The Treasury have issued details of a new VAT relief that is aimed at boosting the value of items donated to charities.

It will consult on introducing a UK-wide VAT relief for a range of low value household goods which businesses donate to charities to give away free of charge to people in need. The conclusion to the consultation will be announced at a future fiscal event.

“The Treasury press release says:

“A new VAT relief to encourage businesses to donate everyday items to charity will be consulted on, the Treasury’s tax minister Nigel Huddleston has announced today (18 April 2024).

“Currently firms do not pay VAT on any goods they donate which are then sold on, such as clothes, hygiene supplies and cleaning products. However, if these goods are not sold but are instead distributed free of charge to those in need VAT must be paid for.

“The Treasury has today announced it will consult on a new VAT relief for donations of low value household goods to help encourage donations.”

The new VAT relief will not include goods which are donated to charities for them to use, such as new IT equipment. This is to prevent VAT avoidance. For example, the commercial arm of an organisation buying equipment then donating them to a charitable wing to avoid VAT. The consultation will seek views on this.

It will be interesting to see how HMRC will accommodate these welcome changes without adding even more complexity to the UK’s groaning tax rules.

HMRC’s Childcare Account can be used to claim free childcare (if eligible) or pay for Tax-Free Childcare. HMRC’s sign in page for the account states that in order ‘…to keep getting free childcare or Tax-Free Childcare, you must sign in every 3 months and confirm your details are up to date’.

There are various eligibility rules that must be met to claim free childcare via the Childcare Account. As a starting point you must be the parents of a child two, three or four years old and living in England. From September 2024, the scheme will be extended for children of working parents from the age of 9 months. You can apply from 12 May 2024. There are different schemes in Scotland, Wales and Northern Ireland

The Childcare Account can also be used to claim under the Tax-Free Childcare (TFC) scheme. The TFC scheme can help parents of children aged up to 11 years old (17 for those with certain disabilities). The TFC scheme helps support working families with their childcare costs. There are many registered childcare providers including childminders, breakfast and after school clubs and approved play schemes signed up across the UK. Parents can pay into their account regularly and save up their TFC allowance to use during school holidays.

The TFC scheme provides for a government top-up on parental contributions. For every £8 contributed by parents an additional £2 top up payment will be funded by Government up to a maximum total of £10,000 per child per year. This will give parents an annual childcare savings of up to £2,000 per child (and up to £4,000 for disabled children until the age of 17).

The TFC scheme is open to all qualifying parents including the self-employed and those on a minimum wage. The scheme is also available to parents on paid sick leave as well as those on paid and unpaid statutory maternity, paternity and adoption leave. In order to be eligible to use the scheme, parents will have to be in work at least 16 hours per week and earn at least the National Minimum Wage or Living Wage. If either parent earns more than £100,000, both parents are unable to use the scheme.

Employers can register on a voluntary basis (before the start of the tax year) to report and account for tax on certain benefits and expenses via the RTI system. This is known as payrolling and removes the requirement to complete a P11D for the selected benefits at the tax year end.

Registration is now open to payroll your benefits from 6 April 2024. Effective 6 April 2023, HMRC ceased accepting new informal arrangements. If you have had one of these informal arrangements in place, you must register to payroll your expenses and benefits for 2024-25.

The deadline for submitting the 2023-24 forms P11D, P11D(b) and P9D is 6 July 2024. These forms can be submitted using commercial software or via HMRC’s PAYE online service. HMRC no longer accepts paper P11D and P11D(b) forms. Employees must also be provided with a copy of the information relating to them on these forms by the same date. P11D forms are used to provide information to HMRC on all Benefits in Kind (BiKs), including those under the Optional Remuneration Arrangements (OpRAs) unless the employer has registered to payroll benefits.

It should be noted that a P11D(b) is still required for Class 1A National Insurance payments regardless of whether the benefits are being reported via P11D or payrolled. The deadline for paying Class 1A NICs is 22 July 2024 (or 19 July if paying by cheque).

Where no benefits were provided from 6 April 2023 to 5 April 2024 and a form P11D(b) or P11D(b) reminder is received, employers can either submit a 'nil' return or notify HMRC online that no return is required. Employers should ensure that they complete their P11D's accurately, including all the details of cars and loans provided. There are penalties of £100 per 50 employees for each month or part month a P11D(b) is late. There are also penalties and interest if late payments are made.

HMRC’s free tax app is available to download from the App Store for iOS and from the Google Play Store for Android. The latest version of the app includes updated functionality.

The app can be used to see:

• your tax code and National Insurance number;
• your income and benefits;
• your income from work in the previous 5 years;
• how much you will receive in tax credits and when they will be paid;
• your Unique Taxpayer Reference (UTR) self-assessment;
• how much self-assessment tax you owe;
• your Child Benefit; and
• your State Pension.

