Check out the latest items on the Agent Forum. Remember, in order to view each item, you must be signed up and logged in.   All agents, who are a member of a professional body, are also invited to join HMRC’s Agent Forum. This dedicated Agent Forum is hosted in a private area within the HMRC’s Online Taxpayer Forum. You can interact with other agents and HMRC experts to discuss topical issues and processes. 

As Ireland’s population ages, so too does our workforce. In celebration of Positive Ageing Week, Dee France examines our ageing workforce and how to promote age inclusivity in your organisation Statistics from the CSO’s 2022 Census revealed that the Irish population is growing in size and age. The proportion of the population aged 65 years or over has increased from 12 percent in 2012 to 15.1 percent in 2022. The census also showed an increase in Ireland’s population aged 45 or over and a decrease in those under 45. With an ageing population, life expectancy and the average retirement age rising, people stay in the workforce longer than previous generations. Now more than ever, workplaces are multigenerational, and barriers and opportunities for all come with that. Age diversity is often a topic that is overlooked in the ED&I space. Still, it is an equally crucial aspect, as it is common for older workers to face stereotyping in the workplace, mostly harmful and always unwarranted. In this digital era, many age-related mistruths surround older workers, such as their capability to embrace digital transformation, reluctance to adopt new processes and ways of working, or difficulty shifting to changes in company culture.   In Robert Walters’ 2022 Equality, Diversity and Inclusion report, the lack of progression opportunities for older workers becomes apparent. There was a clear disparity between younger and older generations regarding career progression. Thirty-eight percent of Baby Boomers (aged 57–72) had been offered a promotion at their current company compared with 57 percent of Gen Z (aged 18–26). According to the same survey, Baby Boomers’ main challenges when looking to progress their careers are a lack of opportunities, training and development, and resources or time to go above and beyond. Benefits of age diversity The importance and value of older employees in their workplace are seriously overlooked, and there are many business benefits to having a multigenerational workforce. Some potential benefits of age diversity in the workplace could: improve engagement, retention and motivation; enhance and diversify skill sets;  widen talent pool for recruitment;  improve companies’ reputation and brand by creating an inclusive business; and  provide meaningful and symbiotic mentorship opportunities. An ageing workforce isn’t a burden; it is an opportunity. With age comes a wealth of experience, and with skill and labour shortages currently in play, employers should not overlook older employees but focus instead on actively retaining and retraining. Promoting age inclusivity Embracing age inclusivity is not just a social matter; it is a business matter, too. As Ireland’s demographics evolve, businesses must adapt and embrace the potential an age-diverse workforce unlocks. Here are some methods that can help promote age inclusivity in the workplace: Implement an age-inclusive hiring process by framing and wording job adverts to eliminate bias; Develop programmes and initiatives explicitly aimed at attracting and retaining older workers, such as return to workforce programmes and phased retirement options; Invest in training and development to promote and encourage continuous professional development to ensure employees’ skills match the company’s evolving requirements and older workers don’t miss out on progression opportunities; Provide health and wellbeing support with a positive focus on issues about older cohorts, such as access to health services, menopause awareness and training, financial well-being and pension planning; and Improve flexible work arrangements, as changes in working arrangements can act as an effective retention policy. Dee France is the Wellbeing Lead at the Institute’s dedicated wellbeing hub, Thrive. Thrive offers a range of supports for members and students of Chartered Accountants Ireland at any time in their careers. For more information on the supports Thrive provides, visit https://www.charteredaccountants.ie/thrive-wellbeing-hub/thrive-wellbeing-home

Donal Whelan outlines six essential steps to foster openness, support and well-being in your organisation during Mental Health Awareness Month October is Mental Health Awareness Month, and while the stigma around mental health issues may be decreasing, disclosing problems to others in your organisation might not be getting easier. Many employees hide mental health concerns for fear of being labelled ‘unstable’ or ‘unreliable’. With increased awareness about mental health and a movement toward removing the negative stigma associated with mental conditions, many workplaces are stepping up to change their policies. Improving mental health awareness in your office begins with these six key steps. 1. Increase awareness Training sessions for all employees, particularly those in management positions or who could potentially need to oversee employees with mental illnesses, can make it easier for everyone to communicate, build rapport and react appropriately to situations involving mental health. Topics should include a basic understanding of mental health problems like depression and anxiety and how to recognise signs of mental health issues in yourself and your colleagues while explaining that symptoms can vary widely and may not always be obvious. 2. Provide tools for support The biggest surprise for many leaders when dealing with employees who suffer from mental health issues is that they aren’t expected to ‘fix’ them.  