There is no active market for the sale and purchase of privately owned businesses. Any belief that there is a constant search by active purchasers is false. The reality is that many businesses – probably half, or more, of medium-sized companies – are likely not saleable. Erratic history, poor profitability, inadequate finances and uncertain prospects are the usual reasons cited for this circumstance. Realistically, the realisable value of a business to its owners may only be in its continuity. The surprise is that even profitable and well-run businesses are not necessarily saleable. Obviously, this is a disappointment for the owners and an enigma as to why this happens. After an initial flurry of interest in purchasing such a company, the closer assessment takes place. The cooler review by a potential purchaser is guided by the rule that there must be a worthwhile commercial reason to acquire a business, and not simply because it is for sale. Experience suggests that the principal reasons why one business acquires another are as follows: The acquired business is complementary to the acquiring business – for example, a light engineering business acquiring a metal fabrication business, or a transport company acquiring a warehouse business; The businesses share common characteristics that enable synergy and/or joint cost reductions as an added-value benefit to the purchaser; The acquisition protects and/or enhances an existing advantageous relationship between the two businesses; and The acquired business has knowledge, expertise, intellectual property or a location that provides added value to the acquiring business. It follows that the potential for the sale of a ‘standalone’ business (i.e. with none of the above reasons) is limited and only likely in the form of a management buyout. A further restricting factor, and this is true for acquisitions generally, is financing the purchase. Marketplace experience suggests banking caution on lending for acquisitions. There are many reasons why, not least that the underlying assets in the acquired company are not likely available as security due to company law and tax complications. The ‘asset’ being financed (i.e. the shares in the acquired company) is not tangible security, being no more than an expectation of future profitability. In any event, it takes time to sell a business. In an ideal world, the decision to sell would be made up to two years beforehand (although this will likely only be known to the owner). It isn’t that the best market conditions for a sale can be confidently predicted that far ahead; instead, there will be a readiness for sale that can be deferred if necessary, or brought forward if the pre-sale planning is in good order. As with most decisions, timing is important and good forward planning gives flexibility. This planning means not being your own advocate. An experienced corporate finance advisor is essential to a successful sale. Once a sale is contemplated, an informal discussion with an advisor will help you decide whether to sell or not and what will happen subsequently with regard to timing and process. Advance due diligence work means identifying and tidying up awkward circumstances that could derail a sale or adversely affect a sale price. The entire sale and purchase process, when commenced, will likely take between three to six months from start to finish.  It is the job of the corporate finance advisor to direct, coordinate and manage the process from start to finish. The advisor will operate in parallel with a legal advisor; and the same for the purchaser. The process, and the transaction itself, will generate an amount of legal and related documentation – all of which has to be identified, drafted, negotiated and completed. Third parties such as banks, landlords and regulators may also be involved and could, in turn, require documentation and cause delays. Properly done, the sale of a business is a backwards process known as ‘begin with the end’. In other words, the thrust at the outset is to identify prospective purchasers or sectors that likely fit one or more of the reasons for an acquisition, as set out above. Then, ensure that the information and sales approach is directed accordingly. Des Peelo FCA is the author of The Valuation of Businesses and Shares, published by Chartered Accountants Ireland and now in its second edition.

Claire Lord explains why it’s better to get your business’s record-keeping right in your own time and on your own terms. "Run your company like you are planning to sell it” was a piece of advice given to a room full of early stage companies attending a talk being delivered by a tech entrepreneur, who had successfully navigated the pathway from idea through development and scaling to a lucrative exit. He was calling it as it was: you are pursuing your respective endeavours to make money, so do everything you can to maximise that return. When great ideas are being converted into profit-generating businesses, the focus is often on the development of complex technologies, the routes to market, the sales strategies, the hiring of the very best employees quickly. Often the paperwork, the record-keeping, the ‘routine’ pieces of the puzzle are put on the long finger, to be dealt with when there is time. But rarely is there ever time and the longer the record-keeping is neglected, the harder and more expensive it becomes to put right. Irish companies are required by law to maintain a number of books and registers. These include proper accounting records that correctly record and explain the transactions of the company and that enable its assets, liabilities, financial position and profit or loss to be determined with reasonable accuracy at any time.  A company must keep registers of its members, directors and secretary, and disclosable interests. It must also keep copies of instruments creating charges and copies of directors’ service contracts. The Companies Act 2014 further requires companies to keep minutes of shareholder and director meetings. In respect of minutes from shareholder meetings, the minimum detail to be recorded is a summary of the proceedings of the meeting and the terms of the resolutions passed. In respect of minutes from board meetings (which includes meetings of committees of the board), the minimum detail to be recorded is the appointments of officers made by the directors, the names of the directors present, a summary of the proceedings and details of all resolutions passed. In the case of both meetings of the shareholders and directors of a company, the minutes should be prepared “as soon as may be” after the meeting has been held. Certain of the registers and documents required to be kept by a company can be inspected by the shareholders of that company. These are its registers of its members, directors and secretary and disclosable interests, and the instruments creating charges and directors’ service contracts. Members of the public are entitled to inspect a company’s registers of members, directors and secretary and disclosable interests. A company is permitted to keep any of these registers and documents electronically (other than minutes of meetings of shareholders) once it puts adequate measures in place to guard against, and detect, falsification and once they can be easily reproduced in legible form at a place in Ireland. When it comes to the day-to-day running of an Irish company, it would be unusual for a request to be made by a shareholder or a member of the public to inspect the registers and documents that the law permits them to inspect. On the other hand, if a company was the subject of an interested investor or acquirer, it would be most usual for them to require production of all these registers and documents for due diligence purposes without delay (subject, where the need permits, for obligations of confidentiality to be agreed and documented). When there is a gap in record-keeping, which is likely to occur when ‘the paperwork’ has been neglected, not only is the prospective investor or acquirer unable to satisfy themselves that they have the full history of the company in terms of its governance proceedings and compliance with its statutory obligations, but the impact in terms of cost on the target company and its owners to rectify that neglect under time pressure and the scrutiny of an impatient investor or acquirer can be significant. Record-keeping is one of the things that you as a business owner can control. Record keeping can be routine and inexpensive when the time is taken at the outset to get the processes, procedures and resources right. Even if you don’t have plans to sell your company, run it like you are planning to sell it. It’s better to get the record-keeping right in your own time and on your own terms, rather than it being one of the elements that undermines or adds unnecessary cost to that lucrative exit when it does come.   Claire Lord is a Corporate Partner and Head of Governance and Compliance at Mason Hayes & Curran.

Could the fall in interest rates result in an economic ice age for western economies? By Cormac Lucey Across the developed world, interest rates have collapsed over recent decades. Yields on German government 10-year bonds fell below -0.7% this month while yields in Japan were hovering at -0.3%. Japan has struggled to combat low growth and low interest rates for 30 years. Only America, where rates on government bonds remain at about 1.6%, has avoided Japanification. So far. The trouble is the US may be headed that way too – its rate has halved since last October. Why have interest rates fallen so far, and where might they now be headed? Several factors influence underlying interest rates. The first is the rate of inflation. In theory, real interest rates (after we exclude the inflation factor) should be relatively stable. So, if inflation drops sharply, we would expect a sharp drop in interest rates. And inflation has indeed dropped sharply in western countries over recent decades since it peaked in the inflationary 1970s. Nonetheless, in recent times real interest rates have also dropped. It used to be the case that bank depositors got a rate of interest that exceeded the rate of inflation and provided them with real capital appreciation. That is no longer the case. Today, depositors get negligible or nil rates of interest income even though inflation persists and erodes the underlying value of their savings. There are other factors at play. The biggest cause of ultra-low rates is weak economic growth. If growth rates are high, there is substantial demand for investment funds which stokes demand for deposits (so that banks will have sufficient funds to lend) and supports higher interest rates. Low economic growth pushes interest rates down. Over the twentieth century, productivity per worker grew in the developed world at about 2% per annum. Since the turn of the century, underlying growth amounts to half or less than half of that rate. This problem has been described as “secular stagnation”. There has been extensive academic debate on the subject, but nobody has come up with a convincing explanation for this drop in underlying economic growth. Ageing populations are another factor propelling interest rates downwards. The longer we anticipate our life after retirement will be, the more we need to save to fund our retirements. If the supply of savings increases then, all other things being equal, we would expect the price of savings (i.e. the rate of interest) to fall. There are several problems with interest rates being this low. Central bankers have less interest rate-cutting ammunition with which to fight the next recession. It is notable that the European Central Bank is already contemplating monetary policy relaxation to fight the next downturn without having once felt able to increase its base rate of interest during the economic recovery since 2010. Commercial banks also have big problems as a significant element of their profits – interest income generated from current account deposits on which they pay no interest – has dried up in today’s low interest rate environment. That helps explain why the index of euro area bank equities has fallen in value by over 40% since January 2018. Albert Edwards, a strategist with the French investment bank, Société Générale, has long predicted this fall in interest rates and an economic ice age for western economies. He recently asked: “Do market participants really believe fiscal stimulus and helicopter money will save us from a gut-wrenching global bust that will make 2008 look like a picnic?” He argues that the current government bond rally is not a bubble, but an appropriate reaction to the market discounting the next global recession. This means that “the bubbles are not in the government bond market in my view. They are in corporate equities and corporate bonds”. Ouch! Cormac Lucey FCA is an economic commentator and lecturer at Chartered Accountants Ireland.