The app can also be used to complete a number of tasks that usually require the user to be logged on to a computer. This includes:

• get an estimate of the tax you need to pay;
• make a self-assessment payment;
• set a reminder to make a self-assessment payment;
• report tax credits changes and complete your renewal;
• access your Help to Save account;
• using HMRC’s tax calculator to work out your take home pay after Income Tax and National Insurance deductions;
• track forms and letters you have sent to HMRC;
• claim a refund if you have paid too much tax;
• ask HMRC’s digital assistant for help and information;
• update your name and / or postal address;
• save your National Insurance number to your digital wallet; and
• choose to be contacted by HMRC electronically, instead of by letter.

You can usually claim tax relief on private pension contributions worth up to 100% of your annual earnings, subject to the overriding limits. Tax relief is paid on pension contributions at the highest rate of income tax paid.

This means that if you are:

• A basic rate taxpayer, you get 20% pension tax relief.
• A higher rate taxpayer, you can claim 40% pension tax relief.
• An additional rate taxpayer, you can claim 45% pension tax relief.

The first 20% of tax relief is usually automatically applied by your employer with no further action required if you are a basic-rate taxpayer. If you are a higher rate or additional rate taxpayer, you can claim back any further reliefs on your self-assessment tax return.

The above applies for claiming tax relief in England, Wales or Northern Ireland. There are some regional differences if you are based in Scotland.

There is an annual allowance for tax relief on pensions of £60,000. This limit remains unchanged in the new 2024-25 tax year. There is also a rule that allows you to carry forward any unused amount of your annual allowance for three tax years.

The lifetime limit for tax relief on pension contributions was removed with effect from 6 April 2023 and has now been abolished.

1 May 2024 – Due date for corporation tax due for the year ended 30 July 2023.

19 May 2024 – PAYE and NIC deductions due for month ended 5 May 2024. (If you pay your tax electronically the due date is 22 May 2024).

19 May 2024 – Filing deadline for the CIS300 monthly return for the month ended 5 May 2024.

19 May 2024 – CIS tax deducted for the month ended 5 May 2023 is payable by today.

31 May 2024 – Ensure all employees have been given their P60s for the 2023/24 tax year.

1 June 2024 – Due date for corporation tax due for the year ended 31 August 2023.

19 June 2024 – PAYE and NIC deductions due for month ended 5 June 2024. (If you pay your tax electronically the due date is 22 June 2024).

19 June 2024 – Filing deadline for the CIS300 monthly return for the month ended 5 June 2024.

19 June 2024 – CIS tax deducted for the month ended 5 June 2024 is payable by today.

Many of us will have experienced good and bad service in restaurants or hotels and wondered who actually received the service charges added to bills. Was it the grumpy individual who ignored our attempts to request a bill or was it the waiter with the engaging smile who very definitely deserved his fair share of the tip paid with our bill.

Also, the days of leaving a cash tip for a table waiter seem long gone, eclipsed by the facility to pay by card or Apple Pay.

Which begs the question, who does receive our tips?

This question may be a step closer to being answered as the long awaited implementation of the Employment (Allocation of tips) Act 2023 is approaching completion. In a recent press release issued 22 April 2024, the Department for Business and Trade said:

“Millions of UK workers are set to take home an estimated £200 million more of their hard-earned cash, as landmark legislation on tipping took a step towards coming into force.

“Today, Government introduced the Code of Practice on the fair and transparent distribution of tips that will have legal effect under the Employment (Allocation of Tips) Act 2023.

“The updated Code of Practice will be statutory and have legal effect, meaning it can be introduced as evidence in an employment tribunal.”

But will this legislation actually ensure that employees receive the tips paid by customers as a reward for the service? Apparently, yes it will; the announcement continues:

“The Act and secondary legislation make it unlawful for businesses to hold back service charges from their employees, ensuring staff receive all of the tips they have earned. The measures are expected to come into force on 1st October 2024, once they have been approved by Parliament.

“Alongside the updated Code of Practice, we have also published the formal Government response to the public consultation which sets out the feedback received during the consultation, the Government’s response and next steps.

“Many hospitality workers rely on tips to top up their pay and are often left powerless if businesses don’t pass on service charges from customers to their staff.

“This overhaul of tipping practices is set to benefit more than 2 million UK workers across the hospitality, leisure and services sectors helping to ease cost of living pressures and give them peace of mind that they will keep their hard-earned money.”

It will be interesting to see how affected employers will implement these changes. The details of the draft code or practice can be accessed here: https://www.gov.uk/government/consultations/distributing-tips-fairly-draft-statutory-code-of-practice

The “boomer” population was used to the idea that you could have a job for life. That loyalty to your employer, and their ability to guarantee continuing employment, was something to rely on.

How things have changed.

Since the late twentieth century, employment has become a more transient affair. There are very few in the employed workforce who would believe in absolute job security and current and past world events have only increased job insecurity. For example:

• The fallout from the COVID pandemic, particularly lockdowns.
• Disruption due to BREXIT.
• Global tensions, in Ukraine, and more recently Israel.

Which is why there may be an argument for securing income from multiple sources.

Ideas for income streams you may be able to cultivate

The following suggestions may or may not suit your circumstances, but most of us will have options to supplement our income. The key is to explore these options.

