Workr Group Support Cash For Kids’ Mission Christmas

For the past two years, Workr Group have proudly supported Cash For Kids – a fundraising initiative set up by Manchester’s Hits Radio station. The charity raises money to help children and young people affected by poverty, abuse, neglect, life-limiting illness and those who have additional needs.

Workr have hosted activities, donation stations and much more in our time as a charity partner. So when lockdown and social distancing measures put a stop to plans, we knew that we needed to go above and beyond to help… 

A time in need…

Run by Jessica Rigby and Sophie Davies, Cash For Kids provide gifts and support through community organisations, social workers, schools and emergency services. When the pandemic struck, they were forced to cancel a number of events – set to raise £115,000. At a time when young children and their families needed more support than ever, the charity was forced to find an alternative to ensure they could continue to offer this lifeline. 

Jessica commented: “Hits Radio Cash for Kids is made up of just myself and Sophie. We’re both working from home and doing everything we can to ensure we not only help families right now who are struggling to feed their children, but also raise enough money to still be here after the pandemic and help the children who rely on our support for life.”

… made even harder

Of course, the pandemic isn’t the only challenge that the families supported by Cash For Kids are facing. A luxury that some just can’t afford, Christmas can be a tricky time. Christmas 2020 is likely to bring with it a number of additional challenges, as COVID-19 has directly affected UK unemployment levels and household incomes. 

Hits Radio’s Cash For Kids want to make Christmas Day different for children and young people living in poverty across Greater Manchester. By collecting and distributing gifts and cash donations, Mission Christmas can make sure that disadvantaged children have a gift to open on Christmas morning. Having done so much for the local community, and now needing our support, we knew we had to do our bit… 

Our work as a charity partner 

Over the past two years, Workr have opened up a donation station in central Manchester for gifts to be dropped off in December. Further fundraising events over the years have included Football Friday in July 2018, volunteering at a warehouse picking and packing christmas orders and an auction – where a signed picture of David Beckham raised £80!

Like Cash For Kids, we had big fundraising plans for 2020 but world events got in the way. While we hope to volunteer and open our donation station once more, this could be restricted. So to make up for it, we’ve decided to give our biggest donation yet – £2,056.37. 

Jessica Rigby commented: “We honestly can’t thank you enough for everything Workr does to support us, it honestly means so much. Especially this year with us having to cancel so much of our planned fundraising activity. This donation will make a HUGE difference to our Mission Christmas appeal.”

If you’d like to donate to the charity, you can do so directly on the website. For families and young children struggling during these times, it really does help. 

Workr Compliance Collaborate With STR Group

With the Off Payroll Private Sector Reform just around the corner, Workr Compliance have collaborated with recruitment agency STR Group to help them prepare for the changes and support their largest clients.

Below, we explore what the collaboration means for STR Group – as well as what you can do if you’re yet to prepare for the IR35 changes in April 2021.

Supporting business as usual

Working in collaboration with Andrew Webster and the Workr Compliance team, STR Group wants to support engagers, meet their business objectives and maintain business as usual ahead of the reform and beyond.

David James, Engineering Programme Director at STR Group, said the collaboration between STR and Workr would provide consultancy to their largest clients, and reiterate their message that IR35 preparation needs to start now.

Helping clients take reasonable care

It’s not just about preparing either. Businesses need to ensure that they are preparing in the right way – and that includes showing reasonable care and not just using blanket determinations. After all, scoping your projects and the IR35 status of your contractors is just the beginning.

Once you’ve determined the status of your projects, you need to highlight how and why you came to that decision, demonstrating that you’ve thoroughly reviewed an individual’s contracts and working practices among other factors. IR35 compliance isn’t just about the initial status assessment either – it’s about continuously assessing your projects, ideally every 12 months as a minimum. This is something that Workr Compliance will be supporting STR Group with.

