31 January 2025: The deadline for paying Self-Assessment tax liabilities and filing 2023/24 tax returns

31 January 2025: The deadline for paying Self-Assessment tax liabilities and filing 2023/24 tax returns

***PLEASE IGNORE THIS REMINDER IF YOU HAVE ALREADY SENT US YOUR QUESTIONNAIRE***

We are fast approaching the deadline for filing your Self-Assessment tax return, which is Friday 31 January 2025.

If you would like Cogent to prepare your tax return, please complete and return the Self-Assessment Tax Return Questionnaire for the tax year 2023/24 as soon as possible.

As we are now very close to the key 31 January date, we cannot guarantee to complete the tax return to meet the deadline, so it is important that you complete the questionnaire as soon as possible.

Outstanding Balancing Payments for 2023/24 and the First Payment on Account for 2024/25 are also due and payable by 31 January 2025 and interest will be charged on late payment.

You can request a questionnaire for 2023/24 by emailing tax@cogentaccountants.co.uk

The standard charge, including VAT, for a basic tax return, is £250 as we have passed the deadline to receive this service at a discounted rate. Please note, more complicated tax returns, where additional work or supplements are required, will be subject to additional charges.

If you have a second shareholder, they may also need to file a tax return, even if they haven’t previously. For further advice, please contact our Tax Department.

Penalties for late filing of tax returns can be as much as £1,600, even when there is no tax due, so please ensure your tax return is filed on time, whether you ask us to prepare it for you, or you have made other arrangements.

Please return your completed questionnaire together with any attachments by email only to our Tax Department – tax@cogentaccountants.co.uk

You are required to file a tax return if:

  • You have been asked to file one by HMRC
  • You have a tax liability for the year (e.g. additional and higher rate tax, student loan in repayments, high-income child benefit charge or if you have any income which has not been taxed at source)
  • You have a new source of income that needs to be declared.

***PLEASE IGNORE THIS REMINDER IF YOU HAVE ALREADY SENT US YOUR QUESTIONNAIRE**

Why 2025 could be the year of the limited company contractor

With the dust settling on last year’s Budget, it’s time for limited company contractors to look ahead with optimism.

We know that recent history and the introduction of IR35 to the private sector has made things more challenging, but the landscape for operating under a Personal Service Company (PSC) via a limited company structure is getting brighter by the day.

Here is why we think contractors should reconsider their approach in the year ahead.

The turning tide of taxation and legislation

Recent developments suggest a shifting focus that could revive the appeal of the limited company model for contractors.

The Autumn Budget introduced measures that, although initially daunting, pave the way for a resurgence in the attractiveness of working through a limited company.

Positive changes for end-clients

Possibly one of the biggest incentives to take on contractors via a limited company is the change to National Insurance.

From April 6th, 2025, end-clients will face higher employer National Insurance contributions for their permanent staff.

This increase might prompt a reconsideration of engaging contractors through more cost-effective limited company arrangements.

Potential reform of IR35

With the government revisiting the effects of IR35 and related legislation, there’s also potential for what could be seen as a fourth phase of IR35 reform.

This time, the focus might shift towards a more refined, fair approach to contracting. It is early days in regards to changes in this area, but the evidence is growing on its impact on a wide variety of sectors.

Optimism for the contracting sector

When these factors combine, they amplify the potential benefits of contracting via a limited company in 2025 and beyond.

This isn’t just a temporary shift. It’s a substantial move towards a more structured and favourable environment for limited companies.

The outlook for 2025 is promising, signalling that it might just be time to reconsider the LTD route for its potential benefits and the new opportunities it may bring.

Let’s embrace this change and make the most of the new contracting landscape!

Get ahead of the game: The benefits of early self-assessment tax return submission

Get ahead of the game: The benefits of early self-assessment tax return submission

While many of us looked forward to a festive break filled with relaxation and cheer, a significant number of taxpayers chose this quiet period to get ahead by submitting their Self-Assessment tax returns.

According to HMRC, this past Christmas period saw more than 40,000 proactive taxpayers filing their returns – effectively giving themselves the gift of a stress-free January.

Festive filing: A new tradition?

