From 6 April 2024, UK redundancy rules will change, particularly surrounding pregnant employees and those on family-related leave.

The new legislation extends the ‘protected period’ for redundancy to 18 months after the birth or adoption placement, requiring employers to prioritise these employees for suitable alternative employment in case of redundancies.

The financial impact on your business, because of these changes, could be significant too if you must consider making redundancies.

You will likely face higher operational costs as you must now retain staff or find them alternative roles instead of making them redundant.

The tax treatment of redundancy payments, which are tax-free up to £30,000, will also need careful consideration to ensure compliance with HM Revenue & Customs (HMRC).

Adjustments in payroll and HR practices should also be considered, and you will need to update your redundancy policies and consultation process to align with the new rules.

From a purely payroll perspective, these changes make it all the more important to accurately track maternity, adoption, or shared parental leave.

By preparing now, you can ensure that you meet these new requirements, minimise financial risk, and support your employees effectively during these critical life stages.

If you require further guidance or information on payroll changes relating to redundancy, please don’t hesitate to get in touch. 

With the start of the new tax year, taxpayers can expect significant changes that will directly impact their finances in the next tax year (2024/25).

If you haven’t already, it’s time to closely examine your financial planning, including savings, investments, and tax compliance.

So, what changes should you be aware of from 6 April 2024?

• Employee National Insurance contributions (NICs): Primary Class 1 NICs for employees will be reduced from 10 per cent to eight per cent, aligning with the Government’s efforts to lower the tax burden and simplify the tax code.
• Self-employed National Insurance contributions (NICs): Class 4 NICs for the self-employed will drop from nine per cent to six per cent, alongside the abolition of Class 2 NICs for those with profits over £12,570, simplifying tax responsibilities and maintaining access to contributory benefits.
• Capital Gains Tax (CGT): From April 2024, the higher CGT rate on the sale of second and additional homes drops from 28 per cent to 24 per cent. This move means you might need to reassess your property investment and disposal strategies.
• Stamp Duty Land Tax (SDLT): The Government is scrapping Multiple Dwellings Relief starting 1 June 2024. If you’re buying multiple properties in one go, you may need to rethink your strategy.
• VAT registration threshold: Rising from £85,000 to £90,000 in April 2024, the new threshold offers a slight reprieve for small businesses. It’s crucial to understand when you must now register for VAT.

Consulting with your accountant is the best way to navigate these changes effectively.

What do these changes mean for you?

For the self-employed, the significant decrease in Class 4 NICs from nine per cent to six per cent, coupled with the abolition of Class 2 NICs for those earning over £12,570 will simplify your tax-paying process, potentially reducing your overall tax liability and allow for a better allocation of funds towards business growth, savings, or personal investment.

The abolition of Class 2 NICs, while streamlining your tax contributions, may mean that the self-employed need to make voluntary NICs to be eligible for crucial state benefits.

The VAT registration threshold increase to £90,000 has the potential to significantly benefit SMEs, likely delaying the requirement for VAT registration for many.

This change could positively affect your cash flow and simplify compliance efforts in the short term.

To fully understand the impact, you must review your business’s current and projected turnover, ensuring you remain compliant with VAT registration requirements at the new threshold.

Having said this, it is sometimes worth registering for VAT early to simplify your pricing structure and have access to the Flat Rate Scheme which gives you clear visibility of your VAT liabilities.

The abolition of Multiple Dwellings Relief in June 2024 requires a strategic shift for those investing in property.

With this relief gone, it becomes more costly to acquire multiple properties in a single transaction and you’ll need to explore alternative tax-efficient investment strategies, perhaps focusing on sectors or assets not affected by this change, such as commercial properties or investments that qualify for other forms of tax relief.

The Government is also promoting tax reliefs for investments in digital and green technologies, aiming to foster innovation and environmentally sustainable business practices.

These incentives, like Enhanced Capital Allowances, could offer considerable savings and should encourage investment in qualifying technology and green energy projects, including solar panels, wind turbines, and energy-efficient equipment.

For higher-rate taxpayers dealing with the sale of second and additional homes, the decrease in the CGT rate from 28 per cent to 24 per cent offers a more favourable tax environment for disposing of residential properties.

This change suggests a window of opportunity for tax-efficient disposals and requires a review of your timing and strategy to maximise benefits.

Looking further ahead, the reform targeting non-UK domiciled individuals, transitioning to a residence-based tax system from April 2025, brings increased responsibility for those affected.

