Readers are reminded that Monday 15 December 2025 is the payment deadline for capital gains tax (CGT) liabilities arising in the period 1 January to 30 November 2025. Revenue’s CGT webpage confirms that there is a facility to register for CGT via MyAccount. Taxpayers registered for CGT via MyAccount can make payments online using a debit/credit card or a one-off single debit instruction.

The OECD has published its report on Corporate Tax Statistics for 2025 which provides data from more than 170 countries and jurisdictions, covering over 8,700 MNEs worldwide. The report indicates that while statutory rates of corporate tax have remained stable, corporate tax revenues have increased.

 Whether you’re applying for a new role in practice, industry, or financial services, your CV is your professional handshake and your sales document to get you in the door and to create an opportunity for you to speak to a prospective employer. It’s often the first impression you make with employers, recruiters and HR professionals. Artificial Intelligence (AI) tools can be powerful allies in refining and tailoring your CV—but only if used wisely. For members of Chartered Accountants Ireland, the challenge is to harness AI for efficiency while maintaining authenticity, accuracy, and professional integrity. ✅ DO: Use AI to polish structure and language : Streamline formatting for clarity and consistency - Applicant Tracking Systems (ATS) are widely used by employers and recruitment firms. AI can help ensure your CV is clean, consistent, and easy to review, reducing the risk of being overlooked. Instruct the AI to reformat your CV to be more palatable to an ATS. Refine bullet points to highlight achievements and value-add - Instead of listing duties and responsibilities, use AI to sharpen your phrasing around measurable outcomes. For example: “Delivered audit efficiencies resulting in a 15% reduction in fieldwork hours.” “Implemented ERP system migration across three subsidiaries, improving reporting accuracy.” Ask the AI to suggest and enhance these elements in your cv. Tailor your CV to each role - AI will help you align your CV with keywords in job specifications. Tip:  Feed the job spec to the AI and then and ask it to align your CV with the required skills and competencies in the role. If you are pivoting into a different area of career direction AI tools can reposition the terms and grammar in your CV to be more pointed and bring your transferrable soft skills to the fore.   ✅ DO: Let AI help with tone and grammar : Ensure professional, confident language AI can eliminate passive phrasing and sharpen your tone so that your CV reads as achievement-focused rather than task-oriented. Instruct it on latter iterations to ‘sharpen the tone and make the terminology more achievement focused’. Highlight quantifiable results: Employers value tangible outcomes. AI can help you reframe statements to emphasise your measurable impact: “I reduced monthly reporting cycle by 30%.” “I led the €5M budget planning process across multiple jurisdictions.” ✅ DO: Use AI for brainstorming: Generate strong action verbs - AI can suggest impactful verbs such as streamlined, negotiated, implemented, advised, or optimised—helping you avoid repetition. Identify transferable skills - Particularly useful if you’re pivoting from practice to industry or vice versa. AI can help you surface skills such as stakeholder management, regulatory compliance, or systems implementation that may not be obvious at first glance. ❌ DON’T: Fabricate Qualifications or Experience Avoid inflated claims - AI tools may suggest impressive-sounding credentials or roles. Do not overinflate your actual experience or core skills and expertise.  Misrepresentation can damage your personal brand and career prospects. Always carefully review the revised CV and check your level of comfort with it. ❌ DON’T: Submit Without Personal Review Guard against generic output - AI-generated CVs can sometimes sound formulaic or misaligned with what an employer expects to see in a CV. Proofread, personalise and put your own stamp on it which may mean small rewrites in sections. Include specific context - Employers value detail such as: Client sectors (e.g., construction, agri-food, financial services). Company names where acceptable. Employer revenue and employee numbers to give scale context. Eg - Software proficiencies (Sage, Xero, SAP, Oracle). Eg - Regulatory experience (Irish GAAP, IFRS, FRS 102, Central Bank reporting). Size and scale of current company eg- Number of employees in the company. Number of people you directly manage. Detail re the turnover level of the company for context. ❌ DON’T: Overuse Buzzwords Substance over style Phrases like “dynamic leader” or “results-driven” are acceptable only when backed by evidence. Employers prefer concrete achievements over vague descriptors. Let your outcomes speak for themselves - Replace generic claims with specifics: Instead of “innovative thinker,” write “developed a tax planning strategy that reduced liabilities by €200K.” ⚖️ Final Thoughts AI is a powerful tool for members seeking to sharpen their CVs. It can enhance clarity, structure, and relevance, but it is not a substitute for authenticity! Your CV should reflect your unique career journey, values, and professional integrity. Make sure your personality and ambitions shine through in the document. Think of AI as your assistant, not your author. Use it to polish, but ensure the final document is unmistakably yours. If you’d like tailored support for your CV or career progression, reach out to your Chartered Accountants Ireland Careers Team—we can provide personalised guidance aligned customised to your individual situation.

