Revenue has updated the Tax and Duty Manual which provides guidance on tax equalisation arrangements. The updated manual states that employers are required to ensure that payroll submissions under shadow payroll arrangements are accurate and reviewed for accuracy on an ongoing basis (paragraph 5, step 2). In addition, examples 5.1 and 5.2 have been updated to reflect Finance (No.2) Act 2023 amendments. 

Revenue has updated its guidance on the online Non-resident Landlord Withholding Tax (NLWT) system which commenced from 1 July 2023.   Section 1041 TCA 1997  provides that the person making the payments will be required to submit a rental notification (RN) providing certain information regarding the landlord and the rental income on which tax is being withheld. The NLWT system allows tenants/other direct payers and collection agents to input RNs for residential or commercial/agricultural properties, and provides a facility for both collection agents and tenants/others to set up a repeat RN. The manual has been updated to include guidance on setting up a repeat RN and creating a direct debit mandate (paragraph 5).  Collection agents and tenants are required to provide the unique property identifier, obtained from the landlord, when submitting the RN, such as the Local Property Tax identifier (LPT ID) for residential property. As rented non-residential properties do not have an LPT ID, the manual now includes guidance on the creation of a commercial ID for such properties (paragraph 9).  Other updates include:  Additional guidance for collection agents (paragraph 11) and non-resident landlords (paragraph 13)  ROS certificate and sub-certificate queries (appendix 2)   Extracts from the Notes for Guidance reflecting the Finance Act 2023 updates (appendix 3).  Further information can be found in eBrief No. 186/24. 

Tax revenues for the first half of the year were €44.7 billion, according to the recent June Exchequer figures. The figures represent a €3.8 billion increase (or 9.3 percent) on the same period last year. Aggregate tax receipts for the first half of 2024 are now ahead of expectations, with the over-performance largely due to corporation tax receipts. An Exchequer surplus of €3.1 billion was recorded in the first half of the year.   The breakdown of tax revenues is as follows:  Income tax receipts were €16.7 billion to end-June, €1.2 billion, or 7.5 percent higher than the first six months of 2023 and somewhat above profile.  VAT receipts to end June were strong at €11 billion, €0.6 billion (6.2 percent) higher than the same period last year and in line with expectations.  Corporation tax receipts of €12.2 billion were collected to end-June, 15.4 percent ahead of the same period last year and 11.2 percent (or €1.2 billion) ahead of profile.  Total gross voted expenditure to end-June amounted to €47.1 billion, €5.2 billion (12.4 percent) ahead of the same period in 2023.  Commenting on the figures, the Minister for Finance, Jack Chambers TD said:  “June is a key month for tax revenues and the strong performance across the first half of the year is a welcome indicator of the health of our economy, most clearly reflected in the robust growth in income tax and VAT revenues.  The stand-out feature is undoubtedly the sharp spike in corporation tax receipts in June, which means that in the year to date, this revenue stream is well above its level in the same period last year.  That said, there has been considerable volatility – in both directions – in corporation tax revenues over the last number of months, underlying the need to treat around half of these receipts as windfall in nature. There is also overwhelming evidence that confirms the highly concentrated nature of these receipts.  The two new investment vehicles – the Future Ireland Fund and the Infrastructure, Climate and Nature Fund – signed into law last month will help us to address some of the risks around windfall tax revenues, but this must be coupled with a balanced approach to budgetary policy. With this in mind, Government will set out the fiscal parameters for Budget 2025 in the Summer Economic Statement, which will be published next week.” 

  In this week’s Sustainability/ESG bulletin, read about a new Government report highlighting the barriers to climate action, the NTMA’s 2024 mid-year review with positive climate investment news, CSO figures showing increases in business energy use, and the launch of collaborations between IAFA & IAASA on sustainability reporting, assurance and education. Also covered are funding updates from Northern Ireland and Europe, and the usual awards, jobs, articles, resources and events.   Ireland news New Government report identifies the barriers to climate action A new report from the Department of the Environment, Climate and Communications highlights the barriers people experience in taking climate action, including the barriers faced by business and the support and guidance needed to take part in climate action. The report, 'Climate Conversations 2023 – From Individual Action to Collective Engagement', builds on the Environmental Protection Agency's ‘Climate Change in the Irish Mind’ study, and provides insights into the "attitude behaviour gap" that can help shape climate policy and public engagement that speaks to people directly. NTMA’s 2024 mid-year review The National Treasury Management Agency (NTMA) has published its 2024 mid-year business update. The update notes that investors have reacted favourably to the establishment of the two new savings funds, the Future Ireland Fund and the Infrastructure, Climate and Nature Fund. ISIF has further strengthened its programme of investments across its priority themes, and is ahead of schedule in its 5-year €1bn Climate Action programme, with over 77% of the total already committed after a little over three years. NewERA, meanwhile, has provided financial and commercial advice to Government Ministers and Departments, with a particular focus on climate and Ireland’s transition to a low-carbon economy. CSO figures show increase in business energy use The Central Statistics Office (CSO) recently published statistics on business energy use in 2022, which found that energy use by Irish resident enterprises increased by 22% in 2022. There was a 1.3% increase in energy use by the industry sector while it rose by 47% in the services sector. The cost of energy purchases by Irish resident enterprises increased by 83% from €8.8 billion in 2021 to €16.2 billion in 2022. Overall, the services sector accounted for 54% of business energy use in 2022. The total quantity of renewable energy purchased by enterprises in the industry and services sectors was 8% higher in 2022 compared with 2021. Irish Science Media Centre to tackle rising misinformation A new all-Ireland Science Media Centre (SMC) has opened on a pilot basis to combat misinformation