The Balance + Allies Network Group was established in 2021 to promote the needs and interests of LGBTQ+ members and students, and reports into the D & I Committee. Here we meet the group's current chair, Conor Hudson to hear more about group and how he got involved with it.Can you introduce yourself and describe your path to membership?I’m Conor Hudson and I'm originally from Dublin. My route into Chartered Accountancy wasn’t completely straightforward. While studying, I completed a summer internship with a firm called Upton Ryan (which was based on Adelaide Road in Dublin at the time), and after finishing college I initially went in a different direction, working in media for a year. However, I quickly realised I didn’t see the long-term career path I was looking for there, which brought me back to accountancy and ultimately to a training contract with Upton Ryan, and qualified in 2012. Fast forward to now and I'm currently working with Grünenthal, a German-based pharmaceutical company, where I’m part of the M&A and Licensing Finance team. My role involves supporting transactions and licensing activities from a finance perspective, and I work mainly remotely with regular travel to Aachen, Germany. When I reflect back now, I am very grateful that I had the opportunity to change course in my career. One of the things I’ve enjoyed most about being a Chartered Accountant is that it opens doors well beyond traditional accounting roles.What do you feel the Balance group offers to members and students?At its core, Balance is about creating a sense of belonging within the Chartered Accountancy community, whether that's students or members at any stage in their careers. It provides a space where LGBTQ+ members and allies can connect, share experiences, learn from each other and help create a more inclusive profession. The group works to raise awareness and understanding of LGBTQ+ issues through networking events, information sessions and publications, while also encouraging visibility of LGBTQ+ members and senior role models within the profession. The group also provides an opportunity to connect with people across different firms and industries, which is particularly valuable because everyone can learn from the different approaches organisations are taking around inclusion and belonging. We hope that people can take learnings from those they meet in Balance and bring them back to their organisations, giving it an impact far beyond its membership.How did you become involved? What are you particularly proud of as part of that involvement?I first became aware of Balance around four years ago when I was becoming more involved with Employee Resource Groups (ERGs) in my own organisation. I reached out to find out more and became an active member shortly afterwards. When I was studying, this type of visibility and support network wasn’t something I was aware of within the profession, so it was exciting to see that these resources were now available for current and future students and members. One of the things I’ve really enjoyed is connecting and reconnecting with the wider Institute community through Balance. It has been a great opportunity to meet other like-minded Chartered Accountants, expand my network and share experiences from different organisations. I’ve also enjoyed getting involved in areas I never expected to. Contributing to Accountancy Ireland articles has been a great experience. It has been a rewarding challenge to approach topics from a different perspective and use a different skill set. One highlight was MC’ing the panel discussion on intersectionality that Balance hosted last year. It was a great opportunity to help facilitate an important conversation and hear different experiences from across the community.For anyone interested in getting involved with the group, what sort of commitment is involved? The level of involvement is very flexible and depends on what is happening within the group. We typically have short virtual meetings every one to three months, with additional meetings if we are organising events or working on specific projects in the lead up. For anyone considering getting involved, there is no expectation that you need to commit a huge amount of time. You can simply join meetings, listen and stay connected, or get more involved in helping organise events and initiatives. We try to schedule meetings around lunchtime where possible, with events generally organised outside normal working hours, so it should not take up too much of anyone's time. The backing from Chartered Accountants Ireland is also a huge benefit. The Institute provides a lot of support around organising events and communications, which allows members to focus on creating meaningful content and connections.How would you like to see the group develop/progress?Going forward, I’d love to see Balance continue to build on the great work already being done by creating more opportunities for both education and connection for new and existing members. I think there is a real opportunity to continue developing a mix of informative sessions, networking opportunities and more social events where members can connect in a more informal setting.To give an example of the type of things we have done over the past while, we had great success with our Drag Spin Class earlier this year (while raising funds for BelongTo), and I am helping facilitate the next meeting of the inclusive book club next month also. These are brilliant examples of bringing people together in a fun and different way while still creating visibility and awareness. We want to try out new ideas so we'd welcome new members and new perspectives. As you can see, we're happy to try anything!Ultimately though, I’d like to see Balance continue growing as a welcoming space for LGBTQ+ members and allies, while encouraging more people across the Chartered Accountancy community to get involved and be part of the conversation.Key information about the committeeTo find out about how you can get involved, email the committee.To learn more about the online inclusive book club (next meeting 24 July 2026), you can see the meeting schedule, what the group are reading and more here.You can visit the networking groups page here, and the Diversity and Inclusion committee page here.