Wednesday’s UK Autumn Budget and the second for Chancellor of the Exchequer Rachel Reeves, as predicted, featured tax rises, £26 billion in total to be exact (down slightly from £32 billion in the 2024 Autumn Budget). These are mostly financing additional spending and providing additional fiscal headroom. According to the Chancellor, the Budget will build ‘fiscal headroom’ of almost £22 billion, up from £9.9 billion after last year’s Budget. The rises come on the back of the Office for Budget Responsibility’s downgraded productivity forecast, which had been published online early by mistake and saw Parliamentarians poring over the document on their phones as they sat in the House of Commons chamber before the Chancellor stood up to speak. Disappointingly, the only mitigation that has been announced to the controversial changes to agricultural property relief and business property relief which take effect from next April is that the £1 million allowance will be transferable between spouses and civil partners. However this was amongst our recommendations on this issue made here, here and most recently in our evidence submission to the House of Lords Finance Bill Sub-Committee inquiry into draft Finance Bill 2025/26. This, and a range of other mitigations, were also highlighted by the Institute’s UK Tax Manager, Leontia Doran, in last month’s oral evidence session to that Committee. Whilst this is a welcome mitigation, it does not go far enough to ensure that the changes are targeted at wealthier farms and businesses. Further, there have been no transitional measures announced to protect older farmers in particular. The Institute will continue to call for a special derogation from these changes for Northern Ireland. You can read our full reaction to the Budget in our Press Release and visit our UK Autumn Budget 2025 page here. Buried in the Budget publications was the news that in 2026/27 there will be no late submission penalties for Making Tax Digital (MTD) for income tax quarterly updates. The Institute has been continually calling for the Government to announce a soft landing for MTD and did so as recently as last month in our Pre-Budget submission and in a letter in September to HMRC’s new CEO. Also hidden on page 110 of the Budget Red Book was the news that the Government will not regulate tax advisers. Instead it “will work in partnership with the sector to raise standards in the tax advice market”. What this precisely means is not yet clear, however this a welcome confirmation that our members are not facing dual regulation which we recommended in our response to the consultation ‘Raising standards in the tax advice market – strengthening the regulatory framework and improving registration’ in 2024. On the personal taxes side, several thresholds will continue to be frozen until 5 April 2031, and, commencing from April 2026, there will be an increase to the income tax rates for dividends of 2 percent for both the basic and higher rate, followed by a 2 percent increase for all rate bands for property and savings income from April 2027. This will apply in England, Wales, and Northern Ireland. On the business front, e-invoicing will be mandatory for business from April 2029. There are also proposals to require income tax Self-Assessment taxpayers with PAYE income to pay more of their tax liability in-year via PAYE from April 2029. The Northern Ireland Executive will receive an additional £240 million resource funding and £130 million capital funding through the operation of the Barnett formula. The Government also announced the proposed sector, geography, and co-investment for the Northern Ireland Enhanced Investment Zone. And to boost trade between Northern Ireland and Great Britain, £16.55 million will be provided over three years from 2026/27 to “create a ‘one stop shop’ support service that will help businesses navigate the Windsor Framework, unlock opportunities for trading across the UK internal market, and enable businesses based in Northern Ireland to take advantage of their access to UK and EU markets”. The Institute will continue its campaign for a lower rate of corporation tax for Northern Ireland and last week wrote to the Exchequer Secretary to the Treasury ahead of the Budget on this issue. The publications of HMRC and HM Treasury set out the Budget in full detail. More detail on the key tax announcements will feature in next Monday’s edition of Chartered Accountants Tax News.

    In this week’s Sustainability/ESG Bulletin, read about the approaching deadline for gender pay gap reporting, funding announced for climate financing and local biodiversity action, and the publication of Sectoral Investment Plan for Transport. Also covered are green measures in the UK Autumn Budget 2026, the adoption of the 2026 EU budget and the delay of the EU Deforestation law, as well as outcomes from COP30 and the latest articles, resources, jobs and upcoming events. Chartered Accountants Ireland Congratulations to the SEAI Energy Awards 2025 winners Chartered Accountants Ireland would like to congratulate the winners and shortlisted candidates for the Sustainable Energy Authority of Ireland’s 2025 SEAI Energy Awards, which were announced this week. Commenting, Institute’s Sustainability Advocacy Manager Susan Rossney and member of the Awards judging panel said: “ I want to extend my heartfelt congratulations to all the winners of the Energy Efficiency Awards. Your innovation, dedication, and hard work stood out among an impressive field of entries. You are leading the way toward a more sustainable future. Particular congratulations are due to Institute member and co-founder of SustainabilityWorks, Laura Heuston, FCA, who is a member of the Institute’s Sustainability Expert Working Group and who was presented with the prestigious Chair’s Award for Outstanding Contribution to Sustainable Energy.” The SEAI Energy Awards celebrate individuals and organisations who demonstrate excellence in the drive for reduced fossil fuel usage, reduced emissions, reduced costs and a more resilient economy.  