in news media and foster a deeper public understanding of science. Its objectives include tackling misinformation, enhancing public understanding of science, championing higher standards in science reporting and communication, improving science literacy in news media and the wider public, and providing policymakers with evidence-based information on topical controversies through the news media. The pilot is part of the development of the global network of Science Media Centres. Earlier this year, the World Economic Forum warned that AI-driven misinformation is now world’s biggest short-term threat. IAFA & IAASA Collaborations The Irish Accounting and Finance Association (IAFA) and the Irish Auditing and Accounting Supervisory Authority (IAASA) are delighted to launch a research funding competition to support and advance research projects for IAFA members. Applications from researchers within all accounting and finance disciplines are welcome from now until 30 September. Projects that can demonstrate relevance to policymakers, standard setters, regulators, as well as the academic community, professional advisors and business owners are particularly welcome. Research projects with a specific focus on the following areas are encouraged (see call document for specific topics): Sustainability in Accounting Education, Sustainability Reporting, Sustainability Assurance, Audit Quality. UK/Northern Ireland news Proposed changes may ban zero-hour contracts Economy Minister Conor Murphy has proposed changes to employment law in Northern Ireland that could ban zero-hour contracts. The consultation aims to introduce new legislation next year, potentially replacing zero-hour contracts with a "banded hours" system, ensuring workers are guaranteed an average number of hours annually. Another proposal includes granting workers the right to one week of unpaid carers leave every 12 months, aligning Northern Ireland with the rest of the UK. The consultation will run until the end of September with the responses informing the draft legislation. Funding for investment in sustainable technologies – manufacturing sector Funding has been made available to businesses developing sustainable technology solutions for the manufacturing sector. The funding is available under The Investment Readiness Programme, part of the Made Smarter Innovation Sustainability Accelerator. Eligible businesses must be registered and active in the UK, and looking to raise investment and grow their business in the next six to12 months. Where next for SMEs and Net Zero? The UK Energy Research centre ran a webinar ‘Where Next for SMEs and Net Zero?’ on Tuesday 18 June 2024. The recording is now available on the UKERC website, where you can also download presentations and see related reports from UKERC's ‘SME Governance for Net Zero’ research project.  Europe News Denmark is reportedly set to introduce the world’s first carbon tax on agriculture after a an agreement between the Danish government, farmers, the food industry, and environmental groups. The law is expected to be approved by the Danish parliament later this year, with farmers reportedly to be charged “almost €100 a year” per cow once the levy rolls out in 2030. A new strategic foresight report, published by the European Environment Agency, calls for the need to further align European economic, social and security policies with the climate and environmental objectives. The ‘Europe’s Sustainability Transitions Outlook’ report highlights the need to take a broader view on such priorities as security, competitiveness or fairness, recognising that Europe’s socio-economic systems and wellbeing of its citizens depend crucially on a healthy and resilient natural environment, a stable climate and long-term sustainable use of resources.  World news The UN Global Compact is launching a global community for SPARK designed for small and medium-sized enterprises (SMEs) participating in the UN Global Compact. The Compact is the world’s largest voluntary corporate sustainability initiative. The aim of SPARK is to facilitate the exchange of best practices with some of the most innovative and influential SMEs around the world, to build knowledge, and form partnerships to accelerate progress toward the Sustainable Development Goals (SDGs).   Worth your time ‘Temperature Check’ a monthly climate newsletter issued by The Journal, has clear, easy-to-read coverage of climate policy and news from around the world. (Find it here) Articles Market forces are not enough to halt climate change (Irish Times) Wildfires ravaging Arctic Circle - EU monitor (BBC) Renewable energy accounted for 44.7% of all electricity production in the EU last year, making it the leading source of electricity in the bloc. (Euronews) Temperatures exceeding 30 degrees likely to become more common in Ireland – study (Irish Times) Sharp rise in number of climate lawsuits against companies, report says (The Guardian) Navigating exams with neurodiversity – Antje Derks from Chartered Accountants Worldwide explores strategies for success and self-advocacy (The Bottom Line – Accountancy Ireland) Podcast There are more than 800 startups promising to draw carbon dioxide from the air to help the world meet its climate goals. But there may not be enough buyers willing to pay for that service. Listen to more on Zero: The Climate Race (from Bloomberg) Resource: Business guides to communicate sustainability efforts The UN Global Compact Network United Kingdom has launched a series to help businesses overcome difficulties they may be experiencing in communicating their sustainability efforts. SDG Storytelling for Sustainability  guides companies on using the SDGs as a framework to communicate ESG strategies, and educate internal stakeholders on the importance of sustainability integration. Jobs A financial/reporting accountant is sought for an 'Energy/Sustainability/Renewables' role in Dublin 2 - NQ ACA. Find out more here. Upcoming Events The Law Society of Ireland 2024 Environmental, Social and Governance (ESG) Massive Open Online Course (MOOC) Delivered over 5 weeks, the Law Society’s 2024 MOOC on ESG is now available online and on demand. The MOOC is free and open to all, and Institute Professional Accounting Lead, Dee Moran, is speaking on the topic of the sustainable reporting landscape. Carbon Brief What are the key climate priorities for the new UK government? Following the UK general election, Carbon Brief is hosting a free webinar next week to discuss the key climate issues facing the new government. No formal presentations – just an informed discussion with three expert panellists who will also be answering your own questions. Panellists: Chris Stark, CEO of the Carbon Trust and former chief executive of the Climate Change Committee Emma Pinchbeck, chief executive, Energy UK Camilla Born MBE, independent climate advisor