Workr Group appoints Charles Daw as Managing Director of Workr International

Workr Group recognised that international contractor management is one of the biggest markets in the sector today. So, to gear their subsidiary up for significant investment in the space, they’ve enlisted industry veteran Charles Daw to lead the way.

As more and more contractors choose to operate across the world, the international market continues to grow. But to avoid falling foul of foreign tax law, they need to be compliant in the countries where the work takes place.

With IR35 reform still in the rear-view mirror, agencies and end clients are hesitant to go into such placements blind. Instead, they value a solution that allows them to continue working with contractors, while improving their in-house knowledge of certain tax law.

Mike Lee, Sales Director at Workr Group, commented: ‘With a rich history of keeping contractors compliant while working abroad, Charles will be an excellent addition to Workr International and will take the business forward. Whether that’s by meeting the demand for more employed solutions, or raising greater awareness of the challenges agencies face in this space.’

Charles added: ‘I am looking forward to collaborating with agencies at all levels (CEO, managers, agents) and connecting with the wider Workr teams to improve our collective understanding of the legislation in the 90+ countries that Workr operate in.’

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IR35 Reforms – PSC to employee details requested

Our recent article about HMRC’s IR35 activities highlighted that Request For Information (RFI) letters had been sent by HMRC to numerous businesses across several different industry sectors.

The main focus of the RFI was for documented evidence of records, processes and systems used for the off-payroll legislation.

However, the RFI also requested details of those contractors transitioned to PAYE models (either agency payroll or Umbrella) along with details of those contractors that transitioned to permanent employees.

Whilst both of these requests pose little risk to the engager for pre-reform arrangements; they could give an insight into how HMRC will look at the responsibilities and reasonable care requirements of engagers in the future.

Why would HMRC ask for these details?

The process upon which HMRC has embarked following the introduction of the Off-payroll reforms in the private sector is definitely information focused.

The letters distributed by HMRC to private sector business clearly state that they are requests for information (RFI’s).

This is understandable as HMRC is likely to be looking to reconcile its records with information that it has previously gathered through RTI reporting etc. Understanding which contractors have converted to employment contracts should allow HMRC to then focus their attention on the remaining outside IR35 population.

In the first instance, the salaries of contractors that have converted to employees will be subject to tax and National Insurance through the PAYE scheme and would likely make these contractors a low priority.

We would assume that HMRC will be looking for trends where businesses have had significant reductions in contractor numbers or alternatively have retained significant numbers of contractors on an outside IR35 basis. Whichever is the case, the information gathered should allow HMRC to focus their attention on the areas they feel are priority.

What’s the risk to the engager of providing this information?

Prior to the Off-payroll reforms, introduced into the private sector in April 2021, the responsibility for IR35 assessment sat with the contractor and had little impact on the engager.

Upon the introduction of the reforms, HMRC made a clear statement that it would not use the opportunity to retrospectively investigate previous IR35 arrangements.

Adding these two elements together would imply that engagers have nothing to fear in terms of their arrangements with contractors prior to the reforms. Therefore, engagers should have little or no concerns over HMRC requesting information about contractors that have converted to PAYE arrangements or direct employment contracts.

What do enagers need to consider?

Perhaps the main thing that needs serious consideration in response to HMRC’s approach is the engagers compliance process, including supply chain management.

HMRC have made it clear in the lead up to the introduction of the reforms that engagers will be held responsible for taking a reasonable amount of care in the manner in which they manage the IR35 assessment process.

This is likely to mean that HMRC have an expectation of engagers to take some responsibility in the management and control of the supply chain involved in the provision of contractors.

This would probably be in the form of a level of due diligence that demonstrates that the engager has a reasonable level of information and understanding of the suppliers in the chain.

A failure to take responsibility for the supply chain and process involved in the supply of contractors and, more specifically, the taxation of the fees generated could jeopardise an engagers reasonable care argument.

Need help with your compliance process and supply chain?

If you and your business need to utilise or continue using contractors but have concerns about meeting the requirements of the off-payroll legislation, then Workr Compliance can help.

Workr Compliance can provide you with impartial advice on engaging high-calibre specialist contractors whilst effectively managing your supply chain in an efficient and compliant manner.