IRELAND Gender pay gap reporting deadline approaches The Minister for Children, Disability and Equality, Norma Foley, TD, has urged employers to publish their gender pay gap reports ahead of this week’s deadline for reporting. Since 2024, all employers with over 150 employees have been legally obliged to report on their gender pay gap. This has now been extended to all employers with over 50 staff, who will need to report for the first time this year, before the end of this week. The Gender Pay Gap Portal is accessible via the Department of Children, Disability and Equality’s webpage at gov.ie/genderpaygap. €15.2 million climate financing announced Minister for Climate, Energy and the Environment Darragh O'Brien, TD, has announced €15.2 million in climate finance for Irish climate finance partners, while attending COP30, in Belém, Brazil. €10 million has been pledged to the Adaptation Fund for 2026, a fund dedicated to supporting developing countries build resilience and readiness for the effects of our changing climate. Ireland will host a new UN Development Programme (UNDP) Project Office in Dublin, dedicated to advancing sustainable finance to mobile the capital that will power a fair, inclusive, and global green transition.   Local Biodiversity Action Fund 2026 launches Minister of State for Nature, Heritage and Biodiversity, Christopher O’Sullivan, TD, has launched the Local Biodiversity Action Fund 2026, with funding of €3 million being made available for local authorities to access for biodiversity projects under the scheme, managed by the National Parks and Wildlife Service (NPWS). Ireland’s 4th National Biodiversity Action Plan ‘Actions for Nature’ was launched in January 2024 and is available here. The closing date for applications is 5 February 2026. Sectoral Investment Plan for Transport publishes Cabinet approval has been granted for the Sectoral Investment Plan for Transport under the recent National Development Plan (NDP) Review, the aim of which is to support comprehensive upgrading of Ireland’s water, energy and transport infrastructure. The Plan commits €22.3 billion to a diverse range of transport options, including public transport, active travel, roads, maritime, and aviation, over the next five years. An additional allocation of €2 billion from the Infrastructure, Climate and Nature Fund will support the development of MetroLink, bringing the total NDP Exchequer investment in transport to €24.3 billion between 2026 and 2030. NORTHERN IRELAND/UK A new Electric Vehicle Excise Duty (eVED) is among the green measures introduced by the 2025 UK Autumn Budget, announced this week. The new mileage charge for electric and plug-in hybrid cars will come into effect from April 2028 at a rate of 3p per mile for battery electric vehicles and 1.5p per mile for plug-in hybrid cars (according to Para 3.6 of the Office for Budget Responsibility - Economic and fiscal outlook, November 2025): “The average driver of a battery electric car in 2028-29 driving 8,500 miles is therefore expected to be charged £255 in this year. This is roughly equivalent to half the rate of fuel duty tax paid per mile by drivers of petrol and diesel vehicles”. The UK Government has also announced a set of measures designed to increase the incentive to purchase electric vehicles, including an increase to the ‘expensive car supplement’ (ECS) threshold for battery electric cars, from £40,000 to £50,000 in April 2026, costing £0.5 billion in 2030-31. The ECS is an additional VED charge which is spread over five years, commencing a year after the vehicle is first registered, totalling £2,370 for a car purchased in 2025-26. The Government has also expanded the electric car grant between 2025-26 and 2029-30 at an average cost of £0.3 billion in these years. Other measures reportedly include an increase in the electric car grant launched in July 2025, and a 10-year 100 percent business-rates relief for eligible EV charge points.  Find more analysis, interpretation and informed, reliable commentary on the 2025 UK Autumn Budget from the Chartered Accountants Ireland tax team. EUROPE MEPs adopt 2026 EU budget MEPs have adopted the 2026 EU budget, signing into law more than €372.7 million for key priorities such as energy and transport infrastructure, humanitarian aid, and civil protection. The focus of the budget is reportedly on competitiveness, research and security, and support for cross-border infrastructure, border management, climate action and foreign policy. Among other measures, MEPs increased funding for Horizon Europe by €20 million and for transport and energy networks by €23.5 million. EU deforestation law delayed MEPs have voted to simplify the EU’s deforestation law, which was adopted in 2023 to ensure products sold in the EU are not sourced from deforested land. Large operators and traders will now have until 30 December 2026, and micro- and small enterprises from 30 June 2027, to comply with the new rules. Although the additional time is reportedly intended to “guarantee a smooth transition and to allow the implementation of measures to strengthen the IT system that operators, traders and their representatives use to make electronic due diligence statements”, businesses like Nestle, Ferraro and Tony’s Chocolonely have criticised the delay, citing, among other things the acceleration of climate change impacts and the undermining of trust in Europe’s regulatory commitments. Parliament will now start negotiations with Member States on the final shape of the law, which has to be endorsed by both Parliament and the Council and published in the EU Official Journal before the end of 2025, for the one-year delay to enter into force. WORLD COP30  –  “a deal to protect the process” COP is over for another year, notably without agreement on a unified roadmap to phase down fossil fuel use. While reaction has been mixed to the outcomes of the global climate summit held in Belém, Brazil, there have been positive responses to several measures agreed during the two-week event, notably the announcement of ‘informal roadmaps’ and maintained momentum.  