BinaryCent Is The Optimal Broker For Professional Binary Options Traders

If you are interested in trading binary options, finding a broker specialising in this trading method is essential. The most significant advantage of BinaryCent is the efficiency and the amount of market information you will receive to make a trade. When it comes to trading binary options, lowering the risk with knowledge and experience is necessary. With BinaryCent, you find a broker that offers you the tools required to trade more efficiently.

How To Start Making Profits

Trading is one thing, but being a successful long-term trader is the other. Especially with a high-risk method like trading binary options, you need to be aware that the risk of losing your money is significant. If you want to start making profits, you need to make an effort and choose a broker with the right tools. BinaryCent is substantial since it will give you all the information you need and even offers a mobile platform. This way, you can constantly keep track of your investments and start making profits. Be sure to use a demo account to gain knowledge and experience without the risk of losing your money.

Bonuses Paid By The Broker

One great way to save money while trading is taking advantage of bonuses. BinaryCent also offers exciting bonuses that we want to tell you more about:

Welcome Bonus

As a beginner, the welcome bonus is of great interest. You can choose between the bronze account with a 20% deposit bonus and the silver trading account with a 50% deposit bonus. With a gold trading account, you get a 100% deposit bonus!

First 3 Risk-Free Trades

You will also receive the first three trades risk-free when you decide on a gold account. This means, if they end in a negative outcome, you will receive monetary compensation and therefore don’t need to worry about losing money.

Bonus From Traders Union

There are also additional bonuses and promos, where BinaryCent users can constantly earn free trades or even monetary prizes.

Security

BinaryCent is a safe broker that operates under the oversight of the Vanuatu Financial Services Commission and shows overall good security.

Withdrawal Options And Fees

This broker offers various payment methods, like Visa, Mastercard, and even cryptocurrencies, like Bitcoin and Ethereum. BinaryCent charges 5% fees when you transfer money through a credit card but otherwise has no fees. The minimum withdrawal amount is 50 Dollars. Keep in mind that, depending on the account you choose (bronze, silver, or gold), there are different minimum deposits necessary.

Customer Support Service

BinaryCent offers 24/7 customer service that you can reach by email, live chat, and even the hotline. Since questions or problems can always arise, this broker is an excellent advantage, when it comes to customer support. 

We hope this article gives you a better understanding of BinaryCent as a broker and helps you to decide if this broker is the right choice for you. We recommend using this broker with a demo account, therefore you can get an impression without the need of trading with your money. Take it one step at a time.

BT is set to offer frontline workers a special bonus of £1,500 in recognition of their work to keep customers connected during the COVID-19 pandemic.

The bonus is equivalent to about 5% of BT’s average salary and will offered to around 59,000 staff, the company said in a statement.

"BT has made a massive contribution to the national cause over the past year,” said BT CEO Philip Jansen. “We’ve supported the NHS, families and businesses, and avoided the use of redundancy or furlough in our response to the pandemic."

“Our frontline colleagues and key workers have been true heroes, keeping everyone connected in this most difficult time.”

BT does not expect any change to its full year financial outlook as a result of the bonus payment, which comes amid a company-wide pay freeze. The announcement coincides with plans by Communication Workers Union (CWU) to ballot its members about industrial action following a dispute with BT management.

The CWU is concerned that the company’s modernisation plans could result in up to 270 office closures and thousands of job cuts. Around 3,600 jobs at BT were cut in 2020 under Jansen.

Around 45,000 BT staff are represented by the CWU.

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BT’s Q3 revenue for 2020 was roughly £16 billion, down 7% “due primarily to the impact of COVID-19”, the company said. Profit for the nine months leading up to 31 December fell 17% to under £1.6 billion.

BT is not the only UK firm to be offering staff pandemic bonus payments. Supermarkets Sainsbury and Lidl also rewarded staff with payouts, with Sainsbury’s granting frontline workers a 3% bonus – worth about £530 to a full-time employee.

HSBC, the UK’s largest bank, posted a 34% drop in profit for 2020 and has signalled a “pivot to Asia” along with job cuts to compensate for the decline.

The bank reported a pre-tax profit of $8.8 billion from revenue of $50.4 billion in 2020, going slightly beyond analysts’ expectations of an $8.3 billion profit on income of $50 billion.

Part of HSBC’s losses, like those seen by Barclays, were caused by a sharp rise in credit loss provisions owing to the COVID-19 pandemic. HSBC set aside a further $1.2 billion in Q4 2020 to cover an expected rise in bad loans, bringing its total loss provisions for the year to $8.8 billion.

HSBC also reinstated a dividend of 15p, significantly above analyst forecasts of 10.1p, following the Bank of England’s lifting of its dividend ban in December.

Also on Tuesday, HSBC announced plans to accelerate its transformation plans. The bank is currently undergoing a major restructuring intended to reverse several years of underperformance, which will involve cutting 35,000 jobs and reducing costs by $4.5 billion by 2022. 11,000 jobs were shed during 2020.

 The bank also signalled its intent to focus on opportunities for growth in Asian markets. Stephen Moss, its head of strategy, will take on the role of chief executive for the Middle East, North Africa and Turkey, and will relocate to Dubai from London. More executive roles are expected to relocate to Hong Kong, HSBC’s historic home base.

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"I am proud of everything our people achieved and grateful for the loyalty of our customers during a very turbulent year," chief executive Noel Quinn said in a statement.

Barclays announced plans for a share buyback and a resumption of its dividend on Thursday as it revealed that its full-year numbers for 2020 came out at a £3.1 billion pre-tax profit.