We can help you implement and maintain a consistent and compliant process to meet the requirements of the off-payroll legislation and minimise the risk of an HMRC investigation or incorrect assessment.

For a free, no-obligation audit and assessment of your IR35 compliance process, you can speak directly with Andy Webster, Founder and Director, Workr Compliance, on 07827 810851 or at

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A Workr Solutions case study: Staffing 360 Solutions

Staffing 360 Solutions is a global staffing and recruitment firm, with headquarters rising high in the heart of Manhattan, New York. Three US and three UK brands operate from this hub, championing growth through their acquisition and staffing sector expertise. 

A strong back office is the crucial spine that supports the successful integration of each acquired brand. Recognising the importance of an efficient and flexible pay and bill process, Staffing 360 Solutions invested in leading pay and bill software for their UK agencies. 

Of course, implementing new software in one business is hard enough. It didn’t take long for Staffing 360 Solutions to realise the scale of the challenge in making this work for three unique agencies… 

Stuck between software

A flawless pay and bill process is a fundamental requirement to Staffing 360 Solutions. It underpins their key back office basic function: paying candidates and invoicing clients accurately and on time. The Pay and Bill function feeds into all other processes and is fundamental to accurate reporting of financials in the UK and to the parent company in the US.

The many different clients, brands, countries and types of employment involved here naturally requires highly flexible software that’s working at full capacity. But after choosing a cloud-based platform to carry their UK presence forward, the company realised that it did not have sufficient internal resources to execute the change. In order to transition successfully the company needed to execute a system implementation project and train internal staff on this new system, all while simultaneously running flawless pay and bill operations and related reporting.

The project was started with internal staff, but it soon became too much to handle due to competing priorities and a lack of expertise to see it through. The three UK brands had been partly migrated but then multiple arising challenges left the company desiring external help in order to complete the project. At this point Staffing 360 reached out to Workr Solutions for support.

360-degree implementation

Our team wasted no time in getting to grips with Staffing 360 Solutions’ many complexities, particularly the multiple pay and bill methods used and challenges that international pay and bill presents. We had to ensure that both weekly and monthly pay and bill works smoothly and month end reporting of NFI is done without re-work and delay. With so many variables at play, flexibility was crucial for their internal staff and clients.  

After grasping the inner workings of their business, we got to work across all three UK brands. We completed the full system implementation, putting a welcome end to the software mismatch they had in place prior to the project. This included working closely with the payroll professionals who had grown used to the old systems. Our team helped them to configure the new software, training staff to carry out their roles and sorting out any new system requirements arising after Go Live.

Naturally, each of Staffing 360 Solutions’ brands has its own specific needs. So, we ensured the software was tailored to each area, securing harmonious functions across the board.  Where needed, we also stepped in to support vacant roles within the back office (e.g. in accounting) while the business sourced the right talent without concern that there will be business interruption due to a lack of resource or required knowledge.

Present- and future-focused

Workr Solutions not only unlocked the great potential of the software platform for Staffing 360 Solutions, but we fixed real-time system and workflow issues too whilst giving them a dependable experienced resource as it built up their team over eight months. This has provided a welcome safety net for the group, while enabling them to roll out the now fully functioning software across other agencies as and when necessary. 

What’s more, hiring full-time payroll administrators or accountants in a hurry to fill personnel gaps would have proved costly if they didn’t work out. By gaining a deep knowledge of their company and a clear vision of their requirements for success, our team was able to plug the gap without breaking the bank. Lending our dedicated account experts is part of what we do for our clients, and this service will continue to be available for Staffing 360 Solutions as it grows it’s presence in the UK and elsewhere.

“If the software company, who are the owners of the software, are saying [Workr are] the firm to talk to when working with the software, it gives you some confidence.” – Geneva Locke, Senior Vice President – Corporate Controller (US & UK) at Staffing 360 Solutions

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Still finding outside IR35 roles? Then advising your contractors to switch Accountants to Workr could be a wise move!

Since IR35 was enforced in the private sector, we’ve seen a considerable number of contractors switch to Workr from their current accounting and business support provider. As experts in IR35, it’s perhaps no surprise. So to help them make the move, we’ve decided to offer a ‘switcher package’. 