Commenting, former President Mary Robinson described it as “a deal to protect the process [of the COPs]”, and paid particular tribute to the growth of investment in clean energy, the launch of a Global Implementation Accelerator, the Gender Action Plan, and an improved just transition mechanism. COP31 will take place next year in Turkey. Business & Biodiversity Benchmark The Dutch Association of Investors for Sustainable Development (VBDO) and PwC Netherlands have reportedly published a Business & Biodiversity Benchmark examining 30 European companies across the food and beverage, extractives and pharmaceuticals sectors. The report found that “while awareness of biodiversity has grown substantially among European companies, integrating it into business strategy and measurable targets remains limited”, despite the materiality of biodiversity to companies in sectors. ARTICLES Doubling down on DEI to drive business in a volatile world (Briefly from Accountancy Ireland) Court Blocks California’s Climate-Risk Law as Emissions Rule Moves Forward (ESG news) Private firms still lag listed companies for female board members (Irish Independent)   JOBS Financial Services - Climate Change and Sustainability Services - Senior Consultant (EY) Sustainability Associate Director (GT) Sustainability Manager (GT) RESOURCES CA ANZ launches Sustainability Playbook Chartered Accountants Australia and New Zealand (CA ANZ) have released its Sustainability Playbook, a practical guide designed to help accounting and finance professionals build the skills and confidence needed to navigate one of the most significant transformations in corporate reporting in decades. In addition to actionable strategies to build capability, structure finance teams, and prepare for sustainable accounting and audit practices, the playbook also spotlights real-world examples of sustainability in action, showing how accountants are helping organisations manage climate risk, unlock strategic opportunities and create long-term value. EVENT EY, Four Futures: Exploring Climate Scenarios This immersive workshop invites people to step into the year 2055 and explore four distinct climate scenarios—Business As Usual, Transform, Constrain, and Collapse. Enhanced by the CCaSS team, this updated iteration incorporates the latest insights on climate impacts in Ireland. Participants will dive deeper into key drivers of climate change and examine how Business As Usual and Transform scenarios affect society, business, and the economy. EY Offices, Harcourt Street, Dublin, D02 YA40, Friday 28 November – Friday 5 December 2025 Accounting for Sustainability (A4S), Online Summit This year’s Summit will equip participants with ways to advance net zero, nature positive and just transition strategies in the face of a shifting global landscape. Sessions will explore the latest developments in sustainability accounting, reporting and transition planning, AI and advanced analytics and integrating nature into finance, offering practical tools and examples to embed sustainability into financial decision-making processes Virtual, 1-4 December. Dublin Chamber, The Sustainability Academy: Making It Work Inside Your Organisation This half-day workshop is designed for people working behind the scenes — in finance, operations, HR and other internal roles, those who play a key part in shaping how their organisation runs day to day. It focuses on how sustainability can be built into internal systems and processes in a way that supports both people and performance. In person, 4 Dec 9am - 1pm, Dublin Chamber, 7 Clare Street, Dublin 2 D02 F9O2 Equality Commission for Northern Ireland, Event to Help Employers Apply Reasonable Adjustments This in-person event will help employers create inclusive workplaces for people with disabilities by demonstrating how reasonable adjustments can and should be applied. Hear from employers A&O Shearman and Belfast City Council on effective approaches, and learn about support services and programmes from disability sector representatives and government departments. Girdwood Community Hub, Belfast, Thursday 11 December 2025, 9:30am – 1:00pm | Cost: Free Pentland Centre for Sustainability in Business - Lancaster University,  SMEs - Learning about Nature and Biodiversity This is the first in a series of three free webinars from the Pentland Centre for Sustainability in Business aimed at SMEs curious about nature and biodiversity links to business activity. This session provides a natural science introduction to ecosystems and explains how these aspects impact business operations, with examples from different sectors. Virtual, Thursday 15 January 2026, 8:00am – 9:00am | 4.00pm – 5.00pm Dublin Chamber, The Sustainability Academy: Green Public Procurement Training Join us on Wednesday the 4th of February for Half-day virtual workshop on Green Public Procurement as part of Sustainable Academy, sponsored by AIB. All companies now need to learn the green public procurement rules to bid and win new contracts with the public sector. Virtual,  Wed 4th Feb 2026 | 9am - 12.30pm. Pentland Centre for Sustainability in Business - Lancaster University, Starting Your Journey with Tools and Frameworks Second in the series, this webinar explores tools and frameworks that support decision-making for nature and biodiversity, including the Natural Capital Protocol and TNFD. Learn how these approaches help businesses identify relevant priorities and communicate outcomes effectively. Virtual, Thursday 12 February 2026, 8:00am – 9: 00am | 4.00pm – 5.00pm Pentland Centre for Sustainability in Business - Lancaster University, What Does ‘Good’ Look Like in Corporate Reporting? The final session in the Pentland Centre’s free webinar series for SMEs explores what effective reporting on nature and biodiversity looks like. Drawing on global examples, this webinar highlights best practices and practical approaches for integrating nature and biodiversity into corporate reporting. Virtual, Thursday 12 March 2026, 8:00am – 9:00am | 4.00pm – 5.00pm Sustainability Centre You can find information, guidance and supports to understand sustainability and meet the challenges it presents in our online Sustainability Centre.  