According to HMRC, an impressive 23,731 individuals submitted their tax returns on Christmas Eve alone, with the peak time occurring just before noon.

While others were prepping for Santa’s arrival and cooking a turkey, these diligent filers were navigating HMRC’s online services.

Christmas Day and Boxing Day also saw thousands bypassing traditional festive activities to finalise their tax details, with 4409 and 11,932 filings respectively.

Why file early?

While many may love using the festive break to complete and submit their tax return, many of us would rather be putting our feet up to watch Wallace and Gromit.

However, beyond eliminating stress, the benefits of an early-bird approach are numerous. Submitting tax returns well ahead of the January 31st deadline not only avoids the last-minute rush but also significantly reduces the risk of errors that can occur when hurriedly trying to meet a deadline.

Moreover, early submission allows more time for any unforeseen issues to be resolved, ensuring that everything is in order long before the deadline pressure mounts.

Best of all, here at Cogent Accountants, we offer a substantial discount to clients who send in their Self-Assessment Tax Return Questionnaire to us early.

Myrtle Lloyd, HMRC’s Director General for Customer Services, commended those who have already submitted their returns, noting that they can now “rest easy knowing they’ve got it wrapped up for another year.”

Encouragement to start sooner

For those who are always rushing to submit just before the Self-Assessment deadline, now is the time to consider the advantages of early submission.

Remember, early preparation not only eases your workload but also ensures that you can focus on what truly matters as the new year begins — whether that’s growing your business or simply enjoying more quality time without the shadow of tax deadlines.

Take a cue from the festive filers – get a jump start on your taxes in 2025.

Send us your Self-Assessment Tax Return Questionnaire by 31 December to save on your basic tax return fee

***PLEASE IGNORE THIS REMINDER IF YOU HAVE ALREADY SENT US YOUR QUESTIONNAIRE***

If you would like Cogent to prepare and file your 2023/24 tax return and you have not yet sent us your completed Self-Assessment Tax Return Questionnaire, you will need to do so by 31 December 2024 to benefit from our discounted fee.

If you have a second shareholder, they may also need to file a tax return, even if they haven’t previously. For further advice, please contact our Tax Department.

The standard charge including VAT for a basic tax return is £250. Questionnaires received by 31 December 2024 will receive a discount on the basic tax return, charged at £130.

Any questionnaires received after 31 December 2024 will be charged at the full rate of £250.

Please note that more complicated tax returns where additional work or supplements are required, will be subject to additional charges.

Our deadlines have been set so that we can complete your return in time to meet the HM Revenue & Customs’ (HMRC) online filing deadline of 31 January 2025.

Penalties for late filing of tax returns can be as much as £1,600, even when there is no tax due, so please ensure your tax return is filed on time, whether you ask us to prepare it for you, or you have made other arrangements.

You can request a questionnaire for 2023/24 by emailing tax@cogentaccountants.co.uk

Please return your completed questionnaire together with any attachments by email only to our Tax Department – tax@cogentaccountants.co.uk

You are required to file a tax return if:

  • You have been asked to file one by HMRC
  • You have a tax liability for the year (e.g. additional and higher rate tax, student loan in repayments, high-income child benefit charge or if you have any income which has not been taxed at source)
  • You have a new source of income that needs to be declared.

***PLEASE IGNORE THIS REMINDER IF YOU HAVE ALREADY SENT US YOUR QUESTIONNAIRE***

Could businesses engage more off-payroll workers to mitigate costs following the Budget?

With the Autumn Budget now delivered, the Labour Government has introduced a range of measures designed to address the estimated £22 Billion “black hole” in public finances.

Among the headline announcements is an increase in employer’s National Insurance contributions (NICs), a move that has sparked considerable debate among businesses and contractors alike.

While the rise in employer’s NI aims to bolster the Treasury’s coffers, its impact on businesses could lead to a significant shift in workforce strategies, with many organisations predicted to turn to off-payroll workers to manage costs.

Why off-payroll workers may become more attractive

For businesses, the increased financial burden of employer’s NICs makes off-payroll arrangements, such as engaging contractors, an appealing alternative to hiring permanent employees.

Unlike traditional employees, off-payroll workers do not incur ongoing costs such as employer’s NI or pension contributions.