Instead, it’s necessary to provide tools to support those employees, much like the tools and accommodations provided to employees with differing needs. This might include, for example, providing a more flexible work schedule for employees with depression or anxiety concerns. Written instructions, not verbal ones, may prove to be the only accommodation an individual with memory problems needs while removing environmental triggers (such as smells or certain noises) can solve many problems for individuals who have panic attacks. 3. Create a mental health policy See Change has put together a great sample mental health policy that will help you establish clear guidelines for your business. Keep in mind that your mental health policy needs to include information about: Avoiding discrimination due to mental illness; How to establish mental illness and what criteria are required; and How to create accommodations for employees with mental illnesses. Remember that each individual is different. Unique accommodations will be required based on the individual’s skills and strengths, as for employees with physical disabilities. A flexible policy will make meeting every employee’s needs easier. 4. Encourage a healthy work-life balance Employees who have a poor work-life balance are more likely to show signs of depression, anxiety and instability. Promoting good mental health includes preventing employees from working outside their contracted hours, encouraging and supporting life events outside the workplace, and creating policies that do not penalise employees for taking accrued time off. Life outside the office can significantly impact life within it, so supporting employees in their everyday lives is critical. 5. Recognise signs of stress Alongside mental health awareness training, managers and supervisors throughout your business should receive training in recognising signs and symptoms of stress in employees. Learning to alleviate that stress will help make healthier, more productive employees. Some common signs of stress include: acting consistently tired; irritability; an increase in the need to take sick leave, particularly in an employee who has not previously been ill regularly; sudden difficulty completing regular work tasks; and indecisiveness or insecurity. 6. Create a culture of openness Mental health concerns or stresses can appear without warning. In many cases, employees will hide or minimise those concerns to prevent discrimination. On top of worrying about the condition itself or the things that have led to it, they’re also concerned that they’ll lose their job or be labelled incompetent as a result. Encouraging a culture of openness throughout the office will enable employees to open up , from admitting when they’ve taken on too heavy a workload or have been working too many hours to keep up to sharing mental health concerns with their supervisors. Supporting mental health in your office is critical to maintaining a safe, healthy environment for all your employees. By creating an environment where people are encouraged to thrive regardless of mental health concerns, you’ll find happier, more productive employees who are firmly committed to your organisation. Donal Whelan is Managing Director at Lincoln Recruitment

As Budget 2024 approaches, the Irish Government  must grapple with a looming election and the need to ease the burden on citizens, explains Doone O’Doherty Budget 2024 will be delivered against a backdrop of record-breaking corporate tax receipts, an upcoming general election and continuing cost-of-living challenges. The Government is under pressure to deliver substantial tax savings. However, with just €1.1 billion set aside for tax cuts – down slightly from last year’s €1.13 billion – there isn’t much to play with. The balancing act for the Government is to put more money in people’s pockets without further fuelling inflation. Budget 2024 will likely include a number of once-off cost-of-living measures that support families. This gives the Government the opportunity to improve household finances without long-term consequences for the Exchequer or the economy. Income tax and the Exchequer For the first seven months of 2023, income tax yielded €18.2 billion in tax receipts for the Exchequer – up 8.8 percent on the same period last year.  Against this robust backdrop, the Government must respond to taxpayers who want to know how much less tax they will pay in January 2024 compared with today. However, with only €1.1 billion set aside for tax cuts, we shouldn’t expect to see any major giveaways. No decreases likely in income tax rates  We probably won’t see any decrease in income tax rates as cuts to both the 20 percent and 40 percent rates would, by themselves, exceed the €1.1 billion available. There was much debate in 2022 about the introduction of a third rate of income tax. However, there is little expectation that we will see it with the Government opting instead to increase the standard rate band. Last year, the threshold at which people moved into the 40 percent tax bracket increased by €3,200 to €40,000. A further increase of €1,500, as modelled by the Tax Strategy Group (TSG), would cost €298 million in the first year (€343 million for a full year). Increases to tax credits are also on the table. Budget 2023 increased the Personal Tax Credit, the Employee Tax Credit and the Earned Income Tax Credit by €75 each and the Home Carer Tax Credit by €100. The TSG estimates that a €50 increase in each credit this year will cost €242 million. The TSG also examined the concept of refundable tax credits. However, this would be a fundamental change to the Irish personal tax system, requiring careful consideration of policy, administration and cost implications. Linking the personal tax system with inflation The Programme for Government undertook to index-link bands and credits from Budget 2022 onwards. A recent report from the OECD on income taxes showed that 17 of the 38 OECD countries already automatically adjust personal