The Professional Accountancy team and Insolvency Committee has recently published Technical Alert 04 2026 Helpsheet on Collective Redundancies for Insolvency Practitioners. This helpsheet is to assist Insolvency Practitioners in dealing with employee collective redundancies in an insolvency scenario. It outlines the legislation, process, discusses the issues and identifies some potential practical solutions for Insolvency Practitioners. This is a complex area with each case having its own nuances and legal advice should be obtained.

Ireland's National Risk Assessment on Money Laundering, Terrorist Financing and Proliferation Financing (NRA) was published on 18 June 2026. This latest NRA provides a comprehensive, system-wide evaluation of the threats and vulnerabilities facing Ireland. Published alongside the NRA is a 30 point Priority Action Plan. Firms are advised to review the NRA carefully and to update their AML risk assessments and policies and procedures accordingly.

For a number of years, the Institute's Code of Ethics has consisted of 5 Parts.  From 1 July 2026 'Part 5 - Insolvency Practitioners' is withdrawn.  The remaining Parts 1-4,  remain effective from 1 March 2020 until the next future revision (see note below).    Institute members who are licensed insolvency practitioners in the UK continue to comply with the relevant ethical requirements of the Recognised Professional Body which grants their insolvency licence. Institute members who are insolvency practitioners in Ireland have regard to the recently published Institute’s Technical Alert 03 2026 Ethical considerations for Insolvency Practitioners.  All Institute members, including those involved in insolvency work, comply with the requirements of Parts 1 to 4 of the Institute’s Code of Ethics.Planned revisions of the Institute's Code of Ethics - Parts 1-4 The Institute has commenced a project to update the Institute's Code of Ethics to ensure it remains in line with the International Code of Ethics for Professional Accountants issued by the International Ethics Standards Board for Accountants (IESBA).  IESBA is an independent standard-setting board that develops and issues, in the public interest, high-quality ethical standards. The Institute's Code of Ethics, last updated in 2020, aligns with the IESBA Code of Ethics with some essential additional material relevant to Institute members.    Since the Institute's Code of Ethics was last updated, IESBA has brought into effect updates to the IESBA Code to address the following topics:Revisions to Part 4B of the Code to Reflect Terms and Concepts Used in International Standard on Assurance Engagements 3000 (Revised)Revisions to the Code to Promote the Role and Mindset Expected of Professional AccountantsRevisions to the Code Addressing the Objectivity of an Engagement Quality Reviewer and Other Appropriate ReviewersRevisions to the Non- Assurance Services Provisions of the CodeRevisions to the Fee-related Provisions of the CodeRevisions to the Definitions of Listed Entity and Public Interest Entity in the CodeQuality Management-related Conforming Amendments to the Code Revisions to the Code Relating to the Definition of Engagement Team and Group AuditsTechnology-related Revisions to the CodeRevisions to the Code Addressing Tax Planning and Related ServicesThe Institute will include these revisions in the next edition of the Institute's Code of Ethics - expected in 2027.    We will keep members informed in relation to this project.   Institute members can read about the detail of the IESBA revisions on the IESBA website.Institute members are reminded that the independence standards within Part 4 of the IESBA Code and, therefore the Institute Code of Ethics, do not apply in relation to audits performed pursuant to ISAs (Ireland) or ISAs (UK).  In respect of those audit engagements, members comply with the IAASA Ethical Standard for Auditors and the FRC Ethical Standard for Auditors respectively.