The UK’s Financial Reporting Lab recently spoke to companies and investors about what they wanted from cash disclosures, outside of the cash flow statement. This is what they found… By Thomas Toomse-Smith It has been said that investing is as much art as science. Numbers can tell you so much, but at the heart of every investment decision is a story – either that which the company tells or which investors interpret for themselves. But to allow investors to interpret that story correctly, they need disclosures that help them better understand the generation, availability and use of cash. This allows them to make an assessment of management’s historical stewardship of a company’s assets, as well as support analysis of future expectations. Cash and flow The core disclosure that supports investor needs on cash is often conceptualised to be the cash flow statement. However, while it clearly provides information about the flow of cash, does it do a good job of explaining how that cash is, and (more critically) will be, generated and used? Our discussions with investors suggest that the disclosures that help answer this question are often provided outside of the cash flow statement, and perhaps outside of the annual report completely. Our project focused on this supplemental, but nevertheless fundamental, set of disclosures; disclosures that are principally about the sources and uses of cash. What do investors want? Our discussions with investors concluded that what they want, at a high level, is an overall direction on companies’ cash position but that this should be supported by further details. We have summarised investors’ needs in the model outlined in Figure 1. A focus on drivers Companies note that communicating their strategy and performance are essential objectives of their investor communications. However, for many companies, their attention is on a number of performance-focused metrics (such as profit or adjusted profit) with cash metrics featuring as a supporting, rather than a leading, metric. While companies often do a good job of explaining some aspects of their wider performance, cash metrics and cash generation are often not fully explained. This wider cash story deserves better explanation. Both numbers and narrative are crucial for investors. However, the most effective disclosures are those where numbers and narrative are combined in a way that shows how future cash generation is underpinned by current cash generation. Two ways in which we saw companies trying to communicate this was through better disclosure around selection and use of key performance metrics (in line with the practices suggested in our recent KPI report), and through the use of narratives (that bring all the cash-related elements together). A focus on sources of cash Understanding the link between the operations of a company and its generation of cash is a key objective for investors. However, it is something that is not always easy to do from the information a company discloses. Investors that participated in our project noted that this lack of clarity is prevalent and that it can be challenging to understand how the operations of businesses are generating cash. Key areas where further enhancements would be welcomed include working capital and groups. While the generation of cash is important, to fully understand the health of a business, investors also need to understand their approach to working capital. Disclosures that provided more clarity were narratives about differing working capital requirements, cycles and metrics within different elements of a group, and disclosures detailing less common approaches to financing such as factoring or reverse factoring. While investors are interested in the overall capacity of a group to generate cash, it can also be important to understand where within the group the cash was generated, especially for credit investors. This is an area where there remain limited examples of good disclosures in the marketplace, but an area where investors were keen to obtain more information such as how much capacity was within the group and how the group manage capital and cash between its subsidiaries. Uses of cash Once investors have considered how a company generates cash, and the quality and sustainability of that generation, they then want to understand what a company intends to do with the resulting resource. While many investors feel that, in general, disclosure about the use of cash is relatively well-reported, they would like more information that supports their assessment of the future use of cash – namely, understanding priorities and the risks attached to them. Setting priorities for generated and available cash At its simplest level, capital allocation is a balance between maintaining and growing a business. However, there is a significant nuance in how these various priorities are balanced within any business and at any point in time. Differing considerations of the relative priorities will lead to a very different view when assessing a company. That is why information about how companies prioritise different stakeholders is useful. Many businesses have therefore taken to creating more formal disclosure, often in the form of a capital allocation framework. This approach is particularly popular with companies that are launching a new or refreshed strategy. While the disclosure of a framework often provides only a high-level picture of a company’s allocation priorities, it can serve to focus investor and management conversations on key aspects of the business. As such, investors often welcome such disclosure. Priorities in action Once investors are clear on management’s priorities, they then want information that supports their understanding of how those priorities are represented in the period, and how current decisions might impact future flows. Detail regarding capital expenditure, dividends and other returns are critical to achieving this understanding as they help establish whether management actions are aligned to the priorities. Variabilities, risks and restrictions To properly assess the future potential upside of a business, investors need to be able to assess the downside. Investors understand that returns are variable and should reflect the changing focus and priorities of the company, the call of other stakeholders and the availability of resources. Investors therefore value information that helps them understand the potential uncertainties and management’s reaction. When thinking about future availability of cash, they need information on: Variability of future outcomes: how does the company consider the range of possibilities for future cash use and how does that feed through to the prioritisation of decisions? Risks: what is the link between the risks facing the company and the outturn in cash generation, use and dividend? Restrictions: are there any restrictions on current or future cash, either through capital or exchange controls, availability of dividend resources or other items? Concluding message Overall, investors are not seeking to overburden preparers but they do want preparers to focus disclosure on the areas that are most fundamental to their investment story. The full Lab report is available on the Financial Reporting Council’s website, and gives more insight and examples. Thomas Toomse-Smith is Project Director at the Financial Reporting Council’s Disclosure Lab.  

Businesses in Ireland are working towards a low-carbon future, but the transition to a low-carbon economy needs to urgently accelerate. By Kim McClenaghan & Dr Luke Redmond Irish businesses are responding to the climate action challenge and to date, 47 companies in Ireland have signed Business in the Community Ireland’s (BITCI) Low Carbon Pledge. Signatory companies have committed to reducing their direct carbon intensity by 50% by 2030, and to report on their progress on an annual basis. The pledge companies operate in traditional carbon-intensive sectors such as agribusiness and energy/utilities, along with a range of other cross-sectoral companies from pharma/med-tech, beverages, transport, retailing, communications, technology and professional services. The pledge aims to demonstrate the commitment of Irish businesses to supporting the country’s transition to a low-carbon economy. The Low Carbon Pledge requires companies to reduce the intensity of their Scope 1 and Scope 2 carbon emissions by 50% by 2030. Scope 1 emissions refer to emissions produced directly from sources owned and controlled by a company, such as fuels used in boilers or vehicles, for example. Scope 2 emissions refer to those produced during the generation of electricity purchased by a company. The narrowing window of opportunity PwC was commissioned by BITCI to produce the inaugural Low Carbon Pledge Report. This work was conducted against a backdrop of mounting evidence that points to a rapidly closing window in which business and society can successfully tackle climate change and its principal driver: carbon emissions. The Environmental Protection Agency’s most recent pronouncements warn that Ireland faces an unfavourable emissions reduction environment due to ongoing challenges in successfully decoupling economic and emissions growth. Ireland is not on track to meet its 2020 and 2030 EU emissions reduction targets, and failure to achieve the 2020 target could result in financial penalties of up to €150 million. What’s more, the latest Intergovernmental Panel on Climate Change report estimates that countries and businesses have a window of just 11 years in which to successfully tackle the carbon challenge. Meaningful progress According to the PwC report, signatory companies have engaged positively with the decarbonisation challenge and have already delivered meaningful emissions reductions. The 47 pledge signatory companies have achieved an overall reduction of 42% in their absolute carbon emissions between the baseline period and 2018, and are on course to secure a 50% decrease in carbon intensity by 2030. Pledge companies have achieved a 36% reduction in average emissions intensity, in part by reducing their electricity usage by 60 million KwH between the baseline period and 2018. This equates to a cost saving of roughly €6.6 million. Energy efficiency-focused rationalisation and strategic investment programmes, coupled with an increasing use of electricity generated from renewable sources, has underpinned the emissions reduction activity to date. Upping the ante The PwC report, and the dataset that underpins it, provides a benchmark against which to assess the future carbon reduction efforts of the signatory companies. With an ever-increasing awareness of the risks of climate change and the importance of accelerating abatement activity, it is critical that the ambition of the Low Carbon Pledge also evolves. While the initial pledge group of 47 signatories is a significant achievement, it will be important to grow this number while extending the carbon commitment scope. Because of the significant intensity reductions over the baseline period to 2018, BITCI has upped the scope and ambition of the 2030 greenhouse gas reduction targets. A critical challenge for companies will be sustaining such reduction efforts and focusing on the delivery of further intensity improvements up to the 50% target and out to 2030, or an earlier date. Enhanced robustness To maintain the integrity of the Low Carbon Pledge, it is critical that businesses seek external assurance of their non-financial data. This is critical to enhancing the robustness of the emissions reduction actions and commitments reported as part of the Low Carbon Pledge. Seeking third-party assurance also provides companies with another opportunity to demonstrate their commitment to decarbonisation, while at the same time enabling companies to prepare for a transition to an increasingly onerous and transparent reporting environment. Scenario analysis The Low Carbon Report analysed four companies – Gas Networks Ireland, Dawn Meats, ESB and Heineken Ireland – to examine how companies are seeking to enhance the sustainability and decarbonisation of their business operations. The analysis found that senior management leadership is central to driving a meaningful response to the challenges of decarbonisation. Businesses should seek to embed decarbonisation and sustainability policies and actions in their business strategy, from both risk mitigation and value-enhancing perspectives. To test corporate strategies, scenario analysis should consider, for example, a high future carbon price, climate change impacts on global and regional GDP growth rates, or climate disruption within the supply chain. Evolving target-setting, coupled with the use of energy management systems and data analytics, can help ensure that companies make informed energy efficiency investment decisions. Strong leadership can help businesses prepare for a carbon-constrained world and ensure that their businesses are aligned with an increasingly carbon-conscious investor and consumer. While delivering carbon reductions through the procurement of electricity generated from renewable sources represents a positive mitigation action, companies could further enhance the integrity of such actions by procuring green-certified renewable electricity. Decisions by senior management to embed renewable energy sourcing targets, underpinned by green certificates, into company strategy could act as an important catalyst for driving further decarbonisation efforts. The case study analysis identifies investors as being increasingly interested in companies’ financial and non-financial metrics. For companies to truly demonstrate a commitment to decarbonisation and sustainability, it is important to place equal emphasis on their financial and non-financial reporting. Leading companies also seek to align the publication of their sustainability and annual financial reports. Such actions demonstrate that sustainability has become an integral part of the company’s core strategy, and associated metrics form part of the business’s key performance indicators.   Kim McClenaghan is Partner in Consulting and Energy, Utilities and Sustainability Lead at PwC. Dr Luke Redmond is Senior Manager, Strategy Consulting at PwC.