Ensuring proper preparation

Despite having originally meant to come into effect in April 2020, many businesses are still yet to prepare for IR35. And now, with the UK economy struggling amidst the COVID-19 pandemic, many are warning that the government may use non-compliance as a means of raising capital.

Recent stories, including that of Transport for London, also highlight that HMRC will treat all those suspected of non-compliance equally, regardless of the organisation. In fact, compliance of the entire supply chain is at the forefront of the government’s mind. STR Group recognises the value of having a robust process in place ahead of time in order to be compliant from the get-go.

Turn to us for support

At Workr Compliance, we’re not only dedicated to helping end clients, agencies and contractors prepare for the Off Payroll Private Sector Reform, but we also want to get more people talking about it. IR35 shouldn’t be feared. In fact, it brings with it an opportunity while attracting and retaining talent.

It’s for this reason that we have decided to launch a new webinar series that will highlight the stark reality of the IR35 reform and what it means for the future workforce. More information will be released on our social media channels soon, but you can contact us via our dedicated IR35 Hub if you have any questions in the meantime.

Why IR35 is just the tip of the legislative iceberg…

Workr Compliance, OPRaaS and Engage Technology Partners will be hosting an exclusive webinar, limited to 100 guests, at 9am on the 18th November.

The session will provide specialist insights on:

  • Hidden legislative challenges facing end-hirers of contingent workers today
  • Unique cost reduction strategies when managing contingent workers
  • Risk mitigation/compliance strategies for contingent workers for now and post Covid
  • How to maximise value through the use of contingent workers

Andrew Webster, Director at Workr Compliance, will be moderating the discussion and joined by leading compliance, legal, tax and technology experts:

Chris Dunn, Managing Director, OPRaaS

Ben Wardleworth, Business Development Director, Engage Technology Partners

Simon Whitehead, Partner, Head of Recruitment Sector, Brabners

Sue Ollerenshaw, Director, Employment Tax Expert

The session will be an open discussion and focus on:

  • Key risks of managing contingent workers in the post COVID world
  • Contingent worker compliance and why IR35 is just the tip of the iceberg
  • Why traditional methods of managing contingent workers need to evolve or die
  • How data optimisation catalyses bottom line savings and competitive edge
  • How Robotic Process Automation can industrialise your business

We have a limited number of places available. RSVP by completing the fields to secure your place.


    Please see our privacy notice for more information but where your enquiry may include Personal Data please confirm your consent to the use and storage of that data by the Workr Group for the purposes of your specific enquiry as Opted-In below, over and above any legal obligations we may have to store and process your data. You may at any time withdraw your consent by notifying our Data Protection Officer at or by using the specific online form.

Workr Compliance expand into Scotland with David McCracken as Head Of Sales

Workr Compliance appoints David McCracken

Workr Compliance is delighted to announce their appointment of David McCracken as Head of Sales as they expand their services into Scotland.

With over 25 years of recruitment experience, David will bring his unique insight and advice to both organisations and individuals on IR35 and employment options. 

Having worked his way up to Director level in companies such as Rullion, David has been involved in infrastructure, commercial, rail and civil projects in the North East, and has extensive experience and knowledge in the Aberdeen and Inverness area. In his spare time, he also supports Football Memories – a partnership between Alzheimer Scotland and the Scottish Football Museum – and is a referee and coach of an under 17’s football team. 

His arrival as Head of Sales marks the latest business development for Workr Group as a whole, and he will be an integral part of the team as they provide award-winning customised accounting, umbrella employment and tax solutions to the UK’s flexible workforce. 

Headed up by Andrew Webster, Workr Compliance hopes this new appointment will provide them with a greater presence as they support their clients in preparation for the Off Payroll Private Sector Reform in 2021. David will be based in the Central Belt but will be visiting businesses and individuals in Scotland, advising them on the changing legislation. 