From the Professional Accountancy team…...Members may be interested in Ireland’s National Risk Assessment on Money Laundering, Terrorist Financing and Proliferation Financing (NRA) which the Irish Dept. of Finance (DoF) published on 18 June 2026. The NRA provides a comprehensive, system-wide evaluation of the threats and vulnerabilities facing Ireland and will strengthen understanding of these risks across both the public and private sectors, supporting the development of targeted and effective mitigation measures. DoF also published a new Priority Action Implementation Plan which contains 30 action plans designed to strengthen Ireland’s response to financial crime. The Plan contains practical measures focused on for example protecting people and supporting law enforcement. Key measures include stronger intelligence sharing between agencies and enhanced safeguards around crypto-assets and digital finance and tougher anti-money laundering measures in the area of gambling, and increased transparency around company ownership.This information is provided as resources and information only and nothing in these pages purports to provide professional advice or definitive legal interpretation(s) or opinion(s) on the applicable legislation or legal or other matters referred to in the pages. If the reader is in doubt on any matter in this complex area further legal or other advice must be obtained. While every reasonable care has been taken by the Institute in the preparation of these pages, we do not guarantee the accuracy or veracity of any resource, guidance, information or opinion, or the appropriateness, suitability or applicability of any practice or procedure contained therein. The Institute is not responsible for any errors or omissions or for the results obtained from the use of the resources or information contained in these pages.   

 Most of us know what it feels like when we have a sense of belonging. Belonging is not about fitting in. It is about feeling accepted, valued and included. In the workplace, belonging influences how safe people feel about speaking up, how motivated they are to contribute, and how likely they are to stay, progress and excel. We also know what the absence of belonging feels like. It’s holding back in meetings. The sense that your contribution doesn’t quite land or is fully appreciated. It's never being fully at ease or hiding your authentic self. Over time, that disconnection takes a toll on our confidence, motivation and wellbeing. As organisations navigate ongoing change, hybrid work and rising complexity, belonging has emerged as a core element of workplace wellbeing, and one of the clearest signals of a healthy workplace culture. The link between belonging and wellbeingWellbeing is often framed as something individual, personal and singular. But in actuality, our wellbeing is shaped just as much by relationships and environment as by personal habits. People are more likely to feel good at work when they feel accepted and valued. Belonging lowers stress, builds psychological safety and makes it easier to ask for help when things get tough. When challenges arise – as they always do – a sense of connection acts as a buffer. Conversely, when people feel excluded, overlooked or invisible, the impact is quiet at first, but long-term disengagement creeps in. This is when ‘quiet quitting’, absenteeism and turnover shows up. Belonging is livedMany organisations have invested time and effort in diversity and inclusion work, often focusing on policies, representation and formal commitments. By prioritising inclusion, employees feel valued and supported which leads to stronger team cohesion and a positive organisational culture. But belonging goes a step further. Belonging is about everyday experiences and interactions: Do people feel safe sharing ideas or concerns? Are different perspectives genuinely welcomed? Is flexibility applied fairly and consistently? Do people believe their work and contributions matter? Belonging is subtle, it develops and grows in daily interactions and in the small signals about what is valued and who is heard. The power of leadership behaviour Leaders and management often underestimate how much their words, tone and behaviour shape belonging. Small moments matter, it's how a manager reacts to a mistake, whose voice is acknowledged in a meeting, and whether personal circumstances are met with understanding or impatience. Belonging is built when leadership teams: Listen without rushing to respond Show curiosity about different views and experiences Acknowledge effort, not just results Are honest and transparent, especially when decisions are difficult Model healthy boundaries and respect Belonging in the changing ways of working Hybrid work has brought welcomed flexibility, but it has also changed how belonging is created and developed. Informal moments, shared context and visibility don’t happen as easily when teams are dispersed. This means fostering a sense of inclusion and belonging needs to be a more deliberate and considered process. Belonging depends on fairness, clarity and trust. When flexibility feels uneven or communication is inconsistent, people can quickly feel left out or undervalued. When expectations and standards are clear and fair, connections can thrive. Psychological safety: Where belonging becomes real For belonging to truly thrive in the workplace, there needs to be a psychologically safe culture. This is a term that is gaining popularity in organisational psychology, but at its essence, it is about creating an environment where learning, honesty, and growth are possible. At a practical level, belonging shows up as psychological safety. People feel they belong when they can ask questions, challenge ideas, admit mistakes or say they’re struggling without fear. Psychological safety isn’t about lowering standards, but it is about allowing employees to feel like they can ask questions, challenge ideas, admit mistakes or say they’re struggling without fear, reprisal or stigma.  Teams with high psychological safety tend to be more engaged, more resilient and better at navigating change. They are also healthier places to work. Belonging in the everyday National Workplace Wellbeing Day doesn’t need to be busy or performative to be meaningful. Creating space for honest conversation, and really actively listening to what comes back, is a powerful starting point. Belonging can’t be delivered by HR alone, and it can’t be confined to a single day or week. It’s built in everyday choices. How work is designed, how pressure is managed, how people are treated when things aren’t going well. This year’s theme is a reminder that wellbeing isn’t just about individual strength. When people feel they belong, work becomes more human, more sustainable and more meaningful – for individuals and for organisations alike. If you would like some advice on workplace wellbeing or on your own personal wellbeing, the Thrive wellbeing team is professionally trained to offer wellbeing advice and support to help you on your wellbeing journey.  You can contact the team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.  