A new report proposes measures for the sustainability of owners’ management companies and lays the foundation for a more structured approach to managing apartment complexes or managed estates. By David Rouse In a professional audit or reporting capacity, Chartered Accountants may encounter owners’ management companies (OMC). Readers living in an apartment complex or managed estate may even have been asked to serve as an OMC director. OMCs, while in form incorporated typically as companies limited by guarantee (CLG), are in substance hybrid entities. They sit at a corporate crossroads between not-for-profit companies, property management businesses and residents’ associations (see Figure 1). Many readers will be familiar with the legacy construction and financial issues facing these companies. High-profile cases such as Priory Hall and Longboat Quay, as well as other less prominent estates, have featured in the press in recent years while corporate governance failings in OMCs receive periodic attention in court reporting. The country’s largest OMCs have multi-million euro annual service charge budgets. And yet, the stewardship of these companies is entrusted to unpaid, untrained directors (the term “volunteer director” is deliberately avoided, as in law, there is no such thing – a director is a director). There is as yet no firm handle on the number of OMCs in the country. However, it is estimated that the upper limit is likely to be about 8,000 companies. New report A recent independent report titled Owners’ Management Companies – Sustainable Apartment Living for Ireland considers issues that will be familiar to those with even a passing knowledge of managed estates and OMCs. The report was jointly commissioned by the Housing Agency and Clúid Housing. The Housing Agency works with the Department of Housing, Planning and Local Government, local authorities, and approved housing bodies (AHB) in the delivery of housing and housing services. Clúid is the State’s largest AHB, managing  just over 7,000 homes across the country. The inadequacy of annual service charges, failure to provide for building maintenance (sinking) funds, and the persistent problem of mounting debtors are just some of the topics assessed. International best practice is examined, and Ontario and New South Wales are among the comparator jurisdictions featured. The future demand for high-density housing is signalled in the context of new Government policy, such as the National Planning Framework and the Climate Action Plan. To audit or not to audit? Recommendations for reform across a range of relevant regulatory systems are proposed. Of interest to the accountancy profession will be the recommendation for the removal of the audit exemption currently available to OMCs, most of which, as noted earlier, are incorporated as CLGs. Companies Act 2014 provides the audit exemption for CLGs. In this way, small not-for-profit companies without shareholders may benefit from a reduced financial and administrative burden. (It should be noted that under sections 334 and 1218 of the Companies Act, any one member of the CLG may in effect demand an audit.) However, while OMCs are not-for-profit, they are responsible for multi-million euro property assets in the form of estate common areas. Considering the centrality of OMCs to property values, good title, and quality of living spaces, the value of an audit to members in terms of assurance, transparency, and governance cannot be overstated. Finance and governance The creditworthiness of OMCs in the context of current under-funding is also considered. Regulation over and above corporate compliance enforced by the ODCE is recommended. Dispute resolution outside of the courts is advocated, as are more cost-effective avenues for service charge debt recovery. Personal insolvency practitioners will be aware that OMC service charge debt is an “excludable debt” under the Personal Insolvency Act 2012. Only with the consent of the creditor (i.e. the OMC) may management fee balances be reduced or written off in a Personal Insolvency Arrangement. The report’s other recommendations include mandatory training for OMC directors, the standardisation of accounts to a format prescribed for OMCs, and enhanced insurance obligations. Reform may be some way off. In the meantime, practitioners should be aware that the Institute’s practice toolkit, Owners’ Management Company PQAs, was updated in 2018. This replaces the 2011 version. As the Institute’s product catalogue notes, and as may be recognised from sectoral weaknesses highlighted in this commentary, although OMCs can be small in size, they may be higher-risk clients. Future regulation of the sector could mitigate a number of the risks identified.   David Rouse FCA is an advisor with the Housing Agency, a director of the Apartment Owners’ Network CLG, and a director of one of the country’s largest OMCs.

Three years after its commencement, Construction Contracts Act, 2013 continues to provide a pathway to cash flow in the construction sector. By Pat Breen TD This innovative and important legislation for the construction sector, which was commenced in 2016, regulates payments and particularly the timing of payments under construction contracts. While many businesses in the construction sector are aware of this legislation, some businesses may not be fully aware of the detailed statutory protections and obligations set out in the Construction Contracts Act, 2013. One of the key objectives of the legislation is to provide payment certainty for subcontractors, who were considered vulnerable in the payment cycle in the construction sector. As the construction sector continues to expand, cash flow is critical and it is cash flow that is at the core of the Construction Contracts Act, 2013. Therefore, construction businesses should ensure that their payment practices comply with the terms of this legislation. I consider that members of the accountancy profession are uniquely placed to encourage construction businesses across the country to review their payment practices to ensure that they comply with this legislation. I welcome the opportunity provided by Accountancy Ireland to highlight this legislation, and a brief summary of the main provisions of the Act is set out below. Further information on the Act is available on the website of my Department at www.dbei.gov.ie. Applicability of the Construction Contracts Act, 2013 to construction contracts The Construction Contracts Act, 2013 applies to certain construction contracts entered into after 25 July 2016, but not to all such contracts. For example, it excludes: Contracts of a value of not more than €10,000; or Contracts that relate only to a dwelling of not greater than 200 square metres where a party to such a contract occupies, or intends to occupy, the dwelling as his/her residence; or Contracts between a State authority and its partner in a public private partnership arrangement. All other construction contracts must comply with the provisions of the Act and the parties may not seek to exclude a contract from the legislation under any circumstances, whether the contract is an oral contract or a written contract. Construction contracts to which the Act applies must provide for the following contractual terms: The amount of each interim and final payment, or an adequate mechanism for determining those amounts; The payment claim date for each amount due, or an adequate mechanism for determining it; and The period between the payment claim date and the date on which the amount is due. Main contracts and subcontracts Main contractors are at liberty to agree their contractual terms with their clients, subject to adhering to the mandatory provisions required by the Act as outlined above. However, if a main contract fails to fully incorporate the mandatory provisions, then the Act imposes the applicable contractual term or terms set out in the Schedule to the Act, terms which are also applicable to subcontracts. The Act stipulates that all subcontracts must at least provide the following payment claim dates: 30 days after the commencement date of the construction contract; 30 days after the payment claim date referred to above and every 30 days thereafter up to the date of substantial completion; and 30 days after the date of final completion. The date on which payment is due in relation to an amount claimed under a subcontract shall be no later than 30 days after the payment claim date. The Act permits the parties to a subcontract to make more favourable provision for a subcontractor than the above contractual terms. Payment claims An executing party – the party which carries out the work under a construction contract – is required to submit a payment claim notice to the other party no later than five days after the relevant payment claim date. If the other party disputes the amount claimed by the executing party, that party is required to respond to the executing party in writing no later than 21 days after the payment claim date setting out the reason(s) why the amount claimed is disputed and the amount, if any, that it proposes to pay to the executing party. It may be possible for the parties to reach an agreement on the amount to be paid to the executing party. However, if no such agreement is reached by the payment due date, the other party is legally required to pay the executing party the amount, if any, which the other party proposed to pay in its response to the contested payment claim notice from the executing party. This payment shall be made no later than the payment due date in accordance with Section 4(3)(b) of the Construction Contracts Act, 2013. Statutory adjudication of payment disputes The Construction Contracts Act, 2013 also introduced, for the first time in Ireland, a statutory right to refer a payment dispute for adjudication. A ‘notice of intention’ to refer a payment dispute for adjudication must be served by one of the parties to the payment dispute. The parties may then jointly agree to appoint an adjudicator of their own choice, within a five-day period. However, if the parties cannot reach agreement on who to appoint, an application may be made after the five-day period to the Chair of the Construction Contracts Adjudication Panel, Dr Nael Bunni, to request the appointment of an adjudicator to the dispute. The appointed adjudicator, whether appointed by agreement of the parties or by the Chair, is required to reach a decision on the dispute within 28 days. This period may be extended in certain circumstances.   Pat Breen TD is Minister of State at the Department of Business, Enterprise and Innovation.

Large customers are good for business, but can stretch your cash flow.  By Peter Brady Have you recently received a ‘polite letter’ from your US multinational corporation (MNC) customer advising of a stretch in your credit terms from 30 days to 90 plus? Or, indeed, from any of your MNC customers? In recent years, the extension of MNC credit terms has become business as usual across the globe but for SMEs, it is anything but business as usual. Think about it. How would an extension of credit terms impact on your cash flow and projections this year? And what are the implications for your growth strategy in 2020 and beyond? Winning a contract with a large MNC is a measure of success for established SMEs. However, an extension of credit terms can feel like a double-edged sword as it puts excessive strain on cash flow. Why does it matter? A strain on your cash flow can have many implications, all of them negative. The first impact is on your suppliers – they expect payment in 30 days. There is an immediate gap in cash flow and you are unlikely to have sufficient sway with your suppliers to realign. This could mean: You are not in a position to fund the initial costs of fulfilling contracts; Pressure is placed on your existing supplier relationships in the form of increased risk around quality, timely delivery and higher prices; Capacity to deliver on-time to customers is affected; and Ability to grow the business at pace is limited. The lost opportunity  It may seem obvious, but having cash tied up in debtors with long credit terms is a fundamental challenge for most SMEs. If SMEs could access this cash early, it would give a distinct competitive advantage when negotiating terms with key suppliers. Think of what you could do if your invoices were paid on day one, not day 90. First, you could pay your suppliers early, enhance the relationship and ultimately secure better terms. Second, you could deploy funds into driving new customer acquisition and fund new business tenders with the comfort of cash flow certainty. So what do you do? You have two options: 1. You could try to negotiate: know where you stand in your customer’s eyes. Do your products or services play an important role in their success? Is your product or service critical to their delivery? Even so, unless you are the sole producer of a key strategic element, there’s another company out there to potentially replace you. Alternatively, your customer might offer softer credit terms in exchange for a pricing discount – but cutting margins is an extremely expensive source of finance and unlikely to be recovered. This course of action doesn’t make good business sense, as it is a race to the bottom. 2. Look at funding options to bridge the gap: the financial market is developing all the time to reflect the needs of business. For decades, when Ireland’s SMEs needed to fill the cash flow gap left by extended credit terms, they had limited choices – commercial overdrafts, short-term lending or an invoice discounting facility. That may have been adequate in the past but such is the success, ambition and global reach of Irish SMEs across all sectors today, this range of funding options falls short of their requirements. Commercial overdrafts are harder to secure and are generally seen as an unreliable method of funding, not directly aligned to the changing requirements of a business. Similarly, short-term lending is onerous to put in place and comes with significant levels of conditionality. An invoice discounting facility continues to plug the cash flow gap for many SMEs in Ireland. However, invoice discounting facilities are operationally clunky and carry significant fixed and hidden costs and limitations. They are therefore not really fit for purpose for today’s SMEs. Many SMEs often have a small number of key strategic customers in their sales mix. Supported by government bodies such as Enterprise Ireland, Ireland’s SMEs have a global footprint. Exporting is crucial to scalable business success, and not just to Western Europe. SMEs are securing contracts across the globe – US, Canada, EMEA and Asia. Invoice discounting facility For years, the invoice discounting facility has serviced working capital funding requirements. However, the facility comes with three major limitations: The facility limit; Geographical restrictions; and Debtor concentration risk limits. The facility limit At the outset, SMEs are subjected to a long and onerous process to get approval for the invoice discounting facility. Fair enough, you may say, as this is effectively a loan and it follows that the bank providing it decides how much the facility is for. SMEs must enter into a long-term commitment, often saddled with non-usage charges or exit fees. SMEs must also pay credit insurance and sign a personal guarantee – something entrepreneurs have grown to fear. Geographical restrictions Exporting to the UK? Great. Exporting to United States (US)? Not so great. Country risk and the law of the land plays a major role in how traditional lenders assess the risk and granting of facility limits. If the country in which your customer is located is outside of what is considered in banking terms to be palatable, funding limits and exclusions will apply. Debtor concentration risk limits The most common reason for restricting funding under an invoice discounting facility remains customer or debtor concentration. It applies when an SME becomes over-exposed to a single debtor. The debtor could be a large household brand name, but traditional lenders must impose facility limit restrictions. For SMEs, it is somewhat ironic that the more business you do with a key customer, the more your funding is limited. So, back to your US multinational extending its credit terms. You’ve worked tirelessly to win this business, but you can’t sustain 90 days’ credit and this customer accounts for over 60% of your debtor book. Your business needs: Consistent certainty of funding, without any limit relating to geography or debtors; Funders who recognise the strength of your business model and the substance of the underlying transactions; and Access to working capital to scale your business globally. Market and product innovation Invoice, purchase order and recurring revenue trading are collectively known as “receivables trading”. Receivables trading ticks all the boxes. It enables SMEs to leverage their customer relationships. By selling invoices and future invoices (purchase orders) to a pool of capital market funders, SMEs can access finance when they need it. What difference do capital market funders make? The funders are capital market institutional funders, pension funds, corporates and sophisticated investors – and there is a large pool of these funders. The fact that there is not just one entity, but a pool of funders purchasing the receivables (invoices or purchase orders) eliminates the requirement for imposing concentration or geographic limits on the SME. It extinguishes the need for any commitment, lock-ins or fixed costs. At no stage is there an ask for a personal guarantee. This funding solution puts control back into the hands of SMEs and allows them to decide when they need to access funding on their terms – a liberating benefit. How does it work? Receivables trading is available via an online platform. A pool of institutional funders (the buyers) are members of the platform. SMEs (the seller) uploads their invoice or purchase order and the buyers purchase them. The model is ideally suited to established SMEs with MNC or sovereign debtors. The SME can use the online platform in conjunction with their existing facility by carving out specific debtors from the invoice discounting facility. In conclusion Business is constantly changing and working capital funding has caught up. Alternative funding where sellers and buyers connect directly via an online platform is fast becoming the norm. With this funding solution, SMEs can tender for business of any scale globally – confident that they can fund the upfront costs. It’s a gamechanger for most. According to the Central Bank Survey of SMEs, which was published in January 2019, the top two reasons for credit applications were working capital, and growth and development. ISME’s quarterly business survey reveals that 70% of Ireland’s SMEs still rely solely on traditional bank funding. In Europe, it’s only 30%. Alternative funding is the future of funding. Peter Brady FCA is Co-Founder and CFO at InvoiceFair.

