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Small businesses across the UK increasingly recognise the value of supporting women’s health in their workplaces.
Embracing this initiative yields numerous benefits, including increased productivity and performance, reduced absenteeism, enhanced employee satisfaction and engagement, attracting and retaining talented workforce, fostering a diverse and inclusive environment, and enhancing brand image while creating socially responsible businesses.
However, the reality falls short of these ideals. Despite the apparent benefits, many women still face significant health-related challenges at work. A staggering 68% of women report having encountered health issues during their careers, with almost 30% feeling unsupported by their employers. This figure rises to 36% feeling unsupported in relation to women-specific health matters such as periods, fertility, endometriosis, and menopause. Consequently, women’s economic status suffers, with over half taking time off work, nearly a quarter missing out on promotions, and as a result one in five receiving lower pay. Alarmingly, 83% of women report financial repercussions due to unmet health needs, leading many to exit the workforce altogether. The Office for National Statistics estimates that 58.4% of the UK’s economically inactive population comprises women, highlighting the broader economic impact.
Ultimately, neglecting women’s health in the workplace costs the UK economy £20.2 billion annually.
The Women’s Health Strategy for England
In 2022, the UK Government published the Women’s Health Strategy for England, acknowledging that despite comprising 51% of the population and living longer than men, women still face obstacles in accessing necessary healthcare. This 10-year plan aims to significantly improve health outcomes for women and girls, with a particular focus on women’s health in the workplace. The strategy promotes understanding how women’s health affects their work experience, normalising conversations on taboo topics like periods and menopause, ensuring women can remain productive and supported at work, and highlighting examples of good employer practices.
As part of the strategy, the Department of Health and Social Care has allocated funds to organisations addressing these issues, including The Women’s Organisation.
The Women’s Organisation: Championing Women’s Workplace Wellness
The Women’s Organisation, the UK’s largest provider of women-focused training, is pivotal in tackling the unique challenges women face. Their Women’s Workplace Wellness programme offers a comprehensive range of “bundles” containing tools, guides, support, and information to help small businesses attract and retain female talent by fostering a supportive workplace culture that prioritises women’s health and well-being.
These bundles cover every aspect of women’s reproductive health, from periods to pregnancy to menopause, providing employers with practical guidance on supporting women through these challenges. Developed in collaboration with medical, academic, legal, and business experts, the programme offers accurate, evidence-based information to assist employers.
Practical Steps for Employers
Employers can take several practical steps to support women’s health in the workplace:

Flexible Work Arrangements: Offer flexible hours and remote work options to help women balance work with health needs, especially during heavy and painful periods, pregnancy, postnatal periods, and menopause.
Wellness Programmes: Implement wellness programmes focusing on physical, mental, and emotional health, including fitness classes, mental health days, stress management workshops, and access to nutritionists.
Supportive Policies: Establish policies that support menstrual health, maternity and paternity leave, menopause, and other gender-specific health issues. Create an environment where women feel comfortable discussing their health needs without stigma or fear of discrimination.
Training and Awareness: Conduct regular training sessions for managers and employees on the importance of women’s health and how to support colleagues experiencing health challenges.

Additionally, simple measures such as providing a safe and comfortable work environment with clean restrooms, lactation rooms, ergonomic furniture, access to period products, fresh air, and drinking water can make a significant difference.
Addressing the Communication Gap
Small business owners often struggle to know what is required to support women’s health in their workplaces. Many avoid discussing reproductive health issues due to discomfort, fear of saying the wrong thing, or appearing insensitive. Similarly, women often feel embarrassed discussing these matters with male employers or managers, with 65% uncomfortable talking about their health at work. This reticence leads to significant emotional and professional impacts, with 90% of women feeling emotionally strained, 46% feeling helpless, and 43% feeling less motivated at work.
