From 6 April 2020, off-payroll working rules (commonly known as IR35) will be reformed. This change impacts around 60,000 engager organisations, predominantly medium and large-sized businesses, outside the public sector that engage with individuals through personal service companies (PSCs).
The impact of these changes for medium and large businesses or anyone who operates off-payroll through an intermediary, such as a PSC, should not be underestimated. Preparation will be crucial.
How will this proposed change impact end users of these services in the private sector?
The reform will mean that medium and large businesses in the private sector engaging off-payroll workers who operate via intermediaries, such as PSC’s will face additional and often substantial one-off and ongoing challenges and costs.
Initially, it will be necessary to identify existing arrangements that will be caught by the legislation from April 2020 and determine the additional cost that may arise as a consequence. For example, for
businesses which decide that their off-payroll workers fall within the IR35 rules, from April 2020 there will be increases to direct costs, such as employer’s NIC (currently 13.8 per cent) and potentially the Apprenticeship Levy, where applicable (0.5 per cent).
Processes and potentially additional resource will need to be put in place to assess engagements and provide a statutory status determination statement to the worker and any third party, for example a recruitment agency, setting out the reasons for reaching that determination.
It has also been confirmed that the end user of the services will be required to set up a status disagreement process and respond to representations made by off-payroll workers or the fee payer within 45 days of receipt.
System changes will also be required to help meet IR35 compliance and PAYE/NIC withholding obligations going forward.
What should businesses be doing now?
Medium and large businesses in the private sector should start to prepare for the proposed new rules now and should not underestimate the amount of work required to be sufficiently
prepared for the change.
As a starting point we would suggest that businesses should:
- assess the number of workers being used who operate via ‘off-payroll’ arrangements, such as PSCs, who could potentially be caught by these rules. Remember that this should include workers operating through PSCs sourced via intermediaries, such as recruitment agencies, as well
as those engaged directly;
- undertake due diligence on their worker supply chain as transfer of debt provisions apply in the chain, under the new legislation transferring PAYE and NICs liabilities where there has been non-compliance in the chain;
- assess the direct and indirect financial impact of the proposed change. For example, new processes and systems will be required to determine if the rules apply to an arrangement and to manage status disputes. Where arrangements are caught, the fee payer will need to account for and pay the related tax and NIC, including the additional cost of employer NIC; and
- be particularly mindful of the potential additional costs when entering into new arrangements or when renewing existing contracts with workers now that will continue beyond April
How can RSM help?
Our specialists have a detailed knowledge of the proposed rules and practical experience of implementing the changes that were introduced for the Public Sector from 6 April 2017.
We have a multi-disciplinary team of experts who can provide advice and help you prepare for all aspects of the
proposed changes, including:
- designing new processes and controls, such as payroll, human resources, finance, data management and IT;
- workshops and bespoke training;
- developing a tailored approach to status determinations and employment status for your business; and
- changes to your budgeting, compliance, contracts and key stakeholder communications.