The Government has confirmed that it intends to reform the off-payroll working rules (commonly known as IR35) from 6 April 2020. This change will impact the estimated 20,000 recruitment agencies who provide off-payroll workers via intermediaries, such as personal service companies (PSCs), to medium and large businesses in the private sector and to the public sector.
The impact of these changes should not be underestimated, and sufficient preparation will be crucial.
How will this proposed change impact businesses in the recruitment sector?
Under the detailed proposals, medium and large businesses in the private sector will have a number of obligations.
They will need to determine whether or not the IR35 rules apply to an engagement and provide a status determination statement to the worker and any third party, for example a recruitment agency, setting out the reasons for reaching that determination.
The recruitment agency will then be required to pass on the determination to the next party in the labour supply chain, for example a second agency. Failure to pass on the determination will result in the tax and NIC liabilities resting with the party that fails to pass on the 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. In this respect, recruitment businesses will need to establish a process for deciding whether or not to challenge determinations in conjunction with the worker.
Where it is determined that the rules do apply, then, for payments from April 2020, the fee payer ultimately paying the intermediary will need to apply PAYE withholding and incur additional costs, such as employer’s NIC (currently 13.8 per cent) and the Apprenticeship Levy (0.5 per cent) where appropriate.
Additional processes and resources may need to be put in place to meet these IR35 compliance requirements and associated PAYE/NIC withholding obligations going forward.
Importantly, the Government has also announced that legislation will be published to allow for transfer of tax and NIC liabilities where there has been non compliance in the labour supply chain to the first agency in the chain and ultimately, to the end client.
It has, however, been confirmed that the transfer of liability provisions is only intended to be used in circumstances where, for example, a promoter of tax avoidance has entered into the labour supply chain.
HMRC will issue guidance in due course setting out the circumstances in which it will not seek unpaid liabilities from parties further up the labour supply chain.
The Government believe that it is appropriate for clients and the first agency to take steps to ensure compliance. Clearly, this will potentially increase the risk profile for UK recruitment businesses, where there is a complex labour supply chain, and will encourage clients to undertake appropriate due diligence on the agencies that they engage with.
Obligations of each party in the chain
What should recruitment businesses be doing now?
Recruitment businesses 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 those in the sector should:
- assess current arrangements with clients and determine the number of workers being supplied who operate via off-payroll arrangements, such as PSCs, who could potentially be caught by these rules;
- assess arrangements involving complex labour supply chains and determine if these are likely to increase your risk profile for payments on or after 6 April 2020;
- establish whether or not any of your clients are likely to be outside the new rules by virtue of being a ‘small’ business and start early dialogue with clients to confirm the position;
- consider explaining the changes including the status disagreement process to the workers you use who operate via intermediaries such as PSCs;
- assess the direct and indirect financial impact of the proposed changes. For example, where arrangements are caught, the client will provide a status determination statement to the recruitment business (and the worker) that will need to be passed down the labour supply chain where applicable. The recruitment business that is the ultimate 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 and risk when entering into new arrangements or when renewing existing contracts with workers, other parties in the labour supply chain and clients that will continue beyond April 2020.
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.