Advocacy Development Programme
To bridge this gap, The Women’s Organisation has launched the Women’s Workplace Wellness Advocacy Development Programme, training individuals to become Advocates for Women’s Health in their small businesses or organisations. These Advocates serve as first points of contact or “listening ears” for colleagues, facilitating discussions and helping to implement reasonable adjustments to support women’s health needs. The programme has received the Open Awards’ Badge of Excellence, recognising its quality and positive impact.
A Strategic Business Imperative
Supporting women’s health in the workplace is not just a matter of social responsibility but a strategic business imperative. Women’s Workplace Wellness Project lead Anne-Marie Swift comments, “When businesses prioritise the health and well-being of their women employees, they experience numerous benefits that positively impact the entire organisation. From improved productivity and reduced absenteeism to enhanced employee satisfaction and retention, the advantages are multifaceted and substantial”, and Professor Maggie O’Carroll, CEO of The Women’s Organisation adds “Women have specific healthcare needs, compared to their male counterparts, and despite women making up over half of the workforce in the UK, most SMEs do not understand the scale of the support and flexibility required.  The Women’s Workplace Wellness programme is vital in effecting positive change within SMEs in the UK, helping to break down taboos around women’s reproductive health, delivering better outcomes for women’s equality, and – fundamentally – improving business performance as a direct result.
Small businesses can access the Women’s Workplace Wellness Programme here: Women’s Workplace Wellness – The Women’s Organisation.
Supporting women’s health is not just the right thing to do; it’s a smart business move that benefits everyone – well women power good business.
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Empowering Women’s Health in the Workplace: A Strategic Imperative for Small Businesses

The job market is changing faster than ever. New technologies like AI and automation threaten to reshape the world of work as we know it.
Many people, from truck drivers to accountants don’t know if their jobs will still exist in a decade, let alone what their children might do for work in the future.
Those looking for a career path that will survive what has been termed the Fourth Industrial Revolution should look to financial services, according to industry experts. Financial advisers are among those whose jobs remain safe – but more than that, they will see increased demand going forward.
Will AI replace financial advisers?
Industry experts believe algorithms will never replace the inimitable value of a trusted human who can be held accountable by their clients. Responding to comments from the Tesla CEO, Elon Musk, who claimed emerging technologies will “replace all jobs”, Vivek Madlani of Multiply.AI said there was an “irreplaceable value of the human touch, especially when addressing the emotional aspects of financial decision-making.” And added:
“We do not see AI replacing all human advisers in so far as they are doing roles that are enhanced by the fact that they are human — e.g. the parts of their role that involve empathy, understanding, and a nuanced ability to read their client’s needs and wants.”
Madlani’s view is part of a consensus in the industry which believes. At the same time, AI will come to play a bigger role, it will be complimentary to the function of financial advisers, rather than a replacement service.
Is there a shortage of financial advisers?
There are currently not enough financial advisers as are needed to meet demand, with thousands of extra roles to be created as a result. The profession is facing challenges that are being felt across the job market, including the aging population, particularly in the West, but also particular challenges, like increasingly complex financial products. As a result, the average adviser is now handling more clients than ever.
However as per analysis in the IFA Magazine, while the client-to-adviser ratio does represent increased efficiency, potentially aided by new technologies, it cannot continue to grow exponentially. That creates a clear opportunity for anyone interested in becoming a financial adviser, as firms have seen their collective client bases rise by 50 per cent in recent years.
In the US context, the Bureau of Labor Statistics expects the number of financial advisers to grow by more than 50,000 by 2031, as per Investopedia, a rate that outperforms the average job. Simply put, more jobs means more opportunities.
Do financial advisers have good job security?
financial advisers are in high demand and this trend is expected to continue. Despite the rise of AI and automation, the unique human qualities required in financial advising ensure that these professionals will remain indispensable. With increasing client bases and job growth projections, financial advising offers a stable and promising career path.
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Are financial advisers in demand?

As the leaves turn crisp and golden this October, the nation’s business owners will be bracing themselves for a political event that could redefine their future: the unveiling of Rachel Reeves’ first budget as Chancellor of the Exchequer.