If you are a non-dom residing in the UK for over four years, you’ll face heightened tax obligations on your global income and gains.

This tax year might be an opportune moment to carefully review your residency status and potentially restructure your financial affairs to mitigate the impact of these changes.

With taxes undergoing considerable changes in the 2024/25 tax year, it is going to be crucial to actively review and adapt your financial and tax planning strategies.

Engaging with a tax professional is the best way to receive customised advice that helps you navigate the complexities of the tax system effectively, ensuring you leverage every available relief and adjustment to optimise your financial position.

If you require further information on your new tax liabilities, please contact one of our team.  

The introduction of Making Tax Digital for Income Tax Self-Assessment (MTD for ITSA) is going to create some upheaval within the SME sector.

No doubt, some of you are already using MTD-compliant software to file your taxes or your accountant is doing it for you.

However, if you are yet to make this change, you should be aware that this will soon become the standard for ITSA.

It is best, therefore, to make the necessary changes to your processes now, rather than having to scramble to remain compliant when MTD for ITSA comes in.

What is MTD for ITSA?

Commencing April 2026, MTD for ITSA will mandate landlords and self-employed individuals, including partnerships, with annual business or property income over £50,000 to submit quarterly updates to HM Revenue & Customs (HMRC).

This threshold will extend to those with income over £30,000 from April 2027.

The initiative is part of the Government’s broader strategy to digitise the tax system, aiming to make tax administration more efficient, effective, and easier for taxpayers to get their tax payments right.

Impact on unincorporated businesses

Limited companies are already familiar with digital reporting through the Corporation Tax digitalisation and the Making Tax Digital for VAT regimes but unincorporated businesses, like sole traders and partnerships, will need to readjust the way they file taxes.

Traditionally reliant on annual Self-Assessment tax returns, these businesses must now transition to a digital-first approach, maintaining digital records and submitting income and expense updates to HMRC every quarter.

This move necessitates a re-evaluation of current bookkeeping practices and possibly an investment in new software or training to meet the MTD requirements.

You may need to look into your:

• Software compatibility: One of the first steps is to ensure that your business’s accounting software is MTD-compatible. This software will be crucial in compiling the necessary financial information and facilitating direct communication with HMRC’s systems. Alternatively, you could outsource this to a qualified accountancy professional to avoid the stress and hassle of doing it yourself.
• Record-keeping: Digital record-keeping becomes mandatory under MTD for ITSA. Businesses must ensure that their financial transactions are recorded digitally, providing a real-time, accurate reflection of their financial position.
• Advisory support: Engaging with an accountant or bookkeeper who is well-versed in MTD regulations can provide invaluable guidance. They can assist in software selection, setup, and ensuring that your quarterly updates are accurate and timely.
• Financial planning: With the introduction of quarterly updates, businesses will have a clearer, ongoing view of their tax liabilities. This information can be instrumental in financial planning, helping businesses manage cash flow more effectively and plan for tax payments.

In short, while the impact on unincorporated businesses is likely to be significant, we believe that with proper planning and a proactive approach, this could be beneficial to you and your business.

How to prepare for the transition

Preparation is key to a seamless transition to MTD for ITSA.

You should start by assessing your current systems and processes and identifying any gaps in digital record-keeping and reporting capabilities.

The next step involves selecting suitable MTD-compatible software, considering factors such as functionality, ease of use, and integration with existing systems.

Finally, businesses should consider undertaking training for staff to ensure they are comfortable with the new processes and software.

Alternatively, you could outsource these processes to ensure that your financial information is correct and that you remain compliant with the new legislation.

Again, an accountant can be an invaluable asset when it comes to MTD for ITSA, and we can give you the advice and guidance your business needs to grow and thrive.

For more information, please get in touch with us.

In a significant development for the hospitality industry, the Employment (Allocation of Tips) Act 2023 (the Act), which received Royal Assent on May 2, 2023, is set to revolutionize tipping payment practices across the UK.

Due to come into force on 1 July 2024, and affecting approximately two million workers in the sector, this new Act presents substantial implications for employers’ cash flow and payroll processes.

Understanding the Act

The Act helps to delineate tips or gratuities as voluntary payments made by customers, distinguishing them from service charges, which are typically added to the bill by default.

Under the new legislation, employers are mandated to distribute all qualifying tips to workers fairly and without undue deductions, save for necessary tax withholdings.

Ahead of the change in legislation, the Government has published a draft Code of Practice to complement the Act (the Code).