This package has been specifically designed for those contractors who haven’t yet ‘gone digital’, or are simply looking to upgrade their level of accounting support. Here, Workr’s Head of Sales in London, Adam Mommsen, explains the benefits.

Easy migration

The meticulous nature of our service starts at the very beginning. We’ll help contractors transition from their current accountant, bring them up to speed on the latest tax law, and then move them seamlessly over to our team. 

And this is a team who have been with us for well over five years. They’re efficient in their responses, experienced in all things accounting, and genuinely care about the contractor’s business.

Complimentary IR35 assessment

As for what’s included in our switcher package? Well, for those lucky enough to have found outside IR35 roles, and found clients that wish to engage properly – jackpot! But we know that contractors have a number of different roles and assignments, and they still look to Workr for our expertise in determining their IR35 status. 

Thanks to our very own Workr Compliance consultancy arm, which has successfully carried out over 4,000 assessments and counting, we can offer each contractor a free IR35 assessment when they make the switch. ‘Reasonable care’ is one of HMRC’s key measures, after all, so it’s best practice to assess statuses on a regular basis.

First two months free*

We’re offering every contractor their first two months’ accountancy fees for free when they move over to us. This should help smooth the transition of their limited company to our solution (and they say you get nothing for free these days!).

Of course, that means they get a whole two months, on us, to benefit from our accounting and personal tax services. These include:

  • Easy-to-use online portal
  • Payroll, NI, annual return and VAT support
  • Tax planning and IR35 advice
  • Dedicated, specialised accountant

Bespoke tax support

I’ve lost count of the number of times someone has said to me “I can never usually get a hold of my accountants on the phone”. That’s why we pride ourselves on the fact that someone can ring us anytime. And as soon as it is safe to do so, we encourage contractors to take full advantage of our open-door policy. 

Whether it’s given in person or over the phone, we always ensure that our advice is tailored to the circumstances of the client. Aside from our live accounting, we also help contractors understand their accounts with regular, timely updates. They’ll be able to download the FreeAgent app too, which integrates seamlessly with our service, to plan their tax on the go.

Speak to Workr today

If you have contractors that are unhappy with their accountant, why wait to recommend that they switch? If they aren’t happy now, during one of the toughest times in contracting history, it’s unlikely they’ll be more satisfied as we enter a new period of growth.

By contacting Workr today, they can start their transition to a more tailored financial service. And with the first two months being entirely free of charge, this comes at no cost to anyone.

All you need to do is email with their details, and a member of the team will be in touch. Alternatively, you can contact your Workr BDM directly.

*This offer is only applicable for companies with suitable or up-to-date accounts as determined by Workr

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The 2021 Autumn Budget In Review

Now the dust has settled from 2021’s Autumn Budget speech, it’s time to filter through the noise and extract exactly what it means for you.

Rishi Sunak started as he meant to go on – in overwhelmingly high spirits. The Chancellor opened by announcing the revised annual growth rate from 4% to 6.5%, relishing in confirming the UK’s return to pre-pandemic levels before the year’s out. Promises to tackle the skills shortage by investing in a high-skilled economy were positive too, as Sunak proclaimed he is ‘backing business’. 

So, what does this all look like for specific sectors? How do the self-employed fare, and has the outlook for employers and contractors actually improved? We put the Budget under the microscope…        

Happy hospitality and invested infrastructure 

After being battered and bruised throughout the pandemic, hospitality businesses finally received some respite. For the next 12 months, they can benefit from a 50% business rates discount up to the value of £110,000. It’s the biggest single-year tax cut in 30 years. 

The Chancellor also stated he will be using Brexit as a stepping stone to radically simplify our ‘outdated’ alcohol duty system. The number of rates will be reduced from 15 to 6. This includes a draught relief on beer and cider, and a scrapped surcharge on sparkling wine. All other initially planned alcohol duty increases were cancelled at midnight on the day of the speech too. This is a welcome relief for pubs who were already struggling pre-pandemic. 

Moving to infrastructure, and by 2026/27, Sunak targets a £22bn growth in research and development investment. Additionally, Innovate UK’s core budget is up to £1bn, while £30bn will be invested into new green industries. Reaffirming his views on future success and lifelong learning, the Chancellor also increased skills spending by a huge 42% to £3.8bn – a vision of opportunity for the construction industry.