Reeves, a figure who has climbed the Labour ranks with a reputation for being both sharp and shrewd, has now ascended to one of the most critical positions in government. But should British business owners be quaking in their boardrooms, wondering what she has up her sleeve?
Rachel Reeves, the first female Chancellor since the office’s creation in 1316 (yes, even that’s older than Mick Jagger), comes with an air of gravitas that suggests she’s not in this for a ceremonial tea party. No, Reeves means business—literally. Her background as an economist at the Bank of England and her tenure as Chair of the Business, Energy and Industrial Strategy Committee imply that she knows her way around a spreadsheet. But here’s the rub: it’s not her competency that’s in question; it’s her ideology.
For years, business owners have been habituated to the Tory playbook of tax cuts and deregulation—a steady drip-feed of policies designed to keep the wheels of capitalism greased and spinning. Reeves, however, has signalled a departure from this laissez-faire approach, advocating for what she calls “responsible capitalism.” The phrase itself sounds almost quaint, as if she’s promising to take the wild, reckless teenager that is British capitalism and turn it into a sensible, well-behaved adult. But is that really what business needs?
Let’s get one thing straight: businesses thrive on certainty. And while Reeves has vowed to maintain a competitive tax regime, she’s also made it clear that she intends to crack down on tax avoidance, increase public investment, and push for a more equitable distribution of wealth. On paper, these goals are laudable—who wouldn’t want a fairer society? But in practice, they may spell trouble for those who have grown accustomed to the status quo.
Take, for instance, Reeves’ plan to close the loopholes that allow multinationals to shift profits offshore and avoid paying their fair share of tax. It’s a noble endeavour, but one that could have unintended consequences. Companies that have relied on these mechanisms to maximise profits might find themselves in a tighter financial bind, forced to cut costs or, worse, consider relocating to more tax-friendly jurisdictions. The fear is that Reeves’ brand of responsible capitalism could lead to a flight of capital, with businesses seeking refuge in countries where the taxman’s reach isn’t quite so long.
Then there’s the issue of public investment. Reeves has committed to ramping up spending on infrastructure, green energy, and technology—areas that are undoubtedly in need of a cash injection. However, the question that looms large is: who’s footing the bill? If Reeves opts to fund these projects through borrowing, she risks increasing the national debt, which could lead to higher interest rates and inflation. On the other hand, if she decides to raise taxes—particularly on higher earners and corporations—she might stifle the very entrepreneurship and innovation she’s aiming to support.
And let’s not forget her commitment to workers’ rights. Reeves has promised to strengthen labour laws, enhance job security, and ensure that the minimum wage keeps pace with the cost of living. Again, these are commendable goals, but they come with a price tag for employers. Increased regulation and higher wage costs could force some businesses, particularly SMEs, to make tough choices—either absorb the costs and take a hit to their profit margins or pass them on to consumers in the form of higher prices. Neither option is particularly appealing in an economy already grappling with the cost-of-living crisis.
But perhaps the most significant concern for business owners is the broader economic environment in which this budget will be delivered. The UK economy is still reeling from the effects of Brexit, the pandemic, and the war in Ukraine. Inflation remains stubbornly high, and growth has been sluggish at best. Reeves’ budget will need to walk a tightrope—stimulating growth without overheating the economy, supporting the most vulnerable without deterring investment.
Yet, for all the uncertainties, there’s a case to be made that Rachel Reeves’ approach could be exactly what the UK economy needs. The past decade has seen a growing divide between the haves and the have-nots, with wealth concentrated in the hands of a few while many struggle to make ends meet. By addressing these inequalities and investing in the future, Reeves could lay the groundwork for a more sustainable and resilient economy—one where businesses can thrive in the long term, rather than merely surviving from quarter to quarter.