Though the bank’s full-year profit was down 38% compared with 2019’s figures, Barclays still managed to defy analysts’ expectations of a pre-tax profit of £2.8 billion. This is partly owed to a slight increase in revenue, with its corporate and investment bank reporting a 35% jump in pre-tax profits for the whole of the year, the best on record for the division.

A large part of Barclays’ costs for 2020 stemmed from the bank’s decision to set aside £4.8 billion to cover loans that it considers unlikely to be paid back due to the economic impact of the COVID-19 pandemic. Its credit card and retail banking businesses were also struck by a downturn in demand, cutting pre-tax profits by 78%.

Barclays has been one of the largest providers of emergency loans during the COVID-19 pandemic, having issued around £27 billion to businesses and provided more than 680,000 payment holidays globally for customers with outstanding loans, mortgages and credit cards.

Despite its losses, the bank announced on Thursday that it would resume dividends, with payments of 1p per share issued to shareholders.

Barclays’ CEO, Jes Staley, expressed optimism on the back of the full-year earnings report. “Barclays remains well capitalised, well provisioned for impairments, highly liquid, with a strong balance sheet, and competitive market positions across the group,” he said.

“We expect that our resilient and diversified business model will deliver a meaningful improvement in returns in 2021.”

Separately from its results, Barclays also reported that its staff bonus pool for 2020 was 6% higher than the £1.5 billion pool it shared out in 2019.

Looking at data form the past few months, Tim Kellet, Director at Paydata here explains to Finance Monthly the ins and outs of pay rises, wages and bonuses, as well as growth across the nation and the increasing lack of skilled labour supply across several sectors.

Once a quarter we run an extended version of our monthly PAYstats pay and labour market statistics publication.

We began running these quarterly updates six years ago, to summarise and add commentary to key statistics that are relevant to HR and Reward. The data was already in the public domain across different sources, but by producing a document containing everything it made it more accessible, and easier for our customers to digest. The information provided within the report is extremely valuable, providing a comprehensive overview of the current economy, in relation pay and reward decisions.

This spring, and the months leading up to it, has been somewhat of an uncertain time; the Chancellor of the Exchequer has delivered his first, and last, spring budget statement and Article 50 has been triggered. With Brexit looming, it doesn’t appear as if the UK will be experiencing true stability for some time – there is also an avalanche of changes in HR and Employment law that businesses must contend with.

April has brought with it the introduction of the Apprenticeship Levy, increases in minimum wage, the immigration skills charge, the formal beginning of gender pay reporting as well as changes in taxation and increases in redundancy, sick and family-related pay.

When these changes are coupled with the macro-economic issues and the protracted negotiations that will determine our ongoing relationship with the EU, not to mention the rest of the world, uncertainty prevails.

Already, we are witnessing above target inflation; the Office for Budget Responsibility has forecasted that CPI inflation will rise to 2.4% this year. The rising cost of food, alcohol and clothing along with miscellaneous good and services are a big contributor to the changes. Overall growth is likely to slow as households adjust their spending to a lower income growth due to the 18% fall in sterling.

Despite the turbulent background, little out of the ordinary appears to be happening in terms of pay awards. The extended period of pay movement continues, annual regular pay growth within the private sector had declined to 2.6% by January of this year. Steadily, this is starting to be overtaken by higher levels of inflation, eroding the true value of pay rises. Meanwhile, the productivity problem persists and uncertainties with regards to the markets are doing little to appease an underlying sense that there may yet be darker times ahead.

While the unemployment rate has fallen below 5%, and the employment rate reaching 74.6%, wage growth has remained weak. It is now thought that the unemployment rate can decrease further before wage pressures build to a point where they are sufficient to keep inflation at the 2% target over the medium term.

Bonus payments have also been weaker than expected, and the reports that are being issued from the financial sector on the size of the bonus payments, are likely to make little contribution to overall pay growth in 2017.

There are also significant concerns regarding the supply of suitable people for the labour-market and the availability of EU nationals currently working in the UK. Alongside this, the supply of permanent candidates fell severely in March, although the rate of reduction had weakened since February’s 13-month peak. Similarly, the availability of interim and short-term staff fell at a rate that was the quickest recorded since the beginning of 2016.

This quarter’s CIPD net employment balance (which measures the difference between the proportion of employers who expect to increase staff levels and those who expect to decrease staff levels) has increased by one point to 23%.

Employers in the UK report fair hiring prospects between now and June; 87% forecast no change, while 8% expect to increase staffing levels and 3% expect to decrease – the Net Employment Outlook is 5%.

Data from Manpower’s Employment Outlook Survey, shows that in seven of the nine industry sectors, staffing levels are expected to increase throughout the second quarter of 2017. Employers within the construction sector report decent hiring plans with a Net Employment Outlook of 12%. Similar gains are also expected in the manufacturing, utilities and finance and business sectors, while employers in the agriculture sector are reporting uncertain hiring prospects.

The Chief Executive of the Recruitment & Employment, Kevin Green explains further: “Finding people to do the jobs on offer is rapidly becoming employers’ biggest headache and many are reporting an increasing number of white-collar jobs as hard to fill, including the IT and financial sectors. Shortages of appropriately skilled, willing and able candidates was a problem before the referendum. Our concern is that Brexit will make the problem worse, particularly if onerous restrictions are imposed on people coming from the EU to work. Also, economic uncertainty about future prospects is having a detrimental effect on employees’ willingness to risk a career move at this time, which seems to be driving down candidate availability. This shrinking pool of available candidates means that businesses are boosting the starting salaries and hourly rates they are prepared to offer to the right candidate.”