Today’s Autumn Budget and the second for Chancellor of the Exchequer Rachel Reeves, as predicted, featured tax rises, £26 billion in total to be exact (down slightly from £32 billion in the last Budget), which appear to be mostly financing additional spending and providing additional fiscal headroom. According to the Chancellor, the Budget will build ‘fiscal headroom’ of almost £22 billion, up from £9.9 billion after last year’s Budget. The rises come on the back of the Office for Budget Responsibility’s downgraded productivity forecast, which had been published online early by mistake and saw Parliamentarians poring over the document on their phones as they sat in the House of Commons chamber before the Chancellor stood up to speak. Disappointingly, the only mitigation that has been announced to the controversial changes to agricultural property relief and business property relief is that the £1 million allowance will be transferable between spouses and civil partners, albeit that this was among our recommendations on this issue made here, here and most recently in our evidence submission to the House of Lords Finance Bill Sub-Committee inquiry into draft Finance Bill 2025/26. This, and a range of other mitigations, were also highlighted by the Institute’s UK Tax Manager, Leontia Doran, in last month’s oral evidence session to that Committee. Whilst this is a welcome mitigation, it does not go far enough to ensure the changes are targeted at wealthier farms and businesses. Further, there have been none transitional measures announced to protect older farmers in particular. The Institute will continue to call for a special derogation from these changes for Northern Ireland. You can read our full reaction to the Budget in our Press Release. Buried in the Budget publications was also the news that in 2026/27 there will be no late submission penalties for Making Tax Digital (MTD) for income tax quarterly updates. The Institute has been continually calling for the Government to announce a soft landing for MTD and did so as recently as last month in our Pre-Budget submission and in a letter in September to HMRC’s new CEO. Also hidden on page 110 of the Budget Red Book was the news that the Government will not regulate tax advisers. What this precisely means is not yet clear, however this a welcome confirmation that our members are not facing dual regulation which we recommended in our response to the consultation ‘Raising standards in the tax advice market – strengthening the regulatory framework and improving registration’ in 2024. On the personal taxes side, several thresholds will continue to be frozen until 5 April 2031, and, commencing from April 2026, there will be an increase to the income tax rates for dividends of 2 percent for both the basic and higher rate, followed by a 2 percent increase for all rate bands for property and savings income from April 2027. This will apply in England, Wales, and Northern Ireland. On the business front, e-invoicing will be mandatory for business from April 2029. There are also proposals to require income tax Self-Assessment taxpayers with PAYE income to pay more of their tax liability in-year via PAYE from April 2029. The Northern Ireland Executive will receive an additional £240 million resource funding and £130 million capital funding through the operation of the Barnett formula. The Government also announced the proposed sector, geography, and co-investment for the Northern Ireland Enhanced Investment Zone. And to boost trade between Northern Ireland and Great Britain, £16.55 million will be provided over three years from 2026/27 to “create a ‘one stop shop’ support service that will help businesses navigate the Windsor Framework, unlock opportunities for trading across the UK internal market, and enable businesses based in Northern Ireland to take advantage of their access to UK and EU markets”. The Institute will continue its campaign for a lower rate of corporation tax for Northern Ireland and last week wrote to the Exchequer Secretary to the Treasury ahead of the Budget on this issue. The analysis herein is based on the publications of HMRC and HM Treasury. More detail on the key tax announcements features in the remainder of this newsletter and will continue in next Monday’s edition of Chartered Accountants Tax News.

It was again confirmed that there will not be any increases in the basic, higher, or additional thresholds for income tax, or the rates of employee National Insurance Contributions (NICs). However, the freeze on certain personal tax thresholds will now continue to 2031 and the rates of income tax will increase by 2 percent for property, savings, and dividend income, commencing for dividend income received from April 2026. The deep freeze continues…. The expected continued freeze on personal tax thresholds was confirmed. The income tax thresholds and the equivalent NICs thresholds for employees and self-employed individuals will stay at their current levels for a further three years until 5 April 2031. The inheritance tax nil rate bands are also frozen for a further year to the same date. The £5,000 secondary NICs threshold for employers will also be frozen until 5 April 2031 after dropping from £9,100 from 6 April 2025. Property, savings, and dividend income From 6 April 2026, the basic rate of tax for dividend income will increase from 8.75 percent to 10.75 percent, and the higher rate will increase from 33.75 percent to 35.75 percent. There will be no change to the dividend additional rate which will remain at 39.35 percent. For both property income and savings income, the 2 percent increases will take effect from 6 April 2027.The property basic rate will be 22 percent, the higher rate will be 42 percent, and the additional rate will be 47 percent. The tax rates on savings income will also increase by 2 percent points across all bands from 6 April 2027. These increases are likely to act as a disincentive to investment, and for property income will most likely be passed on by landlords to their tenants via higher rents. Earlier self-assessment payments From April 2029, Self-Assessment (SA) taxpayers with PAYE income will be required to pay more of their SA liability in-year via PAYE. The Government will publish a consultation in early 2026 on delivering this change, and also on timelier tax payment for those with only SA income. This changes comes as a surprise given discussions in the last few years in the context of Making Tax Digital that the Government was not seeking to target earlier payments of SA tax.