This week we update you on payments on account due on or before 31 July 2026, HMRC has published the final two sections of the Using Making Tax Digital (MTD) for Income Tax manual, and you can book onto a forthcoming HMRC MTD for Income Tax webinar.2025/26 payments on account (POAs): 31 July 2026 payment deadline  Earlier in the year HMRC alerted us to the treatment of POAs and balancing payments for taxpayers currently in testing and provided information on how these may be split between the new MTD service and the previous non-MTD Self-Assessment service. This reflects the way charge details are currently held across MTD and non-MTD Self-Assessment services as HMRC migrates taxpayer records from its legacy systems onto HMRC’s new strategic tax management platform. As a result, taxpayers will still need to access both the new MTD Service and the previous non-MTD Self-Assessment service using their Personal Tax Account (PTA) or Business Tax Account (BTA) to see their total balance. At the beginning of 2026 HMRC wrote to taxpayers setting out the steps they needed to take to see their full position and meet their POA obligations.  As the second 2025/26 POA is due on or before 31 July 2026, HMRC is issuing a reminder to those affected that they may still need to take additional steps to check their full POA position.   HMRC has again written to taxpayers about this, with letters expected to begin landing on doormats from last week. The letter explains the steps they need to take to check their full balance and make the POA by the due date. It will also highlight the importance of checking these details and makes clear that interest will apply where payments are not made by the due date.  MTD for Income Tax updated guidance  HMRC has also now updated the final two sections of the Using Making Tax Digital for Income Tax manual. This covers: ‘Send quarterly updates’ which clarifies how quarterly updates cover the tax year, explains when to send updates, the impact of missing deadlines, and how to make changes after the fourth quarterly update, and  ‘Submit your tax return’ which explains how to resolve calculation or software errors, submit your previous year’s tax return, and agent responsibilities.WebinarsHMRC is also holding a range of webinars on MTD for Income Tax in the coming weeks as follows: • for businesses: 'How to get ready for MTD if you are a business', and• if you receive income from property, 'Get ready for Making Tax Digital – landlords and joint property owners'.These will cover:the requirements of MTD for Income Tax,practical steps you can take to prepare your business,the rules, who will be affected and when,making informed software choices,authorising your agent, and signing up to MTD, andutilising any benefits and opportunities.