Individuals

• Rent out your drive or DIY equipment.
• Rent a room in your home.
• If you have the capital, buy and let property and keep the day job.
• Turn your hobby into a small business utilising online shopping platform such as Etsy.com.
• Offer to write copy for business owners on your specialist topic.
• Hire your car to third parties.
• What other skills do you have? Look for part-time employment in more than one sector. For example, drive a taxi and deliver for supermarkets.

Business owners

• Sub-let surplus office space, warehousing, or factory space.
• Do you have under-utilised plant, vehicles, or other equipment that you could hire out?
• Do you have staff that you want to retain in your business long-term that you could sub-contract to other firms for limited periods?
• Could you franchise your business?

And last, but very definitely not least:

• Could your business develop an online sales platform?

Let’s take a look at your options

If you would like to explore your options, pick up the phone. Having all your income sourced from one source – eggs in one basket – may not be the best option.

We are still waiting for the government to introduce secondary legislation that will oblige directors and others with significant control – so-called PSCs – to verify their identity in order to file documents or set up a company at Companies House.

According to Companies House this will:

“…deter those wishing to use companies for illegal purposes.”

Who needs to verify their identity

For new companies, all directors and people with significant control (PSCs) will need to complete identity verification.

Identity verification will also apply to other registration types. For example, any members of a limited liability partnership (LLP) will also need to verify their identity.

For existing companies, all directors (or equivalent) and PSCs will have a transition period to verify their identity with Companies House.

Anyone acting on behalf of a company will also need to verify their identity before they can file information at Companies House.

Company owners can verify directly with Companies House, or through an authorised agent.

You can be assured that if we act for your company, we will help you take steps to sort out this verification process.

When will verification apply from?

The following notes are copied from a GOV.UK factsheet.

For new directors, identity verification must take place before an application for the formation of a company is delivered to the Registrar. If PSCs are not verified within a short time after the incorporation of a company, they will commit a criminal offence. Post-incorporation, a director must verify their identity as soon as possible and must do so before their appointment is notified to the Registrar by a company. Individual PSCs will have a 14-day period after registering with the Registrar in which to verify their identity. For Relevant Legal Entities, this period will be 28 days. Relevant Legal Entities will need to provide the name of their verified relevant officer.

A relevant legal entity (RLE) is a company or organisation that has a significant degree of influence or control over another company. RLEs are the same as people with significant control (PSCs), but they are corporate entities rather than individual people.

Anyone wishing to file documents with the Registrar will need to verify their identity before they do so unless they are an employee or officer of an authorised corporate service provider or subject to an identity verification exception made in secondary legislation.

In general, Companies House expect identity verification to be a one-off requirement. Once a person is verified, they obtain a verified status. However, there may be instances where re-verification is required, for example if the Registrar has reason to doubt the validity of the identity verification, such as on suspicion of fraud. The events that will trigger the requirement to reverify will be set out in secondary legislation.

The following changes were enacted from 6 April 2024. These changes apply to England, Wales and Scotland. Northern Ireland is not included as employment law is devolved.

The information that follows is reproduced from a post on the House of Commons Library at https://commonslibrary.parliament.uk/what-employment-laws-are-changing-from-april-2024/#:~:text=New%20legislation%20has%20expanded%20rights,effect%20from%206%20April%202024.

Changes to flexible working

Employees can now make two rather than one request a year for flexible working, and the deadline for employers to respond to requests has been reduced from three to two months.

Employers will also have to explain the reasons for denying any request, and employees no longer have to explain the impact of their request. However, the list of reasons employers can use to deny requests is remaining the same, including factors such as cost to the business or impact on quality, performance or ability to meet customer demand.

Carer’s leave

Employees are now entitled to take one week of unpaid leave a year if they have caring responsibilities.

This applies to any employees who are caring for a spouse, civil partner, child, parent or other dependant who needs care because of a disability, old age or any illness or injury likely to require at least three months of care. The leave entitlement is available from the first day of employment with no qualifying period.

Increased protection against redundancy for pregnant employees

Employees taking certain types of parental leave now have protection from redundancy for at least 18 months. This protection means that if their role is made redundant their employer must give them first refusal of any other vacancies; however, they can still be made redundant if no appropriate vacancy is available. Previously, employees only had this protection during their period of maternity, adoption or shared parental leave.

Protection now begins on the day the employer is first notified of the employee’s pregnancy and ends 18 months after the date of the child’s birth. These protections also now extend to 18 months after the date of adoption for parents taking adoption leave or 18 months after the child’s birth in cases where a parent is taking at least six weeks of shared parental leave.

More flexibility for paternity leave

Employees taking statutory paternity leave (and pay, if they are eligible) can now split their two weeks’ entitlement into two separate one-week blocks, rather than having to take them both together. They can also take their two weeks at any time within the first year after their child’s birth, rather than within only the first eight weeks after birth as previously required.

Employees now have to give employers 28 days’ notice for each week of leave, down from 15-weeks’ notice previously, before taking leave. However, they still need to give notice of their upcoming entitlement 15 weeks before the expected date of birth.