and former UK senior official at COP26 Webinar, Tuesday, 9 July, 10-11am (BST) International Sustainable Finance Centre of Excellence (ISFCOE), The Evolving Landscape of Sustainable Finance in Ireland: Legal, Regulatory and Market Insights IFSCOE has announced it is to launch two Skillnet Ireland-funded reports: a Legal & Regulatory Study prepared by Matheson, and the Market Report prepared by KPMG. This event is a culmination of extensive research and analysis on the evolving landscape of market regulations and sustainability practices, and it promises to offer invaluable insights. In person, 10 July 2024, Time: 9AM – 10.30AM, Venue: Euronext Dublin Chartered Accountants Ireland, Chartered Accountants Ireland Leinster Society 47th Published Accounts Awards, closing date for entries is next week. Includes two sustainability categories: Sustainability and ESG Reporting Award – Listed entities Sustainability and ESG Reporting Award – Unlisted entities Sustainable Energy Authority of Ireland (SEAI) SME Business Briefing Join SEAI for a webinar to learn how your business can save money and energy this year. A full agenda will be issued shortly.  Virtual, Tuesday, July 23, 2024 10:00 AM - 11:00 AM Chartered Accountants Ireland, The SME and SMP Sustainability Workshop A workshop for SMEs and small/medium accounting practices (SMPs) on how to get ahead of the sustainability curve. This interactive half-day session will focus on positive actions you can take to understand the ‘trickle-down’ effect of the Corporate Sustainability Reporting Directive ('CSRD’), green public procurement, access to sustainable finance, and how to make your practice more sustainable to save costs and respond to staff and client demands. Virtual, Chartered Accountant House, 13 September, 9.30- 12.30; €60 members; €75 non-members; 3 hours CPD points. EPA, Circular Economy Conference 2024 Online and in-person (Aviva Stadium, Dublin), 25 September Environment Ireland, Environment Conference In person, Croke Park, 17 October IAFA & IAASA  Integrating Sustainability Reporting and Assurance into Accounting Education Conference The conference is a collaboration between IAFA and the Irish Auditing and Accounting Supervisory Authority (IAASA) and aims to build awareness of the implications of sustainability reporting & assurance for accounting education, and to foster meaningful dialogue & collaboration among stakeholders to drive positive change. It will explore: Challenges and opportunities facing accounting education in the context of sustainability reporting and assurance, Corporate Sustainability Reporting Directive (CSRD) and its implications for accounting education, Future skills for sustainability reporting and assurance, Strategies for enhancing accounting education and student skills development. In person, 1st November, Maynooth University 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. Next meeting: Wednesday, 25 July, 14:00-15.30 Zoom 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.

Here, Dee France, Member & Student Support and Well-being Lead at Chartered Accountants Ireland, explores what diversity and inclusion means in the workplace, the important role it plays for employee well-being, and why employers should foster a culture of belonging and inclusion. Diversity and inclusion (D&I) has become a driving force in the changing organisational landscape. Companies and business leaders are placing greater emphasis on their approach to D&I and are embracing policies and strategies to create a more diverse, fairer, and resilient workforce.  Employee well-being and D&I are closely connected. In fact, employee well-being awareness can be seen as an intrinsic element of a company’s effective D&I strategies and policies.  An essential and significant feature of good overall well-being is our feeling of purpose and belonging. Programmes and initiatives that promote inclusion, diversity, and belonging can support and cultivate positive employee well-being. In its entirety, D&I in the workplace can have an impact on our overall happiness at work.  Emotional tax Employees from diverse backgrounds who experience a non-inclusive workforce can face an additional burden of an ‘emotional tax’ – the experience of being treated differently from peers due to race/ethnicity or gender, triggering adverse effects on health and feelings of isolation and making it difficult to thrive at work. This emotional tax can have an extremely negative impact on employees’ mental health and wellbeing. Feeling undervalued, overlooked, or excluded due to your identity can heighten a person’s vigilance to protect themselves from acts of bias or prejudice. Thrive, Chartered Accountants Ireland’s dedicated well-being hub, continues to receive regular calls from our members and students who seek support from the damaging impact a non-inclusive workplace can have on their wellbeing.   Managing diversity and inclusion  Implementing effective and successful D&I strategies and policies can take time, but a coherent and structured approach to these ensure that work practices and values support an inclusive culture that embraces different people, views, and perspectives. Producing a D&I policy allows a company to go above and beyond legal obligations and set a standard of expectation for the organisation and for its employees.  There are several ways companies can begin to incorporate inclusivity into the workplace.  Leadership and employee training  Providing training for leadership, management and employees increases awareness, aids the understanding and engagement in the company’s values and policies, helps embed these initiatives into the culture of the workplace, and allows for the development of empathy for others.  Employee network groups  Building an employee network group is an effective way to allow people to connect with others from different groups, and raise a sense of belonging, affinity, and kinship.  For example, the Institute has several different committee groups such as Balance, our LGBTQ+ committee, Student Committee, and D&I committee.  Open communication and feedback  Developing open and clear communication channels that are easily accessible to employees breeds better dialogue. It ensures employees and managers alike feel safe in airing grievances, giving feedback, and the feeling of being heard and valued.  Employee surveys on D&I initiatives allow companies to take onboard employees’ experiences and action feedback. It permits companies to assess if policies and strategies are working and evaluate and benchmark their efforts from year-to-year.  The Thrive Wellbeing Hub provides counselling, wellness coaching, practical advice and more to all members of the Institute. You can contact the Thrive wellbeing team by visiting our website, via email at: thrive@charteredaccountants.ie, or by phone: +(353) 86 0243294. 

