## **TRUSTEES’ ANNUAL REPORT** 

## **AND FINANCIAL STATEMENTS** 

**FOR THE YEAR ENDED 31 MARCH 2026** 

REGISTERED COMPANY NUMBER: 11703865 (England and Wales) REGISTERED CHARITY NUMBER: 1201752 



Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report and Financial Statements for the year ended 31 March 2026** 

## **CONTENTS** 

||Pages|
|---|---|
|Reference and Administrative Details|1|
|Trustees’ Report|2-14|
|Independent Examiners’ Report|15|
|Statement of Financial Activities|16|
|Balance Sheet|17|
|Notes to the Financial Statements|18-22|





## **REFERENCE AND ADMINISTRATIVE DETAILS** 

## **Trustees** 

Samina Ali Andrew Chadd Rebecca Foran-Coutts (from 30 September 2025) Oliver Housden Helen Lamprell Steve Maule Sarah Newton (Chair) Gemma Piggott (from 30 September 2025) Patrick Ryan Tahani Saridar Fay Wilberforce Pamela Zaballa 

## **Registered Office** 

First Floor 167-169 Great Portland Street London W1W 5PF 

## **Charity Registration Number** 

1201753 

## **Company Number** 

11703865 (England and Wales) 

## **Independent Examiner** 

Liv Burrell ACA CTA Knox Cropper LLP Chartered Accountants 65 Leadenhall Street London EC3A 2AD 

## **Bank** 

Lloyds Bank 25 Gresham Street London EC2V 7HN 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

## **CHAIR'S REPORT** 

EIDA has a small and highly impactful team of professional staff led by our CEO, Susan Bright. Susan and the team have achieved a great deal this year, increasing the reach and impact of our work, supporting more employers to take effective action to support employees who are victims and survivors of domestic abuse, as well as considering responses to employees who are perpetrators. 

Our membership continues to be strong and growing steadily with over 2,000 members who together employ more than 25% of the UK workforce across all sectors. 

Our Beacon members during the year included Amazon, BP, City of London Corporation, Goldman Sachs, Google, Hand Picked Hotels, Hogan Lovells, Home Office, Lloyds Banking Group, Ministry of Justice, Mitie, National Grid, NHS England, UK Power Networks and Vodafone. Beacon members provide much of the core funding for EIDA that enables us to work with a growing number of employers of all sizes, in more sectors and regions. 

The Strategic Partner programme, a recently introduced level of EIDA membership introduced for employers who may not be ready to become a Beacon but who want to engage more deeply in our work and support EIDA financially, enabling us to extend our reach to smaller employers across the UK has grown considerably and included Allied World, Aviva, AXA XL, Bristows, Dentons, Nationwide, Financial Times, Fleet Street Quarter, Markel, Royal Mail, Sellafield, Serco and Virgin Media O2. 

Membership remains free to all other employers: as most people work in small and medium-sized businesses, it’s essential that we are able to raise awareness and provide high quality and relevant free guidance and support to more employers across the UK. We are particularly appreciative on the funding the City of London Corporation has provided that has enabled us to develop and promote new digital and other resources designed to support small and medium sized businesses. 

As with many small organisations that aim for a big impact we need to be focussed on our sustainability. We have made significant progress in improving our financial sustainability and I am very grateful to The Stone Family Foundation and the Vodafone Foundation’s support for our work. Also, to our Advisory Council members, led by our Founder Elizabeth Filkin, who provide a wide range of advocacy and support. We continue to receive terrific support from our partners across the domestic abuse sector. 

I am very appreciative of our wonderful EIDA Ambassadors who give so generously of their time, sharing their personal experience to such great effect. They are:, Sally Benatar, Kathryn Benwell, Samantha Billingham, Sarah Brown, Charlotte Budd, David Challen, Natalie Curtis, Dawn Grant, Gareth Jones, Andrew Lane, Sharon Livermore, Rajinder Pryor, Tunu Sokiri, Shital V, and our volunteer Maha Khan Phillips. 

EIDA have put on a number of well-attended online and in-person events that have brought together employers, Ambassadors, our Beacon members and Strategic Partners with key stakeholders to share issues, information, ideas, activities and best practice on enabling employers to take action to support and retain their employees who are victims and survivors of domestic abuse. This work has been amplified by our growing social media reach. 

Finally, I want to acknowledge the work of my fellow trustees who give so freely of their time and expertise. It is much appreciated. This year we were delighted to welcome two new trustees Gemma Piggott and Rebecca Foran-Coutts. 


Sarah Newton Chair @EIDA org 



Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

## **TRUSTEES’ REPORT** 

The Trustees, who are also directors of the charity for the purposes of the Companies Act 2006, present their report with the financial statements of the charity for the year ended 31 March 2026. 

The Trustees have adopted the provisions of Accounting and Reporting by Charities: Statement of Recommended Practice applicable to charities preparing their accounts in accordance with the Financial Reporting Standard applicable in the UK and Republic of Ireland (FRS 102) (effective 1 January 2019). 

## **OBJECTIVES AND ACTIVITIES** 

## **CORE PURPOSE** 

The Employers' Initiative on Domestic Abuse (EIDA) is a free-to-join membership organisation bringing together the experience, expertise, and best practice of employers and specialists in domestic abuse through the creation of resources and events, to enable all employers across the UK to support any of their employees affected by domestic abuse. 

EIDA seeks to be an effective catalyst for greater engagement by employers with domestic abuse, working with government, academics, non-profit, charitable, and public sector organisations. The experience of victim-survivors of domestic abuse informs all our work. 

## **VISION** 

Every employer taking effective action on domestic abuse. 

## **MISSION** 

Our mission is to equip employers to support their employees affected by domestic abuse and to share best practice with other employers. 

We endeavour to bring about constructive change, leading to a society where survivors thrive, and where domestic abuse is not tolerated. 

## **WHAT WE DO** 

EIDA focuses on four key areas of work. We: 

- raise awareness, inspire and support employers to tackle domestic abuse 

- provide the tools an employer needs to take effective action 

- share ideas so employers can learn from each other, through resources and events 

- work with government, partners and academics to provide the latest guidance and to champion change. 