The devil’s in the detail

Heavy infrastructure investment and further duty freezes is good news on the whole for contractors and employers in this sector. Namely, the cancellation of the planned rise on fuel duty means an average tank will cost £15 less per car, equating to £1,900 less per year. In addition, the lack of news around Capital Gains Tax triggered a collective sigh of relief.

But while the 50% increase in R&D bodes well, the strong focus on domestic investment heavily limits firms who use contractors outside of the UK. And although the Chancellor cancelled and froze planned increases around alcohol and fuel duty, there was no mention of other raw and recent changes such as Corporation Tax rises, National Insurance and dividend changes, and the IR35 reform.

A rose-tinted view

At surface level, the tone of the 2021 Autumn Budget was overwhelmingly positive. But it doesn’t undo the aforementioned recent changes that have wreaked havoc for employers and contractors over the last 18 months. Overall, the Budget offered very little in the form of reassurance or support for the millions of self-employed businesses who have already faced severe financial hardship.

So, whether you’re a freelancer, a contractor, a recruitment agency or opening an office overseas, you need someone on your side. Workr Group offer a range of services and solutions to help you tackle the obstacles ahead. For more information, call us on 0208 10 60 000, email, or book a call today.

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IR35 investigations – HMRC setting the wheels in motion

Six months after introducing the Off-payroll working rules into the private sector, it appears that the HMRC is progressing to the next stage of its IR35 policing plan.

As we have pointed out many times before, IR35 is not something you can just avoid or ignore.

Why do we say this?

Well, over the last couple of weeks, we have seen and heard confirmation that HMRC has sent Requests For Information (RFI) letters to a large number of companies. In particular, businesses in the Oil and Gas, Energy and Renewables, Aerospace, Rail, IT, Infrastructure and Construction industries.

The main focus of the request is for documented evidence of records, processes and systems used for the off-payroll legislation, with compliance the apparent target. 

We do have a word of warning, however. The RFI also requires details of those contractors transitioned to PAYE models (either agency payroll or Umbrella) upon the introduction of the reforms. It also asks for records of contractors that transitioned to permanent employees.

Both requests would infer that HMRC is keen to understand whether businesses have made blanket statement decisions following the introduction of the reforms. This would likely be considered a lack of reasonable care by HMRC if found to be the case.

What will a Request For Information include?

It’s important to note that an RFI does not mean that there will definitely be an investigation. As we understand it, it is just a starting point from which the HMRC will assess the information received and then determine whether they feel an investigation is necessary.

HMRC will likely look for trends, whether positive or negative and then proceed from there.

As we have already pointed out, the first section of the RFI refers to guides, processes and systems. A robust system with clear and documented processes should give engagers a solid foundation to argue a reasonable care case, even where errors occur. The RFI also requests evidence of how the process is applied consistently throughout the organisation. In an investigation, HMRC will look beyond any documentation and processes to assess the working practices in a “substance over form “approach.

 In other words, does what happens on the shopfloor reflect what is documented or included in contracts. If not, there could be consequences.

Interestingly, the RFI also asks about the test systems used to make status determinations. Specifically, the RFI asks whether the engager has used the government’s own CEST (Check Employment Status for Tax) test or any other test, with details of such required.

The remaining details required centre around the number of contractors and the methods through which they are engaged.  

What comes next?

As we’ve previously stated, receiving an RFI is not a definite indication HMRC wants to investigate. However, it’s an excellent indicator of what they might look for if they decide to.

Based on the RFIs sent out, we are confident that those organisations with a robust process for making status determinations will fare well under scrutiny. Following the guidelines for reasonable care and applying consistency and common sense to the determination process should go a long way towards satisfying HMRC’s initial enquiries.

If you and your business need to utilise or continue using contractors but have concerns about meeting the requirements of the off-payroll legislation, then Workr Compliance can help.

Workr Compliance can provide you with impartial advice on engaging high-calibre specialist contractors whilst effectively managing your supply chain in an efficient and compliant manner.

We can help you remain competitive in the demand for specialist skills and talent whilst meeting the requirements of the off-payroll legislation and minimising the risk of an HMRC investigation or incorrect assessment.