When it comes to finance process outsourcing, how do we keep up with industry trends? By Sinead Donovan Whether an organisation uses an in-house shared services centre (SSC) or external service provider, outsourcing has become a familiar concept to many of us in industry and professional services settings. It is no longer a new idea when it comes to finance and non-core process solutions. Long gone are the days when terms such as SSC and business process outsourcing (BPO) were treated as an innovation. Rather, it has become a finance strategy staple for most mature and growing multinationals. The first outsourced centre in Ireland opened its doors in 1995 – an SSC of a large US multinational. Others quickly followed suit and there was an explosion of SSCs across Ireland supporting multinational organisations globally. Many have since moved away from the Irish market, or made a complete turnaround by transforming their services in the last number of years. This is a natural progression in the lifecycle of outsourcing and service transformation. Coinciding with this evolution, a new era of outsourcing has emerged which is a very interesting and indicative trend. Traditionally outsourced services concentrated on high volume and low complexity, non-value-add processing tasks – be that booking of accounts payable invoices or entering pre-approved journal vouchers. A typical offering comprised of three main functions: accounts payable (AP), accounts receivable (AR) and general ledger (GL). While you may have occasionally found other support functions (think of master data management), this was not standard practice in the early days. Business partner Some 20 years on, the situation is rapidly changing. SSCs and BPOs are now expected to remain relevant while delivering valuable services to the parent company or clients they serve. With the increase of automation and technology, there is decreased need for support of high volume, low complexity tasks. Instead, there is an increased requirement for higher value-add analytical services. System transitions and implementations, process improvement and historical issue resolution are among the services now provided by BPO teams across professional services and SSCs alike. Additional value-add supports sought by the parent company or client now include financial planning and analysis, advice on enterprise resource planning (ERP) and business combinations. If we were to sum up this trend in one sentence, ‘a move from processor to business partner’ seems the most fitting. From a business perspective, what do companies look for when transforming their finance function? It seems that demands placed on service providers have evolved from what they would have been some 20 years ago, when the main consideration was which finance process could be outsourced using a straightforward ‘lift and shift’ model. Today, this approach has changed. Many businesses are undergoing systems and process transformation. Thus, shared services providers need to take that into account and adjust their solutions to add real value and innovation. This is often done by utilising technology, robotic process automation (RPA) or artificial intelligence (AI) to tackle all the repetitive and high volume tasks while allowing employees to concentrate on process improvement, in-depth analysis of big data, and key risk areas instead. Looking to the future With this trend, it is easy to see that the key to success for any SSC or BPO service provider – especially those in a professional services environment – is to remain relevant and to continue looking for new ways to improve efficiency, add value and innovate. Exactly how to stay relevant is, of course, a bigger question. It can be easy to get lost in multitudes of considerations, trying to keep up with changing attitudes and demands. While there is no doubt that continuous improvement and development is important to successful client-provider relationships, there is another more subtle – but equally important – aspect that should be given just as much attention. Indeed, it is especially relevant in the professional services setting. Mutual trust in the relationship between provider and client can be the deciding factor in the success or failure of a project. Both parties should be committed to the mutually beneficial collaboration that allows BPO providers to continue adding value and evolving to support clients or parent companies – all with a view to remaining relevant in this dynamic market. Sinead Donovan FCA is a Partner in Financial Accounting and Advisory Services at Grant Thornton.

Work-life balance can have enormous value in any organisation,  but meeting the needs of a broad spectrum of employees is more art than science. By Ed Heffernan For well over a decade now, work-life balance has been part of the conversation. The 2019 Leinster Society Salary Survey cited, perhaps unsurprisingly, that 86% of respondents said it was a key factor when considering an external move. Surprisingly, however, some 52% of respondents cited they would sacrifice up to 10% of their financial reward for better work-life balance. What is this mysterious, evasive thing that the majority of accountants would take a pay cut for? How is work-life balance defined? Sometimes things are more easily defined by what they are not, rather than what they are. Here’s an example: Work-life balance does not mean equality between work hours and non-work hours; Work-life balance does not necessarily mean working fewer hours than you are working now; Work-life balance is not a one-size-fits-all matter; it means different things to different people and will have a varied meaning over time for each individual; and Work-life balance means different things to different generations; for some, it’s a nice-to-have while for others, it’s an expectation. More often than not, work-life balance comes down to three things – flexibility, achievement and enjoyment. Flexibility is doing your job at the times that work for you. We all have different commutes and different responsibilities outside of work; the employers that recognise this as a fact of life are the ones who retain their people for longer and get more return for their people’s time. For example, some employers will: Allow some degree of flexibility on start and finish times to allow for commutes, family responsibilities, sports commitments or even to make sure that when someone needs to finish a little early, they feel that they can; Allow people to work from “not the office” and trust that they will. Numerous studies suggest that the worst possible place for employee productivity is the workplace – there are just too many distractions. Enabling certain types of work, especially the type of work that requires uninterrupted focused activity, to be conducted outside of the office can lead to substantial  increases in productivity; and Giving a little can mean gaining a lot. If one of your team has a medical appointment or another one-off event, allowing them the freedom to be away from the desk without deducting the time from their holidays, or stating that they have to make the time up, can have enormous reciprocal effects in the future. Small, random acts of kindness are more powerful than any policy. There is a catch, though. Even if a company does manage to create a flexible working environment, it is still not going to please all of the people all of the time. When it comes to flexibility, some people at certain stages in their life will need a little more; others a little less. Implicit to the flexibility component of work-life balance is that it means different things to different people at different stages. Companies that create a culture of flexibility as opposed to enforcement often get the best results. Achievement is the cornerstone of human ambition. Everyone needs to have a clear understanding of what they need to achieve in their role and to be recognised when this achievement occurs. This can be weekly, monthly or even annually. It must be measurable in some way and it must be recognised, either intrinsically (for example, a simple ‘thank you’ for a job well done) or extrinsically (for example, some type of financial reward – a token, an unexpected gesture, a bonus, or even a salary increase). Everyone needs to feel that they are achieving something in their role and it is ultimately up to their direct manager to ensure that achievements are recognised. Those who feel they are achieving something tend to feel like they have work-life balance and in many cases, they feel this way regardless of the hours they work. Enjoyment is a less tangible, but equally important, part of work-life balance. Enjoyment does not just mean having fun – that’s only part of it. Enjoyment has a much wider definition when it comes to work-life balance. It’s how you feel about what you do; it’s how it feels to work in your team; it’s feeling that you are working towards a shared goal; it’s respecting and learning from the people you work with; it’s celebrating success and learning from failure with your colleagues; it’s the opportunity to help others learn; it’s the opportunity to work in a business that you believe in for a cause you admire; and it’s a whole lot more. Flexibility and achievement are the easy ones to define and create a policy for – enjoyment is the piece that is really personal, and the piece that many managers often get wrong. Work-life balance can have enormous value in any organisation. Get the mix of flexibility, achievement and enjoyment right, and your people will work harder, be happier, be more productive and will stay longer. Get it wrong these days, and you will end up with the opposite. It’s that easy. Why authentic leaders listen For some people, it isn’t the work component that creates the imbalance; it’s the life component. At certain times, we all come under stresses that have nothing to do with work. Some people make work the escape from these stresses; other people bring these life stresses into the workplace with sometimes devastating consequences. People don’t change without reason. If someone on your team begins to submit work that isn’t up to their usual standard, uncharacteristically misses multiple deadlines or just seems ‘off form’ in the office, don’t get annoyed – get curious. Sometimes it might just be listening; sometimes it might be arranging some extra flexibility or a reduced workload on a temporary basis. Regardless of the situation, every time you engage and, where you can, offer to take action, you will not only make a difference for that person, but you will create longer lasting, deeper bonds between yourself and your team. You can create the space your people need when life causes an imbalance. And from experience, that’s where the real magic happens. It’s easy to ignore the problem, but it takes bravery to ask the question. Which type of leader are you?   Ed Heffernan is Managing Partner at Barden Accounting and Tax.