Companies integrating tax disclosures into sustainability efforts face a complex transparency challenge. David McGee explains why Tax is becoming an increasingly important aspect of a company’s social responsibility and overall values. This is evident in its inclusion in sustainability reporting frameworks, such as the Corporate Sustainability Reporting Directive (CSRD). The trend towards integrating tax disclosures into sustainability efforts indicates that companies face a complex and ongoing challenge regarding tax transparency and sustainability. PwC’s 2024 Tax Transparency Report analysed the tax disclosures of all 20 companies listed on the main market of the Irish Stock Exchange (Euronext Dublin) to see how prepared they are for tax disclosures under the CSRD and how it affects their tax approach. Tax policy approach We found that companies primarily make tax disclosures through a tax strategy, also known as a company's approach to tax or tax policy. We discovered that 80 percent of companies mentioned tax in their broader sustainability reports, up 14 percent on last year. This indicates that companies recognise the importance of tax as an environmental, social, and governance (ESG) metric in which their stakeholders are interested. Additionally, one more company reported on tax with reference to the Global Reporting Initiative (GRI) 207 standard compared to last year. However, few companies describe how their approach to tax links to their sustainability strategy. This may be due to simply not connecting the dots between tax and sustainability efforts. The CSRD is still in its relative infancy and, as such, the number of companies reporting a link between their tax and sustainability strategy is expected to rise in the years ahead. Broader implications Integrating economic and social impacts into tax strategy reflects an organisation’s commitment to considering the broader implications of its actions beyond mere financial gains, including its impact on communities and the environment. Here are some key steps businesses can take today: Engage the board: Increasing investor pressure on tax means tax transparency is now a board-level issue. It is essential for your board, tax function and ESG teams to fully engage with this issue and to align tax practices with sustainability strategy. Engage with your sustainability teams: Tax and sustainability teams should work closely to ensure that double materiality assessments carried out under the CSRD consider tax-related impact, risks and opportunities. This will contribute to informed decisions on the materiality of tax. Prioritise your tax strategy: Prioritise creating a formal tax strategy to guide disclosures and to control the narrative regarding your company’s tax practices and transparency efforts. Consider what, and to whom, you are reporting: Understand the material tax matters your stakeholders want to know about and why. Review your current disclosures to see if they align with stakeholder expectations and/or regulatory requirements. Consider clarity and context in communications to help your target audience understand what’s at stake. Establish optimal reporting framework: Choose a reporting framework that aligns with your company's values and stakeholder interests. If you are using an existing framework like GRI for sustainability, align your tax disclosures accordingly. Set up tax disclosure processes: Implement formal procedures and governance to uphold the integrity of both qualitative and quantitative tax disclosures. This helps to ensure accountability and consistency. David McGee is Environmental, Social and Governance Leader with PwC Ireland

Aoife Hughes outlines what life-work balance is and the steps you can take to break unhealthy habits and achieve equilibrium Life-work balance often feels unattainable as we have a lot of time competitors, all champing at the bit to claim time and energy from us. Life-work balance can be defined as a series of habit changes, powered by a permission mindset, vision, strategies and systems. The metric of success is time to invest into your self-care. Here, I outline some key steps you can take to achieve the ultimate life-work balance. Permission to embrace self-care First, build a permission mindset to invest time into your self-care. This is a term that often incurs frustration as we feel we ‘don’t have time’ to invest into self-care. Self-care can be seen across three lenses: physical, emotional and social health. They can be interlinked. Self-care is a strategy to manage emotional stress to ‘find calm in the chaos’. We all experience chaos in life. ‘Big’ chaos can involve life-changing events such as moving house, having children or falling ill. ‘Small’ chaos is the day-to-day stress from getting to work on time, deadlines and cooking dinner. Building boundaries and prioritisation are critical components to managing self-care and stress. To deal with the chaos, and care for yourself, identify when you are stressed by noticing when your heart starts racing and you can’t concentrate. Manage this by inhaling for four seconds, holding your breath for seven seconds and exhaling for eight seconds. Future vision Design your ideal life-work balance by visualising what you want. Then, define your core values. These values are the deeply-held beliefs that guide your behaviours and decisions. Building awareness about limiting beliefs that impact your thoughts, emotions and habits is key to implementing change. Creating your goals involves change – something that is not easy as we are not conditioned for change. We are wired to stay within our comfort zone as we don’t have any emotional connection with something that we have not yet experienced. To achieve your goals to reach your vision, you need to break old habits and start building new ones. You can do this by identifying one goal to help you reach your vision. Change one limiting belief to build or break a habit to reach your goal. And if you need extra help, the How to Run Your Home Like a Business Framework supports habit changes with strategies and systems to manage the physical and mental load that comes with home and family life to make room for self-care. Building strategies Building a strategy to manage your home and family life involves identifying your ‘partner in the business’. This can be your roommate, family member or life partner. Create a plan for the work associated with the home and family. Look at the projects and tasks that need to be completed on a daily, weekly, monthly, quarterly and annual basis – just like how you would approach project management in the workplace. Next, look at your internal team, which could be your immediate family, and identify who your ‘village’ are. Leadership and asking for help are key to achieving success with implementing your strategies. Finally, identify what projects you would like to complete in your home. Manage when you would like to have these projects completed by creating a prioritisation plan. Systems management Now that you have your strategies and team in place, building systems and delegation are the final components. Identify what your key pain points are in terms of managing the physical and mental load that comes with home and family life. Give yourself permission to set a budget and invest in solving problems by expanding your team with external suppliers. For example, hiring a cleaner to manage weekly tasks will lighten the physical and mental load that comes with the home. The key cyclical tasks related to the home are cooking, laundry and dishes. They come with a heavy workload as they need to be managed regularly. Delegate ownership around these tasks by playing to the strengths of each partner. Delegation can be challenging. Working with the ‘progress over perfection’ mantra and accepting that tasks may be approached in a different manner, can help to overcome some of the challenges. Leverage planning tools and applications to streamline the systems you create to save time. Identify who owns a task that needs to be managed weekly, then create a system and schedule this task with an online calendar or app. Begin at the start Life-work balance is a fitness – you decide how far you want to take it. The hardest part is starting. Once you build your permission mindset and vision, however, you’ll soon find that the rest will fall into place. Aoife Hughes is the founder of FRAZZLE

Small businesses can sometimes feel left out of the conversation on neurodiversity, believing such initiatives are reserved solely for large businesses. Mark Scully explains why it is so important for small businesses to embrace neurodiversity and how  Neurodiversity is the idea that all people experience and interact with the world around them in many ways. There is no one "right" way of thinking, learning, and behaving. Under the neurodiversity lens, differences arising from neurodivergences, such as dyslexia, dyspraxia, autism or ADHD, are not viewed as deficits. Instead, these differences can give rise to certain strengths as well as unique perspectives. The importance of neurodiversity in the workplace has gained significant attention internationally and Irish workplaces are finally beginning to embrace this, such as Bank of Ireland’s roll out of its Neuroinclusion Policy. The commentary around neurodiversity initiatives can make it seem that they are the preserve of large organisations, however, leaving smaller businesses feeling that they don’t have the scale, resources or time to deal with such matters. Neurodiversity initiatives in small businesses Based on the most recent available CSO (2021) statistics, 69 percent of people are employed by SMEs. Importantly, almost 50 percent of all employees in Ireland are employed in businesses which employ less than 50 people, being small enterprises (22%) or micro enterprises (28%). So, it is paramount to emphasise the important role small businesses can play in embracing neurodiversity, as well as to challenge misconceptions and barriers that may stand in the way. “We will cross that bridge when we come to it” Some businesses may see neurodiversity as something to be dealt with in the future when they are forced to react to it, e.g. when a new employee is neurodivergent. However, businesses may be surprised by the likelihood that they may already have neurodivergent employees. Research published in the British Medical Bulletin in 2020 estimates between 15 percent and 20 percent of the population is neurodivergent, with the current view being that it is the higher end of this range. Taking this 20 percent rate, and by using the most recent European Disability Forum’s employment rate for disabled people in Ireland of 32.6 percent as a proxy (which likely understates the employment rate for all neurodivergent people, excluding autistic adults who face significant barriers to employment), we can estimate the probability of at least one neurodivergent person working in a business of a particular size. Based on those assumptions, we can arrive at conservative probability figures: In a business employing more than 10 people, there is a more than 50 percent chance that at least one person in that business is neurodivergent. In a smaller business with five people, this probability is 25 percent. In a larger business with 35 people, this probability increases to 90 percent. While rough, this calculation is intended to illustrate a key point: the probability that you already have a neurodivergent employee is much higher than you think. If your business is larger than a micro enterprise, there is no point waiting to cross the bridge – you likely already crossed it without even realising it. “We don’t have a budget for this.” If financial cost is significant constraint, there are numerous free or low/subsidised cost resources available to help: There are excellent not-for-profits/charities in Ireland that provide support, advice and resources on supporting adults with more common neurodivergences such as autism, ADHD, dyslexia and dyspraxia (DCD). Some organisations that were previously solely autism-focused have now broadened their remit to wider neurodiversity, such as Specialisterne Ireland. There are government-backed information and support programmes such as Employers for Change to assist employers in recruiting and retaining disabled employees. Specialisterne Ireland has recently collaborated with international organisations across the EU to roll out neurodiversity resources aimed at SMEs which are freely available to use. The Department of Social Protection will shortly roll out a revised scheme to replace the existing Reasonable Accommodation Fund and Disability Awareness Support Schemes. This revised scheme should hopefully make funding more easily available to subsidise costs of disability (including neurodiversity) awareness trainings for employers. Often, the most beneficial workplace adjustments for neurodivergent employees do not involve financial outlay. Instead, an understanding and willingness on the part of the employer to adopt a different way of working or communication to best suit that