UK: IR35 – changes to the off-payroll working rules
In a report published on 27 February 2020, the government has confirmed that the extension of the off-payroll working rules to the private sector will go ahead as planned from 6 April 2020. In an effort to help smooth the transition as the reforms are brought in, the government has announced some measures to help businesses affected by the changes and the HMRC Employment Status Manual guidance has been updated.
The key measures include the following:
• The new rules will now only apply to payments made for services provided by a contractor on or after 6 April 2020
• Businesses will not have to pay penalties for inaccuracies relating to off-payroll in the first year, except in cases of deliberate non-compliance
• HMRC has confirmed their previous commitment that information resulting from changes to the rules will not be used to open new investigations into workers’ intermediaries (such as their Personal Service Companies (PSC)) for tax years prior to 6 April 2020, unless there is reason to suspect fraud or criminal behaviour. This is intended to provide reassurance that a change in status as a result of the reforms will not result in HMRC opening an historic tax enquiry
• There will be a new legal obligation on clients to respond to a request for information about their size from the agency or worker. This will provide the certainty workers and other parties in the contractual chain need to understand whether the off payroll working rules apply
• Wholly overseas client organisations with no presence in the UK are excluded from having to consider the off-payroll working rules
• Draft guidance on the reforms and clarifications have been provided by HMRC on some issues:
– if after going through the client’s status determination process, a contractor still disagrees with the client’s determination and they consider they have been taxed incorrectly as a result, the existing Self-Assessment and National Insurance processes can be followed by the contractor
– clarification has been provided on the meaning of what would amount to taking ‘reasonable care’ in making status determinations. HMRC expects clients to make a correct and complete determination, and keep sufficient records to show how the decision was reached. It lists examples of what behaviours might indicate ‘reasonable care’ (including using its Check Employment Status for Tax (CEST) tool for determining employment status and seeking advice from a qualified, professional advisor). It also lists matters that might not indicate that “reasonable care” has been taken, such as making blanket determinations, inputting inaccurate information into CEST and failing to take into account all the relevant evidence. It would appear from the guidance that clients may sub-contract the Status Determination Statement process but the client will not be taking reasonable care if it does not effectively take ownership of the decision by confirming the accuracy of the conclusion and the reasons for it
Practical point
Whilst we still await the final rules, businesses should continue to prepare for the new rules coming into force next month. If you would like help or guidance to get your business prepared, please speak to your usual contact at Clyde & Co.
Review of changes to the off-payroll working rules: report and conclusions https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/867519/20-02-19_-_FINAL_Off-payroll_Review_Document.pdf
Updated HMRC Employment status Manual guidance https://www.gov.uk/hmrc-internal-manuals/employment-status-manual/esm10000
For more information on these articles or any other issues involving labour and employment matters in the United Kingdom, please contact Robert Hill (Partner) at Clyde & Co at robert.hill@clydeco.com or visit www.clydeco.com.
For more information please contact Joseph Granato, Communications Manager at L&E Global at joseph.granato@leglobal.org.