In this week’s detailed miscellaneous updates which you can read more about below, HMRC has sent a reminder about the recovery of 2025 Winter Fuel payments, the latest Agent Update is available and HMRC is hosting a range of webinars this which will be of particular interest to agents. In addition to the above, readers should also note the following: in the 2025 Autumn Budget, the Government announced a package of measures intended to clamp down on illegal high street activity. A Press Release published last week confirms that the 350 investigators have now been recruited and are working “to tackle tax fraud and illegal activity on the high street”,the House of Commons Library has published a research briefing about the UK tax system, the role of the Budget and sources of advice for taxpayers. the Government has announced the release of GOV.UK Chat; a new AI tool get answers drawn from official Government information, andTax Policy Associates has published an article ‘Why does Britain have more taxes than at any time since 1834?’ The Government has released GOV.UK Chat – a new AI tool that lets people ask questions in plain language and get answers drawn from official Government information. HMRC reminder: recovery of 2025 Winter Fuel payments HMRC has issued a reminder about how the changes introduced for Winter Fuel payments, or Pension Age Winter Heating Payments in Scotland, will impact pensioners moving forward. The reminder reads as  follows: “Recovery of 2025 Winter Fuel PaymentsThe change in 2025 meant that if a pensioner’s individual total income for the 2025/26 tax year was: £35,000 or less, they will keep their 2025 paymentmore than £35,000, HMRC will recover their 2025 payment If the pensioner lived in a household with someone else who also received a payment, HMRC look at each person’s individual income and Winter Fuel Payment entitlement separately. For example, if Person A earns £36,000 and Person B earns £22,000, HMRC will take back the payment from Person A, but Person B will keep their payment. Pensioners on PAYE with income above £35,000 are currently having the winter 2025/26 payments recovered during the 2026/27 tax year. Anyone who expects their total individual income from their private pension, state pension and any other sources to be over £35,000, can opt out of future payments rather than have HMRC take them back. Opting out of future paymentsOpting out is a quick and simple process.  Pensioners in England, Wales and Northern Ireland can opt out of receiving future Winter Fuel Payments via DWP’s online form, which is available on GOV.UK.  A telephone option is also available. Pensioners who live in Scotland will need to inform Social Security Scotland that they want to opt out of receiving Pension Age Winter Heating Payments. More information is available on MYGOV.SCOT. Pensioners will be opted out until they request to be opted back in, which they can do at any time, should their circumstances change in the future. HMRC have provided a calculator on GOV.UK to help customers work out if their total income will be over £35,000. Pay As You Earn (PAYE) recoveryHMRC issued updated tax code notifications, which reflected recovery of the Winter Fuel Payment in early April, and will automatically collect the payment through the revised tax code during the 2026/27 tax year.  Pensioners do not need to take any action or call HMRC. For a typical payment of £200, HMRC will deduct approximately £17 per month of additional tax. Self Assessment recoveryHMRC will collect the payment through a pensioners Self Assessment tax return for 2025/26. Guidance is available in the Tax Return Notes. For online filers, where possible, HMRC will include the 2025/26 payment on their online Self Assessment return which is due by 31 January 2027. It will show as a Winter Fuel Payment charge, pensioners should check if their winter payment is on the online return and, if not, include it themselves. Paper filers will need to include it on their paper return, which is due by 31 October 2026. Recovery in future years for PAYE customersFor PAYE customers who receive a Winter Fuel Payment for 2026/27, HMRC will begin to collect future Winter Fuel Payments in advance from April 2027. For example, the winter 2027/28 payment will start to be recovered in their tax code from April 2027. This means some pensioners may find that amounts relating to more than one year are collected in 2027/28. For example, in cases where both 2026/27 and 2027/28 payments are included, this would result in two amounts being recovered within the same tax year. Pensioners likely to face the double recovery in 2027/28 can act now to avoid this by opting out. More information and supportGeneral information on Winter Fuel Payments can be found on GOV.UK at www.gov.uk/winter-fuel-payment. General information on Pension Age Winter Heating Payments can be found on MYGOV.SCOT at www.mygov.scot/pension-age-winter-heating-payment. Further information on HMRC’s recovery approach can be found on GOV.UK at www.gov.uk/guidance/paying-back-the-winter-fuel-payment.” Agent Update 144Agent Update: Issue 144 is available now. Get the latest guidance and information including: tax fraud warning: attempts to use 'Bills of Exchange' to pay HMRC,the launch of digital carnets on 1‌‌‌ June‌‌‌ 2026,The upcoming employment related securities end of year return deadline,update on HMRC compliance activity for creative tax reliefs, andborderline excepted estates: supporting agents to get Inheritance Tax reporting right. Upcoming HMRC webinarsHMRC are hosting two webinars on strengthened powers to tackle tax advisers who facilitate non-compliance. The webinars are available for booking now on: Wednesday 24 June at 1.45pm, or Thursday 9 July at 11.45am Each session will cover: what counts as a tax adviser, what is sanctionable conduct, what happens if HMRC identifies sanctionable behaviour, and New powers which enable HMRC to publish information about tax advisers, There will also be an opportunity to ask questions.