income tax systems in line with inflation. Such a move would be expensive, but it would keep take-home earnings in line with inflation. Otherwise, it is hard to see how proposed tax cuts would be actual tax cuts, given the levels of inflation seen in the economy of late. USC burden likely to fall  We expect the Universal Social Charge (USC) burden to fall. A USC rate cut would be expensive, however. A more likely (and cheaper) option is widening USC bands. The abolition of the 3 percent USC surcharge for self-employed people would be positive. Retaining Ireland’s attractiveness Ireland’s personal tax system must compare favourably with other countries around the world to retain the country’s attractiveness. Special Assignee Relief Programme (SARP) continues to have a temporary placement on the statute book (it currently runs to 2025). A signal in Budget 2024 of the Government’s commitment to extend and enhance SARP would be welcomed by businesses. Higher employer PRSI There is a continuing need to raise more social insurance revenue as the population ages. Options include a higher PRSI charge for the self-employed and employers. However, this would not go down well with small businesses, who face increases to the minimum wage, high energy bills, additional sick pay provisions and upcoming pension auto-enrolment for employees, which will be introduced in 2024. Higher employer PRSI in some form seems inevitable in the years ahead, though perhaps not in this budget. Easing the cost of living and housing  The €1.1 billion set aside for tax cuts excludes once-off spending measures to help people with the cost of living. These are expected to include a repeat of last year’s energy credits. For landlords, the Minister for Housing has stated that he will consider “efficient and effective” measures to attract and keep them in the Irish market. For renters, we may see a repeat of (and maybe an increase in) the €500 rent credit introduced last year – although uptake has been lower than expected. Mortgage holders will be looking for some relief considering recent rate increases, which could include a targeted form of mortgage interest relief. And for first-time buyers, an extension of the Help to Buy Scheme (due to expire at the end of 2024) could be on the cards. Widening of the capital acquisitions tax-free threshold At present, children can inherit €335,000 tax-free from their parents, but there is an acknowledgement that this may not be enough to cover the cost of a typical family home. A widening of this tax-free threshold would be favourable. Budget 2024 comes at a time when the business community is focused on supporting the workforce with the cost-of-living crisis while managing the increasing costs of doing business. At the same time, businesses are focused on attracting, incentivising and retaining key talent and upskilling their workforce to meet changes in business practices – particularly technological disruption. Businesses need support through this challenging period.  Doone O’Doherty is Partner of People & Organisation at PwC Ireland

  In this week’s Sustainability/ESG bulletin, read about the trial phase of the EU Carbon Border Adjustment Mechanism (CBAM), the launch of a UN Charter promoting gender equality in sustainable finance, a public consultation on Ireland’s EV Charging Network Plan and the first meeting of the Just Transition Commission. Also covered is the launch of the annual Low Carbon Pledge report by BITCI, reports by the EPA into Ireland’s commercial waste and air quality, calls by the European Commission for Ireland to review its flood risk management plans and a new programme in Northern Ireland to support women-led businesses, as well as the usual roundup of technical updates, articles and events. Trial phase of EU carbon border adjustment mechanism (CBAM) The trial phase of new EU carbon border adjustment mechanism (CBAM) will begin on Sunday 1 October, and will be phased in fully from 2026 until 2034. CBAM aims to incentivise non-EU countries to increase their climate ambition and to ensure that EU and global climate efforts are not undermined by production being relocated from the EU to countries with less ambitious policies. Importers of the goods covered by CBAM would have to pay any price difference between the carbon price paid in the country of production and the price of carbon allowances in the EU Emissions Trading System (EU ETS). It will initially apply to imports of certain goods whose production is carbon intensive and at most significant risk of carbon leakage; namely cement, iron and steel, aluminium, fertilisers, electricity and hydrogen. To give time for businesses to prepare, during the phase, from 1 October 2023 until the end of 2025, traders will only have to report on the emissions embedded in their imports subject to the mechanism without paying any financial adjustment. The CBAM will be phased in at the same speed as the free allowances in the EU ETS are being phased out. According to the European Commission’s estimates when the levy was first proposed, CBAM was estimated to generate about €1.5 billion (2018 prices) per year as of 2028. More information can also be found on revenue.ie Launch of UN charter promoting gender equality in sustainable finance A new United Nations Charter aimed at promoting gender equality in the area of sustainable finance was launched in Ireland this week. The Gender Finance Charter, which defines 10 fundamental principles offering a “pragmatic and actionable framework”, was launched by the Financial Centres for Sustainability (FC4S) network, a global network of 40 financial centres, working together to achieve the objectives set by the 2030 Agenda and the Paris Agreement. Speaking at the launch Minister of State at the Department of Finance of Ireland, Jennifer Carroll MacNeill, T.D., stated “This Gender Finance Charter is of global significance in financial services …[and] has the potential to