David McCracken, Head of Sales for Scotland, said: “I’m absolutely delighted to be appointed as Head of Sales. I’ve been in recruitment since 1994, so I know exactly what end clients and recruiters want. This appointment means I can combine my recruitment knowledge with Workr’s tax expertise to help provide a bespoke and clear strategy. It’s important that we are providing a tax-efficient work process, and I’m extremely passionate about making sure that everything Workr does is ethical.

“With the Off Payroll Private Sector Reform just around the corner, I’m determined to show people that IR35 isn’t scary. I want to give confidence to our end clients while highlighting the opportunity it presents for them to get closer to their own clients.”

Andrew Webster, Founder and Director of Workr Compliance, said: “‘I’m genuinely delighted to have David as part of the Workr Group team. He brings with him an extensive understanding of the recruitment supply chain from an operational, commercial and client management perspective. In the short time I’ve worked with David, his focus on effectively engaging with key recruitment agencies and end clients in Scotland has seen some immediate wins. Workr Compliance, and indeed the broader Workr Group, now has a genuine presence in Scotland, focussing in the short-term on helping end clients and agencies prepare for the IR35 Private Sector changes in April 2021.”

If you’re looking for any support when it comes to compliance, get in touch with the team on 0161 359 3235. Alternatively, visit to learn more.

IR35 – deferred, not defunct!

As we entered 2020, one of the key topics on our agenda was the IR35 Off Payroll Private Sector Reforms.

The intermediaries legislation, as it is also known, had seen some controversial reforms already introduced to the public sector back in 2017. These reforms were due to make their arrival in the private sector on the 6th of April 2020.

However, as a result of the COVID pandemic and resultant lockdown measures, the Government made the decision to defer the reforms until the 6th April 2021.

Whilst the decision to defer was a great relief to many, we now find ourselves only six months away from the implementation of the reforms.

For those hoping that the legislation would be scrapped or forgotten, the reality is that the legislation is already law, although not yet enforced.

Barring any extraordinary legal or political development, the changes will take effect on the 6th of April 2021.

What is IR35? Let’s recap

IR35, also known as the Intermediaries Legislation, is tax legislation aimed at tackling tax avoidance.

The legislation is designed to test whether workers providing their services and expertise to a client via an intermediary, such as a limited company, would otherwise be an employee of the client if the intermediary did not exist.

If caught by the IR35 legislation, the earnings of “deemed employees”, as they are referred to by HMRC, are subject to income tax and National Insurance Contributions (NIC’s).

What are the IR35 reforms?

It is currently the responsibility of the worker to determine whether their assignment is caught by IR35. The worker is also responsible for paying the correct taxes dependent on their IR35 status.

The reforms, scheduled to take effect in the private sector from 6th April 2021, will see the following key changes:

  • Shift the responsibility of IR35 determination from the worker to the engager (the company utilising the worker).
  • If caught by IR35, the responsibility for the payment of income tax and NICs will also shift from the worker to the fee payer (the organisation paying the worker for their services). This could be the engager or an agency (if the worker is supplied in this manner).

Does IR35 affect my business?

If your business utilises workers who provide their services via their own limited company, either directly or via an agency, then the IR35 legislation may apply to you.

There is an exemption for small businesses who meet any two of the following three criteria:

  • Turnover – not more than £10.2 million.
  • Balance sheet total – not more than £5.1 million.
  • Number of employees – no more than 50.

Where a worker is engaged by a small business, the responsibility for determining the IR35 status, along with the payment of taxes will remain with the worker.

What should you do if IR35 applies to your business?

If your business engages workers and is not classified as a small business you will need to prepare for your new responsibilities once the reforms take effect.

The key change that you must prepare for is your new responsibility for determining the IR35 status. The legislation states that, as the engager, you must take reasonable care in how you go about making the determination.

Once you have made the determination, you will also be responsible for communicating the results of your determination to the next party in the supply chain. This must be done in the form of a Status Determination Statement (SDS).

What does reasonable care mean?

