Navigating Payroll & Funding Solutions for Your Recruitment Business

Alex Niarchos, Investment Director at Recruitment Entrepreneur, has invited Yves Bizimana, Managing Director of Workr Solutions and Easypay, to join Recruitment Entrepreneur’s latest webinar to discuss payroll and funding solutions for recruitment business. 

The webinar is free to attend and will take place on Wednesday June 16, 2021 at 3pm UK time. 

Host Alex Niarchos has worked in recruitment for over 10 years and now supports recruitment business founders to set up on their own. 

Yves Bizimana also has a wealth of recruitment experience prior to heading up Workr Solutions, a market-leading back office outsourcing service who also provide specialist funding for recruitment businesses through sister company EasyPay. 

If you run your own recruitment business or are thinking about setting one up it is the ideal webinar for you to learn more about the different payroll and funding providers in the market and how to choose the right one for your needs.

Alex and Yves will provide their experience-led advice and best-in-class guidance as they explore key considerations to help you make the right choices to help fuel your growth.

The duo will end the session with a Q&A as an opportunity to have any burning questions you may have answered. 

Follow us for updates on LinkedIn at:

Workr Group on LinkedIn
Workr Solutions on LinkedIn
Easypay on LinkedIn

Sign up for the free webinar on LinkedIn

If you would like to attend sign up via Recruitment Entrepreneur’s LinkedIn event page. 

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Euro 2021 Workr Fantasy Football League

The Premier League season is finally over, and whether you came out laughing or crying, this summer brings something all football fans can smile about… THE EUROS!

Even if you’re not a footy fanatic, national competitions are great fun. Everyone can get behind the team as the country unites in the summer sunshine – and if the last week is anything to go by, it’s going to be a scorcher! 

To add an extra competitive edge, we’re running a Workr Fantasy Football League, just for recruiters. Read on to find out how to get involved, and more importantly, what you could win…

The tournament itself

Euro 2020 kicks off at 8pm on 11th June and will last for four weeks. And for anyone who spotted it, we didn’t get the year wrong! It’s actually last year’s postponed tournament, so the hype has really been building for this one.

For the first time in its history, the tournament will be hosted collectively across 11 European cities. 24 nations will compete in six groups, where 16 teams will progress into a knockout format. It all leads up to the final, which will be held at Wembley Stadium on 11th July. 

A fantasy football snapshot 

If you’re making your debut appearance on the fantasy field of play, the concept is pretty straightforward. Build a 15-player squad within a set budget of €100m, then select 11 starting players. The better they perform, the more points they get, and the higher you climb up the Workr league. Simple! 

It’s free to sign up, and in case you’re wondering, the budget isn’t real so there’s no need to call the bank. But just like actual football, you can make transfers each gameweek to try new angles, and swap out injured or non-competing players as the tournament progresses. Everything else you need to know is right here.

Workr Group’s league

So, you’ve already proved that you can discover the best candidates, but can you recruit a winning fantasy team? Unlike the game itself where there can only be one winner, the Workr league has three:

1st place: 2x tickets to a Premier League game in 2021/2022 
2nd place: £100 vouchers of your choice 
3rd place: A bottle of champagne

To get started, build your team and use the code: 6251FHMC02 to enter our league. And for those who didn’t know, there’s a bit of a trend among fantasy footballers to get creative with your team names. We’re talking about a pun, a play on words or clever humour. Our example sets the bar pretty low (‘No Kane, no gain’) – but you get the idea.   

On that note, it’s about time you got your Gareth Southgate on. Good luck!




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Workr Group joins JSA Group

JSA Group, provider of accountancy, payment and support services to the UK’s growing flexible workforce has acquired The Workr Group

The acquisition of The Workr Group strengthens JSA’s offering by enabling the provision of new technology, funding and consultancy services to the contingent workforce supply chain community, including back-office management solutions for recruitment agency partners. 

In addition, JSA will now be able to provide comprehensive compliance and payment solutions to international workers following Workr Group’s success in this arena, today managing over £100m of pay across 85 countries.