significantly advance gender equality, not just in financial services, but more broadly across the globe.” EPA reports on commercial waste and air quality The Environmental Protection Agency (EPA) has published its latest National Municipal Waste Characterisation Project, which reveals that Ireland’s commercial, as well as household, waste management practices have seen little change since 2018, with businesses and householders still putting the majority (over two-thirds) of their waste into the general waste bins instead of recycling and organic bins. The report found that urgent action is needed to improve Ireland’s segregation and recycling performance to achieve municipal recycling rate targets and transition to a circular economy. Separately, the Environmental Protection Agency (EPA) has also published its annual air quality report Air Quality in Ireland 2022. The report shows that while air quality in Ireland is generally good and compares favourably with many European countries, there are localised issues which lead to poor air quality. An estimated approximately 1,300 premature deaths annually in Ireland are due to poor air quality from fine particulate matter (PM2.5), the report stated. The EPA continually monitors air quality across Ireland and provides the air quality index for health and real-time results, updated hourly on the website. Public Consultation on the National En-Route EV Charging Network Plan opens The Minister for Transport, Eamon Ryan, T.D., has launched a public consultation on the National En-Route EV Charging Network Plan. Developed by Zero Emission Vehicles Ireland (ZEVI), a dedicated office of the Department of Transport, the Plan identifies the level of charging infrastructure required for the national road network to keep ahead of the needs of the quickly growing EV driver population. Aiming to see chargers installed every 60km on major roads, the Plan is an important step in delivering the National Electric Vehicle Charging Infrastructure Strategy 2022-2025, which launched earlier this year. The closing date for responses is 5.00pm on 10 November. First meeting of Ireland’s Just Transition Taskforce The first meeting of the Just Transition Taskforce has taken place this week. The establishing of a Just Transition Taskforce in order to provide advice to the government was recommended by the Climate Action Plan 2023, the ‘roadmap for meeting Ireland’s climate targets. The Taskforce will engage with representatives of business and employers’ organisations, trade unions, and other organisations, in order to develop recommendations regarding the role and structure of the Just Transition Commission to the Minister of the Minister for the Environment, Climate and Communications, Eamon Ryan, TD. Just Transition refers to the need to have a fair transformation to a low-carbon economy and to ensure that employment and jobs in the new economy are as decent and as well-paid as those left behind. Need for all sectors to work collectively to address climate change The annual PwC report on the Business in the Community Ireland (BITCI) ‘Low Carbon Pledge’ which published this week, has found that more businesses are escalating their focus on sustainability and prioritising decarbonisation across all areas of their operations. The report, which is now in its fifth year, found that 80 percent of companies are on track to setting science-based targets for decarbonisation, although there is an urgency on some to be more proactive in setting their targets and reducing their emissions, particularly around scope 3 emissions and in taking action on the nature crisis. Speaking at the launch of the report, Minister for the Environment, Climate and Communications, Eamon Ryan, T.D. stated “[i]f we are to address climate change and start to turn the tide on the devastating scenes we have seen across the globe recently, we need to work collectively, across all sectors, including business”. Programme launched to support women-led businesses in Northern Ireland Invest Northern Ireland (Invest NI) is launching a programme to support women-led businesses to access support, create jobs and sell innovative products or services outside Northern Ireland. The Ambition to Grow - Supporting Women programme will provide grant support of up to £30,000 to eligible small and medium-sized businesses that have a woman in a key decision-making position. The funding is aimed at helping to create new employment within the business and assisting with the costs of targeting markets outside Northern Ireland, technical development activities, and upskilling existing and new employees. European Commission calls on Ireland to review flood risk management plans The European Commission has announced it is calling on eight Member States, including Ireland, to finalise the review of their river basin management plans as required under the Water Framework Directive (Directive 2000/60/EC) and/or the flood risk management plans as required under the Floods Directive. EU water legislation must be fully implemented to reach the EU's circular economy, biodiversity, zero pollution and climate change ambitions. Ireland has two months to respond and take the necessary measures, or the Commission may decide to refer the Member States to the Court of Justice of the European Union. The damage flooding can cause to businesses and infrastructure, such as transport or utilities like electricity, gas and water supply, can have significant detrimental impacts on individuals and businesses and local and regional economies. Net zero commitments and transition finance The US Treasury has released new principles for financial institutions making voluntary net-zero commitments. The news comes as the first-ever Climate Resilience Summit is announced by the White House, with the United States releasing it National Climate Resilience Framework. The Framework is described as a vision for a ‘climate resilient nation’, “to