With Budget 2020 fast approaching, what – if anything – could be on the table from a tax perspective? By Peter Vale & Oliver O'Connor At the time of writing, the Minister for Finance and Public Expenditure & Reform, Paschal Donohoe TD, had already flagged that we can expect little by way of tax cuts in the upcoming Budget. So, from a tax perspective, are we looking at a damp squib or could there be a mix of tax cuts and increases that net to zero? And if so, who are the winners and losers likely to be? Income tax In the authors’ view, we will see some modest tax cuts next month benefiting primarily lower and middle income earners, with higher earners likely to see some of this cut back – perhaps via a restriction in tax credits. Depending on the scale of the adjustment for higher earners, this could mean they see a net decrease in take-home pay with all other taxpayers seeing a modest increase. So, in summary, we don’t expect to see much either way in terms of income tax adjustments, with lower and middle income earners likely to be the main beneficiaries of any cuts. We also don’t expect to see any longer term statement committing to a reduction in our high marginal tax rates of 52% and 55% for employees and self-employed respectively. Nor should we expect to see a broadening of the tax base; indeed, successive budgets have taken more and more people out of the tax net. The concept of broadening the tax base was a recommendation of the Commission on Taxation report almost 10 years ago, but it has not been embraced by governments since. While the idea of more people paying a little has merits, it is unlikely to be a vote winner. Pensions and investments On the investment side, we are all aware that deposit rates are derisory at present and unlikely to increase any time soon. We are also very keenly aware (as is the Government) that there is a potential pensions time-bomb in the coming decades. The auto-enrolment regime, planned for the early 2020s, is a step towards ensuring that people are more sufficiently funded from a pension perspective and thus, not as dependant on State support in their later years. To this end, it is crucial that the current pension rules are not adjusted (downwards) but rather, that all are maintained at a minimum. A possible concession, which would be of long-term benefit to all, would be to increase the net relevant earnings from the current €115,000 to even €125,000. Entrepreneurs Entrepreneurs would ideally like to be given an increase in the Entrepreneur Relief from €1,000,000 to a more substantial figure. As importantly, they would like to know that there is a roadmap over the coming three to five years to bring this relief more in line with our near neighbours, which is 10 times greater than our current level. We pride ourselves in being the best small country in which to do business, enabling this crucial economic grouping to thrive and create yet more economic prosperity for the country as a whole. Corporate tax We know for certain that new transfer pricing legislation will be introduced in October. The new provisions will implement 2017 OECD guidelines into Irish law and also make certain other changes. While the nature of the other changes is still uncertain, it is very likely that transfer pricing will be extended to non-trading transactions, in particular where tax is being avoided. Certain grandfathering provisions for arrangements in place in 2010 will be removed while it is also possible that transfer pricing will be extended in some form to SMEs. Ireland is also obliged under EU law to bring in anti-hybrid legislation on 1 January 2020, which broadly prevents deductions for payments that are not taxed elsewhere. A further change required under EU law is to restrict tax relief for interest to 30% of a company’s EBITA. At the time of writing, it is still unclear whether this legislation will be in place at 1 January 2020. It should be noted that there will be a de minimis limit (expected to be roughly €3 million), group provisions and certain other carve-outs from the scope of the new legislation. Other changes We don’t expect to see significant changes in the VAT space. There isn’t the fiscal space to provide a VAT reduction to a specific sector (similar to the lower rate previously provided to the hospitality sector), while our headline rate is already relatively high and hence not likely to be used as a revenue-raising measure. It would be positive to see some targeted tax reliefs introduced in the Budget, despite the negative press that some of these reliefs have received in the past. However, sensible tailored reliefs have a role. Improvements to some of the existing reliefs should also be considered. Overall, it is possible that this Budget will be seen as a damp squib. But the devil will be in the detail and there is an opportunity to make changes that will bolster key sectors of our economy. Peter Vale FCA is Tax Partner at Grant Thornton. Oliver O’Connor FCA is Partner, Private Client and Wealth Management at Grant Thornton.

Paul Duffy, Ding’s new Head of Finance, discusses his move from practice to industry and life in an entrepreneur-led environment. What enticed you to move from practice to industry? I spent 10 years at PwC. I worked in the audit practice in Dublin for five years, specialising in the technology and telecommunications industries. I then spent the next five years working in the deals practice in Boston, advising private equity and corporate clients on their M&A deal execution. Although I thoroughly enjoyed my time there, I felt a move to a new industry would provide a fresh challenge. I’ve always wanted to work for an entrepreneur-led company in the technology sector and, preferably, one going through a period of accelerated growth. Ding seemed like a good fit all round. What does your new role at Ding entail?  As head of finance, my role covers a wide remit. My colleagues in finance are much more than retrospective number-counters at Ding. The team is central to how Ding functions. It is a complicated machine, due in no small part to the number of jurisdictions in which it operates. I also oversee the financial operations function, which comprises a team of 15 employees in Dublin, London, Barcelona, Paris, New Jersey, Florida, Dubai and Dhaka. Our financial operations team acts as a business partner to our business development team, so the tasks can vary from on-boarding and negotiating with new mobile operators to implementing new systems to support business growth. What do you find most challenging about your role? It is probably the demands that come with having such an international business. Ding operates in more than 140 countries and works across multiple time zones, in over 100 currencies, and across a myriad of complex regulatory environments. This brings its challenges. It’s been an adjustment just getting used to the various time zones and holiday schedules alone. We sell operator airtime so we hold stock for over 500 operators around the world, which the finance team manages. To facilitate this, we buy and sell in multiple currencies every day, and we need to forecast demand to determine stock levels.  Describe your typical day. Given the international nature of our business and the demands that brings, no two work days are the same. I try to start off the day with a quick gym session, then to the office. I tend to catch up with our CFO mid-morning to discuss the status of ongoing finance projects and the latest business performance. Each day, I try to speak with our various teams around the world so I have to work within the time zones. Before lunch, I usually have a video call with Dubai to chat through any issues or ongoing projects. In Ding, we try to promote collaboration across different business functions. I’m a believer in doing things face-to-face where possible and we have an in-house barista and coffee bar, so it’s a nice place for regular meetings with colleagues. In the afternoon, I could be working through the key commercial terms of a new customer agreement with legal, or meeting with business development to discuss things like banking and tax requirements for a new region. In the evening, I usually log on to answer emails from our US team, who are often on the road meeting potential new customers. What traits do you value most in your colleagues? Intellectual curiosity, which isn’t always encouraged as people come up through the ranks in finance. In today’s business world, speed and efficiency are often a key focus but possessing an intellectual curiosity encourages critical thinking and ultimately yields better results for the business. Flexibility is another trait that I value. In a fast-paced environment such as Ding, deadlines and targets change frequently and having the ability to be flexible and agile is important. It makes for a better team player, and a better partner for customers. What is your best piece of business advice? Build a meaningful network.

Having lived and worked in six countries, I have realised that there is a price to be paid for being an average networker. By Kingsley Aikins At its core, networking is about taking three key actions: changing our attitudes, altering our behaviours and learning new skills. In a world where life is a game of inches, we need to see networking as the key difference- maker. One introduction or conversation can change your life, but they don’t happen when you are lying in bed or sitting at your desk – they happen when you are in motion, when you are out and about, when you develop a reputation and put your talents on display. Networking is the key to career progression – the future leadership of your organisation will not consist of unknown people. The challenges However, there are some real challenges with networking. First, most people say they hate it and it tends to get a pretty negative press. It is sometimes seen as an inelegant way of using people and is regarded as both insincere and manipulative. We tend to mix up networking and sociability, and assume that the most sociable person is the best networker. In fact, it can be the exact opposite. Shy, introvert types can be better at networking than extroverts because they do it with decency, authenticity and integrity – and that comes across. They ask questions and are better listeners. Second, networking is not taught at school and college. Companies don’t have strategies for it, yet everybody says that it’s really important. A third problem is that many people don’t realise that, as their career progresses, the skills and qualifications that enabled them to get their job in the first place become less important (because everyone has them and you can’t compete with what everyone else has). Relationships therefore become more important. Finally, people don’t ask themselves the brutal question – is my network good enough for where I want to be in the next five years? Give and take Key then is to put networking front and centre of your personal and professional life and to realise that there is a process to networking – a learned process which, if followed and implemented, will give you a better chance of success. The bedrock to this is to accept a key foundational concept which, at first glance, might appear counter-intuitive. Networking is all about giving rather than getting. Most people think they have to focus on networking because they want to get something for themselves such as a new job or a new sale. What I am saying is the exact opposite. Think first how you can help other people – how you can put your network at the disposal of others. This is based on a very simple and fundamental premise: in life, the more you give, the more you get. When you give consistently to individuals, it comes back from the network. Networking is not about any one big thing – it is about a lot of small behaviour changes which, when implemented on a daily basis, become habits and, eventually, rituals. They then become the way you lead your life.  A personal asset A harsh reality in life is that you can’t go it alone; you have to network your way to success. The way to opportunities you don’t know is through people you do. Networking can obviously have practical returns in terms of getting more business, staff and investors. However, research shows that people who build strong and diverse networks live longer, are stronger mentally and physically, earn more money and are happier. In a world where people are constantly changing jobs, networking is the way to get your next one – the vast majority of good jobs are not advertised. Also, companies want to ‘hire and wire’ – hire people and wire into their network. Now, when you are being interviewed, people want to know about your qualifications and experience, but they also want to know who you know. We live in a world where it is not what you know or who you know, but who knows you. Networking is the way to get out of your silo and get to know people from different backgrounds. Research shows that if your organisation doesn’t reflect the diversity of the economy in which you operate and the society in which you live, then you, as a company and as an individual, underperform. Also, your network is portable. You own it. It’s part of your personal asset base. When you move, it goes with you. Networking abroad Having lived and worked in six countries, I have found networking to be the glue that makes everything happen and I realised that there was a price to be paid for being an average networker. Having observed good networkers in action, I now realise that they have certain things in common. They work hard at it, they don’t brag about it, they don’t keep score. They are confident it works, even if they are not quite sure how. They understand the power of asking and referrals. They think like farmers who plant a seed in the spring, water and nurture it and look after it, confident that there will be a harvest.  They understand the importance and potential of technology in networking, but also realise the power of personal face-to-face connections. In that sense, they are hi-tech and hi-touch. They are curious and they ask questions. Great networkers are great salespeople because they create a vast and spreading sphere of goodwill around them and they constantly add value to the people they meet. There is a precise four-phase process to networking, which is about research, cultivation, solicitation and stewardship. If you follow this process, there is a greater chance of success than if you don’t. Kingsley Aikins is CEO at The Networking Institute.   You can read more about living and working overseas in Chartered Accountants Abroad, the publication from Accountancy Ireland for Chartered Accountants Ireland members abroad.