## **SIGNIFICANT ACTIVITIES** 

EIDA delivers a core programme of activities: 



**Communications** and **engagement** across our membership and more widely, raising awareness of domestic abuse among employers, highlighting developments in the sector, spreading news and good practice. This includes social media updates, our “Tuesday Trio” news updates, and highlighting the work of EIDA and our partners through external speaking opportunities. 

Developing and sharing up to date **resources** to support employers to tackle domestic abuse. Our core resource is our EIDA Handbook, which includes case studies of good practice and a template Domestic Abuse Policy. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 



- Running **events** to support and spread our work. These include our in-person Network events, our bi-monthly EIDA Insight Hour webinars, our Beacon and Strategic Partner meetings, senior leader roundtables and other awareness-raising events for our members including Lunch & Learn sessions and the Foundation programme for our members. 

**Advocating** for workplace policies that address domestic abuse and promote a culture of belief and understanding, and for government policies and funding that support survivors and address perpetrators of domestic abuse. 

Survivors of domestic abuse drive and shape all our work and it is important that we include, amplify and share the voices and stories of people who have survived domestic abuse to engage authentically and effectively. 

## **EIDA MEMBERSHIP** 

We welcome all UK employers to join EIDA. Membership is free and provides access to a wide range of resources and shared best practice. Employers can find more information and join EIDA via our website: www.eida.org.uk. 

All our members sign our Membership Charter to take effective action on domestic abuse. Our Charter sets out mutual commitments that will enable better support for employees affected by domestic abuse. 

The different levels of EIDA membership are shown here. 


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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

## **VOLUNTEERS** 

We value the input and support of our volunteers. Our amazing volunteer Ambassadors continued to share their diverse experience of domestic abuse so that EIDA’s work is informed by their experience and knowledge.  They engage with our projects, resources and events throughout the year in a variety of ways, from speaking at events to amplifying our communications on social media. 

We convene quarterly online Ambassador meetings and bring the group together in person at least twice a year at an EIDA event and a dedicated Ambassador event, providing an opportunity to connect and share recent projects and updates. As part of our efforts to invest in our Ambassadors, we held an Ambassador engagement day in June 2025, with a storytelling workshop run by Beacon member Hogan Lovells followed by an opportunity to connect socially. 

We are also grateful to Maha Khan-Phillips, who volunteers her skills as a journalist and writer to contribute to our written materials. 

## **PUBLIC BENEFIT** 

The Trustees have consulted the guidance made available by the Charity Commission for England and Wales on the Public Benefit requirement of the Charities Act 2011. The Trustees are confident that they have complied with their duty under section 4 of the Charities Act 2011 in that they have had due regard to public benefit guidance published by the Commission. 

## **ACHIEVEMENTS & PERFORMANCE: REVIEW OF 2025-26** 

## **MEMBERSHIP** 

Our members work individually and collectively to take effective action on domestic abuse. Our engagement is widespread and spans the private, public and third sectors, comprising both UK and global organisations, and representing over forty industries, including public services, voluntary, parliamentary, policy, research, religion, retail, hospitality, technology, sports, financial services, construction, engineering and industrial relations. 

During the year to March 2026, EIDA membership surpassed 2,000, growing 15% to 2,179 members (previous year: 20% growth). Our basic (free) membership continued to grow organically through referrals, events and social media at a steady, manageable rate, allowing the team to engage with new joiners and provide additional support where required. 

We continued to focus efforts on understanding our existing membership and tailoring our support for them. 

## **EIDA BEACONS & STRATEGIC PARTNERS** 

EIDA **Beacons** are employers who have committed to going above and beyond in their mission to tackle domestic abuse. As well as taking effective action within their own organisations, they collectively shine a light on domestic abuse, raising awareness with other businesses about the significance of the employer in tackling the issue. 

We ended the year with 14 Beacons (previous year: 15). We intend to maintain a group of around 15 Beacons, and we are pleased that the Department for Work & Pensions (DWP), became our newest Beacon from 1 April 2026. 

Our Beacons during the year to March 2026 were: Amazon, BP, City of London Corporation, Goldman Sachs, Google, Hand Picked Hotels, Hogan Lovells, Home Office, Lloyds Banking Group, Ministry of Justice, Mitie, National Grid, NHS England, UK Power Networks (to November 2025) and Vodafone. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

The EIDA **Strategic Partner** programme includes employers committed to tackling domestic abuse in their own organisation, supporting the work of EIDA and helping us to extend our reach to SMEs (small and medium-sized enterprises) and other smaller employers across the UK. 

We continued to grow the Strategic Partner programme and we ended the year with 11 Strategic Partners (previous year: 10). 

Strategic Partners in the year were: Allied World, Aviva, AXA XL, Bristows, Dentons, Nationwide, Financial Times, Fleet Street Quarter, Markel, Royal Mail (to Oct 2025), Sellafield, Serco and Virgin Media O2 (to January 2026). 

We are grateful to all our Beacons and Strategic Partners for their commitment to tackling domestic abuse and for working in partnership with EIDA. By sharing their learnings, insights and challenges across the EIDA network, highlighting EIDA and domestic abuse across suppliers, partners and networks, Beacons and Strategic Partners extend their own and EIDA’s reach and contribute towards greater awareness and action.  They also contribute vital financial and in-kind support to EIDA, contributing to our long-term sustainability. 

## **RESOURCES** 

EIDA’s bank of resources form a key part of our support to our members.  In addition to our flagship resource, **The EIDA Handbook** : A Workplace Domestic Abuse Response, we have specific guidance for line managers and champions and a language guide, equipping different people within employers with the tools to best support and signpost victim-survivors of domestic abuse to the help they need, as well as to address perpetrators. 

We published 32 new **collaborative resources** in the year (previous year: 32), including insights from Beacons, publications and events. 

Our template **domestic abuse policy** was accessed 1,048 times (previous year: 1,044) and there was an increase in downloads of our other resources to over 3,600 (previous year: 2,382). 

Our free **eLearning module for SMEs** was launched in November 2025, offering the information from our EIDA Handbook in a different format, accessible for all and specifically aimed at audiences without a dedicated HR function. We rolled it out to members and cascaded it through other membership organisations and local authorities. To March 2026, 182 organisations commenced the eLearning. We continue to track the uptake of the module and seek feedback to improve and update the module and to better understand the value of this format for our members. The City of London Corporation funded the project and are supporting the promotion of the eLearning to SMEs within the City of London and beyond. 

