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  • IR35 Advice

    Fundamental changes to the off-payroll working rules known as IR35 have been pushed-back to April 2021 and it appears that nothing will stop those changes. We give the advice that allows your business to continue using the skills independent consultants provide.

    Receive Services with Confidence

    Keep attracting the best independent contractors to maintain your competitive edge, without exposing your business to a tax risk. Surveys show that most contractors will refuse to work for clients “inside IR35”.

    In-Depth Assessment

    Caselaw says no tickbox exercise can solve the IR35 problem. We can guide you by applying the same methodology the tribunals use to determine IR35 status.

    Place Skilled Contractors with Confidence

    As a recruitment agency or payroll provider, contractors and clients look to you to steer them through IR35 and related issues. Your reputation hangs on the confidence you can give.

    How will IR35 change and how does it affect me?

    HMRC are recently highly focused on this area, bringing more claims to the first-tier tribunal than we have ever seen before in twenty or so years that IR35 has been around.

    Worse still for the risk-aware business, HMRC are winning some of these cases. Your business could be liable for any liability.

    Rightly or wrongly, HMRC see massive non-compliance and believe that the majority of independent contractors and consultants are really employed.

    Given how the sector developed, this is not surprising. For as long as it was down to the consultant to review the status of her own business and file returns to HMRC accordingly, complacency crept in:

    • Independent consultants sought work through employment agencies, because this was the best way to get work;
    • Clients advertised for ‘roles’; and
    • Agencies asked for ‘CV’s’ and talked about ‘salaries’.

    You can see how it looked to HMRC.

    With the exception of small private client businesses, HMRC’s legislative changes now require the client to make a declaration on whether the legislation applies, with tax consequences for them for not exercising sufficient care.

    Many client businesses decided to never use independent contractors again. Others pushed them all toward umbrella employment. In response, large numbers of contractors (up to 75% in one survey) said they would not provide independent services again.

    That is a lost opportunity on both sides.

    Either your business loses a highly skilled, independent and flexible resource or pays a lot more for those skills, through all the costs of employment.

    The irony is that the client’s declaration on engagement status does not determine whether the legislation actually applies: the criteria in the legislation have not changed and they do not refer to the client’s declaration.

    To keep your competitive edge, speak to us for expert advice.

    Get in touch with us today

    Call or email us any time or, simply fill out the contact form below and a member of our team will be in touch.

    Contact Form


    Please provide as much detail as possible in regards to the reason for your enquiry so our tax advisers can prepare and tailor their response to reflect your needs. We will endeavour to - respond / call you back - to discuss your enquiry and you will not be charged for this time.

  • This field is for validation purposes and should be left unchanged.