Lured by Ireland’s rudely healthy economy and the superior quality of life offered by their native land, an increasing number of Chartered Accountants are choosing to return home to Ireland. Barry O’Leary looks at some of the practicalities involved. Wanting to come home and actually making it happen are two very different things. Many people who yearn to bring up their families in Ireland and have also had the opportunity to do so, haven’t yet made it back. This is usually because of something quite simple, which could have been addressed with some advance planning. The best way to approach this life-changing move is to treat it as a project and plan accordingly. The first stage is to investigate the job market and assess the opportunities that may or may not be there. This is a relatively simple process and a routine scan of recruitment websites, as well as those of reputable recruitment specialists, will give a fair indication of the roles available. This should be backed up with further research to establish the quality of the opportunities. The Leinster Society Salary Survey will give an indication of salary scales, for example. Also, contact friends and reach out to LinkedIn contacts to hear what they have to say about the climate back home. Before you apply… If the results are positive, the next natural step is to start applying for roles. However, a few pieces of the jigsaw need to be put in place first. The first step is to figure out what you are going to do if you do get a job. Clearly, if you are going to start a job in Ireland, you are going to need a place to live, schools for children and so on. Of course, buying a house or even renting one back in Ireland while still living overseas and before you have even landed a new job is an expensive – and possibly unnecessary – step to take. Better to consult with family and friends first and establish if there is a possibility of staying somewhere temporarily, say for three months, while you get settled in the new job and make arrangements for your family to follow you back. That gives you the breathing space to sell up property and other assets overseas while going house-hunting in Ireland. Another essential early step is to speak to the banks about your prospects of getting a mortgage. Having preliminary approval in place will guide the house search. Next is to talk to estate agents and get them looking out for suitable homes. None of this costs money, but it can save a lot of time and heartache in the long run. The other issue to take care of at this point is insurance. Many Irish people returning home are surprised at how difficult, and expensive, it can be to get motor insurance. Shop around the insurance companies to get some prices to avoid nasty shocks later. That can also influence your job search as a company car can suddenly become a lot more alluring. Interview stage The next thing to think about is interview availability. People living in the UK might be able to hop on a Ryanair flight at fairly short notice to attend an interview and be there and back in a day but for those living further afield, more advanced planning is required. One option is to arrange to spend a week at home a month and inform prospective employers of your availability during that time window. Generally speaking, if they are sufficiently interested in you, they will do their best to accommodate you. Having gone through all of that, it’s time for the job hunt itself. This starts with updating your CV and your LinkedIn profile. It might be worth getting advice from a fellow professional or a recruiter back home at this stage. They can help with the design of the CV and what aspects to highlight in the context of the prevailing jobs market. After that, you’ve got to decide on the type of role you’re looking for, and where. Is it practice, industry, or the public sector? If it’s industry, what sector? And where? If it’s Dublin, can you afford housing and can you find schools for your children? You also have to consider your partner at this stage. Will they also be seeking a job when they return home? What area of the country and what sectors best suit them? Dealing with these questions probably requires the assistance of on an Ireland-based recruitment consultant who can help with the job search and move back home.  They can offer independent advice on the process and help ensure that you make the right decisions in all circumstances. The first job offer is not always the best one, and the best paid offer is not always the right one – an experienced consultant can help match the right role to the right person as well as assisting with some of the more practical aspects of the move, such as recommending insurance brokers, mortgage lenders and so on. If you follow this basic roadmap, you will give yourself a much better chance of making a successful move back to the auld sod. Barry O’Leary is the Co-Founder of ACCPRO. Taxing times One of the problems most frequently encountered by accountants returning home is personal taxation. If you want to avoid being subject to Emergency Tax of up to 41%, give your employer your PPS number (Irish people generally have one before returning home) so they can request a Revenue Payroll Notification (RPN) from Revenue. The RPN will show your total tax credits, tax rate band and USC rate band so your employer can make the correct tax deductions from your pay. If you are starting your first job in Ireland, you must register online though Revenue’s myAccount where you can view your personal tax record. You can read more about living and working overseas in Chartered Accountants Abroad, the publication from Accountancy Ireland for Chartered Accountants Ireland members abroad.

More and more people are returning to Ireland having worked abroad for a number of years. More often than not, this process also involves starting a new job and, inevitably, paying Irish tax. With that in mind, this article aims to provide a practical guide to some of the tax and pension issues our members should think about as they plan their return home. By Bríd Heffernan Back to basics First, let us briefly cover some of the basics of the Irish income tax system. Employees pay tax through the Pay As You Earn (PAYE) system which, since 1 January 2019, operates in real time. This means that income tax, pay-related social insurance (PRSI) and the universal social charge (USC) are deducted at source by your employer and subsequently paid to Revenue. As an employee, you can manage your taxes online through Revenue’s MyAccount system. If you have a new job, you will need to register your new role with Revenue in order to be taxed correctly. On your return to Ireland, one of the first practical steps to take is to apply for a Personal Public Service Number (PPSN). As a returner to Ireland, you should already have one but your children (if they were born abroad) or your partner (if he or she is not an Irish citizen) will require one. The PPSN will provide access to social welfare benefits, public services and information in Ireland. Tax residence  On returning home, your liability to Irish tax depends on your residence, ordinary residence and domicile position in Ireland. Residence for tax purposes depends on how many days you spend in the country. Even if you are not actually resident in a particular year, Ireland can still be your ordinary residence as this term refers to the country where you are usually resident over a number of years. The country that is your permanent home is known as your domicile. If you are tax resident in Ireland for a tax year, you pay Irish tax on your worldwide income and any gains you make in that year. Worldwide income is the total income that you earn anywhere in the world. Residence and domicile are taken into account for a number of taxes including income tax, deposit interest retention tax, capital acquisitions tax and capital gains tax. For more information on determining your residence status in any year, visit www.revenue.ie. Tax reliefs You may return to Ireland mid-way through a tax year and therefore, have income on which you may have to pay Irish and foreign tax. In this instance, it may be possible to claim relief from the foreign country if it has a double taxation agreement (DTA) with Ireland. Or, you can avail of a tax relief called “split-year treatment” for the year you return to Ireland. Split-year treatment has the benefit of taxing employment income for only part of a year (any foreign employment income earned before returning to Ireland and becoming tax resident again is not subject to Irish tax), while affording the full range of tax allowances and credits and rate bands of a resident. To avail of this treatment, you will need to contact Revenue in writing. Another relief available to individuals returning home is the Special Assignee Relief Programme (SARP). This provides income tax relief for certain people who are assigned to work in Ireland from abroad up to the year 2020. A number of conditions must be met in order to claim SARP and where you qualify, a proportion of your employment earnings are disregarded for income tax. To claim this relief, your employer must send Form SARP 1A to Revenue within 90 days of your return to Ireland. Social security and pension considerations There may be significant differences between the Irish social security system and the system in the country you are moving from. It is therefore worth familiarising yourself with these differences in order to protect your social security entitlements. In the EU, each country has its own social security laws. However, EU rules coordinate national systems to ensure that people moving to other EU countries do not lose security cover and can amalgamate their contributions from member states when applying for a pension. If you are returning to Ireland from a country within the EU or EEA, you should bring an E104 and U1 form back with you as it will provide details of the insurance contributions you made in that country. Ireland also has bilateral agreements with a number of countries outside the EU including the USA, Canada, Australia and New Zealand. Consequently, contributions paid in these countries can be added to your Irish social insurance contributions. When it comes to protecting your pension contributions made in Ireland or abroad, there are a number of things to consider. While working abroad, you may be able to claim Migrants Members Relief. This provides relief on pension contributions paid to a pre-existing qualifying pension scheme. If you have made contributions to a foreign pension fund while living abroad, it is important to note that the rules for transferring or accessing the pension’s funds when you return to Ireland are usually determined by the foreign country. Each country will have different rules for such transfers, and you should contact your pension administrator in the foreign jurisdiction to discuss the options available to you. In general, Revenue will allow foreign pensions to be transferred to an approved occupational pension scheme or Personal Retirement Savings Account (PRSA) provided a number of conditions are met. Conclusion These are just some of the tax, social security and pension considerations to think about on your return to Ireland. It’s important to be familiar with these issues to avoid situations where you could end up paying double tax and to ensure that you protect your social security and pension contributions. Bríd Heffernan is a Tax Manager at Chartered Accountants Ireland. You can read more about living and working overseas in Chartered Accountants Abroad, the publication from Accountancy Ireland for Chartered Accountants Ireland members abroad.

Caroline McGroary went to Riyadh for four months, but stayed for six years – and her adventure isn’t over yet. How did you end up volunteering to go overseas? In August 2013, while working for Dublin City University (DCU) as a Lecturer in Accounting, I had the opportunity to travel to Riyadh in Saudi Arabia after DCU signed a partnership with Princess Norah Bint Abdulrahman University (PNU). PNU is the country’s foremost female educational institution and the largest women’s-only university in the world, with capacity for 60,000 students. DCU established a division of DCU Business School within PNU, delivering two undergraduate degree programmes in Finance and Marketing and one postgraduate degree programme in Business Administration. Eager to be part of this project, I volunteered as a member of an initial team of four DCU staff who relocated to Riyadh to initiate the collaboration. What did the role entail? My initial four-month appointment was as Programme Director at PNU and I also held the position of Lecturer in Accounting, Finance and Business Strategy. The task of establishing a women’s business school in a foreign country was in many ways similar to a start-up business venture. Leaving the cultural differences and language barrier aside, we assumed responsibility for all business school operations as well as lecturing responsibilities. We were required to train our Saudi academic colleagues and to liaise with the senior management of PNU, on behalf of DCU, on a regular basis. Navigating the challenges of the first semester required immense teamwork and organisation. At the end of the term, I took the decision to extend my contract for the remainder of the academic year. Six years on, having overseen the graduation of over 500 students with DCU degrees, I am still living in Riyadh and embracing the opportunities and experiences that this collaboration continues to offer. What in particular struck you about life in Saudi Arabia? Saudi Arabia is routinely portrayed in mainstream Western media in a negative light, primarily due to its strict legal, religious, cultural and societal norms. However, the experience of living in Riyadh at a time when the country is undergoing dramatic economic and societal change has given me a very different perspective on life here. Through my position, I’ve both educated and worked alongside Saudi women and I’ve witnessed first-hand my Saudi students and colleagues undergo increased empowerment and social participation, contributing fully to the development of their country. How did you benefit as a result? While there are many highlights from my time here so far, there are a number of key experiences that have benefited me both professionally and personally. First, the most notable has been educating young, bright, tenacious Saudi women, which is an extremely rewarding experience. Second, participating in initiatives such as setting up the Irish Business Network in Saudi Arabia (IBN-SA) in partnership with the Irish Ambassador, His Excellency Tony Cotter has served as an important platform for my professional engagement with the Irish business community, the Saudi business community and other communities in the Kingdom. This has led to many other opportunities, such as working with high-profile companies and governmental bodies on projects that have had educational, economic and social impact, with much of this work achieving international recognition. You took up some non-profit work while in Riyadh. What was your experience of volunteering overseas? Since moving to Saudi Arabia, I have actively sought out ways to give back to the local Saudi and Irish communities. I am one of the founding members of the IBN-SA and I volunteer with the local Gaelic Athletic Association (GAA) club (Naomh Alee), teach Irish dance classes, engage in charity events – including the ‘Riyadh Darkness into Light’ event which raised funds for Pieta House in Ireland – and regularly create opportunities for my students to engage in local community events, such as the promotion of physical activity among their local communities and engaging with local charities. What advice would you give someone who is considering moving overseas? The prospect of moving overseas can be very daunting. However, my time in Riyadh has taught me to be open-minded about new experiences and to use challenges as a platform for growth and development. Personally, my time living in Saudi Arabia – one of the most conservative countries in the world – has been the experience of a lifetime. Not only has it allowed me be part of a historical movement centred around the empowerment of women through education, it has also afforded me the opportunity to immerse myself in a new culture, contribute to the local community and to travel extensively. The experience has enabled me to meet people from so many different backgrounds and cultures, which has been an incredible personal as well as professional journey. For these reasons, I’m a strong advocate of gaining international experience and I actively encourage anyone who has this opportunity to embrace it.   You can read more about living and working overseas in Chartered Accountants Abroad, the publication from Accountancy Ireland for Chartered Accountants Ireland members abroad.