guide and align climate resilience investments and activities by the Federal government and its partners”. Among the actions also announced this week was the awarding or availability of more than $500 million in dedicated funding to achieve the vision. According to the International Energy Agency, fossil fuel demand must reportedly fall by a quarter by the end of this decade if governments want to limit the rise in global warming to 1.5C since the pre-industrial period. Separately, the Glasgow Financial Alliance for Net Zero (GFANZ) has announced the launch of a public consultation on, among other things, its work to refine the definition of ‘transition finance’. GFANZ, the global coalition of leading financial institutions committed to accelerating the decarbonization of the economy, was set up during the Climate Summit ‘COP26’ in Glasgow in November 2021. IFAC’s Sustainability & Accountancy Education Survey  The International Federation of Accountants (IFAC) held an event during Climate Finance Week in New York last week to demystify GHG reporting and to help accounting and finance professionals take immediate steps to ensure their organization’s data is in order and ready to report robust information when the new standards and rules go into effect. Panellists shared insights from finance, reporting, audit and assurance and data perspectives. Watch the recording and access related resources. Separately, IFAC is surveying professional accountants on sustainability and accounting education. The survey by the International Panel on Accountancy Education aims to gather insights on what is needed to ensure current and future professional accountants are equipped to play their part in in the sustainability discussion. What is a sustainable supply chain? On 12 October, Institute's Sustainability Officer Susan Rossney will interview Shane Faulkner, KPMG's Sustainability Manager, about what a sustainable supply chain looks like, what questions SMEs might be asked by their customers and clients, and how they might respond. Click here to register for free . Did you know? Around the world, there are reportedly more than 2,300 pending or decided climate cases. In one case, nine small island states have taken a case to the UN maritime court to seek protection for the world’s oceans against climate change, and six young people, represented by Irish lawyers, are taking 32 countries to court over climate inaction. Articles How will the EU carbon border adjustment mechanism affect UK businesses? (ICAEW) Business braced for red tape from EU carbon border tax (Financial Times)  Adopting the TNFD framework needn’t be a challenge (ICAEW) Law to tackle human trafficking in company supply chains proposed  (Business Post) Sustainable Beer? Breweries Where Great Taste, Eco-Friendliness Go Together (Newsweek) Certificate in Sustainability Strategy, Risk and Reporting Classes start Wednesday 5 October Following four sellout sittings, our Certificate in Sustainability Strategy, Risk and Reporting for accountants is back again in October 2023. Over 8 weeks, you'll cover key reporting frameworks and metrics, and learn to address the ESG opportunities and challenges that organisations already face. Upcoming events   Dublin Chamber – Sustainability Academy Workshops Dublin Chamber has announced it will offer Sustainability Academy workshops in Autumn. Beginning with a workshop on Sustainability/ESG 101 in September, the 3-hour Zoom workshops includes a free one-hour, post-workshop one-on-one advisory consultation per company with an expert advisor. Find out more here. Online, September 2023  ESDN: European Sustainable Development Week (ESDW) 2023 18 September – 08 October. 113 initiatives in 10 countries.  Women in Business (Northern Ireland) Women in Finance Women in Business is running a wide-ranging programme of female entrepreneurship events over the upcoming months. The events include sectoral networking, webinars, and training courses for essential skills. A specific session on women in finance will focus on work in finance departments, small scale accountancy or work for yourself, both members and non-members are welcome to join this online event. Virtual: 25 October, 10.00-11.30am Sustainable Finance Skillnet is offering funded training opportunities until October 2023 to Irish employees in the financial services sector at 30 percent of course fees (with 70 percent funding available for members of the International Sustainable Finance Centre of Excellence). Virtual: September-October 2023  Accountancy Europe: Preparing for high-quality sustainability assurance engagements In person: 3 October, 14.00-17.00, ACE events - Av. d'Auderghem 22, 1040 Brussels Chartered Accountants Ireland: Ask the Expert, Supply chain sustainability (ROI/NI) In this 15-minute chat, Institute's Sustainability Officer Susan Rossney will talk to Shane Faulkner,  KPMG's Sustainability Manager, about what a sustainable supply chain looks like, what questions SMEs might be asked by their customers and clients, and how they might respond. Virtual: 12 October, 12:45-13.00 Climate Finance Week Ireland 2023 In person and virtual: Monday, 20 November – Friday, 24 November Network for Chartered Accountants working on ESG projects Are you a Chartered Accountant working in ESG or working on ESG-related projects? Would you like an opportunity to engage with other Chartered Accountants working in this space to share insights, challenges and opportunities? Chartered Accountants Ireland now has a network to allow members working in sustainability/ESG to meet and discuss all matters of interest re ESG and accounting. 3rd or 4th Wednesday of every month Next: 25 October 2023  14.00-15.00/30 Teams If you would like to attend please email sustainability@charteredaccountants.ie   You can find information, guidance and supports to understand sustainability and meet the challenges it presents in our online Sustainability Centre.    