So, should UK business owners be worried about what Rachel Reeves has up her sleeve? The answer is: it depends. If they’re willing to adapt, innovate, and embrace a more responsible form of capitalism, they might find that Reeves’ budget offers new opportunities rather than threats. But for those who’ve grown comfortable with the old ways of doing things, this new chapter in British economic policy might just be a wake-up call. After all, as the saying goes, change is the only constant—and in the world of business, those who fail to adapt are often left behind.
In the end, whether Reeves’ budget is a boon or a bane will depend not just on the numbers she presents in October, but on the response of the business community. Will they see her as a harbinger of doom or a catalyst for positive change? Only time will tell. But one thing’s for sure: this autumn, all eyes will be on the Chancellor—and what she pulls out of her proverbial hat.
Read more:
Should UK Business Owners Be Worried About Rachel Reeves’ First Budget?

HM Revenue & Customs (HMRC) is actively investigating 791 of the UK’s largest companies for suspected tax underpayments, a figure that represents nearly 40% of the country’s biggest businesses.
According to a study by Thomson Reuters, these investigations span across critical sectors such as banking, telecommunications, pharmaceuticals, retail, and oil and gas, underscoring HMRC’s increasing focus on ensuring tax compliance among major corporations.
Ray Grove, Head of Corporate Tax and Trade at Thomson Reuters, highlighted the escalating importance of tax compliance in today’s economic climate: “The scale of HMRC investigations into large businesses shows the growing importance of tax compliance. Slow global growth means that many countries, including the UK, are looking towards tax investigations into large businesses to help close gaps in their finances. That means more intensive scrutiny by tax authorities and an expectation of more penalties.”
The banking sector is particularly under the spotlight, with around 70 banks suspected of underpaying up to £9.3 billion in taxes as of March 31, 2024. This suggests that each bank might be underpaying an average of £132.5 million. Similarly, the retail and oil and gas sectors are being closely examined, with HMRC estimating underpaid taxes of £5.5 billion and £3.9 billion respectively. For retail, this translates to an average of over £50 million per business, while for oil and gas firms, the figure stands at £64.9 million per company.
The focus on banking is especially noteworthy, as the sector’s tax liabilities have risen sharply, with the total value of tax under investigation climbing from £6.1 billion in 2018/19 to £9.3 billion in 2023/24. Banks often face complex tax challenges, particularly due to their reliance on third-party providers for IT and other back-office functions, which are frequently based in different tax jurisdictions.
Grove further emphasised the growing pressures on tax departments: “Amid mounting complexities in reporting and compliance standards, tax leaders are increasingly being looked to by their CFOs for strategic and operational counsel. Corporates must meet this increased pressure by investing in the right talent and technology in their tax departments to ensure that they remain compliant and strategic in today’s fast-evolving tax landscape.”
To address these challenges, Thomson Reuters has introduced innovative solutions such as Checkpoint Edge with CoCounsel, a generative AI assistant designed to streamline tax research. CoCounsel enables tax professionals to quickly navigate complex queries through a secure AI chat interface, drawing on vast databases of trusted Thomson Reuters content. This technology allows even junior professionals to perform high-quality research efficiently, reducing reliance on senior colleagues’ expertise and helping companies stay ahead in the compliance game.
The intensifying scrutiny by HMRC serves as a stark reminder for large businesses across all sectors: tax compliance is no longer just a legal obligation but a critical element of strategic planning and risk management.
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HMRC probes nearly 800 major UK firms over suspected tax underpayments with UK banks suspected of underpaying £7.9bn

A significant majority of UK professionals are increasingly reluctant to change jobs, with 71% expressing hesitation due to concerns over job security, according to a recent poll by global recruitment firm Robert Walters.
This trend, which the firm has dubbed ‘The Big Stay,’ suggests that many workers are prioritising stability over career advancement, a choice that could have wide-ranging implications for both their professional futures and the broader economy.
The survey highlights that three-quarters of respondents consider job security as a key factor when evaluating new opportunities, with 16% admitting that fear of insecurity in a new role has completely deterred them from applying.