## **COMMUNICATIONS & ENGAGEMENT** 

We have a regular programme of communications and engagement to reach our membership and other employers, raising awareness of domestic abuse and empowering employers to take action. 

Our regular **Tuesday Trio newsletter** , which we send out once or twice a month to all members, features news, updates and resources and has maintained an excellent 34% open rate across the year (previous year: 35%). 

EIDA’s presence on social media remained focussed on **LinkedIn** , and our following continues to grow, reaching 5,692 followers by the end of the year (previous year total: 4,344). 

EIDA decided to cease posting on Twitter/X from April 2025, considering the views and actions of the owner of the platform as at odds with EIDA values, coupled with a drop in follower count, perhaps related to others leaving the platform. 

We ran a Black Communities campaign in September to raise awareness of Black experiences of 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

domestic abuse, in collaboration with HERSANA, an organisation providing Black femme survivors with support, access to justice and holistic therapies around all forms of gender-based violence. The campaign featured three Black women survivors, who contributed their stories to our website, speaking on an Insight Hour and featuring in our subsequent 16 Days of Activism campaign. The campaign culminated in the publishing of a guidance document for employers on Understanding and supporting Black employees affected by domestic abuse. We will continue to embed the campaign learnings across all EIDA’s work. 

During the 16 Days of Activism, we contributed to the Festival of Social Sciences at Northumbria University in October 2025, where we produced a soundscape audio recording of victim-survivors sharing their experiences of abuse. The audio recordings from the Festival were also featured on **posters** we created for the 16 Days of Activism, alongside a quote from each survivor, and links to access support. 

We were delighted to work with Mediazoo, who supported us on a pro bono basis to create a short promotional film for EIDA. We have used the video at events and speaking opportunities. 

## **EVENTS** 

## **Network Events** 

Our Network Events are in-person events, open to all members. They explore particular topics, related to domestic abuse and employment, of interest to our members. They reflect our focus on diversifying our events programme while maintaining the opportunity for our network to get together in person to share learnings, experience and best practice, and to hear from experts. 

We held two Network Events during the year in March 2026. 

In line with our plans to expand beyond the Southeast of England, we held our first Network Event outside the Southeast, hosted at Northumbria University in Newcastle, in June 2025: Why ’ supporting families affected by domestic abuse should be on every employer s agenda **.** We heard how domestic abuse impacts children and young people, and how employers can support their employees and their families affected by abuse. Expert speakers, victim-survivors, and employers shared practical tips and guidance for employers that want to take effective action on domestic abuse.  We welcomed 53 existing and prospective EIDA members for a morning of learning, inspiration, and the chance to connect with other engaged employers. 

Our second Network Event was held in November: A fireside chat between EIDA Ambassador, David Challen and journalist, Rachel Ellison, following publication of David’s book “The Unthinkable”. The event was kindly hosted by Vodafone and was followed by a reception. Hestia also presented the latest Everyone’s Business award. 89 people attended, representing existing and potential members. 

## **Insight Hours** 

We continued to run our accessible, regular, one-hour lunchtime webinars for our members, spotlighting topics or areas where members have asked for more information. 

We held six Insight Hours during the year. 

- Addressing perpetrators in the workplace, May 2025 

- How employers can support male victim-survivors of domestic abuse, July 2025 

- Understanding and supporting Black employees affected by domestic abuse, Sept 2025 

- Communicating effectively about domestic abuse: Using campaigns and preparing for the 16 Days of Activism, Nov 2025 

- New year, new commitment: Taking effective action on domestic abuse in 2026, Jan 2026 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

- When domestic abuse is fatal: The impacts of domestic abuse-related suicides on the workplace, March 2026. 

Our average attendance at these webinars remained consistently high at 170 online attendees (previous year: 152) and a total attendance of 1,203 across the six events.  We record our Insight Hours where possible and share them on our YouTube channel to encourage wider engagement with these topics.  We had more than 5,000 views of our videos in the year. 

## **Lunch and Learns awareness-raising sessions** 

Our Lunch and Learns take the format of interactive sessions in-person or online, aimed at employees of any large or small organisation. They cover the key aspects of what domestic abuse is, spotting the signs, how employers can respond to protect their employees, and why it is a workplace issue. 

We held 19 Lunch and Learns in the year, directly reaching over 600 employees, with recordings often available for other colleagues to review. 

## **Foundation programme** 

We created the EIDA Foundation Programme in response to our members’ requests for an introduction to how employers can support colleagues impacted by domestic abuse. 

The two-session programme provides step-by-step guidance as an employer starts to implement an effective domestic abuse response within the organisation. The programme is based on learnings from our network of over 2,000 EIDA member employers and is directly informed by the experience of survivors of domestic abuse. Each session lasts five hours, with an additional 1-1 follow-up session. 

We delivered one programme in the year, each across two half days. Representatives from 5 employers attended the programme. 

## **HR Charter against domestic abuse** 

We now have 177 signatories to the HR Charter, and we regularly host onboarding events online. We are continuing our collaboration with HRZone magazine with a series of articles for HR practitioners. We are developing our relationships with the HR Charter signatories as a further way to attract and engage new EIDA members. 

## **Industry and subject specific roundtables** 

We convened roundtables to bring together interested stakeholders focussed on a specific topic, or around challenges and opportunities faced by particular sectors of employer. 

- The challenges of investigating and prosecuting the criminal offence of controlling or coercive behaviour roundtable, hosted by the Home Office 

- Education sector roundtable, hosted by Northumbria University 

- Rail sector roundtable, hosted by c2c 

We produced insights and recommendations from each roundtable to share with relevant stakeholders across the sectors involved, with the Government and with our wider membership. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

## **PROJECTS** 

## **Member Survey** 

We carried out a survey of our members in April/May 2025. The core aims were to: 

- Evaluate the impact that membership of EIDA has had on member organisations. 

- Understand how EIDA can do more to support members in the future. 

229 members completed our survey, representing 12% of EIDA’s total membership at the time. All individuals completing the survey had responsibility for managing EIDA membership or for managing or implementing domestic abuse policies in their organisation. 

We drew eight key findings from the data. 

