In our recent ‘must read’ articles ‘IR35 made easy’ and ‘IR35 made easier’ we addressed how to engage a contractor without risk and how to address risk in circumstances where there was no clear-cut answer on status. In this article, we consider some more specific issues surrounding engagements and, in particular, where contractors are paid on an hour/day rate basis…
In our recent ‘must read’ articles ‘IR35 made easy’ and ‘IR35 made easier’ we addressed how to engage a contractor without risk and how to address risk in circumstances where there was no clear-cut answer on status. In this article, we consider some more specific issues surrounding engagements and, in particular, where contractors are paid on an hour/day rate basis…
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On Monday 7th December, Jesse Norman, Financial Secretary to the Treasury, appeared before the House of Lords select committee, on the issue of the new Off Payroll Rules.
There has been so much noise around IR35 tax that it has always been hard to see the wood from the trees.
“The recent furore over HMRC guidance that draws umbrella companies into scope of new IR35 rules may have died down, but the problem hasn’t gone away”
Umbrella companies have always operated at the lower end of the contractor supply chain employing workers who provide services either direct or through an agency to a hirer.
Whether workers have been working throughout the pandemic or are now beginning to return to the workplace, maintaining health and safety is of crucial importance. Government has issued specific guidance that employers should follow to ensure safety in the workplace, but who is responsible for ensuring the health and safety of a PAYE temp?
As part of the government’s proposals to protect jobs following the effects of coronavirus, they have introduced a Job Retention Bonus, to encourage employers to retain staff following the end of the furlough scheme on the 31st October 2020.
In the recent Employment Appeal Tribunal (EAT) case of Gallacher v Abellio Scotrail Limited an earlier employment tribunal judgment that the dismissal of an employee following an irretrievable breakdown in working relations was fair was upheld, despite the fact that the employer had failed to follow any process.