For a free, no-obligation audit and assessment of your IR35 compliance process, you can speak directly with Andy Webster, Founder and Director, Workr Compliance, on 07827 810851 or at

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What it means to lead Easypay and Workr Solutions

As Workr Group continues to grow, we thought it was high time that we got to know the Managing Director of Easypay and Workr Solutions, Yves Bizimana, a little better. 

Already an expert in recruitment financing, Yves is at home when offering both funding and back-office support. Naturally, that makes him a perfect fit as Managing Director of both these businesses.

We took a moment to speak to Yves about his role and how his time is spent.

Identifying business challenges

Workr Solutions helps recruitment agencies, big and small, with inefficiencies in their back office. They may be looking to outsource or improve the operation. As MD, it’s my role to ensure we understand what these inefficiencies are, suggest ways to improve the status quo, and ultimately help keep costs down whilst delivering a better service.

These inefficiencies can be anything from processes and people to technology and team dynamics. Usually with big businesses it’s a case of legacy systems and processes hindering efficiency. That often means working with the agency to integrate systems so that the business is working on one platform.

With smaller agencies, we tend to help more with funding through our Easypay business. This means focusing on how we improve the agency’s cash availability through better credit risk management, as well as support them in navigating areas where they lack in-house expertise – such as IR35 compliance and business contracts. 

Whatever the requirement, my job is to ensure we have a team that can deliver on those client needs.

Managing partner relationships

In my role, one of the key responsibilities is ensuring that the relationships we have with suppliers and partners stays strong. That means referring business, cross-selling products, and helping each other – as well as our clients – grow.

Most of these providers are recruitment market specialists, offering customer relationship management (CRM) solutions, back-office platforms and business improvement training. By cultivating healthy partnerships with these suppliers, we’re able to secure competitive rates and have better access to support for our agency clients. From a service perspective, our clients are more likely to maximise their investment into these technologies by using our experience.

Additionally, once this technology is installed within an organisation, we make sure that every stakeholder understands what it’s for. If all parties aren’t engaged, chances are they’ll underuse the software – better user engagement prevents that from happening.

Ensuring operational excellence

With teams across the UK and India, it’s essential we constantly communicate and harmonise our service. This extends across the Workr and JSA Group, as it means customers receive a consistent service that we can steadily enhance. My role is to equip senior management across the two businesses with the skills to synchronise the teams and services across the entire group.

I also help them to ensure systems function as they should and that all employees are learning to maximise our connected excellence. This ties in with our wellbeing initiatives, which help to keep employees motivated and invested in Workr’s overall journey. The better engaged our teams are, the easier it is to engage clients with the solutions we provide.

What’s more, when clients adopt the right technology and remove the need for spreadsheets, Google Docs and other administrative tools, we’re able to help them scale up their operation and generate a higher conversion of gross margin to operating profit.

How Workr can help you

Like the sound of our approach? Get in touch today! Both Easypay and Workr Solutions can simplify the way you work and help you overcome the challenges you face in your back office. By reaching out, you’re taking the first steps to levelling up your agency’s back office operational efficiency!

Connecting Our Excellence: How Workr Prioritise Team Wellbeing

Workr Group’s approach has always been engaging with clients at all levels. Whether that’s a director or junior member of staff, we make sure everybody understands changes in employment and how to minimise administrative burdens.

Without this uniform understanding, the support we offer can fail to make a lasting difference. But to offer such a comprehensive service, we need a workforce that operates in complete harmony while simultaneously being fully invested in the future of Workr. Here, Group Sales Director of Workr Group Mike Lee, explains how we make that possible.

Rallying the remote workforce

The wellbeing of our team has always been important to us. But when the coronavirus pandemic hit in 2020, it brought mental and physical health into much greater focus. It also presented a challenge.

First, we had to overcome the stumbling block of synchronising a workforce that was largely working from home. To do this, we organised group activities and exercises so that everyone felt a part of the wider community at all times.

When it was decided by the group to re-enter the workforce, we brought all our internal experts together. Remote working technology taught us how to streamline certain tasks, but in order for us to help each other, agencies, contractors and clients, we still believe in the power of physical connections. It’s just the nature of our industry and something we take as seriously internally as we do externally. Connecting our excellence helps guide our attitudes, actions, decisions and relationships and is something that’s made easier when we’re all together.