By reasonable care, HMRC means that you must conduct a thorough and detailed assessment of the work to be carried out by the worker.

This assessment must include the working conditions and terms under which the service is to be provided.

HMRC recommends that you:

  • Formalise and record a consistent Status Determination process which is regularly reviewed to ensure fitness for purpose.
  • Seek the advice and/or assistance of a qualified, professional advisor such as the Workr Group.
  • Involve people with a good understanding of the work to be conducted in the determination process.
  • HMRC recommends the use of its Check Employment Status for Tax (CEST) test although this is not mandatory. There are a number of excellent alternative tools capable of producing robust and accurate determinations. It is highly recommended that you utilise a status determination test tool wherever possible. Such tools simplify the determination process and promote consistency across tests.
  • Ensure that determinations are regularly reviewed to ensure continued accuracy and validity.
  • Ensure that new status determinations are conducted after any material changes to terms or working conditions.
  • Define and communicate a clear process for challenges against determinations.

What are the risks of not taking reasonable care?

Once the engager has issued the SDS to the fee payer, all responsibilities then pass to the fee payer.

HMRC will always approach the fee payer in the first instance when conducting an investigation with regard to whether reasonable care has been met. However, any recourse could lead HMRC to the engager.

Where the engager is deemed not to have taken reasonable care in determining the IR35 status of a worker, HMRC can transfer any debt for unpaid taxes to the engager.

The same can be said for if the engager fails to respond to any challenge made by the worker against the determination.

It is vitally important, therefore to follow the guidelines above to ensure that reasonable care is taken during the determination process.

Debts can also be transferred where the fee payer simply does not pay taxes due to HMRC.

Where there is a chain of providers (MSP’s and agencies) involved in the supply of flexible workers, engagers must ensure that they conduct rigorous and regular due diligence checks of its supply chain in order to minimise its transfer of debt risk.

What now?

We have a specialist team at Workr Group that can support you with all aspects of compliance with IR35 and your flexible workforce.

Workr Compliance – Stork Case Study Download

The Case Study

When the IR35 Private Sector Reform was announced, STORK knew that they needed to find a solution that would not only ensure compliance but would help them to retain and attract talent.

Having already decided to take a case-by-case approach, they were on the lookout for a suitable partner.
Paul Marshall, Tax Manager at STORK, had already done his homework, and decided to proceed with Workr
following a recommendation from the Chair of The Offshore Contractors Association (OCA).

Read how he came to that decision…

About Stork

STORK, a Fluor company, delivers a complete portfolio of operations,
maintenance, modifications and asset integrity solutions – covering the full asset life cycle.

Workr IR35 Hub

Visit our IR35 Hub for more insights.

Budget 2020: What does it mean for you?

On 11th March, Rishi Sunak delivered the Budget for 2020. Not only was it his first Budget as Chancellor but also the first under Boris Johnson’s government and as a non-EU country.

Big things were expected in relation to IR35 – not to mention the recent pandemic of Coronavirus. But what exactly do the announcements mean, and how will they affect you? Here, we answer those questions as best as we can.

IR35 legislation changes to go ahead

We all thought that IR35 would take centre stage. Some forecasted it would be delayed, others said it could be cancelled altogether. Few could have predicted what actually happened.

For starters, the off-payroll working rules weren’t directly mentioned in the speech. Instead, the Chancellor stated that businesses needed a fair tax system and briefly mentioned new rules for aggressive tax evasion which would raise £4.4 billion in additional revenue.

After a bit of digging around in the official Budget, it was revealed that “the reform will therefore be legislated in Finance Bill 2020 and implemented on 6 April 2020, as previously announced.”

The devil will be in the detail. But there’s no denying that the reform is still going ahead. However, the current climate could mean that the government will be more relaxed. The Chancellor even confirmed a soft approach with no enforcement during the first 12 months for those taking reasonable care. But this doesn’t mean you’ve got extra time to prepare.