1. Overall, surveyed members say EIDA is helping them support employees who are experiencing domestic abuse. 

2. Membership has a positive impact on the number of organisations that have a specific domestic abuse policy. 

3. The EIDA Handbook and related guides are the most useful resources with >85% of members finding them useful. 

4. Surveyed members find the online EIDA Insight Hours our most useful event. 

5. The main barriers to taking action remain broadly the same, with an increased number mentioning a lack of time and resources. 

6. An increased number of members have had disclosures of domestic abuse. 

7. Members’ recording of disclosures is not consistent. 

8. Senior leaders at EIDA members see domestic abuse as a workplace issue. 

The results of the survey have helped us to identify five main areas of future focus: 

- Addressing perpetrators 

- Update the template domestic abuse policy 

- Advocacy 

- Case studies 

- Signposting 

We produced a full report of the findings, for internal purposes, shared key findings via our newsletter and website, and will use the data to support future projects and research. 

## **New website** 

We launched our new website in March 2026.  Designed to provide improved navigation and accessibility (aligning with WCAG 2.1 AA standards) it includes dedicated logins for every member organisation to access all the information and resources in our member area. Initial feedback from users was positive and there is flexibility to update and add to our resources. 

## **PARTNERS** 

We have continued to work closely with specialist organisations across the domestic abuse sector, who provide expertise and input. Recognising that domestic abuse can happen to anyone of any age, gender, race, sexual orientation, religion or background, we have actively sought relationships with organisations working with people affected by domestic abuse who are from minoritised groups or have protected characteristics. 

## **ADVISORY COUNCIL** 

The EIDA Advisory Council, chaired by EIDA Founder Elizabeth Filkin CBE, brings together members from diverse backgrounds in politics, law, culture, health, the charity and corporate sector, and academia, all with a commitment to tackle domestic abuse. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

The Advisory Council met in September 2025 and March 2026, hosted on each occasion by an EIDA member employer who opened the meeting by sharing their organisation’s response to domestic abuse.  Council members’ unique insights and experience help inform EIDA’s work with employers. 

Our Advisory Council members in the year were: Dr Olumide Adisa, Dr Peter Aitken, Dame Inga Beale, Samantha Beckinsale, Dame Carol Black, Fiona Cannon, Fraser Duncan, Andrew Dunnett, Lisa Felton, Elizabeth Filkin CBE, Lorna Gavin, Baroness Hale of Richmond, Lord Hastings of Scarisbrick, Nicole Jacobs, Sukhvinder Kaur, Baroness Helena Kennedy KC, Meena Kumari, Dr Stephen Lee, Baroness Theresa May, Helen Millichap, Jess Phillips MP  Sir Trevor Phillips, Sandra Pollock, Baroness Royall of Blaisdon, Jabbar Sardar, Yvonne Stone, Jo Todd, April Dawn Ventour, Baroness Verma, Lord Nicholas Wilson. 

## **INFLUENCE** 

We submitted a paper to the Government during its consultation on a new strategy to respond to violence against women and girls, published as the “Freedom against violence and abuse” strategy in December 2025. We were pleased to see employers recognised as an important part of a whole of society response to domestic abuse, with the Government encouraging all employers to join EIDA. Our recommendation to work with regulators to assess domestic abuse as relevant to someone’s fitness to practice was also included in the strategy. We are now working with five Government departments as they start to implement the actions in the plan that accompanies the strategy. 

## **IMPACT** 

EIDA’s impact continued to grow during 2025/26, with membership rising to 2,179 employers and our network now reaching organisations that employ more than a quarter of the UK workforce. Through this growing community, we helped employers across more than 40 industries strengthen their response to domestic abuse by sharing practical tools, evidence and peer learning. Our updated Handbook, policy template and other resources, together with our new free eLearning module, supported employers to put in place more effective workplace responses, with the potential to improve safety, stability and longer-term outcomes for employees affected by domestic abuse, including victim-survivors and their families. 

Our events, communications and partnerships also helped to increase awareness and action across the employer landscape. More than 1,200 people attended our Insight Hours during the year, alongside strong participation in Network Events, Lunch and Learns, roundtables and sectorspecific discussions. By combining lived experience, specialist expertise and employer leadership, EIDA continued to influence practice, strengthen survivor-informed approaches and contribute to longer-term social change by encouraging earlier support, better employer responses and a wider culture in which domestic abuse is recognised, addressed and not tolerated. 

## **SUSTAINABILITY** 

EIDA is committed to operating in a responsible and sustainable way, proportionate to our size and purpose as a charity. We consider environmental, social and governance (ESG) matters through our decision-making, day-to-day operations and oversight by the Board of Trustees. This includes seeking to minimise our environmental impact by making efficient use of digital and hybrid working, shared office space and encouraging sustainable forms of transport (public transport or cycling). We foster an inclusive and supportive culture for our team, members and partners, and maintain strong governance through clear policies, sound financial management and risk oversight. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

## **FINANCIAL REVIEW** 

## **FINANCIAL POSITION** 

The financial period for the company covered the 12 months from 1 April 2025 to 31 March 2026. 

Membership of EIDA remained free to all employers during the year. The organisation currently relies upon the generous support of its Beacon members, its Strategic Partner members, grantfunders and other donors to support its range of activities. 

Income in the year totalled £387,074 [prior period £321,827]. 

Reserves held at the year-end were £101,343 [prior period £12,374]. 

## **PRINCIPAL FUNDING SOURCES** 

A group of employers supported EIDA as Beacon and Strategic Partner members during the financial year, including those providing significant in-kind support. Beacon and Strategic Partner membership income has been recognised across the period of each Beacon and Strategic Partner's membership and the balance of income deferred into 2026/27 has been recognised in other creditors. Where members have paid fees in advance for a period exceeding 12 months (currently one Beacon Member and one Strategic Partner), these are shown as deferred income within other creditors, but from a management accounting perspective these cash balances are treated as being effectively held for the future periods to which they relate. 

We have continued to develop our membership model, maintaining funding from a group of members, enabling EIDA membership to remain free to all small and medium sizes employers, who may not have the resources to fund policy development or training for their employees. 

EIDA has further developed our consultancy services, offering other bespoke support alongside our usual awareness-raising sessions, and this continues to provide a modest income stream. 

We received two grants, which were recognised in the period to which they related and deferred income has been recognised in other creditors. 