A soft landing for Making Tax Digital (MTD) for income tax, no changes to corporation tax rates, e-invoicing from 2029, more timely payments of VAT and PAYE, and a pensions salary sacrifice cap were the main features with some minor changes to capital allowances. MTD for income tax As lobbied for by the Institute, the Government announced a soft landing for MTD for income tax. Late submission penalties for quarterly updates will not apply during the 2026/27 tax year. However, from 6 April 2027 the new penalty regime will apply for late submission and late payments for all taxpayers. The penalties due for late payment of income tax self-assessment and VAT will increase from 1 April 2027. These changes will be legislated for via secondary legislation. E-invoicing from 2029 From April 2029, all VAT invoices will need to be issued in a specified electronic format. The Government will work with stakeholders to develop an implementation roadmap to be published at Budget 2026. The decision to mandate from April 2029 follows the announcement on e-invoicing in Ireland’s most recent Budget when, on 8 October 2025 after Minister Donohoe’s Budget Speech announcement, Revenue’s paper “Implementation of eInvoicing in Ireland” was published. VAT and PAYE A consultation will be published in early 2026 to consider ways that VAT and PAYE liabilities can be paid promptly without the taxpayer falling behind on payments, including requiring more tax payments by direct debit. Pensions salary sacrifice cap From 6 April 2029, both employer and employee NICs will apply on pension contributions above £2,000 per annum made via salary sacrifice. These changes will be legislated for through primary and secondary legislation which will be introduced in due course. At present, what exactly will be classed as salary sacrifice requires clarification. However again, this is another change which will disincentivise saving for retirement and reduce the attractiveness of employer contributions. Capital allowances From April 2026, the rate of writing down allowances in the main pool will be reduced from 18 percent to 14 percent. However, from 1 January 2026 a new first-year allowance (FYA) of 40 percent will be available for main‑rate assets. Cars, second-hand assets and assets for leasing overseas will not be eligible. The benefit this new FYA will have remains to be seen given that 100 relief is already available for all main pool expenditure via the annual investment allowance limit of £1 million and with unlimited 100 percent relief available for new main pool expenditure via full expensing.    

Chartered Accountants Ireland has reiterated its concerns about the proposed changes to agricultural property relief (APR) and business property relief (BPR), due to come into effect in April 2026, and the disproportionate impact these changes will have on Northern Ireland. The largest professional body on the island of Ireland that represents over 5,500 members in Northern Ireland has advocated extensively for a specific carve out from the rules to be included in the draft legislation to protect Northern Ireland’s economy. UK Tax Manager with Chartered Accountants Ireland, Leontia Doran said  “The proposed changes are already having massive ripple effects across the UK economy, but most notably for the farming community. These changes are disappointing and particularly damaging in Northern Ireland where family-owned businesses and farms are the heartbeat of the economy. 84% of businesses here are either family owned or managed, and they support over 325,000 jobs.  “A carve-out is needed to exempt genuine farming activity and protect family-owned businesses in NI. The Government could have included a threshold which would have continued to provide smaller farms and businesses with 100% relief if their farming and/or business assets comprise a minimum proportion of their overall estate. It is also disappointing to see that no transitional measures have been announced to protect older taxpayers. The announcement that any unused allowance will be transferable between spouses is welcome. This is the minimum that could have been done to remove the legislation’s cliff edge effect for smaller farms and businesses. More is needed to support genuine farming activity and family-owned businesses here in NI.” Personal tax thresholds The Chancellor has confirmed that the income tax and National Insurance Contributions (NICs) thresholds will remain frozen at their current level until 2031. Doran noted “The continuing freeze on personal tax thresholds is having an ever-increasing effect on people’s net after tax income and is expected to bring many more taxpayers into the higher rate tax bracket by 2030/31, a phenomenon known as "fiscal drag". This is likely to have a strong disincentive effect on decisions to take on extra work and will reduce household spending power. Coupled with the changes to employers’ NICs from April 2025, this is likely to lead to a more stagnant labour market, damaging productivity further.  “Policy measures are seriously needed to drive Northern Ireland’s productivity, the profitability of its businesses, and by extension boost both corporation and income tax takes so that we can make this a thriving place to live and work for all our citizens.” Northern Ireland Corporation Tax To unlock the economic potential of the region and its dual market access, and drive FDI, the Institute has been engaged in a campaign for a reduced rate of corporation tax which is more closely aligned with the rate across the rest of the island.    Leontia Doran concluded “At a time when the Government has been grappling with how to grow the economy, it might initially appear counter-intuitive to seek a reduction in the corporation tax rate in Northern Ireland. However, a reduction in this rate would in the longer run ultimately increase tax take by driving the creation of better jobs and incentivising business growth.  “Add to this higher value FDI and the gains for Northern Ireland would set a real benchmark for what can be achieved with ambitious tax policies. This is something our members want and which we will continue to advocate for in 2026.”  