Coronavirus outbreak

As expected, Rishi Sunak used the speech to reveal the government’s plans to tackle Coronavirus. And we’re delighted to hear that self-employed workers will have greater access to benefits if they are forced to self-isolate.

Self-employed workers will be able to claim Employment and Support Allowance (ESA) from day one of “illness” rather than day eight. The minimum income level will be removed from universal credit temporarily, giving access to an emergency pot of £500 million.

With an estimated 20% off work, the Chancellor explained that productive capacity would likely shrink having a significant impact on our economy. However, Sunak reiterated that this will be temporary and that our government is prepared. Smaller enterprises (with less than 250 staff) will also receive a reimbursement for any sick pay for up to 14 days.

Support for self-employed

Finally, the government has reviewed how support for contractors and those self-employed can be improved. With better access to finance and credit, such workers will also benefit from the government’s continued efforts to tackle late payments.

But that’s not all. It will also now be easier for self-employed workers to find information that is relevant to them and their business with a new interactive guide for the tax system – and a digital support system.

What should I do?

While no-one can say how Coronavirus will pan out and what affect this will truly have on the national workforce, one thing cannot be denied – IR35 will take effect in 2020.

So, whether you’ve already started to prepare but need a little guidance or you were waiting to see what the Budget revealed, you need to act now so that it doesn’t have a detrimental impact on you and your work from 6th April. The alternative is that you risk losing key revenue streams, talent and your competitive advantage come April – and beyond.

Workr Group is here to help you meet your responsibilities – all while getting prepared for IR35 and maintaining business as usual. And, many of your competitors are already prepared for the changes…

Which Model Will Your Contractors End Up In?

As an agency, you have the least amount of control over the impact of IR35 – despite having an equal amount to lose. What’s more, come April 2020, you’re the one holding the bag in the event of getting the Tax and NI payments wrong. From 6th April, it’s partly your responsibility to communicate to contractors what their clients are classifying them as and pay any tax – and penalties.

It’s for this reason, that you need to not only understand IR35 but also educate your contractors and clients. You need to know how clients and contractors plan to approach the changes and your clients need to decide how they will assess each contract. Once you know that, you can start to put some plans in place!

As we saw in the Public Sector roll out, when not given enough time to act there’s a mad rush for contractors to find the right home for them from April….This time we’ve had more time to prepare and as such can get ahead of the curve!

So…..which payment model will be best for your contractors?


For those lucky enough to have passed an IR35 assessment, you can consider paying the contractor through their LTD company in gross. It is advisable however to be fully comfortable that you agree with the decision the client has made.

If paying contractors into their LTD company you may want to consider your contractors take out IR35 insurance with the likes of Kingsbridge or Markel.


Potentially the worst result for all stakeholders. The contractor suffers a reduction in their take-home pay whilst receiving no real benefits or opportunities to retain more of their income, the client potentially loses key talent and the agency will no doubt have to increase their back office and employment related costs to cope with the increased payroll demands.

However, the likelihood of PAYE being the preferred model for ‘permies’ in all but name remains high. HMRC penalties and a lack of expertise in-house have resulted in many end client hirers who deal with PSCs creating new ‘blanket bans’ on engaging LTD companies, therefore avoiding the responsibility of judging each contract on a case-by-case basis. Most end clients are however saying that they will accept either PAYE or Umbrella (a form of PAYE).

Sainsburys are one such company. In January 2020, the supermarket giant announced that their contractors will no longer be allowed to use PSCs – despite 31% of their contractors currently falling inside IR35.

With HSBC, RBS and Santander set to follow, it could be argued that the only organisations capable of mitigating talent losses are those able to compensate with higher salaries.


There is a solution that rewards all three parties evenly – a compliant umbrella organisation. By absorbing responsibilities traditionally left in the hands of the contractor, agency or end client, they’re an effective way to be compliant and maintain business as usual.