In Irish news, the CCAB-I has written to the Taoiseach and Minister for Finance highlighting difficulties around the new rules concerning the tax treatment of GMS income of General Practitioners which take effect next year and Revenue has updated its process to allow for the automatic offset of RCT credits against tax liabilities. In UK news, from Monday 2 October, waiting times on the Agent Dedicated Line will increase and the 2022/23 self-assessment registration deadline is approaching next week. In International news, the OECD has published comments received on Amount B of Pillar One.  Ireland The Institute, under the auspices of the CCAB-I, wrote to the Taoiseach, Leo Varadkar T.D., and the Minister for Finance, Michael McGrath T.D., with concerns about the tax treatment of General Medical Services (GMS) income of General Practitioners (GPs) which will change from 1 January 2024. Revenue has updated its process to automatically offset relevant contracts tax (RCT) credits against tax liabilities as they fall due and tax returns are filed. UK From Monday 2 October, waiting times on the Agent Dedicated Line are expected to increase. The 2022/23 self-assessment registration deadline is approaching next week. International The OECD has published comments received on Amount B of Pillar One Keep up to date with all the latest Irish, UK, and international tax developments through Chartered Accountants Ireland’s Tax Newsletter. Subscribe to the Tax News by updating your preferences in MyAccount. You can also read this week’s EU exit corner here.          

Ahead of World Menopause Day, we caught up with leadership consultant and lecturer, and women in business champion, Patricia Byron, who speaks on a major life event women face– Menopause in the workplace. Tackling the taboos - making the impermissible, permissible We all realise that workplace priorities and needs are different now. Since Covid many barriers to ways of working have been broken down and with awareness of needs heightened working practices are becoming more flexible. But I wonder is the workplace becoming braver! Are employers willing to tackle the last taboos – the issues maybe not previously spoken about? For most organisations, words such as menopause, infertility, and miscarriage are difficult subjects to address openly and maybe training is not given to those in the leadership team on how to navigate around these subjects.   What is the real impact of not tackling the taboo? A recent UK study found two thirds of women working through the menopause say they currently have no support at all from their employers. Therefore, it is not surprising why 25% of women say they have considered leaving their job. In fact 1 in 10 actually do end up handing in their notice. Take for example the taboo that is menopause. Thankfully due to recent media coverage during Covid lockdown we are now hearing a lot more about its impact on women and many are now aware of its impact in the workplace. I have been working with women for a number of years who were in perimenopause or menopause who did not realise the symptoms (such as brain fog, forgetfulness, unexplained anxiety and heart palpitations) were impacting their confidence. As a result, they were considering stepping out of a senior role or leaving the workplace completely. In a world where we are becoming more diverse and inclusive and openly discussing race, generational differences, misogyny and gender, we may still lack the courage to tackle the some taboos that have such an impact on many successful women. What can you do as an employer or colleague? In the post -covid hybrid workplace, consider creating an environment that some of your most valuable, talented and successful women will feel comfortable stepping back into. Imagine the cost (both time and money) of replacing your most successful women if they choose not to return. If taboo subjects are to be destigmatised, then we all need to be able to speak openly. As an employer, there are loads of simple practices you can put into place, at no cost to the organisations, other than some time and consideration. It’s about providing an empathetic environment which acknowledges issues without embarrassment, judgement or fear of ridicule. Review your corporate wellbeing programmes to educate the whole workforce Allow and encourage women to say things such as “I am in the middle of menopause, I keep forgetting things” or I am on fertility treatment and going through a challenging time at the moment. Ask your team what changes to the working environment are needed to make it more comfortable for women who are dealing with these issues. There are exciting times ahead in the workplace and those organisations who recognise that workplace conversations need to change, will be the ones who thrive the most. We can never return to the Dolly Parton school of working (for those not old enough, check out the film, 9 to 5), nor should we have too. About Author Patricia Byron is passionate about supporting those in leadership move up the leadership pipeline. She is recognised for the support she provides to her clients in championing women of all ages in the workplace. She supports employers by facilitating wellbeing and critical conversation workshops. As an accredited senior executive and corporate wellbeing coach, she is experienced in helping individuals and companies transform.