person’s cognitive style or sensory needs can be incredibly helpful. Any such adjustment depends entirely on what works for that individual and their needs but can include: flexible working arrangements; asynchronous communication to allow time to process information; being permitted to use noise cancelling headphones; taking movement breaks; being provided more prescriptive instructions to facilitate task breakdown; chunking work to minimise transitions, etc. But even where financial cost is involved for reasonable accommodations e.g. text-to-speech software, there are government supports available. “We don’t have the time for this.” Every business should embed diversity, equality and inclusion (DEI) initiatives, including neurodiversity, as part of its long-term strategy. This can involve reviewing the recruitment process, reviewing the physical environment for accessibility and updating policies and procedures. Smaller businesses can feel that a such an undertaking is beyond their capacity, however, and therefore avoid taking any steps at all. Inclusion is a continuing journey – there is no finish line. The key is to take one step and then another. Here are some small practical steps you can take today: Let your people know that neurodiversity is something you want the business to embrace. Invite them to provide feedback and help. Often, you will be surprised to find that people are more than willing to help, particularly where they or a family member is neurodivergent. Make your people aware. Online neurodiversity awareness trainings suitable for all employees generally range from 60 to 90 minutes in length. Train your leaders and managers. Typically, more in-depth neuro-inclusion training aimed at leadership and human resources range from two to three hours. It is important that neurodivergent employees have some way of making their voice heard, especially if they do not feel comfortable yet to share their neurodivergence. An anonymous survey to request feedback on neurodiversity in your workplace can be generated and circulated (via a third-party intermediary, if necessary, to ensure confidentiality and anonymity of feedback). Conclusion Neurodiversity is not just the domain of large businesses and multinationals – small businesses must readily embark on the neuro-inclusion journey if we are going to foster an inclusive workplace for all employees in Ireland. Mark Scully ACA is the founder of Braver Coaching and Consulting, an executive coaching and neurodiversity consultancy.

In Irish news, Revenue publishes key findings from its public consultation on VAT modernisation, guidance on Enhanced Reporting Requirements for employers is updated and the Department of Finance publishes responses to the first Feedback Statement regarding the strawman proposal on participation exemption. In UK news, we take a look at the tax policies of the two biggest parties in Northern Ireland, and HMRC releases its 2022/23 Tax Gap publications. Ireland Revenue has published a report setting out the key findings from the public consultation on modernising Ireland’s administration of VAT. Revenue has updated the Tax and Duty Manual which provides guidance on the Enhanced Reporting Requirements (ERR) for employers. The Department of Finance has published the responses it received to the first Feedback Statement on the strawman proposal on a participation exemption.   UK Read about the tax policies of the two biggest parties in Northern Ireland. HMRC’s 2022/23 Tax Gap publications have recently been published.   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 the UK’s general election on Thursday 4 July, we take a look at the tax policies of the two largest parties in Northern Ireland.  The DUP’s tax policies and promises  The Democratic Unionist Party (DUP) published its full manifesto last week. The party continues to argue that further work is needed on the Windsor Framework and “we will continue to argue the case for the full primacy of the United Kingdom internal market, and we will continue to reject the undermining of its integrity………..In October, as part of the NI Assembly vote on the current arrangements, we will not hesitate to vote against their continued application and, drawing upon the new mechanisms at our disposal, we will continue our quest through the inbuilt review.”  A lower rate of corporation tax for Northern Ireland also featured, something which the Institute has been campaigning on for many years. The Institute is currently developing a briefing paper on the benefits, challenges, and potential mitigations to any challenges of a lower rate of corporation tax for Northern Ireland which it plans to use as a mechanism to drive this issue forward.   The DUP’s analysis of a lower rate of corporation tax for Northern Ireland features on page 29 of their manifesto and reads as follows:  “Lowering the rate of corporation tax in Northern Ireland has been a longstanding DUP policy. This would boost Northern Ireland as an attractive investment opportunity, building on the strength, skill and ingenuity of our workforce. The minimum effective 15% rate in the Irish Republic places firms in Northern Ireland at a competitive disadvantage and we want to see this addressed. We continue to advocate for a reduction in corporate tax across the United Kingdom and DUP MPs opposed the increase in the main UK corporation tax rate from 19% to 25% in 2023.   The DUP believes there are a number of fundamental issues that require resolution with the Treasury before the powers to vary corporation tax rates - which are already provided for in law - can be enacted. We are clear that progress must be based on solid foundations. That means ensuring a process of implementation that protects spending on public services in the short to medium-term.”  