As a genuine employer of the contract worker and payroll service provider, umbrella companies calculate and deduct the correct levels of PAYE and NIC contributions in line with HMRC rules on behalf of contractors and give the supply chain confidence that the correct deductions have taken place.

While this method does mean that contractors may take a reduction in their take-home pay than via their own LTD Company, the umbrella organisation should provide employee benefits as well as offering the stability of one single employer, employment rights, better insurances, the option to pay more into their pension via salary sacrifice as well as consider certain allowable expenses in line with HMRC legislation. Contractors will still maintain their flexibility and self-governance – and will be compliant in the eyes of HMRC.

And, agencies can use the benefits that umbrella organisations offer to attract and retain top talent without having to build back office and employment related costs into your budgets.

At Workr Umbrella, we go a step further. With our award-winning umbrella services, we reward contractors with a whole host of benefits including £675 a year cash towards dental, optical and physio treatment as well as a confidential counselling and wellbeing hotline. We do more than offer stability. We supplement loss of earnings with legitimate support – support that can improve your skill set and widen your client base.

So, what are you waiting for? Get in touch today on 0208 10 60 000 and

CEST vs Manual vs SHIELD

Short for Check Employment Status for Tax, CEST is a free tool designed by HMRC. Its purpose is to help those affected by IR35 ascertain whether a worker on a specific engagement should be classed as employed or self-employed.

Thanks to the reform shifting the responsibility from contractor to end client (and agency), CEST is becoming a saving grace for businesses.

Or is it? As plenty of commentators have already noted, CEST is far from flawless. In fact, in some instances it’s actually proving to be muddying the waters ahead of 6th April.

So, to help clarify the benefits of CEST and where it stands against both manual review and our own solution, we’ve broken down each of the available options.

The trouble with CEST

It’s free and accessible, so why wouldn’t you use it? Well, firstly because HMRC can decide at any point that they don’t agree with the outcome. While it was reported in October 2019 that HMRC lost a tribunal against an IT consultant for ignoring a CEST assessment, future cases may not be so lucky.

Secondly, CEST ignores Mutuality of Obligation (MOO) in its decision-making process. MOO refers to an obligation by the client to provide future contract work and an obligation by the contractor to accept it. Of course, part of the challenge of self-employment is that contractors aren’t always certain that further work will exist.

As there is no fixed legal definition of MOO, it’s largely determined by case law. As a significant factor of determining a contractor’s status, it is concerning that CEST assumes mutuality exists in every working arrangement – as this is proven not to be the case.

Finally, and perhaps most importantly, CEST only issues ‘outside IR35’ status when considering one area in isolation. The software employs a five-room approach that leads towards a final judgement – and is far different to the process used by the courts. If any room (Substitution, Control, Financial Risk and In Business On Own Account) determine a contract as ‘outside IR35’, it still proceeds to the next section – enforcing unreasonably high standards and contrary to the law.

Manual isn’t perfect either

As the CEST tool is non-mandatory, you’re welcome to manually assess each and every contract yourself instead. Of course, the downside of manual assessments is the time it takes to evaluate all your contractors ahead of the 6th April deadline. Frankly, most organisations affected by the IR35 reform won’t have the relevant expertise in-house to do this in time.

In fact, the risk of attempting to perform contract assessments manually in such a small timeframe increases the likelihood of mistakes. You’ll also need to regularly assess contracts after the reform as your needs – and the needs of your contractors – change.

But what’s the alternative? A faulty system with limited authority in regard to HMRC’s judgement? Hence why a number of businesses are preparing to enforce a blanket ban putting all contractors under PAYE. Despite a large number not being an employee by nature, businesses are protecting their own interests in saying otherwise.

In this case, many contractors are likely to move roles or to more beneficial organisations. For agencies, neither solution works in your interest.