## **IN-KIND SUPPORT** 

EIDA benefits from support in-kind including the use of meeting rooms and event space from many of our members. Hestia generously continued to offer office space. Moors Whitehouse kindly provide EIDA’s payroll services free of charge. 

## **RESERVES POLICY** 

It is the policy of the Trustees to maintain sufficient reserves to ensure the smooth running of the charity and to finance the charity's declared objectives. The Trustees have approved a Reserves Policy, which requires sufficient cash and readily realisable assets to be held to meet six months of recurring monthly costs. The policy was designed to provide a conservative early warning of cash reserves being depleted to a level where action would ideally be taken on either the organisation's cost base or to secure additional funding. 

The Trustees review the Reserves Policy on an annual basis, and the reserves position is reported at every Board meeting. 

The Reserves Policy was met in the year to 31 March 2026. 

## **GOING CONCERN** 

The charity has a strong and stable executive team and is successfully securing an ongoing, sustainable income stream from a small group of members. The Board of Trustees therefore consider that there are no material uncertainties about the charity's ability to continue as a going concern. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

Expenditure has been planned on the basis of expected income. The charity remains flexible enough to adjust activities and expenditure if required. 

## **RISK MANAGEMENT** 

The Trustees are responsible for ensuring that the charity has an appropriate system of controls in place to provide reasonable assurance that the charity is operating effectively and in line with the Charity Commission guidelines. 

Trustees actively manage risks through a risk register, which is reviewed and updated at least once a year. Where appropriate, systems or procedures have been established to mitigate the risks the charity faces. 

The Trustees have identified the following six risk categories: Strategic Planning, Funding, People, Stakeholder Management, Governance, Reputation. Specific risks are identified and explained within each category. A gross risk score is applied based on potential impact and likelihood, along with a net risk score once the stated mitigating actions are applied. All risks fall within the Board’s stated risk appetite. 

## **FUTURE PLANS** 

We will continue to deliver our programme of activities, hosting events, producing and sharing resources, and communication and engagement with our members, the domestic abuse sector, Government and the wider public. 

Responding to our members, using the results of our member survey, we will focus our activities on developing guidance on how to address perpetrators, updating the template domestic abuse policy, advocacy, case studies and signposting for members. 

We will continue to expand our reach beyond the Southeast of England through nationwide speaking opportunities and sector and thematic roundtables. 

We plan to hold a further in person conference in the first quarter of 2027.  We also plan to hold our first online global summit in partnership with No More, sharing best practice with employers around the world. 

During 2026/7, through expanding our Strategic Partner programme and consultancy work, we expect EIDA core funding to come entirely from members. 

All our resources, communications and events will continue to be informed by our Ambassadors and other people who have lived experience of domestic abuse. 

## **STRUCTURE, GOVERNANCE AND MANAGEMENT** 

## **GOVERNING DOCUMENTS AND CONSTITUTION** 

The charity is controlled by its governing document, a deed of trust, and constitutes a limited company, limited by guarantee, as defined by the Companies Act 2006. 

The company was incorporated on 29 November 2018 as a company limited by guarantee and commenced activities on that date as a not-for-profit organisation. The company registered as a charity on 27 January 2023. 

## **RECRUITMENT AND APPOINTMENT OF TRUSTEES** 

The appointment of Trustees is governed by the Articles of Association. At the end of March 2026, the charity had twelve Trustees. 

Trustees are recruited through an open recruitment process of application and interview. Due 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

diligence is carried out in relation to prospective Trustees who are asked to sign a declaration to confirm that they are not disqualified from acting as a charity Trustee. New Trustees are nominated and elected by existing Trustees by ordinary resolution. The recruitment, induction and training of new Trustees is carried out by the Chair and other Trustees, with support from the staff team. 

All Trustees give their time voluntarily and receive no benefits from the charity. 

EIDA ran an open Trustee recruitment process in Spring/Summer 2025 and recruited two new Trustees, building representation from UK employers and supporting continuity plans for when existing Trustees reach the end of their terms. 

## **GOVERNANCE STRUCTURE & DECISION MAKING** 

EIDA is governed by a Board of Trustees which meets five times each year to consider the priorities for the organisation within the agreed strategic framework. Trustees are also Members of the company. The Board approves an annual budget and has a formal delegated authorisation schedule appropriate to the size of the organisation. Financial results are reported quarterly against budget together with updated financial forecasts. 

The Board of Trustees devolves certain activities to sub-committees and (where allowed by the Articles of Association) to the CEO. 

The Audit, Finance and Risk Committee meets at least twice annually to provide independent oversight of the financial reporting process, audit process, system of internal controls, risk framework and compliance with laws and regulations. The CEO and Director of Operations attend Audit, Finance and Risk Committee meetings but are not members. 

The Nominations Committee meets as required and makes recommendations to the Board on the appointment of Trustees and the recruitment of Senior Executives. The Board then considers those recommendations and acts formally to approve (or not) any such appointment. 

The day to day running of EIDA is led by the CEO who reports to the Chair of Trustees. The CEO has responsibility for managing the team which, at 31 March 2026, comprised five people. 

## **RELATED PARTIES** 

Patrick Ryan is CEO of Hestia who provide the charity with office space free of charge. 

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Employers’ Initiative on Domestic Abuse **Trustees’ Annual Report for the year ended 31 March 2026** 

## **STATEMENT OF TRUSTEES' RESPONSIBILITIES** 

The Board of Trustees is responsible for preparing the Annual Report and the financial statements in accordance with applicable law and United Kingdom Generally Accepted Accounting Practice. 

Company law requires the Trustees to prepare financial statements for each financial year which give a true and fair view of the state of affairs of the charitable company and of the incoming resources and application of resources, including the income and expenditure, of the charitable company for that period. In preparing these financial statements, the Trustees are required to: 

- select suitable accounting policies and then apply them consistently; 

- observe the methods and principles in the Charities SORP; 

- make judgments and estimates that are reasonable and prudent; 

- state whether applicable UK accounting standards have been followed, subject to any material departures disclosed and explained in the financial statements; and 

- prepare the financial statements on the going concern basis unless it is inappropriate to presume that the charitable company will continue in business. 