John Hoskin, CEO of JSA Group, said: “We were attracted to Workr primarily by the sheer quality of its people and breadth of services. It adds not only meaningful scale in our core outsourced employment, payment and accounting services but also significantly to the capabilities we can offer our customers and to the contingent workforce supply chain community,  from international payment solutions in a substantial range of territories to recruitment back-office outsourcing, compliance, funding, and technology.”

Matt Tyson, Managing Director of The Workr Group, said: “Over the last seven years, Workr has become synonymous with great customer service and innovation in the solutions we offer recruitment agents and the flexible workforce. Having spent a considerable amount of time speaking with JSA about their approach and the way they work, we are confident we have very strongly aligned values and that this transaction will be positive for our staff, clients, and contractors. The Board, all of whom are staying with the business, and the team at Workr, are tremendously excited about the prospect and potential of a collective offering with JSA.”

JSA, who have a 30-year track record, now support more than 1,000 recruitment businesses and 25,000+ freelancers and contractors. The transaction marks JSA’s eleventh acquisition since 2013 and its sixth since 2018 when the company was backed by Universal Partners. They are headquartered in Watford, UK, now with offices in London, Manchester, Leeds, Chester and Edinburgh as well as regional offices in the USA, UAE and India following the acquisition of The Workr Group.

 


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Workr Group Boost Contractor Numbers with Latest Acquisition

Workr Group, a leading international provider of employment, payroll and accountancy services to engagers of temporary workers, has acquired the contractor book of PayCo Services.

PayCo Services is also an established and respected provider of employment, payroll and accounting services. It was founded in 2005 and maintains an excellent reputation with its contractors and agency clients.

Matt Tyson, Group CEO at Workr Group, said the move was a significant boost to three of the group’s areas of expertise; umbrella, self-employed and international. Two of the existing PayCo services staff transferred across to support the existing Workr Group team managing the increased volume in contractor and agency relationships.

Matt said; “We have known and admired the team at PayCo Services for some time. The move is aligned to our strategy to grow our existing service lines both organically and through acquisition.”

Matt added; “Our initial focus has been on providing a smooth transition and personalised service to the contractors and demonstrating the added value and enhanced benefits they now receive.”

“At the same time we have been talking to our new agency partners. Our additional breadth of service offerings has really resonated as has our FCSA and APSCo accreditations and the increased security and compliance this affords them”

Workr Group was represented by Fieldfisher LLP and supported by Beever and Struthers for financial and tax due diligence.

Terms of the deal have not been disclosed.


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Workr Group Makes a Hat-trick of Promotions

L to R: A Hat-trick of Promotions – Ashley McClure, Beth Robinson, and Chris Timms

Workr Group is delighted to announce a trio of key promotions to strengthen their client offerings taking effect immediately. 

In the sales team Ashley McClure has been promoted to an Account Director whilst Beth Robinson has become a Senior Relationship Manager. Their roles are focussed on finding new ways to drive client success by combining the Group’s services in unique ways to meet client specific requirements. 

Chris Timms has been promoted to Associate Director, IT. Chris was already a member of the Senior Leadership Team and his promotion gives him formal oversight and responsibility for Group-wide IT operations. 

All newly formed roles sit at a Workr Group level and have been created through a demand from existing clients looking to consolidate their supply chain and connect the breadth of our service offering under one roof. 

Mike Lee, Group Sales Director at Work Group commented on the moves: “We are really excited to have Ashley, Beth and Chris in their new roles, their successes with the business to date have led to their promotions. Both Ashley and Beth deserve to be recognised for their hard work in building, maintaining and growing our existing client base. Chris has an ability to understand and translate not only our internal IT requirements but that of our clients needs. Working together, and drawing from their collective experience, we are confident we will continue to find new technologies and solutions to support our clients growth.”

McClure, Account Director at Workr Group commented: ‘Workr Group has been such a fantastic environment for me to progress in my career and I have been lucky to work across such a robust network of clients, delivering a wide array of services with a uniquely talented group of colleagues. Since I joined the business over two years ago, my client and exposure has grown significantly which has really solidified my understanding of the requirements of each sector we work with.”