Back in July, the OECD invited public comments on Amount B under Pillar One. Amount B relates to the rules which aim to simplify and streamline the application of the arm's length principle. The OECD has now published the comments received. 

Next week representatives from the Institute’s Northern Ireland Tax Committee and a number of VAT specialists from local member firms are meeting with HMRC’s VAT policy team to discuss the end of the second-hand motor vehicle VAT margin scheme on 31 October 2023. We need your assistance in gathering supporting evidence to lobby for an extension to the scheme’s deadline. Read below for the supporting evidence requested by HMRC. The meeting will also be an opportunity to discuss the new second-hand motor vehicle VAT related payment scheme. Feedback on the end of the VAT margin scheme and the new VAT related payment scheme should be emailed to the Institute by the end of Monday 2 October 2023. As advised earlier this month, only vehicles moved from Great Britain to Northern Ireland before 1 May 2023 which are sold by 31 October 2023 qualify for the VAT margin scheme; if sold after 31 October 2023, VAT will need to be charged on the full selling price of the vehicle, and not the margin made. We are aware that many second-hand car dealers have significant pre-1 May 2023 stock of these vehicles, which are selling very slowly due to the ongoing inflationary crisis and general economic conditions.   If sold after 31‌‌‌ October 2023, VAT must be accounted for on the full selling price of the vehicle as the conditions for the new second-hand motor vehicle payment scheme, which only applies to eligible motor vehicles moved from Great Britain to Northern Ireland after 30 April 2023, will not be met.  The Institute highlighted this issue to HMRC earlier in the month; as a result, HMRC has requested details or estimates in respect of the following:- The numbers of second-hand vehicles dealers in Northern Ireland had in stock on 1 May 2023 that were sourced from Great Britain; How many of these remain unsold at present, and their estimated value; How many are likely to be unsold on 31 October 2023, and their estimated  value; and If there is any category of vehicle that may be particularly affected by having a cut-off date of 31 October 2023 after which the margin scheme could no longer be used. We recognise that many dealers may not be able to provide all of the detail requested in such a short period of time, especially the category of vehicle, but any information or evidence to support the difficulties being experienced in selling these vehicles would be appreciated.

Last week, HMRC announced via the latest Agent Update and an email to agents that from next Monday 2 October 2023 it will no longer aim to operate to a 10-minute service level on the Agent Dedicated Line (“ADL”), therefore waiting times may vary depending on how many agents are calling HMRC at any one time. The Institute wishes to make clear that it does not agree with HMRC that this change will allow an improvement in HMRC services. The announcement comes against the continuing backdrop of resource and budgetary pressures being experienced by HMRC. In addition to no longer working to a 10-minute wait time on the ADL, the announcement also confirms that from 2 October, information on call waiting times will be introduced, and PAYE queries will be re-routed to PAYE advisers, not those on the ADL. We have asked HMRC to provide more information on precisely what PAYE queries will be rerouted in order that agents may directly call the relevant helpline instead of calling the ADL and being rerouted. We have previously discussed the importance of the ADL with HMRC, and although the ADL will remain available, we are disappointed to see what will effectively be a reduction in service levels to agents. Coupled with the recent closure from 12 June to 4 September of the self-assessment (“SA”) helpline, we are concerned that this will have a serious impact on the ability of agents to support their clients in busy season in the next few months in the run up to the 2022/23 online SA filing deadline on 31 January 2024. The Institute will continue to discuss the impact of these changes, and HMRC service levels with HMRC. As the ADL changes take effect from next week, we want to hear from you about the impact that this change is having. Please get in touch by email to let us know so that we may represent your views at meetings with HMRC.

Thursday 5 October 2023 is the deadline to notify HMRC of a new source of income or gain for 2022/23. Last week HMRC also issued a reminder of this deadline. Those required to register for self-assessment include:- Anyone who is self-employed or a sole trader in a business which commenced in 2022/23; Anyone not self-employed but who had a new source of income or a gain in 2022/23; or Anyone who became a partner in a partnership or any new partnership which commenced in business in 2022/23.  Failure to register by the deadline can result in HMRC charging a failure to notify penalty.