Chris Eldridge, CEO of Robert Walters UK & Ireland, contrasts this with the wave of ‘The Great Resignation’ just a few years ago, when professionals were changing jobs at record rates, lured by higher starting salaries. He notes, “While there was initial concern about ‘The Big Stay,’ this may be a short-lived phenomenon as market confidence appears to be rebounding post-election.”
Eldridge warns that staying in a stagnant role could hinder both individual career development and economic dynamism. “Economic growth relies on labour mobility. Organisations need fresh perspectives to remain competitive, and employees who shy away from new opportunities risk stagnating in their careers. Statistically, those who change jobs more frequently tend to earn more over their working lives.”
Shift in Priorities
The findings also reveal a notable shift in professional priorities. A significant 77% of UK workers now rank job security above salary, with 16% indicating that this concern has only recently come to the forefront of their minds. Employers have noticed this shift as well, with 74% stating that candidates are increasingly raising the issue of job security during the recruitment process.
Economic factors are a major driver of this trend, with over two-fifths of respondents citing the state of the economy as a crucial consideration in their decision to move roles. Inflation, unemployment rates, and GDP growth are among the top concerns influencing their hesitancy.
Eldridge acknowledges the pressures facing professionals, noting, “Even when a company can offer job security, the current economic climate is causing many to delay making significant life or career changes.”
Companies Struggle to Attract Talent
The report also sheds light on the challenges facing employers, with 79% of hiring managers observing an increase in candidates declining job offers in 2024. The primary reasons cited are salary expectations or cultural fit, followed by concerns over company security and job stability.
In response, 75% of companies have adjusted their recruitment strategies to address these concerns. These adjustments include being more transparent about growth plans and openly discussing industry challenges. However, only 13% of firms are candid about their financial performance during the recruitment process, fearing that such transparency might deter potential hires.
Nevertheless, some companies are recognising the value of transparency. Over a third now claim to be very transparent about their financial health and long-term plans, with a quarter still opting for a more guarded approach.
Eldridge concludes, “While companies may hesitate to disclose financial details or challenges, my experience shows that transparency often helps secure the right candidate—those who are not only undeterred by these challenges but are also eager to contribute solutions.”
Read more:
The big stay: job security concerns keep 71% of professionals from moving roles, finds new research

The CBI, which faced a mass exodus of members and severe financial difficulties after the allegations emerged in April 2023, has taken significant steps to restore its standing.
The group cut a third of its staff, closed international offices, and revamped its governance structure. These efforts appear to be bearing fruit, with major firms returning and participating in the CBI’s regional councils and committees.
AstraZeneca, the UK’s most valuable public company, is now represented on several key CBI committees, including the president’s committee and the taxation committee, after pausing its engagement during the investigation. Unilever and GSK have also resumed active roles, while new members, including JLL and Drax, are rejoining the CBI’s leadership ranks.
Despite the organisation’s progress, leading retailers Tesco and John Lewis have yet to renew their memberships. The CBI remains optimistic about its future, with plans to host a high-profile summer reception in September and publish its annual report in October, highlighting ongoing efforts to rebuild trust and strengthen ties with the new government.
Read more:
Major corporations return to CBI as lobby group rebuilds after misconduct scandal

British firms are missing out on billions of pounds in potential revenue by not filing international patents as aggressively as their competitors in other countries, industry experts have warned.
A report from the Chartered Institute of Patent Attorneys (CIPA) reveals that UK companies are filing patents in crucial markets such as Europe and China at rates up to 40% lower than their French and German counterparts. The World Intellectual Property Organisation (WIPO) also ranks the UK between 16th and 20th in its Global Innovation Index, specifically in measures related to patents, highlighting the country’s underperformance in this area.
This concerning trend indicates that British businesses and entrepreneurs are not adequately protecting their inventions and discoveries on the global stage. According to the Society of Chemical Industry, this oversight could cost the UK billions of pounds in lost revenue, as other nations take the lead in science and technology-based applications. Sharon Todd, the society’s chief executive, warns that the lack of UK patent filings is a clear sign that the nation’s science-based industries are under strain. “We risk losing billions of value to our international competitors,” she stated.