The Board of Trustees has overall responsibility for ensuring that the charity has an appropriate system of controls, financial and otherwise. The Trustees are also responsible for keeping adequate accounting records which disclose with reasonable accuracy at any time the financial position of the charity and enable them to ensure that the financial statements comply with the Companies Act 2006, the Charities Act 2011, the Charity (Accounts and Reports) Regulations 2008 and the provisions of the governing document. They are also responsible for safeguarding the assets of the charity and hence for taking reasonable steps for the detection and prevention of fraud and other irregularities. 

The Board of Trustees is responsible for the maintenance and integrity of the corporate and financial information included on the charity’s website. Legislation in the United Kingdom governing the preparation and dissemination of financial statements may differ from legislation in other jurisdictions. 

In so far as the Trustees are aware: 

- there is no relevant independent examination information of which the charitable company's independent examiner is unaware; and 

- the Trustees have taken all steps that they ought to have taken to make themselves aware of any relevant independent examination information and to establish that the independent examiner is aware of that information. 

This report was approved and authorised for issue by the Board of Trustees on 9 July 2026 and signed on its behalf by: 


Mrs S L Newton - Trustee 

14 



Employers’ Initiative on Domestic Abuse **INDEPENDENT EXAMINER’S REPORT** for the year ended 31 March 2026 

I report to the members of the charitable company on my examination of the financial statements of Employers’ Initiative on Domestic Abuse (the charitable company) for the year ended 31st March 2026. 

## **Responsibilities and basis of report** 

As the Trustees of the charitable company (and also its directors for the purposes of company law) you are responsible for the preparation of the financial statements in accordance with the requirements of the Companies Act 2006 ('the 2006 Act'). 

Having satisfied myself that the financial statements of the charitable company are not required to be audited for this year under Part 16 of the 2006 Act and are eligible for an independent examination, I report in respect of my examination of the charitable company’s financial statements carried out under section 145 of the Charities Act 2011 (‘the 2011 Act’).  In carrying out my examination I have followed all applicable Directions given by the Charity Commission under section 145(5)(b) of the 2011 Act. 

## **Independent examiner's statement** 

Since the charitable company’s gross income exceeded £250,000 your examiner must be a member of a body listed in section 145 of the 2011 Act. I can confirm that I am qualified to undertake the examination because I am a registered member of the Institute of Chartered Accountants in England and Wales which is one of the listed bodies. 

I have completed my examination. I confirm that no material matters have come to my attention in connection with the examination giving me cause to believe that in any material respect: 

- accounting records were not kept in accordance with section 386 of the Companies Act 2006; or 

- the financial statements do not accord with those records; or 

- the financial statements do not comply with the relevant accounting requirements under section 396 of the Companies Act 2006 other than any requirements that the financial statements give a true and fair view which is not a matter considered as part of an independent examination; or 

- the financial statements have not been prepared in accordance with the Charities SORP (FRS102). 

I have no concerns and have come across no other matters in connection with the examination to which attention should be drawn in this report in order to enable a proper understanding of the financial statements to be reached. 

Liv Burrell ACA CTA Knox Cropper LLP Chartered Accountants 65 Leadenhall Street London EC3A 2AD 

Date 

15 



Employers’ Initiative on Domestic Abuse **STATEMENT OF FINANCIAL ACTIVITIES** (INCORPORATING THE INCOME AND EXPENDITURE ACCOUNT) for the year ended 31 March 2026 

|Note<br>INCOME FROM:<br>Donations and Grants<br>2<br>Charitable activities<br>3<br>Investment Income<br>TOTAL<br>EXPENDITURE ON:<br>Charitable activities<br>TOTAL EXPENDITURE<br>4<br>NET MOVEMENT IN FUNDS<br>RECONCILIATION OF FUNDS<br>TOTAL FUNDS AT 1 APRIL 2025 <br>TOTAL FUNDS AT 31 MARCH 2026|Unrestricted<br>Funds<br>£<br> <br>75,726<br> <br>290,151<br>947<br>366,824<br>290,519<br> <br>290,519<br>76,305<br>12,374<br>88,679|Restricted<br>Funds<br>£<br>20,250<br>-<br>-<br>20,250<br>7,586<br>7,586<br>12,664<br>-<br>12,664|2026<br>Total<br>£<br>95,976<br>290,151<br>947<br>387,074<br>298,105<br>298,105<br>88,969<br>12,374<br>101,343|2025<br>Total<br>£<br>72,775<br>249,052<br>321,827<br>295,544<br>295,544<br>26,283<br>(13,909)<br>12,374|
|---|---|---|---|---|



All income and expenditure in the prior year were unrestricted.  All income and expenditure in the current and prior year arose from continuing activities. 

Pages 18 to 22 include the Notes to these financial statements. 

16 



Employers’ Initiative on Domestic Abuse **BALANCE SHEET** as at 31 March 2026 

|Note<br>NON-CURRENT ASSETS<br>Tangible Fixed Assets<br>8<br>CURRENT ASSETS<br>Debtors<br>9<br>Cash at bank and in hand<br>CREDITORS: amounts falling due within one<br>year<br>10<br>NET CURRENT ASSETS/(LIABILITIES)<br>NET ASSETS/(LIABILITIES)<br>FUNDS<br>Unrestricted funds<br>11<br>Restricted funds|2026<br>£<br>969<br>969<br>133,334<br>217,334<br>350,668<br>(250,294)<br>100,374<br>101,343<br>88,679<br>12,664<br>101,343|2025<br>£<br>635|
|---|---|---|
|||635<br>100,260<br>139,409|
|||239,669<br>(227,930)|
|||11,739|
||||
|||12,374|
|||12,374<br>-|
|||12,374|



For the year ending 31 March 2026, the charitable company was entitled to exemption from audit under section 477 of the Companies Act 2006 relating to small companies. The members have not required the charitable company to obtain an audit of its financial statements for the year in question in accordance with section 476. 

The directors acknowledge their responsibilities for complying with the requirements of the Act with respect to accounting records and the preparation of the financial statements. 

The financial statements have been prepared in accordance with the provisions applicable to companies subject to the small companies’ regime. 

Pages 18 to 22 include the Notes to these financial statements. 