Chartered Accountants considering a career abroad can benefit from a number of mutual reciprocity agreements with fellow Institutes worldwide. Chartered Accountants Ireland, through the Common Content Project (CCP), has been working with leading European Institutes to develop a new education benchmark for professional accountants that is fully EU and IFAC compliant and which supports auditor mobility within the EU. Following the agreement of the new benchmark, the Institute’s own education and assessment processes were assessed, confirming compliance with the CCP requirements. If you are a registered auditor in Ireland, you can gain audit rights (and depending on the country, membership rights) through the passing of a local law and tax examination. Further details are available about the project at www.commoncontent.com.   Other agreements include: Access to membership Chartered Accountants Ireland has mutual reciprocity agreements (MRAs) with a number of other leading global Institutes, which allow Chartered Accountants Ireland members to apply for membership of those bodies and allow members of those Institutes to apply to Chartered Accountants Ireland for membership. Applicants to Chartered Accountants Ireland will usually have access to membership without examination. To do so, you will need to contact the relevant reciprocal body and provide evidence of good standing and pay the requisite fee. Retention of membership is a requirement of this process. Practice rights Access to practice rights is not automatic and will normally require the passing of local company law and taxation (or similar) exams. Should you wish to gain practice rights, it is suggested that you should preferably gain rights in Ireland before seeking rights overseas. In those jurisdictions where practice rights and membership are synonymous, an examination must be passed. Audit rights are not automatically covered by these agreements as there can be specific local requirements in some cases.  Irish Chartered Accountants who are planning on gaining audit practice rights should gain Irish audit rights first before leaving home.   Chartered Accountants Ireland has MRAs with the following Institutes: The American Institute of Certified Public Accountants (AICPA)/National Association of State Boards of Accountancy (NASBA). This agreement provides access to membership, practice rights and audit rights subject to members meeting the specific entry criteria and the passing of the IQEX examination. NASBA administers the IQEX and issues the AICPA license; Chartered Accountants Australia and New Zealand (CAANZ, formerly the Institute of Chartered Accountants of Australia and the New Zealand Institute of Chartered Accountants); Chartered Professional Accountants Canada (CPA Canada, formerly the Canadian Institute of Chartered Accountants); The Hong Kong Institute of Certified Public Accountants (HKICPA); The Institute of Chartered Accountants of Scotland (ICAS). No examination is required to gain practice rights); The Institute of Chartered Accountants in England & Wales (ICAEW). No examination is required to gain practice rights; The Institute of Chartered Accountants of Zimbabwe (ICAZ); The Institute of Singapore Chartered Accountants (ISCA); and The South African Institute of Chartered Accountants (SAICA). For more information, contact Paula Dreelan on +353 1 637 7216 or email registry@charteredaccountants.ie. For any technical queries, contact Ronan O’Loughlin, Director of Education and Training at ronan.oloughlin@charteredaccountants.ie or 01 637 7329. You can read more about living and working overseas in Chartered Accountants Abroad, the publication from Accountancy Ireland for Chartered Accountants Ireland members abroad.

Blockchain represents both an end and a beginning for the accountancy profession. By Fearghal McHugh and Dr Trevor Clohessy Transparency can be considered the holy grail of governance best practice. The codes, acts and markets demand it as it enhances the view of corporate transactions, which has in turn affected issues such as environmental and sustainability reporting. Transparency is the core of blockchain, which will affect accountancy while satisfying this core principle and driver of good corporate governance. The difference is that it will not take the blockchain elements outlined below as long to become mainstream as it has taken to impact on environment and sustainability concerns. The consensus is that blockchain and its technologies will change the people skills, the processes, the systems and the structure of accounting practice currently applied to any transactions involved in the recording of any information. This has big implications for those in the sector but, significantly, gives a market opportunity to those who are not. Indeed, this opportunity is further enhanced when artificial intelligence integrates with blockchain. Scale of disruption The potential disruption is on the same scale as Amazon, which competes with all retail shops in the country. The first to market with the ‘Accountazon’ brand, named here first, will dent the current position of large or small practices. Accountazon requires accountants, but the ability to scale, integrate and generate output based on fully transparent and rules-based decision-making at the lower level of processing while, at the upper level, having the decision-making and knowledge base of a collective of highly-paid accountants will affect the accounting industry. This can drive the accounting industry to build on specialisation and value proposition offerings at a higher level than those currently generating income. In other words, intelligent computer systems will do what accountants currently do. The impact will force the industry to seek a new place away from rudimentary transaction-type roles of fundamental audit and tax processes. This will require in-depth knowledge (which artificial intelligence can replace) to pure decision-making; in essence, the better the decision-making, the higher one’s revenue and reputation. The purpose and role of accountants will remain, but will be implemented at a higher knowledge application and analysis level and further away from the current operations position and perspective. A personal approach There is no need for panic yet. As with Amazon, retail shops have continued in business but the pricing, delivery, support, convenience and speed we enjoy from the online retailer may also need to be addressed in the accountancy industry; we need to make accountancy accessible, friendly, convenient, productive and transparent. Either the market or the technology will drive the change, or the accountancy industry will embrace it first and deliver value. A Ryanair approach, encouraging a more direct business model using technology, could be applied in the accountancy industry and is more likely now with blockchain and artificial intelligence. The middleman remains the accountant, however, and if it is deemed that a lot of processes don’t add value, the middleman needs to present a value proposition that cannot be offered by the system itself in order to add future value. In the Ryanair model context, so many travel agents adjusted and seem to have found that personal service, customisation and the time taken to provide a tailored travel package for customers is what many consumers want. The drive for digitisation An example of a driver of this type of change arose earlier this year when the then-head of the IMF, Christine Lagarde, urged central banks to launch digital currencies to satisfy public policy, financial inclusion, security, consumer protection and privacy in payments. While blockchain is mostly linked with cryptocurrencies, digitisation policies embraced by companies like Nestlé, Guinness and Glanbia are being encouraged by stakeholders but embraced in a controlled manner. Blockchain technology is part of the cryptocurrency system that actually worked. It is becoming embedded in many industries from manufacturing to web-based services, facilitating faster and more secure transactions on a growing scale. When companies and consumers have a better, easier, faster and more transparent way to do business, they will select it as time is a critical factor in corporate life. The practical elements and approaches to blockchain, as highlighted below, will be seen by clients as having the potential to reduce charges and the time involved in accountant reviews and advice, which Revenue could see as a means of speeding up returns. Public versus private Blockchain is not a mobile application, a company or a cryptocurrency. In its simplest terms, blockchain is a ledger that records transactions digitally and records details about the transaction. These details are recorded in multiple places on the same network. Blockchain comes in two flavours: public and private. A public blockchain allows anybody on the network to input transactions and data onto the blockchain. No single entity controls the network. A public blockchain operates like Wikipedia in that users have a composite view that’s constantly changing. Bitcoin, the tradename used to represent the familiar digital currency along with another called Ethereum are examples of public blockchains. Private blockchains work in a similar fashion to public blockchains, but with access restrictions that control who has access to the network. One or multiple entities control the network. Think of this in terms of a traditional database system that can only be accessed by specific authorised employees. Two features differentiate blockchain digital ledgers from traditional ledgers. First, the assets and transactions recorded in these digital ledgers are secured through cryptography. As an example, in season four of the Netflix drama, Narcos, Guillermo Pallomari’s financial ledgers records are taken as evidence by the Drug Enforcement Authority (DEA). However, due to the complicated coding system deployed by Pallomari within these financial ledgers, the DEA is unable to decipher the transactions and/or assets in order to use them as evidence. Pallomari holds the encryption key, which would enable the DEA to crack the code. In terms of blockchain, this also holds true. Due to sophisticated encryption keys, the transactions and assets are secure, immutable and unforgeable. Second, blockchain encompasses the disintermediation of traditional financial intermediaries (e.g. banks, brokerages, mutual funds). This disintermediation is made possible by smart contracts, which are complex algorithms that execute the terms and conditions of a traditional contract without the need for human intervention. This leads to a superior ability to prove custodianship and ownership of assets, which could potentially improve efficiency and enhance transparency while also reducing costs and income in the accountancy profession. Complexity and novelty Today, a number of multinational technology organisations enable businesses to implement blockchain practically. For instance, Microsoft currently offers a blockchain development solution that combines the advantages of cloud computing (e.g. virtualisation, scalability, pay-as-you-go pricing model) and blockchain. This service is called Blockchain-as-a-Service (BaaS) and comes with a set of development templates (e.g. smart contract development and integration) that users can deploy and configure with minimal blockchain knowledge. However, prior to diving into the blockchain sea, accountancy organisations should adopt a caveat emptor mantra. History suggests that two dimensions impact on how a new technological trend and its business use can evolve. The first is complexity, which is represented by the level of coordination required by the organisation to produce value with the new technology. The second dimension is novelty, which describes the level of effort a user requires to understand the problems that the new technological trend can solve. The more novel a concept is, the greater the learning curve. Accountancy organisations can develop adoption strategies that map possible blockchain implementations against these two dimensions. Complexity and novelty can vary from low to high in terms of the stage of technology development. For instance, accountancy organisations that are new to the blockchain concept may want to introduce a pilot initiative that is low in novelty and low in complexity. One such initiative could encompass the inclusion of cryptocurrency transactions in a firm’s transactions processes. New skills While blockchain is spread across many systems, it is not public. It protects transactions because they are shared and copied on many parts of storage devices, and would require all parts and copies of the transaction to be amended and/or deleted to have an effect. Deleting a transaction in one place is easy, deleting it from several locations and tracking each one – while not impossible – would require some work. This capability could potentially scare some in that transactions cannot suddenly be erased, but it is encouraging for others. Apply this concept first to the level of payments and receipts and build that up to management reporting, budgets and strategic reports to ensure a higher level of accuracy and clarity. This will eventually lead to a sense of integrity, another governance ideal. With reference to speed, this can move business from reliance on past information to live analysis and if it’s faster, it will be cheaper in the long-run to produce. While a positive for business, it will not require the skill of a finance professional but a computing-finance professional. In a 2018 Irish industry report, one of the authors, Trevor Clohessy, identified that IT/education providers must do more to demystify blockchain and expedite the learning process. The report outlined how the core competencies and skills required for blockchain are broader than the core technology and encompassed skill sets, which fall under the following categories: Foundational technology (e.g. cryptography, public key architecture); Distributed ledger technology (e.g. mining, consensus algorithms); Forensics and law enforcement (e.g. money laundering, dark-net); Markets, economics and finance (e.g. business modelling, cryptonomics); Industrial design (e.g. supply chain, Internet of Things); and Regulations and standards (e.g. smart contracts, governance frameworks). From an accountancy perspective, it is envisaged that certain traditional skills relating to accountancy will be eliminated or reduced (such as reconciliations or provenance assurance, for example). Blockchain transactions will enable new value-adding activities but while the range of extant skills required will change, this change need not be Byzantine. It is envisaged that the markets and regulations categories outlined above will be important for bridging the blockchain literacy gap between various business and technology stakeholders. Looking ahead, accountancy practices can examine their business models in order to derive value from blockchain. Janus, the Roman god, contained both beginnings and endings within him. That duality characterises blockchain too. It will put an end to traditional ways of doing things and usher in a new era for business and for the world at large. It will be divisive, pervasive and transformational all at the same time, and will encourage accountancy professionals to look ahead and not base their operations and decision-making on past data. The blockchain future is one with present and predictive transacting data systems with in-built transparency and integrity.   Fearghal McHugh is a lecturer in Chartered Accountants Ireland and GMIT. Dr Trevor Clohessy is a researcher and lecturer in GMIT.