This week we bring you an update from HMRC on the use of digital signatures and HMRC has published updated guidance on the patent box regime and senior accounting officer legislation. The advisory fuel rates which took effect from 1 September 2023 are available and HMRC has launched a new childcare manual. The House of Commons Treasury Committee has published a report following its inquiry on tax reliefs and new guidance on how to get a PAYE code adjusted for foreign tax has been published. HMRC has also provided an update on corporate criminal offence investigations and new Save As You Earn (“SAYE”) bonus rates and early leaver rates took effect from 18 August 2023. The latest Agent Update 112 is also available. Update on digital signatures Read the update below from HMRC on digital signatures. “HMRC accept digital signatures on the following forms: 64-8 (Agent Authorisation); Marriage Allowance; P87 and Hold Over Relief (HS295). For these forms, signatures signed on the screen of a digital device or displayed in a keyboard typed font will be accepted. All other claims and paper tax returns will still require a wet signature. Regardless of the type of signature, it must be provided by the taxpayer.  Where the taxpayer or agent submits a form or claim as part of a digital journey (e.g. submitting a tax return online) then their identity is verified as part of the digital journey and as such a signature is not required. During the Covid-19 pandemic, a number of easements were in place during this unprecedented national emergency. However, signatures are an important safeguard for taxpayers, which outside of a national emergency HMRC cannot dispense with.   HMRC accept a scan of a wet signature on holdover relief claims (form HS295) when this is attached to an online tax return.  In other circumstances we require a wet signature apart from those outlined above.   HMRC has issued guidance on record keeping. Records can be kept in a variety of formats: on paper, digitally or as part of a software program. However, there are some records that, by law, must be kept and preserved in their original form. For example, a C79 import VAT certificate (Record keeping for VAT notice 700/21). The Taxes Management Act 1970 s12B and the Finance Act 1998 Sch 18, para 22 provide further detailed information on record keeping including those records that must be preserved in their original form.   We are working on bringing the guidance together and will be issuing further updates in due course.”  Treasury Committee recommends review of tax reliefs The House of Commons Treasury Committee recently published the outcome of its inquiry into tax reliefs in a report which, unsurprisingly, concluded that the UK tax system is too complicated, and that the “huge and seemingly ever-expanding suite of tax reliefs” is an important factor in this. To promote a simpler, better value and more effective tax system which is less prone to abuse the Committee made the following recommendations:- a comprehensive and systematic review of existing tax reliefs to look for opportunities for simplification; HMRC should publish full costings of all tax reliefs; greater public consultation is needed on new and existing tax reliefs; ·non-structural tax reliefs, i.e., those designed to promote certain behaviour, should be classed as public spending, and scrutinised as such; and the Government should conduct five-year reviews of individual tax reliefs and commit to remove those reliefs that no longer serve their policy goal or are vulnerable to abuse. Relief for foreign taxes in PAYE codes If an employee works overseas, some overseas tax authorities may require their UK employer to deduct tax from the same earnings against which the employer also has to operate UK payroll. Where an employee’s PAYE code needs adjusted to give relief for foreign tax, HMRC advises the employee or their employer to make contact by phone, stating that their call relates to coding in accordance with section PAYE81715 of HMRC’s PAYE manual. HMRC release data on corporate criminal offence investigations HMRC has recently released updated data on the number of corporate criminal offence investigations in progress as at 30 June 2023. At that date, there were nine live investigations with a further 25 potential investigations under review, and 83 rejected. The Corporate Criminal Offences for failure to prevent the facilitation of tax evasion were introduced by Part 3 of the Criminal Finances Act 2017. With potentially unlimited fines for organisations found guilty of the offences, organisations must take their responsibilities seriously and put in place reasonable procedures to stop the facilitation of tax evasion. SAYE bonus rates According to the latest Employment Related Securities Bulletin, after the launch of the new Save As You Earn (“SAYE”) bonus rates automatic mechanism and specimen SAYE prospectus, new SAYE bonus rates and early leaver rate took effect from 18 August 2023. These are:- 3-year bonus rate: 1.1; 5-year bonus rate: 3.2; and early leaver rate: 1.42%. This is the first time that new participants will receive a bonus since 2014. Going forward, the rates will change on the 15th day following a change in the Bank of England Bank Rate. The next date the Bank of England may be expected to change the Bank Rate is next month as the Bank decided last week to maintain the base rate. HMRC will not routinely provide updates within Bulletins. However, the bonus rates, early leaver rate and the effective date of any change will be recorded in change in bonus rates for SAYE Share Option Schemes Agent Update 112 Get the latest guidance and information in Agent Update 112 including the following:- Alcohol Duty: apply the new duty rates and check the 2 new reliefs, before submitting a return this month; The Plastic Packaging Tax – mass balance approach consultation; Self-Assessment student loan deductions and payrolled benefits in kind; and Overlap relief – preparing for the new tax year basis.