In this week’s cross-border trading corner, we bring you the latest guidance updates and publications. The most recent Trader Support Service bulletin is also available as is the latest Brexit and Beyond newsletter from the Northern Ireland Assembly EU Affairs team. It has been announced that the second UK-EU summit will be held next month on 22 July in Brussels and the House of Lords European Affairs Committee recently heard evidence on parliamentary scrutiny of UK dynamic alignment with EU rules. Last week, the House of Commons Culture, Media and Sport Committee published its report on 'Cultural touring in the EU' with Committee Members calling on the Government to work with the EU to break down barriers to touring and to boost domestic support for performers. The House of Lords Northern Ireland Scrutiny Committee also recently held the first oral evidence session of its inquiry into ‘Article 2 of the Protocol/Windsor Framework’.Miscellaneous guidance updates and publicationsThis week’s miscellaneous guidance updates and publications are as follows:Notices made under s32A of the Taxation (Cross-border Trade) Act 2018,Reference Documents for The Customs Tariff (Preferential Trade Arrangements) (EU Exit) Regulations 2020,UK Trade Tariff: duty suspensions and autonomous tariff quotas,Joint statement from the Specialised Committee on Financial Provisions, 4 June 2026,Import Control System 2: service availability and issues,Notices made under the Taxation (Cross-border Trade) Act 2018,Make and manage an export declaration online: service availability and issues,External temporary storage facilities codes for Data Element 5/23 of the Customs Declaration Service,Making an entry summary declaration,Reference Documents for The Customs Tariff (Preferential Trade Arrangements) (EU Exit) Regulations 2020, andAppendix 2: DE 1/11: Additional Procedure Codes of the Customs Declaration Service (CDS).

Mandatory payrolling of the majority of benefits in kind (BIKs), except for employment-related loans and accommodation, was due to commence from April 2027. However, last week the Government announced a phased timeline for implementation. The timeline for delivery has now been published in a HMRC manual which also includes interim guidance and legislation. In light of concerns raised with the Government and based on stakeholder feedback, including from Chartered Accountants Ireland, the Government is now introducing mandatory payrolling on a phased basis. Chartered Accountants Ireland is represented on the HMRC Employer and Payroll stakeholder forum which discusses this and related issues.Under the newly announced phased approach: company car, van, fuel and medical BIKs will need to be payrolled from 6 April 2027, andall other benefits, except for employment related loans and accommodation, will be payrolled from 6 April 2028.  The payrolling of these will remain voluntary until further notice.  Guidance is still awaited from HMRC on how Class 1A employer’s NIC will be calculated and reported in real time. HMRC has also advised that the interim guidance published last week will be further updated ahead of finalisation in the Autumn.

A manual for MNE groups on Global Minimum Tax (Pillar Two) compliance obligations has been published. This manual provides an overview of the compliance obligations under Pillar Two in 14 Member States, including Ireland, covering registration, filing of returns and payment of top-up taxes. 

At the recent TALC Indirect Taxes subcommittee meeting, Revenue reminded practitioner members that notification letters were issued in April to relevant taxpayers in Revenue’s Large Cases Division, who are likely to fall within phase one of VAT modernisation rollout in Ireland. Agents were also issued with a tailored notice at the time.Revenue reported that there has been a relatively low level of engagement since the letters were issued and encouraged the representative bodies at the meeting to urge members to encourage clients to review the correspondence and engage with Revenue as required.Further information is included in our earlier newsletter item and businesses or agents with any questions, are encouraged to email VATmodernisation@revenue.ie.