The new government is being urged to address this issue as a matter of urgency, with calls for closer collaboration with industry to resolve the challenges surrounding patent protection. Todd emphasised the need for the UK to remain competitive in sectors like green technology, new medicines, and food production, which are vital for economic growth and job creation. The Society of Chemical Industry is advocating for the establishment of a “science and innovation growth council” to provide expert advice to the government on policies necessary to bolster innovative industries.
Matt Dixon, president of CIPA, affirmed the institute’s commitment to partnering with the government to tackle the UK’s patent shortfall. He stressed that only through close cooperation between businesses and the government can the UK capitalise on the economic opportunities presented by intellectual property and patent protection.
Founded in 1882, the Chartered Institute of Patent Attorneys is the UK’s largest intellectual property organisation, representing over 4,500 members, including 1,100 trainee patent attorneys. The institute plays a critical role in supporting small and medium-sized enterprises, universities, and large corporations in safeguarding their innovative technologies worldwide.
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UK businesses at risk of losing billions by neglecting overseas patents

Sunswap, a pioneering UK clean-tech startup focused on decarbonising cold chain logistics, has secured £17.3 million in a funding round led by investment company BGF.
The investment will accelerate the deployment of Sunswap’s innovative zero-emission transport refrigeration technology across the UK and Europe, marking a significant step forward in the effort to reduce carbon emissions in the logistics industry.
Sunswap’s cutting-edge “Endurance” Transport Refrigeration Unit (TRU) is a fully electric solution designed to replace traditional diesel-powered units, offering a cleaner, more sustainable alternative for the transportation of chilled goods. The Endurance TRU combines advanced battery technology, solar power, and rapid charging capabilities, allowing fleet operators to transition to zero-emission refrigeration without sacrificing performance or cost-effectiveness.
The £17.3 million investment includes contributions from Shell Ventures, Dutch venture capital firm Move Energy, and existing backers Barclays and the Clean Growth Fund. This funding will support the further development and production of Sunswap’s TRUs, which have already demonstrated superior performance and a lower total cost of ownership during commercial trials with major industry players like Tesco and Müller.
Sunswap’s technology is distinguished by its integration of solar panels on trailer roofs and a cloud-based telematics system, enabling operators to monitor and control refrigeration units remotely. This not only enhances performance but also delivers significant operational savings for logistics companies.
The company’s growing customer base includes prominent names such as equipment services provider TIP Group, shipping and logistics giant DFDS, and leading UK fleet operators. With this new investment, Sunswap plans to expand production to meet increasing customer demand, broaden its nationwide service network, and continue advancing its technological innovations.
Michael Lowe, co-founder and CEO of Sunswap, expressed his excitement about the partnership with BGF and other investors: “We are thrilled to have BGF and Shell Ventures support in our mission to decarbonise cold chain logistics. This funding will be instrumental in accelerating our growth and expanding our presence in the UK and European markets. Together, we will work towards a cleaner, greener future for cold chain logistics, helping businesses meet their sustainability targets.”
BGF investor Rowan Bird highlighted the significance of Sunswap’s technology: “As the logistics industry moves towards more sustainable practices, Sunswap’s TRU technology stands out as a leading solution for fleet operators seeking to reduce their carbon footprint and operational costs. We are excited to support Sunswap in continuing to develop its technology and expand its manufacturing capabilities.”
Stephen Price, Investment Director at the Clean Growth Fund, added: “With this further investment, Sunswap is poised to accelerate the decarbonisation of cold chain logistics and rapidly transition the industry away from highly polluting legacy technology.”
James Ferrier, Director of Principal Investments at Barclays Sustainable Impact Capital, also emphasized the importance of Sunswap’s advancements: “Sunswap’s latest acceleration towards a fully electric, zero-emission alternative to diesel-powered TRUs represents a major step forward for the logistics industry. We are proud to help scale this essential clean tech solution.”