A cause for celebration

Thanks to our eventual reintroduction, we were delighted to hold our inaugural Summer(ish) Social at the end of last month – the ‘ish’ being a point of contention as others in the office were convinced September didn’t still count as the summer!

Instead of our typical company conference, the social was designed to be a ‘thank you’ to the Workr Group family. We wanted to reward the mammoth efforts each and every person has put in over the last 18 months, especially when our way of life was turned on its head. We wanted it to be a celebration of reconnecting.

As well as a whole host of other activities, the main event was held at the notoriously challenging Crystal Maze where our teams took on the Crystal Dome competing for bragging rights.

Leading from the front

My fellow directors and I didn’t get away lightly either as we were all the subject of an interactive quiz. I think everyone got a little more than they bargained for by the end! Yet that was the point of the day: to acclimatise to that social interaction many of us missed.

The day was particularly significant for our colleagues at Easypay, a business that joined the Workr Group during the pandemic. It was the first time the majority of their Leeds-based business had met their Workr counterparts from the Manchester and London offices, and we were delighted to officially welcome them. 

We saw off the evening in Albert’s Schloss. Here we celebrated the fact that, despite the past 18 months, we had just delivered our most successful year.

A director’s takeaway

One thing I’ve picked up from the pandemic is the importance of not only being able to identify change but also being agile enough to adapt to it. This has been key to our continued success – a success that I believe we owe to having such a connected community – and why we continue to invest in physical events to bring them together. 

If the last 18 months have taught us anything it is that five-year plans are long gone. Having a better-connected team allows us to spread the responsibility for detecting, interpreting and translating patterns, then exploring the implications for our business so we are better prepared for whatever may be around the corner.

Mike Lee, Group Sales Director

If you’d like to see more news from us, please check out the blog section of our website for all updates and announcements.

Changing the culture of how engagers utilise contractors

It’s fair to say that, in my time supporting the temporary labour sector, I have, on many occasions, witnessed engagers treating contractors in much the same way as employees.

The off-payroll legislation was introduced to combat this very practice. Not because the treatment was unfair in any way, but because such behaviour contradicted the spirit in which specific tax laws had been intended.

In essence, the off-payroll legislation was introduced to ensure that if a worker was acting like and being treated like an employee, often defined as a disguised employee, then the income generated should be taxed in the same way as an employee’s income.

However, with responsibilities for IR35 previously sitting solely with the contractor, engagers had little need to invest time and money understanding the fundamentals of a piece of legislation that did not relate to them or have any impact on their business performance or profits.

Contractors are not employees, so don’t treat them like employees

Following the off-payroll reforms in April 2021, engagers in the private sector have now had the responsibility for the off-payroll legislation placed squarely at their door.

Failure to correctly assess the employment status of a contractor engaged by their business could result in fines and penalties for engagers.

All of a sudden, the tables have been turned and engagers have found themselves having to read up on the legislation and gain a true understanding of its implications.

In my opinion, the situation following the reforms in the private sector is clear and simple.

Engagers should hold no fear of utilising contractors who provide their services through an intermediary. However, contractors are not employees, so don’t treat them like employees.

Setting clear parameters and deliverables

If we treat contractors like the service providers they are, and not like employees then we should meet most of the constraints of the off-payroll legislation.

Having a clear and defined plan of what the contractor is being engaged for and for how long will help to clarify the distinction between service provider and employee.

Setting clear parameters and deliverables in the form of a statements of works (SOW) prior to the engagement will give all parties, including any external observer, a transparent and defined picture of the nature of the arrangement.

The SOW should include timescales, milestones and gateways necessary to review the progress and performance of the project.

Deliverables should be defined, achievable and agreed to by all parties along with the financial implications of failure to deliver.

The whole arrangement should contrast to that of an infinite employment arrangement where the employee gets paid irrespective of performance and delivery. 

Consistency is the key

Importantly, this methodology must be practiced consistently throughout the organisation.

Simply having a set of written documents that prescribe the above will not be enough to meet the demands of an HMRC investigation.

If contractors are providing their services on site, as is often necessary, inviting them to team meetings or providing them with corporate workwear will undermine the whole arrangement in the eyes of HMRC.