Artificial Intelligence (AI) is increasingly being used in recruitment processes to modernise candidate screening, assess skills, and predict job fit. AI-driven interviews can include automated video assessments, chatbot interactions, and algorithm-based scoring. Preparing for such interviews requires understanding the technology, adapting communication strategies, and ensuring compliance with best practices. Understand AI in recruitment AI tools in interviews typically perform: Video analysis: evaluates facial expressions, tone, and speech patterns. Natural Language Processing (NLP): assesses word choice, clarity, and relevance. Skill testing: automated coding challenges or scenario-based questions. Predictive analytics: matches candidate profiles to job requirements. Tip: research the specific AI platform used by the employer. Prepare for video-based AI interviews Technical setup: Ensure a stable internet connection. Use a high-quality webcam and microphone. Test lighting and background for clarity. Presentation: Dress professionally. Maintain eye contact with the camera. Speak clearly and at a moderate pace. Practice: Record yourself answering common questions. Use AI-based mock interview tools to simulate the experience. Optimize communication for AI Structured responses: Use the STAR method (Situation, Task, Action, Result) for behavioural questions. Keyword alignment: Incorporate relevant industry and role-specific keywords. Avoid ambiguity: AI systems favour clear, concise answers over vague statements. Demonstrate emotional intelligence While AI may analyse tone and sentiment, authenticity matters: Show enthusiasm without exaggeration. Maintain a calm and confident disposition. Prepare for gamified or cognitive assessments Some AI-driven processes include: Problem-solving games. Personality assessments. Tip: practice logic puzzles and familiarise yourself with game-based assessments. Address bias and fairness Be aware that AI systems can have biases. If concerned, ask the recruiter about fairness measures and appeal processes. Post-interview follow-up Send a thank-you email to the recruiter. Reiterate interest and highlight key strengths. Conclusion AI-enhanced interviews require both traditional preparation and technical awareness. By understanding the tools, practicing structured responses, and ensuring a professional setup, candidates can maximize their chances of success.

Artificial Intelligence (AI) is no longer a science fiction, it’s a present-day reality redesigning recruitment practices across a variety of industries. One of the most significant areas of transformation is the job interview process. From initial screening to final interviews, AI is influencing how candidates are assessed and how employers make decisions. But what does this mean for hiring practices, candidate experience, and fairness? Let’s explore. AI-powered screening and scheduling Recruitment teams would traditionally spend hours reviewing resumes and coordinating interview schedules. AI tools now automate these tasks, using algorithms to: Scan resumes for keywords and skills aligned with job descriptions. Rank candidates based on experience and qualifications. Schedule interviews through integrated calendar systems. This efficiency reduces time-to-hire and frees recruiters to focus on strategic decisions. However, it also raises questions about whether keyword-based filtering overlooks unconventional but qualified candidates. This is one of the reasons why tailoring your CV prior to job applications is more important than ever. Video interview analysis AI-driven platforms are now recording interviews using machine learning. These systems assess: Tone and sentiment to gauge enthusiasm. Speech patterns for clarity, confidence, and pacing. Facial expressions and micro-gestures to infer engagement. While these understandings can help identify strong verbal communicators, critics argue that such analysis may disadvantage neurodiverse candidates or those from cultures with different communication norms. Also another potential pool of disadvantaged candidates are those who are speaking in their non-native language. Chatbots and pre-interview engagement AI chatbots are increasingly used to: Answer candidate FAQs prior to the interview taking place. Provide interview preparation tips. Conduct preliminary Q&A sessions. This creates a more responsive candidate experience and reduces recruiter workload. However, candidates often wonder whether they’re interacting with a human or a bot, which can affect trust, as many of us have experienced in when dealing with customer services chatbots. Bias reduction—or amplification One of AI’s core promises is reducing human bias by focusing on objective data. Yet, algorithms trained on historical hiring data can perpetuate existing biases, as those algorithms are developed and based on human process. For example: If past hires favoured certain demographics, AI may replicate that pattern. Language models might misinterpret dialects or accents as mentioned when discussing the AI screening process. To mitigate this, companies must implement ethical AI practices, including: Regular audits for bias. Transparent criteria for decision-making. Diverse training datasets. However, as it has been shown these types of audits can be difficult to conduct, as a company may not be willing to face that it has inherited biases. Candidate perception and trust Many candidates experience discomfort when they know an algorithm or AI system is evaluating them. This unease often stems from a few key concerns: Lack of transparency Candidates may not understand how the system works, what criteria it uses, or whether it’s fair. This uncertainty can feel intimidating. Fear of bias People worry that automated systems might reinforce biases or overlook qualities that a human interviewer would appreciate, such as personality or cultural fit. Loss of human connection Interviews are traditionally relational. When technology replaces or mediates that interaction, candidates can feel depersonalized. Perceived inflexibility Machines are seen as rigid—unable to interpret nuance, humour, or creativity the way humans can. The future of interviews AI will continue to evolve, integrating with: Virtual Reality (VR) for immersive job simulations. Gamified assessments to measure problem-solving and creativity. Predictive analytics to forecast long-term performance. Despite these advances, human reasoning remains essential for evaluating cultural fit, emotional intelligence, and nuanced communication, qualities that algorithms struggle to measure accurately. Key takeaways AI enhances efficiency but must be implemented ethically. Transparency and fairness are vital to maintain candidate trust. Human oversight will remain indispensable in final hiring decisions. AI cannot: Research the role and the organisation as effectively as you can. AI may provide information that is inaccurate or unrelated. You must research thoroughly yourself. If AI does offer information, be critical of this, can you check this is up to date? Provide personalised, informed feedback. AI output may be based on out-of-date information, it is often generic, and it can’t reflect on how your personal employability aligns with the role. Be aware that employers can use AI to see what information it generates about them. It is important that you do not directly copy material that AI produces. Implement your own insights. Final thought AI is not replacing interviews—it’s redefining them. Organisations that balance technological efficiency with human empathy will lead the way in creating fair, inclusive, and effective hiring processes.