Whilst still under consultation, this Code aims to clarify the criteria for achieving a distribution of tips that is both fair and transparent, as mandated by the Act, ensuring that workers fully understand their entitlements:

• Scope: This section clarifies the Act’s coverage, including the definition of “tips” and the acceptable methods of payment.
• Fairness: At the heart of the Act lies the principle of fairness. This part of the Code offers guidance on factors employers might consider when allocating tips, such as the performance of individual employees and the intentions of customers.
• Transparency: It mandates that employers must maintain and make accessible to their employees a documented policy on the distribution of tips. This policy should detail the allocation and distribution process for tips, alongside the measures the employer will adopt to adhere to the Act.
• Addressing Problems: This ensures that employers establish equitable procedures for resolving disputes related to tip distribution. These procedures should apply not just to direct employees but to agency workers as well.
• Glossary of Terms: To aid understanding, this section provides clear definitions for essential terms used throughout the Code, including “agency worker” and “basic pay.”

Historically, the legal regime around tips and service charges has varied, with different rules applying to cash tips, tips paid into a communal staff box, and those paid by card.

The introduction of the Act necessitates a more uniform approach, ensuring tips are distributed fairly among workers, managed transparently through a tronc system under an independent troncmaster, and reported accurately to HM Revenue & Customs (HMRC).

The implications for the hospitality industry

This legislative shift aims to rectify longstanding controversies around the retention of tips by employers, spotlighted by media scrutiny and public outcry.

The Act is intended to deliver fairness in the distribution of tips, especially in light of the financial strains imposed by the pandemic and the evolving cashless economy, where the majority of tips now transact via card payments.

The Act introduces several key requirements:

• All tips must be passed on to employees, barring a few specific exceptions.
• Companies must disclose their tipping policies to their employees.
• Employers are obligated to maintain accurate records of how tips are distributed among staff.

Under the Act, employees will gain the right to request a copy of their tip distribution records. This provision is designed to empower workers to assert their rights through employment tribunals, if necessary.

For hospitality sector employers, adapting to these changes requires a strategic rethink of how tips and service charges are handled, including the potential creation of a compliant tronc scheme.

Businesses also need to consider the immediate cash flow consequences of these changes.

The Act’s introduction at a time of economic uncertainty poses additional challenges, necessitating adjustments in operational practices to ensure compliance while maintaining financial viability.

Employers must now develop written policies outlining the fair and transparent distribution of tips, keep detailed records for three years, and adapt to the inclusion of agency workers under the Act’s provisions.

Non-compliance carries the risk of claims in Employment Tribunals, with potential financial penalties.

As businesses navigate these changes, the support and expertise of knowledgeable professional advisors become essential. If you require guidance, please speak to us.

The initial provisions of the Economic Crime and Corporate Transparency Act 2023 came into effect on 4 March 2024.

These updates mandate that from 5 March 2024, every company must, when submitting their next Confirmation Statement (form CS01):

1. Provide a registered email address for communications – Companies House will utilise this email for correspondence with the company, though it won’t appear on the public record; and
2. Verify that the company’s planned future operations are lawful.

If we are already managing your Confirmation Statement submissions, you can be confident that we will submit your forthcoming statement adhering to these updates.

Should you handle your Confirmation Statement filings independently, note that you will need to include a registered email address and confirm the company’s commitment to lawful activities before you can finalise your submission.

Further measures effective from 4 March 2024 include:

• A ban on using PO Box addresses as a company’s Registered Office address;
• Enhanced authority for querying information submitted to Companies House and demanding supporting evidence;
• More rigorous checks on company names before the registration of new companies;
• A requirement for all companies to affirm their lawful purpose upon formation and to verify that their intended future operations will be lawful with each subsequent Confirmation Statement;
• The option to mark the register when details seem ambiguous or misleading;
• Initiatives to cleanse the register, employing data matching to identify and eliminate incorrect data; and
• The sharing of data with other Government departments and law enforcement bodies.

Companies House changes beyond 4 March

Additional features of the Economic Crime and Corporate Transparency Act 2023, will be introduced in the coming months and beyond, including:

Companies House fee adjustments

You must also brace for a rise in fees from 1 May 2024. Companies House plans to revise its fee structure to accommodate new expenses and ensure the coverage of existing costs.

Identity verification

A key change will be the requirement for individuals involved in setting up, running, owning, or controlling a company to undergo identity verification.