Lee added: “Ash, Beth and Chris have already been integral in creating the right mix of people, process and technology that allows us to connect our excellence across our service offerings. Their promotions will be seen as a natural progression by our team and our clients and will help fuel our continued business growth.”

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Workr Group Announces Team Expansion

L to R: Workr welcome four new recruits – Jess Hall, Elizabeth Nyka, Katie Byrom, and Alex Jones

The Workr Group, a leading international specialist in outsourced employment and accountancy services, has expanded its UK team with four new recruits amid organic business expansion. 

The new recruits have joined the business in April to strengthen both the sales and customer experience teams based out of their UK Headquarters in Manchester. It follows hot on the heels of the appointment of Harry Stacey in March as a regional Client Relationship Director based in Bristol.

Alex Jones, Jess Hall, Elizabeth Nyka and Katie Byron have been busy undertaking a comprehensive induction programme, covering all facets of the Workr Group. Over the coming weeks the newcomers will continue their on-boarding with role-relevant training on client-specific processes and procedures. 

Mike Lee, Director at Workr Group commented ‘We have seen an increase in existing clients looking to consolidate their supply chain and connect the breadth of our service offering under one roof. This, combined with recent new business wins, has prompted the need for fresh talent. Alex, Jess, Elizabeth and Katie join our existing teams to ensure we can continue to deliver at the scale our clients need whilst providing best-in-class service levels. We look forward to seeing the impact their on-going contributions will bring to the Group and supporting each of them in their continued professional and personal development.’

Gareth Murphy, Customer Experience Manager at Workr Group commented ‘We are delighted to welcome our new recruits into the agency. We placed a greater weight on character attributes such as otivation, curiosity, and determination to assess each candidate’s future potential and their adaptability to our company and to our clients’ business environments. It is great to see our efforts come to fruition as we welcome these new starters to the business. We look forward to watching them grow and prosper.”

Lee added ‘Organic business growth and changes to the way the contractor population can be paid will mean we continue to have a strong focus on our recruitment efforts in the coming months. This ensures we have the people, the infrastructure and the capability to deliver the services clients need, as they need them. 

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IR35 – April 2021 and beyond

It’s now almost 12 months since the IR35 Off-Payroll Reforms were due to take effect.

Many businesses had invested time and money into preparations for the 6th April 2020 with collaborations, new systems and updated procedures only for the legislation to be deferred due to the pandemic.

With the reforms now in play, what should businesses be doing, and what should business as usual look like?

IR35 – Prepared and ready?

With the IR35 reforms now in effect, businesses still preparing can take some solace in HMRC’s announcement about a “light touch” introduction. Whilst it is imperative that businesses take action, genuine mistakes will go unpunished for the first 12 months following the introduction.

In a previous article, IR35 —  deferred, not defunct! Workr Group outlined the changes in responsibilities for engagers and recommendations on what HMRC expects from engagers concerning processes and responsibilities. Now that the reforms are in effect, engagers should be doing the following:

Status Determination Statement (SDS)

The IR35 changes state that the engager must make a status determination and take reasonable care in doing so. The status determination is required to ensure that the correct taxes and deductions can be calculated and made in accordance with the legislation.

According to HMRC’s Employment Status Manual (ESM10013), a valid Status Determination Statement must:-

  • state in the SDS whether or not the worker would be an employee or office holder, or is an office holder, for tax and NICs purposes if they were directly engaged by the client,
  • provide their reasons for coming to that conclusion, and
  • have taken reasonable care in coming to their conclusion (see ESM10014)

It is essential for engagers to note HMRC’s stance regarding reasonable care as follows:-

“If the client fails to take reasonable care, the responsibility for the deduction of tax and NICs, and the payment of the apprenticeship levy and paying these to HMRC will rest with it. That liability will always remain with the client unless it takes reasonable care in reaching its conclusion set out in the SDS.”

Reasonable Care

By reasonable care, HMRC means that the status determination must be thorough and detailed, giving an accurate and clear representation of the work to be carried out by the contractor (worker). 