DUP MPs will also campaign to:   Oppose the freeze on the personal tax allowance and higher rate income tax threshold  Seek further reductions in national insurance  Support an increase in the starting age for employee national insurance  Encourage the government to explore the merits of moving to single tax on all income, replacing income tax and national insurance  Freeze vehicle excise duty  Abolish VAT on domestic electricity bills  Maintain the freeze on fuel duty  Oppose any increase in insurance premium tax   Increase the tax-free childcare allowance from 20 percent to 35 percent  Remove the cap on tax free childcare above £2,000  Scrap VAT on school uniforms  Support the triple lock on state pensions   Support the personal allowance for pensioners always being above the amount of the state pension  Increase the VAT registration threshold for SMEs to £100,000 and then uprate it in line with inflation  Drive up the number of SMEs benefiting from tax reliefs  Ensure the national insurance liability for small businesses is fair: the Employment Allowance should be uprated in line with increases to the national living wage  Promote greater awareness of capital allowances and R&D tax reliefs among local businesses  Explore the potential introduction of an online sales tax targeting online corporates and marketplaces  Support robust efforts to crack down on global tax evading corporations  Aim for the VAT system to be better utilised to incentivise investments that promote improved productivity through low-carbon and green technologies  Continue to campaign for a reduction in VAT for hospitality across the UK, and   Expand UK research & development tax relief for small and medium sized enterprises to include capital expenditure.  In its 2022 Assembly Election manifesto, the DUP also argued that the necessary capacity did not exist for Northern Ireland to devolve additional fiscal powers. That remains its position at this time.   Sinn Fein’s tax policies  Sinn Fein published its full manifesto in mid-June, a 10 page document which did not contain any detail on tax pledges. However publicly, the party has taken a slightly different position to the DUP on the devolution of more fiscal powers arguing that although there are "important considerations" about the political and administrative capacity for Stormont to take on new responsibilities, the experiences of Scotland and Wales demonstrate that this capacity can be developed over time which "it is not a reason in itself to not consider devolution". 

In the pursuit of academic excellence, students often overlook the power of breaks. Discover why strategic pauses are crucial for learning retention, focus, and overall well-being during intense study sessions. Students often believe that the key to academic or exam success lies in pushing themselves to the limits to study for hours on end without taking a moment to rest. However, when students deprive themselves of breaks, they are less productive, retain less information and in turn risk burning out. Taking breaks while studying is not only beneficial but essential for deep learning and performance. Breaks are important for maintaining our cognitive capability and our overall mental health and well-being. In addition, breaks fuel our productivity. Cal Newport in his book Deep Work describes deep work as “activities performed in a state of distraction free concentration that push your cognitive capabilities to their limits”. When a student engages in deep work, or productive deep study, they need to also take productive deep breaks. The benefits of breaks Taking breaks while studying are important for the following reasons: Enhances focus and concentration Our brains cannot maintain focus and concentration for extended periods. Taking short breaks during study sessions allows our brains to recharge, making it easier to maintain focus, concentrate and absorb information effectively. Much like our phones, our brains also need to be re-charged. Improves learning retention Taking breaks between study sessions can improve our ability to retain information. Breaks give your brain the opportunity to process and consolidate new information, making it easier to recall later. For this reason, I always recommend taking a walk where possible after a study session. This will help you retain the information you just studied and learned. Maintains overall health and well-being Extended periods of intense studying can lead to burnout, fatigue and increased stress levels, ultimately undermining your academic or exam performance and health. By incorporating regular breaks into your study routine, you can keep burnout at bay and reduce your stress levels. Promotes sustainable study habits Taking breaks while studying encourages sustainable study habits that can be maintained over an extended period. By taking regular deep productive breaks, you can pace yourself more effectively and avoid the cycle of procrastination followed by cramming which inevitably leads to stress and overwhelm. What does a productive deep break look like? There is no specific rule of thumb when the optimal time is for a student to take a break while studying. We are all individual and we all have our own specific needs. If you are engaging in productive study, then you could take a 10-minute break after 50 minutes study or a five-minute break after 25 minutes study. When taking a break, you should not turn your attention to email, social media or distracting websites. The purpose of the productive deep break is to recharge your brain. By scrolling on your phone, you are not giving your brain the rest and recovery it needs and deserves. In fact, you are stimulating it, which is not what we want from a productive deep break. Try not to turn your attention to a complicated or stressful task. A short walk is a fantastic way to clear your head. It will help consolidate what you have just learned. If going for a walk is not available to you, getting out in the fresh air for 10 minutes is another great way for your brain to rest and recover. Sometimes a productive deep break can be as simple as sitting in silence with a cup of tea or coffee. Alternatively, you can listen to music or a podcast. Another example of a productive deep break is to do a five-minute meditation or five minutes of breathwork. As you are likely to have been sitting at a desk for a period of time, five minutes of stretching, yoga or physical exercise is great to boost your energy levels. Taking breaks should form part of your study routine. By prioritising rest and relaxation, you can cultivate healthier study habits, enhance your learning and ultimately achieve greater academic and exam success. Productive deep breaks ensure that you return to your study motivated with renewed concentration and a refreshed mind, ready to tackle complex problems and absorb information more efficiently. So, when you find yourself buried in books or glued to your computer screen, remember to allow yourself the time to rest, recharge and rejuvenate. Breaks fuel productivity. Edel Walsh is a student and exam coach. She supports her clients with their studies and exams using a holistic approach of focusing on academic success, personal development and looking after their well-being. For more information, check out www.edelwalsh.ie.