How SHIELD can help

The real solution lies in a blend of manual evaluation and advanced analytics. SHIELD is just that. Scalable and intuitive, SHIELD is AI-driven and delivers the same status you would receive in a judge’s ruling on an IR35 case.

It will even demonstrate the costs of each option, helping inform your decision should you prefer to avoid judging contracts on a case by case basis.

While the benefit is perhaps more obvious for businesses, contractors can use our solution as a means of negotiating their IR35 status with their clients. From an agency perspective, you’re now capable of managing assessments, generating reports and model financial scenarios on behalf of your clients. Therefore, increasing your value to them and solidifying yourself as recruiter partner of choice.

Not only will you be able to avoid using a solution that could be deemed incorrect following 6th April, but you’ll also retain your appeal to contractors who would otherwise find work elsewhere.

Want to secure your bottom line with the most secure IR35 solution on the market? Get in touch on today.

Three Months To Go Until IR35 – Are You Ready?

The IR35 reform is only three months away and many are still ignoring the elephant in the room.

For contractors, deemed in scope for IR35 purposes, the reform could mean that come April you will be placed under PAYE. For end clients and agencies, you could find yourselves either suddenly paying employee costs (PAYE and National Insurance Contributions) or suffering the ire of HMRC if a contractor of yours or a role is deemed in scope for IR35 purposes (whilst not demonstrating that due process has been met to support ‘reasonable care’).

But, do you know your responsibilities? And, are you sure you’re protecting your own interests? Here, we detail how you can start laying the foundations for a successful transition today…

Risk assess your situation

The first step for any party is to review your current circumstances and identify how you will be affected by the new rules. Businesses (end clients) should carry out a full analysis of their roles and contractors, determining who is and isn’t deemed inside IR35. Appropriate evidence should be retained to support decisions made and, in readiness, for inevitable HMRC enforcement.

Agencies placing contractor freelancers should check individual employment statuses and role status. A key driver for this is to help retain as much talent as possible in a compliant manner. It’s likely that engagers of contractors will consider terminating contracts in favour of a payroll-based relationship. This will impact the take-home pay of contractors and potentially turn them towards clients willing to review each contract on a case-by-case basis.

If you foresee any contractors falling inside IR35 legislation, it’s important to start communicating your intentions now.

Confirm your arrangements

Businesses should be confident and pragmatic, clarifying their stance immediately, offering an alternative where possible. Otherwise, there is a risk that bridges could be burned with both talent and agencies, as the latter will soon be required to confirm whether or not the client’s determination was correct.

If the contractor is found inside, the agency (if used) will be responsible for deducting the relevant tax and NICs at source. Therefore, it benefits all parties to know the intentions of each other ahead of time to prevent unexpected costs and help retain key hires.

Consider the possibility of securing a Confirmation of Arrangements (CoA) document. CoAs confirm the roles of each party in the supply chain. Contractors who can encourage their clients to sign today, would be less likely to have their IR35 status changed come 6th April.

Simplify it through an umbrella organisation

Many are still in the dark when it comes to IR35 and how it will affect them. But the right advice and guidance can not only support you, but ensure you are protected from the get-go. One such area that businesses, agencies and contractors are seeking advice on is alternative pay options to minimise risk and disruption post April 2020.

A solution is compliant umbrella companies. Umbrella companies are payroll service providers that handle PAYE and NIC contributions in line with HMRC on behalf of contractors and clients. Contractor freelancers are employed by the umbrella company, and benefit from full statutory employment rights and access to a suite of employee wellbeing benefits.

Removing all the hassle from the hiring process, umbrella organisations ensure compliance for both agencies and businesses by deducting PAYE and NICs (where relevant) on their end.

If you’d be interested in safeguarding yourself against IR35 reform, Workr are here to help. Not only do we offer our own award-winning umbrella organisation, but we can also support end clients and agencies to navigate the proposed changes and help them get ready for April via Workr Compliance.

Want to know how the reform will affect you? Ready to take the next steps? Simply contact our team on