HMRC recommends that you formalise and record a consistent process, seek professional advice and assistance, involve relevant parties or individuals, use a determination test tool and define and communicate a transparent process for challenges.

Determination test tools

HMRC released its Check Employment Status for Tax (CEST) tool some time ago, but this has proved inconclusive for many assessments, even in some of HMRC’s own test cases.

However, suppliers in the industry have constructed several other tests using case law examples, representing credible CEST alternatives.

Insurance

Many engagers who want to continue to utilise contractors have stipulated a need for IR35 insurance within the supply chain.

A comprehensive insurance policy that supports a robust determination process should eliminate almost all liability from engagers and put them in a prime position to attract the best contractor talent for those assignments identified as outside of the legislation.

Challenge process

Contractors and agency suppliers must have the opportunity to challenge an assessment, whether inside or outside of IR35.

Failure to consider or respond to an SDS challenge will likely be regarded as a lack of reasonable care by HMRC. This would significantly increase the risk of liability should HMRC find an assessment to be incorrect.

6th of April 2021 and beyond – Business As Usual (BAU)

Businesses should not underestimate the benefits of having a defined, robust and documented process for IR35 assessment.

Engagers prepared to invest in some simple processes and procedures, along with the support of compliant suppliers, can quickly and easily mitigate the risks posed by the new legislation and meet HMRC’s requirements.

As with any other supply chain for products or services, some good due diligence and common sense will allow businesses to carry on with business as usual, utilising contractors effectively and productively.

In contrast to businesses that have changed policies or made blanket statements, engagers will benefit most from the choice of exceptional contract talent available to them due to their fair and credible approach to IR35.

IR35 – Act now!

We encourage anyone with a responsibility for IR35 compliance to ensure that your determination process is fit for purpose and meets HMRC’s reasonable care requirements. To learn more about this you can join Workr Compliance and STR Group at 4pm on Wednesday, 5th May for a webinar reviewing the landscape post 6th April and to gain key advice for maintaining BAU in the months ahead. 

If you are unable to make the webinar our specialist team can provide impartial advice and support to help you meet your reasonable care responsibilities. For a free, no-obligation audit and assessment of your IR35 compliance process, you can speak directly with Andy Webster on 07827 810851 or at aw@workrgroup.com.


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IR35 reforms to get a gentle introduction

With IR35 Off Payroll Private Sector Reforms coming into effect on the 6th April 2021, HMRC has confirmed what it describes as a soft landing for affected parties for the first 12 months following implementation.

As businesses prepare with procedures and assessments in readiness for the reforms, they can take some solace from HMRC’s recent publication pledging its support for parties affected.

For the twelve months following implementation, HMRC has confirmed that it will take a “light-touch approach” to penalties. The publication goes on to state, “customers will not have to pay penalties for inaccuracies in the first 12 months relating to the off-payroll working rules, regardless of when the inaccuracies are identified, unless there’s evidence of deliberate non-compliance.

HMRC support

With effect from the 6th April 2021, the responsibility for IR35 determination will shift from the contractor to the engager. To help support this transition, HMRC established a specialist team and created an educational programme for all parties affected by the change.

The light-touch approach to penalties and commitment not to investigate returns for years before 2021/2022 has reassured parties that there will, at least, be a reasonable period for adaptation. See our recent blog, IR35 – Soft landings and support for a more detailed overview.

It’s reasonable to assume, therefore, that HMRC is expecting teething problems.

Concerning mistakes, HMRC states that “a mistake for the purposes of the off-payroll working rules may mean that you have not met some or all of your responsibilities, or have paid more or less tax and NICs than is due.” 

“Mistakes can include payments being made to contractors without the correct deductions being made or making inaccurate employment status determinations.”

The focus here seems quite clear; make reasonable and accurate determinations and make the relevant and correct deductions appropriate to the determination.

HMRC has encouraged businesses to be vigilant and self-police their IR35 procedures, committing to supporting and assisting businesses who identify and admit mistakes once identified. In response, HMRC has said that they will work closely with engagers and agencies to understand and identify how the mistake has been made and support them to rectify any errors without imposing penalties.