As Sunswap continues to drive innovation in cold chain logistics, this latest investment round will play a crucial role in supporting the company’s ambitious plans to transform the industry and contribute to a more sustainable future.
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BGF leads £17.3m investment in Sunswap to accelerate decarbonisation in cold chain logistics

Apple is on the brink of transforming how you use your iPhone with the introduction of “Apple Intelligence,” a suite of AI-powered features set to debut in iOS 18.
At the forefront of this development is a revamped Siri, now enhanced through a partnership with OpenAI, the company behind ChatGPT. This new iteration promises to make your interactions with your iPhone more intuitive and personalised, but it also raises important questions about data privacy.
What is apple intelligence and when is it arriving?
Apple Intelligence is the umbrella term for the AI enhancements coming to iPhones with iOS 18. The initial iOS 18 update will roll out with the launch of the iPhone 16 in September, but the AI features, including ChatGPT-4o integration, will be introduced in the iOS 18.1 update expected in October.
Among the first features users can expect are improved writing tools, suggested replies in Messages, email summarisation, and phone call transcription. Additionally, Siri will become smarter, integrating more deeply with your apps to offer contextual responses based on your personal data, such as messages, emails, and calendar entries. Later updates will bring creative tools like Image Playground and custom emoji, known as Genmoji.
These AI capabilities will only be available on newer devices, specifically the iPhone 15 or later, or any Apple device equipped with the M1 or M2 chip.
How will this change your iPhone usage?
The gradual rollout of Apple Intelligence means that changes to your iPhone experience will be subtle at first. However, once the features are fully enabled, you should notice a more personalised and efficient experience. For instance, you might find the email summarisation tool useful for managing your inbox on the go, or appreciate the ability to transcribe phone calls with the other party’s consent.
Apple’s AI assistant will also gain the ability to follow conversations more naturally, remembering previous interactions to provide more relevant responses. A new visual indicator around the Siri icon will alert you when it is listening, offering greater transparency.
However, as with any new technology, there may be some initial glitches. Apple’s CEO, Tim Cook, has acknowledged that while the AI is expected to perform well, there’s no guarantee that it will be flawless from the start.
How does siri’s chatgpt integration differ from the ChatGPT app?
When you use Siri’s ChatGPT integration, Apple serves as a privacy-focused intermediary. Unlike direct use of the ChatGPT app, where your queries go straight to OpenAI’s servers, Siri first tries to handle requests on your device. If that’s not possible, some data may be sent to Apple’s servers, but it is encrypted and anonymised before being passed on to ChatGPT.
This extra layer of privacy protection is a key difference, ensuring that your data is better shielded than it would be when using ChatGPT directly. Additionally, users can access the GPT-4o powered Siri without needing to create an account, though those with ChatGPT subscriptions can connect their accounts for added features.
Are your conversations tracked or stored?
Apple has emphasised that privacy is central to Apple Intelligence. Most processing will occur on your device, meaning data typically remains on your iPhone. For more complex requests requiring cloud processing, Apple will anonymise and encrypt your data before sending it to its servers or to ChatGPT.
While Apple asserts that it won’t store requests linked to you, there is always a small risk that highly specific queries could potentially be connected back to you. To address this, Apple is introducing the Apple Intelligence Report, a feature that provides a detailed breakdown of how your Siri requests were processed, ensuring transparency.
Despite these safeguards, the need for AI to access vast amounts of information means that enabling Apple Intelligence will require Apple to have more access to your personal data, including messages, calendar events, location, and photos.
Can you opt out?
Yes, participation in Apple Intelligence is entirely optional. The AI features will be disabled by default, and you will need to enable them manually in the Settings. This ensures that if you have concerns about privacy or the utility of these new features, you are not obliged to use them.
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Apple intelligence: How AI integration in IOS 18 will change your iPhone experience