To facilitate this, Companies House will introduce a service allowing you to verify your identity directly with them or through an authorised agent.

Changes to Accounts Filing

In line with the trend towards digitisation, Companies House is moving towards mandatory electronic filing of accounts, highlighting the push towards software usage.

This transition to online filing will occur over two to three years, though the exact timeline remains to be confirmed. Changes to filing options for small company accounts are also planned.

Limited Partnership Reforms

If you operate a limited partnership, prepare for procedural adjustments. Enhancements aimed at boosting transparency and accountability will require limited partnerships to submit information through authorised agents and provide additional details to Companies House.

Enhancing company ownership transparency

To further transparency efforts, you will need to supply additional information about shareholders in registers.

This includes the full names of individuals or corporate entities and their companies and a one-time comprehensive list of shareholders

Additionally, there will be new restrictions on the use of corporate directors, with specific details provided.

We will keep you updated on each new development. However, if you have any enquiries, do not hesitate to contact us.

If you are a business owner and work or run your business from home, then you may be entitled to reclaim VAT on certain costs.

In practice, this means that you can reduce the amount of VAT you have to pay on business income against the amount of VAT you have had to pay on services rendered to your business.

What can I claim?

Legislation around VAT claims for business owners recognises that you may incur a range of different costs in the course of running your business.

You can claim some of the cost of working from home as a business owner on plant and machinery and other assets needed for your home office, including:

• A proportional percentage of your utility costs
• Office furniture such as a desk or desk chair
• Certain redecoration costs
• Security costs for sensitive documents
• Office cleaning costs.

You will need to report any home working expenses that you choose to reclaim VAT on through your VAT return.

Is there anything I can’t claim for?

In general, you can claim VAT costs on anything that you use for running your business from home.

However, some costs are more obviously business-related than others, such as office furnishings.

Remember to keep a record, including VAT receipts or invoices, of how much you have had to pay in relevant VAT costs as you may need to defend your decision to claim for certain items.

You should also consider whether a claim can be considered ‘fair and reasonable’.

For example, you should only claim for a reasonable proportion of costs such as heating or electricity.

One way of working this out could be the percentage of time in the day you spend in your home office, or the percentage of the floor plan it occupies.

With working from home becoming more common, there are likely to be further debates over what constitutes reasonable costs for VAT claims.

We advise that business owners keep an eye on regulations relating to reclaiming VAT and make sure that they keep accurate records in case any claims are challenged.

Contact us for further information or advice.

Following changes to the Working Time Regulations 1998 in January 2024, further amendments are set to come into force on 1 April 2024 relating to leave entitlement for workers on irregular hours.

Upcoming changes will apply to workers on zero-hours or irregular hours contracts, as well as those who are on ‘part-year’ contracts, such as those who work seasonally.

By definition, these are workers whose hours:

• Are laid out in their contract as variable for each pay period
• Only require them to work for part of the year.

For example, a worker on a zero-hours contract is not guaranteed a certain number of hours each pay period, so they come under the scope of the new regulations.

Alternatively, a student worker who is only contracted to work during term time also meets the definition of irregular hours.

What will these changes look like?

These new regulations aim to reduce confusion around the holiday entitlement for workers on irregular hours.

They are also designed to avoid workers accidentally being assigned more or less holiday than allowed by their entitlement.

Irregular hours workers will accrue holiday based on 12.07 per cent of the hours worked within a particular pay period.

This means that entitlement will be calculated in hours instead of days.

Permitted methods of holiday pay

Updates to the Working Time Regulations also provide for two ways of paying holiday pay to workers.

Employers can either:

• Pay for holidays in the pay period in which they are taken
• Use the ‘rolled up’ method, which adds a percentage of total holiday pay onto each pay period

Although not previously allowed, rolling up holiday pay will be permitted from 1 April – but it must follow certain rules.

If the ‘rolled up’ method is used, you must make it clear on a worker’s payslip what proportion of their pay comes from holiday pay. You must also pay it in the period in which the holiday accrues and calculate it based on total earnings during a pay period.

When do these rules apply?

New regulations will come into force on 1 April 2024 – but it is more complex than this.

Workers will be entitled to their new holiday entitlement starting from the next holiday year after 1 April.

For example, if your holiday year runs from 1 April to 31 March, the new regulations will apply straight away.

However, if your holiday year runs from 1 January to 31 December, then new holiday allowances will apply only from 1 January 2025 and for every holiday year following that.

For more payroll advice and support with planning for staff costs, please get in touch with us.