While this approach may seem reasonable and supportive from HMRC, the added scrutiny and attention it may bring may not be quite as welcome. 

Reasonable care and compliance

It is unclear as yet as to how HMRC will approach governance and compliance as a whole.

RTI requirements already provide them with much of the information required to understand where the larger contractor populations reside. It would seem likely that HMRC will look first to those areas where they believe there is a higher risk of non-compliance or avoidance.

We believe this will be the root of HMRC’s approach. Tax avoidance and deliberate non-compliance will most likely be the key issues that HMRC will want to expose and eradicate.

There may be some “heat” for organisations where mistakes occur but, for those businesses trying to do the right thing, a sensible and documented approach should be more than enough to satisfy HMRC’s requirements.

Where engagers take reasonable care in their determination process and where mistakes occur, take reasonable steps to avoid repeat or new errors, it’s reasonable to assume that HMRC will focus their efforts elsewhere.

Get it right first time

Whilst HMRC has committed to a soft touch introduction, the risk and liability for getting things wrong remain.

Organisations in the supply chain have already seen an increase in the administrative burden due to the changes. They are unlikely to welcome any additional scrutiny as a result of an HMRC investigation.

The easiest way to avoid this scenario is to get the process right first time!

It’s not too late, but with time quickly running out before the 6th April introduction, organisations need to act decisively to ensure that they have taken reasonable care in their approach to compliance. To avoid any risk of complicity in tax avoidance schemes, they must also have absolute confidence in their supply chain.

To help meet your reasonable care responsibilities concerning IR35 compliance and tax avoidance schemes, Workr Groups specialist team can provide impartial advice and support in preparation for the reforms.

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 aw@workrgroup.com


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HMRC rectifies conditions of liability oversight in readiness for IR35 changes

Last year, HMRC made some minor last-minute changes to the Finance Act 2020 in preparation for the implementation of the IR35 reforms.

Without seeking consultation from sector stakeholders, HMRC amended the conditions of liability (COL) for a company intermediary in an attempt to prevent avoidance of the off-payroll working rules.

By reducing their shareholding to less than 5%, workers providing their services via an intermediary would remove the conditions of liability required for the off-payroll working rules to apply.

Therefore, the government felt it necessary to close this loophole by clarifying the conditions of a company intermediary.

Changes went beyond the intended scope

Whilst wholly unintended, the subsequent changes made to the Finance Act 2020 extended the scope of the conditions for an intermediary. In the words of the government, the changes “went beyond the intended scope of the policy”.

Different intermediaries such as partnerships or incorporated limited companies have different conditions of liability. In the original IR35 legislation, the intermediary conditions of liability stipulated that the worker must hold a material interest (5% or more) in the intermediary.

The legislation also required the worker to disclose to the engager that it held a material interest in the intermediary. Where the worker failed to provide the information, the engager was to assume that the worker held a material interest.

However, whilst the material interest condition remained the same, HMRC added two further conditions as follows;

Where the worker receives a chain payment.

Or

Where the worker is entitled to receive a chain payment.

When strictly applied, these added conditions meant that any worker providing services via an intermediary where a chain payment is received would fall within the scope of the legislation. The unintended consequences being that some self-employed or even employed workers would fall within the scope of the legislation.

HMRC announced a commitment to addressing this oversight on the 12th of November 2020. On 3rd March 2021, HMRC published a policy paper stating that the scope of this condition was wider than the policy intent. It confirmed that it would have caught any arrangement where the worker operates through a company, even if the full payment had already been taxed as employment income (such as where the worker is operating as an employee of an umbrella company).

Operating as intended

Having published its policy paper, HMRC confirmed its intention to amend the conditions of liability again to limit the scope of the condition to cases as follows;

Where the worker holds a material interest.

Or

Where the worker holds less than a material interest in the intermediary and the payment received by the worker for the services provided is not already taxed wholly as employment income.