The financial statements were approved and authorised for issue by the Board of Trustees on 9 July 2026 and signed on their behalf by: 



Mr A P Chadd - Trustee 

Mrs S L Newton – Trustee 

Company Number 11703865 (England and Wales) 

17 



Employers’ Initiative on Domestic Abuse 

**NOTES TO THE FINANCIAL STATEMENTS FOR THE YEAR ENDED 31 MARCH 2026** 

## **1. ACCOUNTING POLICIES** 

## **Basis of preparation of financial statements** 

The financial statements of the charity, which is a public benefit entity under FRS102, have been prepared under the historical cost convention. They have been prepared in accordance with applicable United Kingdom accounting standards, the requirements of the Statement of Recommended Practice ‘Accounting and Reporting by Charities’ (SORP FRS 102 second edition), in accordance with the Financial Reporting Standard applicable in the UK (FRS 102) and the Companies Act 2006. 

## **Going Concern** 

The charity has a strong and stable executive team and is delivering on plans to secure ongoing, sustainable income from a small group of members. The Board of Trustees therefore consider that there are no material uncertainties about the charity's ability to continue as a going concern. 

Expenditure has been planned on the basis of expected income. The charity remains flexible enough to adjust activities and expenditure if required. 

## **Incoming resources** 

All income is recognised in the Statement of Financial Activities once the charity has entitlement to the funds, it is probable that the income will be received, and the amount can be measured reliably. 

## **Resources expended** 

Liabilities are recognised as expenditure as soon as there is a legal or constructive obligation committing the charity to that expenditure, it is probable that a transfer of economic benefits will be required in settlement and the amount of the obligation can be measured reliably. All expenditure is accounted for on an accruals basis and has been included under expense categories that aggregate all costs for allocation to activities.  Support costs, which cannot be directly attributed to particular activities, have been allocated to activities on a basis consistent with the use of resources. Irrecoverable VAT is charged against the category of resources expended for which it was incurred. 

## **Tangible fixed assets and depreciation** 

Transactions over £100 are considered for capitalisation. Depreciation is provided on all tangible fixed assets at rates calculated to write off the cost on a straight-line basis over their expected economic life as follows: 

- Computer Equipment – straight line over 4 years 

## **Taxation** 

No provision for corporation tax is made in these financial statements as the charitable company is entitled to the exemptions available to charities provided all income is applied for charitable purposes. 

## **Fund accounting** 

Unrestricted funds can be used in accordance with the charitable objectives at the discretion of the Trustees. Restricted funds can only be used for particular restricted purposes within the objects of the charity. Restrictions arise when specified by the donor or when funds are raised for particular restricted purposes. Further explanation of the nature and purpose of each fund is included in the notes to the financial statements. 

## **Pensions** 

The charitable company operates a defined contribution pension scheme. Contributions payable to the charitable company’s pension scheme are charged to the Statement of Financial Activities in the period to which they relate. 

18 



**NOTES TO THE FINANCIAL STATEMENTS FOR THE YEAR ENDED 31 MARCH 2026** 

## Employers’ Initiative on Domestic Abuse 

## **Judgements and Estimates** 

The charitable company is required to make judgements, estimates and assumptions about the carrying amount of assets and liabilities that may not be readily apparent from other sources.  The estimates and associated assumptions are based on historical experience and other factors that are considered to be relevant.  Actual results may differ from these estimates. 

The estimates and underlying assumptions are reviewed on an ongoing basis.  Revisions to accounting estimates are recognised in the period in which the estimate is revised if the revision affects only that period, or in the period of the revision and future periods if the revision affects both current and future periods.  The key sources of estimation uncertainty that have a significant effect on the amounts recognised in the financial statements are depreciation and deferred income. 

## **Financial Instruments** 

The charitable company holds only financial assets and financial liabilities of a kind that qualify as basic financial instruments.  Basic financial instruments include cash debtors and creditors. Debtors and creditors are initially recognised at transaction value and subsequently measured at fair value.  Cash is cash at bank and in hand. 

## **2. INCOME FROM DONATIONS AND GRANTS** 

|Donations<br>Grants|**Unrestricted**<br>**Funds**<br> <br>**£**<br>29,726<br>46,000<br>75,726|**Restricted**<br>**Funds**<br>**£**<br>-<br>20,250<br>20,250|**Total**<br>**2026**<br>**£**<br>29,726<br>66,250<br>95,976|**Total**<br>**2025**<br>**£**<br>36,775<br>36,000|
|---|---|---|---|---|
|||||72,775|



All income from donations and grants in 2025 was unrestricted. 

## **3. INCOME FROM CHARITABLE ACTIVITIES** 

|Beacon & Strategic Partner Membership<br>Fees<br>Educational Fees|**Unrestricted**<br>**Funds**<br> <br>**£**<br>281,084<br>9,067<br>290,151|**Restricted**<br>**Funds**<br>**£**<br>-<br>-<br>-|**Total**<br>**2026**<br>**£**<br>281,084<br>9,067<br>290,151|**Total**<br>**2025**<br>**£**<br>231,334<br>17,718|
|---|---|---|---|---|
|||||249,052|



All income from charitable activities in 2025 was unrestricted. 

19 



Employers’ Initiative on Domestic Abuse 

## **NOTES TO THE FINANCIAL STATEMENTS FOR THE YEAR ENDED 31 MARCH 2026** 

## **4. EXPENDITURE ON CHARITABLE ACTIVITIES** 

|**. EXPENDITURE ON CHARITABLE ACTIVITIES**||||||
|---|---|---|---|---|---|
|**Direct**<br>**Costs**<br>**£**<br>Charitable Activities<br>268,257<br>268,257<br>Total 2025<br>271,896<br>Resources expended include:<br>Depreciation<br>(Profit)/loss on disposal of fixed asset<br>Independent Examiner’s remuneration<br>Details of staff costs are given in Note 6.<br>Details of Support costs are given in Note 5.|**Support**<br>**Costs**<br>**£**<br>29,848<br>29,848<br>23,648||**Total**<br>**2026**<br>**£**<br>298,105<br>298,105<br>295,544<br>**2026**<br>**£**<br>562<br>133<br>3,900||**Total**<br>**2025**<br>**£**<br>295,544<br>295,544<br>**2025**<br>**£**<br>464<br>-<br>3,900|
||||**2026**<br>**£**<br>562<br>133<br>3,900|||
|||||||