Swapping self-criticism for self-compassion can help us to become more resilient, overcome difficult situations and boost our mental health. Dee France, Thrive’s Wellbeing Lead, explains why. “You are your own worst critic” is a popular phrase for a reason and will resonate with many of us. Our inner critic can be very harsh, and while we shouldn’t outright ignore it, we also shouldn’t give it more attention than it deserves. In fact, it could be argued that a healthy dose of self-doubt and criticism is necessary as it allows us to monitor our behaviour and check ourselves. However, overwhelming negative self-talk and being too critical of oneself can be damaging and detrimental to how we live our daily lives, not to mention the devastating impact it can have on our mental health. This is where a level of self-compassion is needed. Humans are collectively compassionate beings, showing a great deal of understanding and kindness to others, but we aren’t always great at being kind to ourselves. Where self-criticism asks, “am I good enough?” self-compassion asks, “what’s good for me?” Instead of dwelling on mistakes, past failures and judging and criticising yourself for various imperfections or shortcomings, self-compassion means you are understanding and supportive of yourself. How do we develop self-compassion? Like any skill, developing a sense of self-compassion requires time, practice and patience. As a leading researcher in self-compassion, Doctor Kristin Neff theorises that there are three core fundamentals to self-compassion. Mindful awareness This involves being aware of your thoughts and emotions and taking a balanced and mindful approach to both, neither suppressing nor exaggerating, but simply acknowledging your feelings without judgment. Self-kindness This involves caring for yourself the way you would a friend or family member going through a difficult time. When we are faced with challenging situations or have feelings of inadequacy, rather than beating ourselves up, we are instead supportive and encouraging of ourselves. Self-kindness gives us the security and perspective to put ourselves in a better frame of mind to cope with any challenges we may experience. Common humanity Self-compassion is rooted in common humanity. When we make a mistake, it is common to think we are the only person in the world who is flawed. Common humanity is recognising that everyone is flawed, vulnerable and imperfect. It is important to acknowledge that we all make mistakes and have our own insecurities. Nobody is perfect and this is something that connects, rather than separates, us. Self-compassion and wellbeing Self-compassion can be thought of as being self-indulgent or feeling sorry for ourselves, but developing the ability to cope and manage our difficulties is good for our emotional wellbeing. Research studies show that those who are more self-compassionate benefit from better mental and physical health. Further, people with higher levels of self-compassion tend to be more resilient, have a less physical response to stressors and spend less time dwelling on situations after they have happened. Self-compassion involves recognising strengths and achievements, which, in turn, boosts our self-confidence and self-belief. A study by the Universities of Exeter and Oxford found that self-compassion can immediately calm your heart rate and lessen stress responses. Study participants also demonstrated a general state of relaxation and security and reported a stronger sense of connection to other people. Exercising self-compassion makes you more likely to: engage in healthy behaviours such as exercise, eating better and better sleeping patterns; be less fearful of making mistakes, rejection or change; display higher levels of emotional intelligence, happiness and optimism; handle and cope with adversity and difficulties better; and demonstrate healthier boundaries in both your professional and personal life. Practising self-compassion There is a vast array of ways we can cultivate self-compassion. To get started, there are plenty of helpful resources, tools, exercises and templates available online. Below are a few ways you can start showing yourself a little more kindness and understanding: Practice mindfulness and self-reflection: learn to observe and evaluate your thoughts; activities such as journalling and meditation can aid this. This encourages you to be curious and self-aware, understanding that your thoughts and assumptions are just that – they are not facts. Reward and celebrate: celebrate your successes and achievements. Practice gratitude and celebrate moments of positivity and kindness. Keep a list of personal strengths to review in moments of self-doubt. Take a break: time away from your day-to-day routine and a change of scenery can help you keep things in perspective. Strengthen your connections: kindness is contagious! Showing love and understanding to the people around you means you are more likely to show yourself the same compassion. Do things you enjoy: spending time on our passions, hobbies and interests is good for the soul and brings a sense of satisfaction and achievement. Thrive is the Institute’s dedicated wellbeing hub that offers confidential wellbeing support to students and members. For more advice or information, check out Thrive’s Wellbeing Hub. Alternatively, you can contact the team by email at thrive@charteredaccountants.ie or phone at (+353) 86 024 3294.