Unconscious bias isn’t going away – and neither is the pressure for diverse and inclusive workplaces, writes Dr Annette Clancy. Companies are under increasing pressure to improve gender equality, level the pay gap and generally change their approach to workplace inclusion. Part of this demand stems from equality legislation, but there is also growing public pressure to act. However, research tells us that we prefer to be in the company of people who are similar to us. We assume that we will have more in common, that we will be understood and liked, and that there will be minimal conflict. Of course, most of these assumptions are in the realm of fantasy – we all know people who are very similar to us but with whom we have fractious relationships. We also assume that the opposite will be true when it comes to people who are dissimilar to us. Consider, for example, the many stories in the US media of white people calling the police to complain about black people going about their business in their neighbourhoods. Head over heels? Freud went one step further and told us that the relationship between leaders and followers was like the act of falling in love or the state of trance between hypnotist and subject. What Freud was getting at was that we are unconsciously predisposed (in our personal and work lives) to choose people with whom we have a strong emotional attachment. At first glance, none of that makes for very good practice when it comes to increasing diversity, improving recruitment practices or searching for a new job. Hiring the most qualified candidate based on their CV and how they interview for a position seems straightforward enough, but it isn’t just what’s written down or their skills that will always convince the panel to appoint a candidate. Biases based on gender, race and other factors can present unconsciously and influence the decision, even when the panel has the best of intentions. Quick judgements Unconscious bias refers to a bias that we are unaware of and is out of our control. Our brain makes quick judgements about people and situations, and our culture, experiences and background influence these judgements. Everyone has unconscious bias and although training can increase awareness, research suggests that it has a limited effect on behaviour. One of the reasons why training is limited in its effectiveness is because the bias is ‘unconscious’. One afternoon’s worth of instruction is not going to eradicate a lifetime and a society-worth of unconscious programming. What has shown some promise is holding managers, teams and companies to account for the decisions they take. Other strategies include regular discussions on bias, making it an ordinary reflection point and not a ‘once-off’ conversation that is forgotten as soon as it happens. A good starting point for discussion is Harvard’s Project Implicit Tests, which will give you immediate feedback on your biases towards a wide range of issues. Mitigating bias Biases can affect your expectations of different groups. In hiring processes, it’s important to ask if you hold male, female or non-binary candidates to different standards. Assessing candidates ‘blind’ by concealing their name, for example, is another way in which organisations can mitigate bias. Likewise, as a jobseeker, do you have biases towards particular companies that are out of your conscious awareness and may be hindering your search? Biases can also affect how you manage your staff and may be a contributory factor as to why you retain or lose staff. Do you, for example, welcome challenges to your management style? Is it possible that you harbour different expectations of male and female staff members? How open are you to questioning your own unconscious bias? Unconscious bias isn’t going away, and neither is the pressure for diverse and inclusive workplaces. Bringing both of these topics right into the mainstream might be the first step towards having the conversation.   Dr Annette Clancy is Assistant Professor at UCD School of Art, History and Cultural Policy. Annette’s research focuses on emotions in organisations.

Sharon Cunningham ACA decided to co-found Shorla Pharma as an answer to her need to do something meaningful. Now, this women-led company is working towards bringing oncology therapies to global markets. Name: Sharon Cunningham Age: 34 Title: Co-founder, Shorla Pharma From: Waterford Hobbies: Running, gym, fashion and reading Favourite quote: ‘If you’re offered a seat on a rocket ship, don’t ask what seat! Just get on.’ - Sheryl Sandberg Why did you decide to become an entrepreneur? I found myself inspired and fascinated by other entrepreneurial journeys, particularly since joining  an early-stage pharmaceutical company post-training. I was motivated to do something meaningful and purposeful; to have a wider impact and create positive change, and I’ve always had an appetite for risk. I did an MBA at UCD Michael Smurfit Graduate Business School and, upon graduating in 2015, a colleague and I began planning Shorla Pharma. We now have a pipeline of oncology products for global markets that deliver a major contribution to patient care and, ultimately, enhance patient outcomes.  Describe your typical day. There is no such thing as a ‘typical day’ for me anymore, and that is one of the aspects that I enjoy the most. My work is extremely varied. If I’m in the office, I can be working on anything from business development to product development to financial modelling. I’m in Dublin at least one day a week for conferences and meetings, and I travel frequently, particularly to the US to engage and interact with key opinion leaders, clinicians and the US Health Authority given that the US is a major market for Shorla Pharma.   What do you find most challenging? The business is progressing rapidly and it’s increasingly difficult to find time to reflect. Due to the fast pace, decisions need to be made quickly and change must be embraced regularly. I often take guidance from my intuition now, and that’s a big change given my analytical background. As a business owner, what traits do you value most? When selecting a consultant, employee or service provider to work with, I look for enthusiastic individuals who can demonstrate a desire to succeed – preferably with a proven track record. Organisational fit is essential; all the smarts in the world won’t make up for a personality that doesn’t fit the existing dynamic. Most importantly, I look for common sense – people who are pragmatic and possess a ‘can-do’ attitude. What is your best piece of business advice? Don’t overlook the basic fundamentals that a company needs to function. Create agile business systems, cover your legal and taxation bases, and pay close attention to the numbers. Above all, don’t forget to enjoy the journey and remember, there are rarely traffic jams on that extra mile.

When in a professional crisis, it’s difficult to see the wood through the trees. Resolving this inflection point as a business leader can take a different set of skills not yet in your arsenal, explains Brian Fowler. An inflection point is a period when an organisation must respond to disruptive change in the business environment effectively or face deterioration but, in practice, it’s a rare but decisive moment that marks the start of significant change – often in crisis. These moments not only affect organisations and industries, but they also impact on careers, too. At an inflection point, we are in a situation where the expectations placed upon us have so fundamentally altered because of the changes in the profession or working environment that if we don’t adapt, ourselves or the business will fail. When managing senior appointments, I am in contact with executives facing career challenges every day. The different types of situation are so vast that I couldn’t outline them easily, but pending redundancy after being a part of an organisation’s long-term senior leadership team or an executive transitioning from the safe zone of their current position to a different organisational role are not uncommon. If it’s a job move, many recruiters will introduce you to great opportunities.  However, it’s important to remember that a recruitment consultant’s primary task is source a candidate for a particular job and requirement for their client. If you are at a career inflection point, not only do you need a job, but you need proper career advice.  Who can help? There is a saying “That for every will, there is a relative!” and, in business, for every problem, there is an advisor, both competent and incompetent. It’s human nature to start the discussion with people within your network, whom you feel could be a good advisor. Your family and friends know you, but do they understand your business strengths and achievements, and how you have coped and tackled challenges?  Soundboarding with your peers seems intuitive but is often detrimental. Similarly, there are brilliant people in academia, but they may not have been at the coal face of business. It would be best to talk to executives who have a successful business track record, and whose only objective is to support and advise you.  Finding the answers When a professional hits a career inflection point, feeling inadequate is not uncommon. As a business leader, you may find that the skills and training that have brought you to this point in your career may be insufficient to bring you into the next development phase. The approach you will want to take may be a continuation of how you have resolved usual day-to-day business issues in the past, but you must remember that you are at an inflection point, and possibly heading into unchartered territory. Professional support and guidance will pay dividends.  Working with an executive coach can be an eye-opening experience. Great coaches are masters at asking questions that help them understand exactly what you are grappling with, but more importantly, they will help you view your situation through a new lens. Coaches don’t have the answers, but their questions can guide towards the answer that will best suit you.  People experiencing a dramatic change, in work or life, tend to keep asking themselves the same questions over and over. These questions are within their comfort zone, but the inflection point problem needs a different approach. The executive needs to start asking a different set of questions to come up with a plan to resolve the situation. An executive coach is the person who can teach you what questions to ask. Interacting with a coach should not only help you develop tactics to overcome today’s issues but help you gain skills to overcome future challenges. You will need to come up with better answers when facing professional challenges, and those answers will come more easily if better questions inspire you.  Brian Fowler is the Founder and Managing Director of financial recruitment specialists, Accountancy Solutions.