candidates both inside and outside your organisation. Assess their skills, experience and willingness to take on the role.
Create a Development Plan. Develop a plan to bridge any skills gaps for your chosen successor, including training, mentorship and gradually increasing their responsibilities.
Seek Professional Advice. Work with good legal, financial planning and tax professionals to ensure your plan is robust and sound.
Who are the potential successors, and are they capable/interested?
You identify potential successors by looking for individuals who have the skills, experience and leadership qualities needed for the role, while also assessing their genuine interest and commitment to taking over the business. This process involves a mix of formal evaluation methods and informal observation.
Start by looking both internally and externally. While external candidates can bring new perspectives, internal candidates often have a deep understanding of your company culture and operations.
Assessing Capability
Once you have a list of potential candidates, you need to rigorously assess their capability. It’s not just about their current job performance, but rather it’s about their potential to lead.
- Financial and Business Acumen. Can they understand and manage the company’s financials? Do they have a clear grasp of market trends and operational efficiency?
- Leadership and People Skills. A leader must be able to inspire and motivate others. Evaluate their ability to build relationships, resolve conflicts and communicate effectively with employees, customers and partners.
- Strategic Thinking. Do they think beyond the day-to-day operations? A strong candidate should have a vision for the company’s future and be able to create a plan to achieve it.
- Resilience and Adaptability. Look for someone who can handle pressure, learn from setbacks and pivot strategies when necessary.
Capability without interest is a dead end. A successor must be passionate about taking on the role and committed to the company’s long-term success.
- Open and Honest Dialogue. The most direct way to gauge interest is to have a candid conversation with the potential successor. Be clear about the opportunity and the responsibilities involved. Don’t assume they want the job.
- Look for Proactive Behaviour. Does the candidate show a genuine interest in the company’s direction? Do they actively seek out new responsibilities, offer innovative ideas and take initiative without being asked? These actions are strong indicators of a desire to grow with the business.
- Assess their Personal Goals. A successor’s personal and professional goals should align with the role. Ask about their long-term career aspirations and whether they see themselves as a business owner or a long-term leader.
- Consider their “Why”. Understand their motivations. Are they interested in the money, the title, or the chance to build a legacy? A successor who is passionate about continuing your company’s mission is more likely to be successful.
How much money do I need from the business to be financially secure for the rest of my life?
Calculating the exact amount of money, you will need to be financially secure for the rest of your life is a complex but crucial step in business succession planning. It’s more than just estimating a lump sum; it’s about creating a comprehensive financial plan that accounts for your lifestyle, health, and future goals.
The most effective way to do this is through cash flow modelling, which is a process of projecting your income and expenses over time, factoring in various scenarios and assumptions. A suitably qualified Chartered Financial Planner is essential for this process, and this style of financial analysis is at the heart of what we do at Paradigm Norton.
What will I do with my time and energy after I step away from the business?
Planning your time and energy after a business sale is a critical part of your financial planning. The transition from a life of intense work to one of newfound freedom can be emotionally and psychologically challenging, leading to a sense of loss or aimlessness. A well-structured plan, both pre-sale and post-sale, can help you navigate this period successfully and find new purpose.
The groundwork for a smooth transition begins well before the sale is finalised. This phase is about preparing yourself and your business for your eventual departure.
- Define your ‘why’. Before you even consider a sale, ask yourself what you want your life to look like after the business. Is it a full retirement with no work? Or do you want to start a new venture, pursue a passion project, or mentor others? Clarifying these personal goals is the foundation of your entire plan and the sooner you can ask yourself these searching questions, the better.
- Build in redundancy. A key part of increasing your business’s value is making it less dependent on you. Start delegating tasks and empowering your management team. This not only makes the business more attractive to buyers but also gives you a practical ‘trial run’ of a less hands-on role. It also frees up your time to explore post-exit options.
- Establish a social and personal identity. For many entrepreneurs, their business is their identity. Actively cultivate friendships and hobbies outside of work. Re-engage with your family and community. This helps build a new social support network that will be crucial once your ‘work family’ is no longer a daily presence.
- Consult and seek the advice of professionals. Work with a team of advisers, including a lawyer, a financial planner and an accountant. They will help with the financial and legal aspects of the sale, but they can also act as a confidential sounding board for your personal aspirations and concerns.
Is an Employee Ownership Trust (EOT) a viable option for my business and what are its pros and cons for me?
An Employee Ownership Trust (EOT) is an excellent option for a business owner who values legacy, culture, and employee welfare as much as financial gain. It involves selling a controlling interest (over 50%) in your business to a trust that holds the shares on behalf of all employees. This model is becoming increasingly popular in the UK due to its significant tax benefits and the ability to secure a succession plan without a third-party sale.
An EOT is most viable for businesses with certain characteristics:
- Stable & profitable. Since the EOT most often repays the owner from future company profits, a business with a history of stable, reliable earnings and good cash flow is a strong candidate.
- Strong management team. You will be handing over control, so a competent and trusted leadership team is essential for the business to continue thriving without you at the helm.
- People-centric culture. EOTs work best in environments where employees are already engaged and motivated. This model formalises that shared purpose and can enhance it further.
- Owner’s objectives. It’s an ideal choice if you want to protect your company’s legacy, culture, and brand name, and ensure the jobs of your loyal team members are safe.
Pros
- Significant tax benefits. While a sale to a qualifying Employee Ownership Trust (EOT) remains a highly tax-efficient exit route, the Autumn Budget 2025 significantly reduced the available relief. For transactions completing on or after 26 November 2025, the previous 100% Capital Gains Tax (CGT) exemption has been cut to 50%. This results in an effective CGT rate of 12% for higher-rate taxpayers on the sale of a controlling interest (more than 50%). Although this is a major shift from the previous ‘zero-tax’ incentive, it still offers a saving compared to the 24% main CGT rate applied to trade sales.
- Guaranteed exit. Unlike a trade sale, there’s no need to find an external buyer. This provides certainty of exit, allowing for a smoother, faster, and more controlled transition.
- Preservation of legacy. An EOT allows you to protect the company culture you have built and ensure the business continues to operate in a way that aligns with your values. You are handing the company over to the people who helped you build it.
- Flexible transition. You can structure the transition to be as hands-on or hands-off as you would like. Many owners stay on for a number of years in a part-time or advisory capacity to ensure a seamless handover.
- Increased employee engagement. Employees become more motivated and productive when they feel a sense of ownership, which can lead to improved business performance post-sale.
Cons
- Deferred consideration payment profile. Unless the business has significant cash reserves, you won’t receive the full sale proceeds immediately. The purchase price is often paid over several years from the company’s future profits, which means you’re taking on a level of financial risk on the business’s ongoing success.
- Potential for a lower valuation. An independent valuation will determine the market value of your business. While this provides a fair price, it may not match the premium a strategic trade buyer might be willing to pay to acquire a competitor.
- Loss of control. To qualify for the tax benefits, the EOT must acquire a controlling interest of more than 50% of the company’s shares. You will lose final decision-making power, even if you remain in a management role.
- Complexity. Setting up an EOT is a complex process that requires significant legal, accounting, and corporate finance expertise. It is not a simple transaction. Having said that, no business sale is simple and straightforward, and they always come with a few ‘bumps in the road’ to carefully navigate.
- Ongoing Compliance. The business must adhere to specific rules to maintain its EOT status and the associated tax benefits. If these conditions are breached, the CGT relief can be clawed back.
The information provided was accurate at the time of publication. It is intended for educational purposes only and does not constitute financial advice. You should seek independent, professional advice tailored to your individual circumstances before taking any action based on the content above.