Additionally, HMRC has extended the requirement to confirm whether the conditions of an intermediary are met to the intermediary as well as the worker. The change is intended to make it easier for parties in the supply chain to confirm whether the worker is potentially subject to the IR35 off-payroll working rules.

The provision of fraudulent information was also extended to any UK-based party in the labour supply chain, rather than just the worker or someone connected to them. This is aimed at preventing deemed employers from facing a liability where they have been provided with fraudulent information by another party in the chain.

 

Subscribe to the Workr newsletter to hear updates as they happen

 

We are currently awaiting the confirmed wording of the technical changes and will provide an update once published.

For queries regarding the above technical changes or any other IR35 related issues, Workr Group has a specialist IR35 team that can support and advise you.

You can speak directly with Andy Webster, Founder and Director, Workr Compliance, on 07827 810851 or at aw@workrgroup.com.


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IR35 – Soft landings and support

With no mention in the budget, and following its latest update on the IR35 Off Payroll Private Sector Reforms, HMRC has all but confirmed that the reforms would come into effect on the 6th April 2021.

Confirming what it describes as a soft landing for affected parties for the first 12 months following implementation, HMRC emphasised compliance and support in its update.

In essence, this means that HMRC will take a lenient approach with parties where they believe genuine mistakes are made during the process. For the twelve months to the 5th April 2022, HMRC states that it will not issue penalties where it deems the error genuine. It will, however, still pursue any perceived outstanding tax liabilities.

Soft landings and support

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

The earnings of workers providing their services and expertise to a client via an intermediary, such as a limited company or personal service company, are subject to income tax and National Insurance Contributions (NIC’s) if caught by IR35.

With the responsibility for IR35 determination shifting from the contractor to the engager once the reforms take effect, HMRC has established a specialist team and created an educational programme in preparation for the changes.

Emphasising its desire to ensure that people pay the correct taxes through education and support, HMRC has confirmed that it will take a “light touch” approach to penalties in the first twelve months following the implementation of the IR35 changes.

In its policy paper, issued on the 15th February 2021, HMRC stated: “You will not have to pay penalties for inaccuracies relating to the off-payroll working rules in the first 12 months of the operation of the new rules unless there’s evidence of deliberate non-compliance.”

HMRC also went on to confirm that “We have also committed that we will not use information acquired as a result of the changes to the off-payroll working rules to open a new compliance enquiry into returns for tax years before 2021 to 2022, unless there is reason to suspect fraud or criminal behaviour.”

Compliance and anti-avoidance

Whilst these commitments will re-assure those parties concerned with prior years investigations and ambiguity around determination processes, we still urge parties to proceed with caution.

Implementing a specialist team is a clear indicator of HMRC’s determination to tackle tax avoidance and compliance.

In publishing its compliance principles, HMRC clearly states its support for those customers trying to do the right thing and complying with the rules, which we interpreted as taking reasonable care, following guidance and enlisting professional help where required.

It was also clear in its approach to tax avoidance and non-compliance. HMRC committed to challenging deliberate non-compliance and schemes that claim to avoid the off-payroll working rules or otherwise reduce the tax payable.

For those engagers or other organisations in the supply chain who fail to take reasonable care or comply with the legislation, the landing may not be quite as soft as it sounds.

Does a soft landing mean no financial risk?

Absolutely not.

By soft landing, HMRC means that it won’t financially penalise organisations for genuine mistakes. However, it will still pursue any unpaid taxes through the supply chain if a mistake is made.

With time quickly running out before the 6th April introduction, organisations need to act decisively to ensure that they have taken reasonable care in their approach to compliance. To avoid any risk of complicity in tax avoidance schemes, they must also have absolute confidence in their supply chain.

To help meet your reasonable care responsibilities concerning IR35 compliance and tax avoidance schemes, Workr Groups specialist team can provide impartial advice and support in preparation for the reforms.

Engagers or end users can find out more by registering for our free webinar on the 11th March 2021 via the following link:

Use the link to access a free recording if you can’t make the date.

Alternatively, you can speak directly with Andy Webster, Founder and Director, Workr Compliance, on 07827 810851 or at aw@workrgroup.com.


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