Every year on December 3rd, the world marks the International Day of Persons with Disabilities, a day to celebrate the achievements of people with disabilities, raise awareness, and promote inclusion across all areas of society. In 2025, the theme continues to emphasise the importance of accessibility, equity, and dignity, especially in the workplace. However, for people with disabilities, the workplace can often be a space of exclusion or missed opportunity. That’s why disability inclusion in the workplace isn’t just a matter of compliance, it’s a matter of wellbeing, rights, and organisational success. Globally, over a billion people live with some form of disability, that’s about 15% of the world’s population. In Ireland, 1,109,557 people reported having a disability in Census 2022, representing 22% of the population.  Yet, people with disabilities are twice as likely to be unemployed compared to those without disabilities. Even when employed, they often face barriers such as inaccessible environments, lack of accommodations, unconscious bias, and limited career progression. These barriers don’t just affect the individuals themselves, they impact teams, culture, and the bottom line. Why Inclusion Matters for Wellbeing Workplace inclusion directly influences wellbeing. For employees with disabilities, feeling seen, heard, and valued can significantly improve mental health, job satisfaction, and overall quality of life. Here’s why it matters: Psychological Safety Inclusive workplaces foster environments where people feel safe to express themselves without fear of judgment or retaliation. For disabled employees, this means being able to disclose their disability, request accommodations, and contribute authentically. Sense of Belonging Belonging is a core human need. When disabled employees are included in decision-making, leadership, and social activities, it reinforces their sense of worth and connection. Reduced Stress and Burnout Constantly navigating inaccessible systems or hiding one’s disability can be exhausting. Inclusive policies and practices reduce this burden, allowing employees to focus on their work and wellbeing. Empowerment and Growth Inclusion isn’t just about access, it’s about opportunity. When disabled employees are given equal chances to grow, lead, and innovate, it boosts confidence and career satisfaction. Practical Steps Creating a truly inclusive workplace requires intentional action. Here are some key strategies: Accessible Recruitment - Ensure job postings are accessible and inclusive. Use plain language, offer alternative formats, and make application platforms compatible with assistive technologies. Reasonable Accommodations - Accommodations aren’t special treatment, they are tools that enable equal participation. This could include flexible hours, assistive tech, quiet workspaces, or remote options. Inclusive Culture - Foster a culture where disability is not just accepted but celebrated. Encourage open conversations, provide disability awareness training, and challenge language or assumptions. Representation Matters - Include people with disabilities in leadership roles, committees, and decision-making processes. Visibility helps break down stigma and inspires others. Review Policies and Practices - Review and develop policies to ensure they support inclusion. This includes everything from onboarding to performance reviews to emergency procedures. Allies  You don’t need to have a disability to support inclusion. Allies play a crucial role in creating safe, respectful, and empowering workplaces. Listen and Learn - Engage with disabled colleagues, and educate yourself on disability rights and etiquette. Speak Up - Challenge exclusionary practices or language. Use your voice to advocate for accessibility and fairness. Support Accommodations - Normalise the use of accommodations and support colleagues in accessing what they need.  Institute Supports Strategy27 emphasises the importance of trusted business leadership, and delivering for all members. This encompasses the need for a sense of belonging, mobility and diversity and ongoing learning.  The purpose of special network groups is to achieve this in the context of specific member and student profiles and representation needs. They focus on bringing greater awareness and promotion of inclusion across Institute staff, members, students, and member businesses and encouraging senior members to be visible and engaged role-models. The Institute has its own D&I committee, made up of volunteers with the objective of raising awareness of D&I topics, promoting inclusion, educating and supporting members and students and ensuring that the profession is accessible to all. Find out more about the committee here.  If you are struggling with your mental or emotional wellbeing, Thrive can help you on your journey to better health. For wellbeing advice, contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.