## **5. SUPPORT COSTS** 

|Marketing, PR and Communications<br>IT and Systems<br>Independent Examination and Accounting<br>Depreciation<br>Legal and Professional Fees<br>Other Expenditure<br>**. STAFF NUMBERS AND COSTS**<br>Wages and salaries<br>Social security costs<br>Pension costs<br>The average number of employees during the period was:<br> <br>Employees|**Total**<br>**2026**<br>**£**<br>13,117<br>4,161<br>8,398<br>695<br>2,113<br>1,364<br>29,848<br>**Total**<br>**2026**<br>**£**<br>230,329<br>20,796<br>5,043<br>256,168<br>**Number**<br>5||**Total**<br>**2025**<br>**£**<br>6,660<br>1,467<br>4,264<br>464<br>10,651<br>142<br>23,648<br>**Total**<br>**2025**<br>**£**<br>207,367<br>17,856<br>4,958|
|---|---|---|---|
|||||
|||||
||||230,181|
||||**Number**<br>4.5|



## **6. STAFF NUMBERS AND COSTS** 

One employee received remuneration of more than £60,000 in the band £80,000-£90,000 (2025: one employee in the band £80,000-£90,000). 

During the year, key management personnel, comprising the CEO, received remuneration of £86,131 (2025: £80,112). 

There were no redundancies or termination payments (2025: one termination payment of £10,000) made in the year. 

20 



## Employers’ Initiative on Domestic Abuse 

## **NOTES TO THE FINANCIAL STATEMENTS FOR THE YEAR ENDED 31 MARCH 2026** 

## **7. TRUSTEES REMUNERATION AND BENEFITS** 

During the year, no members of the Board of Trustees received any remuneration (2025: £nil). One member of the Board of Trustees received reimbursement of travel expenses: £116 (2025: £793). 

## **8. TANGIBLE FIXED ASSETS** 

|**BLE FIXED ASSETS**|||
|---|---|---|
|Cost<br>As at 1stApril 2025<br>Additions<br>Disposals<br>As at 31stMarch 2026<br>Depreciation<br>As at 1stApril 2025<br>Charge in the Year<br>Dep’n on disposal<br>As at 31stMarch 2026<br>NBV as at 31stMarch 2026<br>NBV as at 31stMarch 2025|**Office and**<br>**Computer**<br>**Equipment**<br>**£**<br>1,920<br>1,029<br>(490)<br>2,459<br>1,285<br>562<br>(357)<br>1,490<br>969<br>635|**Total**<br>**2026**<br>**£**<br>1,920<br>1,029<br>(490)|
|||2,459<br>1,285<br>562<br>(357)|
|||1,490|
|||969|
|||635|



## **9. DEBTORS** 

|**EBTORS**|||
|---|---|---|
|Due within one year<br>Trade debtors<br>Prepayments|**2026**<br>**£**<br>130,200<br>3,134<br>133,334|**2025**<br>**£**<br>100,260<br>-|
|||100,260|



## **10. CREDITORS: AMOUNTS FALLING DUE WITHIN ONE YEAR** 

|Trade Creditors<br>Taxation and social security<br>Accruals<br>Deferred Income<br>Deferred income<br>Balance at 1 April 2025<br>Amount released in year<br>Amount deferred in the year<br>Balance at 31 March 2026|**2026**<br>**£**<br>14,643<br>15,561<br>3,425<br>216,665<br>250,294<br>212,749<br>(281,084)<br>285,000<br>216,665||**2025**<br>**£**<br>413<br>14,768<br>-<br>212,749<br>227,930<br>151,333<br>(151,333)<br>212,749|
|---|---|---|---|
|||||
||||212,749|



21 



## Employers’ Initiative on Domestic Abuse 

## **NOTES TO THE FINANCIAL STATEMENTS FOR THE YEAR ENDED 31 MARCH 2026** 

## **11. STATEMENT OF FUNDS** 

|**11. STATEMENT OF FUNDS**||||||||
|---|---|---|---|---|---|---|---|
|Brought<br>Forward<br>Incoming<br>Resources<br>£<br>£<br>**Restricted funds**<br>VAWG and Employment<br>-<br>7,750<br>eLearning Pilot<br>-<br>12,500<br>-<br>20,250<br>**Unrestricted funds**<br>12,374<br>366,824<br>12,374<br>387,074<br>STATEMENT OF FUNDS – COMPARATIVE<br>Brought<br>Forward<br>Incoming<br>Resources<br>£<br>£<br>Unrestricted Funds<br>(13,909)<br>321,827<br>(13,909)<br>321,827|Incoming<br>Resources<br>£<br>7,750<br>12,500||Resources<br>Expended<br>£<br>(2,500)<br>(5,086)|<br>|Transfers &<br>investment<br>gains/(losses)<br>£<br>-<br>-<br>-<br>-<br>-<br>Transfers &<br>investment<br>gains/(losses)<br>£<br>-<br>-||Carried<br>Forward<br>£<br>5,250<br>7,414|
||20,250<br>366,824||(7,586)<br>(290,519)||||12,664<br>88,679|
||387,074||(298,105)||||101,343|
||||Resources<br>Expended<br>£<br>(295,544)<br>(295,544)||||Carried<br>Forward<br>£<br>12,374<br>12,374|
|||||||||



## **Restricted Funds** 

## VAWG and Employment 

Funding for employer roundtables to gain their insights as part of a project to understand and offer recommendations on how workplaces support victim-survivors of violence against women and girls (VAWG). The project runs from January 2026 to July 2027, with funding spent across this period. 

## eLearning Pilot 

Funding a free, accessible eLearning resource to help small and medium-sized enterprises (SMEs) build an effective workplace response to domestic abuse. Funding expected to be fully utilised by July 2026. 

## **12. ANALYSIS OF NET ASSETS** 

|Fixed Assets<br>Current Assets<br>Current Liabilities|**Unrestricted**<br>**Funds**<br>**£**<br>969<br>338,004<br>(250,294)<br>88,679|**Restricted**<br>**Funds**<br>**£**<br>-<br>12,664<br>-<br> <br>12,664|**Total**<br>**2026**<br>**£**<br>969<br>350,668<br>(250,294)<br> <br>101,343|**Total**<br>**2025**<br>**£**<br>635<br>239,669<br>(227,930)<br>12,374|
|---|---|---|---|---|



## **13. RELATED PARTY TRANSACTIONS** 

One of the Trustees of EIDA is also the CEO of Hestia, a company that has provided the charity with office space free of charge in the current and prior year. 

22