Treating contractors like employees in the workplace must be avoided. From the receptionist to the MD, all members within the organisation need to understand the difference between a contractor and an employee, and treat the individual accordingly.

Guidelines and processes regarding the engagement and treatment of contractors should be clearly communicated throughout the organisation to ensure that there is a consistent approach to contractors throughout the organisation.

Providing training for those that may come into regular contact with contractors or utilise the services of contractors from time to time is also a good way of ensuring consistency in the treatment of contractors.

Whatever you decide to do, consistency is key.

Workr Compliance – helping you to utilise contractors consistently and compliantly

If you and your business have a need to utilise or continue using contractors but have concerns about meeting the requirements of the off-payroll legislation, then Workr Compliance can help.

Workr Compliance can provide you with impartial advice on how to engage high-calibre specialist contractors whilst effectively managing your supply chain in an efficient and compliant manner.

We can help you remain competitive in the demand for specialist skills and talent whilst meeting the requirements of the off-payroll legislation and minimising the risk of an incorrect assessment.

For a free, no-obligation audit and assessment of your IR35 compliance process, you can speak directly with Andy Webster, Founder and Director, Workr Compliance, on 07827 810851 or at

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Introducing Our New Senior Business Development Manager Matt Watts

Our approach to agency management is second to none. But to continue setting the pace when it comes to service delivery, we needed an experienced hire ready to handle any queries that came in.

That role was filled recently by Matt Watts, our new senior BDM. With Matt’s experience, we plan on levelling up our internal account management teams and more accurately showing agencies where they stand when it comes to IR35.

We believe this is going to make a huge difference to our network. Don’t just take our word for it though – we’ve asked Matt to describe his career so far and how he’ll apply his expertise to the Workr model.

How did you get involved in the payroll/finance sector?

I was working as a telesales rep for a business that unfortunately went into administration.  Luckily, I secured a role at an umbrella company that shared the same business park, and I fell into the industry that way.

Initially, I worked in the new business team. This helped lay a good foundation for my career as I would take on registrations, develop candidate relationships, and improve their experience of our service. I then moved towards account management, and then eventually to business development.

My next step would take me to another umbrella firm to head up their business development across Birmingham and the North of England. It was here that I started becoming more passionate about encouraging all members of an agency to engage with its services, not just consultants but senior managers and owners too.

How did you hear about Workr?

Workr reached out and we discussed my possible move for about six months. I admired their collaborative approach with agencies and how they were a one-stop shop for clients. In my view, this would allow us to make relationships that were more long-standing and mutually beneficial.

In this industry, some firms can be accused of simply buttering up consultants in order to chase for business or referrals. This results in a one-dimensional service that’s designed to only last in the short term. At Workr, I’m helping with everything from timesheet collection, back-office support, and compliance support for our agency partners and end clients. It’s a much more comprehensive, holistic approach.

Thanks to the collaborative nature of Workr, we can make sure that agencies take everything on board and make informed decisions. Specifically, we make certain that senior management makes their consultants aware of changing legislation and the importance of ensuring that their contractors feel valued, particularly when change is ahead. This takes trust, which is why Workr acts as an extension of every agency it works with.

“It’s rare to come across talented people, who are obviously succeeding but looking at making the next step in their career. With Matt it was apparent from the first time of meeting him that he has the drive and ambition that matches ours, and shares the same values in ensuring our agency partners receive a first class experience and long lasting relationship.”

Mike Lee, Group Sales Director, Workr Group

How will your expertise help Workr make a difference?

Workr invest time in their customer journey. And with my experience, I hope to further improve it so that agencies can grow more organically and without worry of legislation changes.

In addition, I expect I can leverage my account management background to boost the abilities of Workr’s internal sales team. How I approach new businesses and existing clients has led me to this position, and I intend to teach these methods to others to accelerate Workr’s growth.

As a result, I hope we can continue to stand at the forefront of the umbrella industry and improve staffing solutions for all parties.

How Workr can help you

If you’d be interested in learning how our umbrella service works, get in touch today or contact Matt directly:

Matt Watts
07907 786 655

We’re always open to talk about recruitment solutions, and with our latest hire, we’re even more prepared to protect you from common compliance pitfalls.

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