Businesses engaging contractors on a project basis gain the flexibility to scale their workforce up or down as needed without the commitment of long-term salaries.

This “talent on demand” approach not only allows organisations to control costs more effectively but also provides access to highly skilled professionals who can deliver specific expertise on a short-term basis.

The benefits of flexibility and cost control

The savings associated with hiring off-payroll workers can be significant. For many businesses, avoiding the rising cost of employer’s NICs and other overheads tied to permanent staff offers a compelling reason to embrace flexible working arrangements.

Off-payroll workers provide a dual advantage:

  • Cost efficiency: No ongoing salary commitments, reduced overheads, and no employer’s NI.
  • Agility: The ability to respond to shifting demands and projects without the constraints of a fixed workforce.

For businesses facing tight margins, particularly SMEs, these benefits could make the difference between thriving and merely surviving in the current economic climate.

Challenges for contractors

While businesses may see advantages, the picture is more nuanced for contractors. Day rates for off-payroll workers may come under pressure as companies seek to minimise overall expenditure.

Contractors may also need to demonstrate their value and negotiate effectively to secure fair compensation that reflects their expertise and contribution.

However, contractors operating as sole traders or via personal service companies (PSCs) stand to benefit from increased demand as businesses shift away from traditional employment models.

A changing workforce landscape

The rise in employer’s NICs highlights a growing trend: businesses are prioritising flexibility and cost management.

For contractors, this could mean increased opportunities, but also the need to adapt to a more competitive environment.

The shift toward off-payroll working represents a significant opportunity for contractors to showcase their value, while businesses can leverage the expertise of a more agile workforce.

What the Autumn Budget 2024 Means for you: Homes, Property, and Mortgages

The Autumn Budget has been unveiled, and while it didn’t bring any major surprises for housing or mortgages, it’s clear there are significant changes ahead for property owners, investors, and those navigating the mortgage market. If you’re a contractor, here’s a breakdown of the key announcements and how they might affect you.

Stamp Duty Land Tax (SDLT): Higher rates for second homes and investment properties

One of the major updates is an increase in Stamp Duty for second homes and investment properties.

The additional SDLT surcharge has risen by two per cent, bringing the lower band surcharge from three per cent to five per cent.

This increase will likely apply across all SDLT bands, although the Government’s documents are still being clarified. What this means for contractors looking to invest in property is straightforward: higher upfront costs when purchasing a second home or buy-to-let property.

Capital Gains Tax (CGT): Frozen for property, but increased for shares

The good news for property investors is that CGT rates on second homes and investment properties have not increased. However, for contractors with diversified portfolios, there are changes to note.

CGT on shares and other non-property assets has risen:

  • Lower rate: from 10 per cent to 18 per cent
  • Higher rate: from 20 per cent to 24 per cent

If you’re considering selling shares or other assets, it’s essential to factor in these higher rates and the potential impact on your tax bill.

First-time buyers and Stamp Duty relief

Unfortunately, there was no extension to the Stamp Duty relief freeze for first-time buyers, which means current reliefs will end in April 2025.

From that point, first-time buyers will pay Stamp Duty at the same rates as other buyers.

If you’re a contractor saving for your first home, the next year offers a window of opportunity to take advantage of the existing reliefs before they expire.

A boost for homebuilding and social housing

The Budget allocated £3.1 billion to new-home construction, with an additional £3bn to support smaller developers and builders.

For contractors in the construction or development sectors, these investments could mean new opportunities in housing projects, particularly in areas like Liverpool and Cambridge, where funding has been confirmed.

Mortgage rates and borrowing costs

In the immediate aftermath of the Budget, swap rates – which influence lenders’ mortgage rates – have risen.

Combined with global economic pressures and potential increases in borrowing costs, this could put downward pressure on hopes for further mortgage rate cuts.

If you’re considering a remortgage or purchasing property, now may be a good time to lock in current rates before any further increases take hold.

What does this mean for contractors?

The Autumn Budget has created a mix of challenges and opportunities for contractors:

  • Higher costs for property investment due to increased SDLT rates
  • Opportunities in new housing projects and smaller development schemes
  • Changes to tax planning, particularly for those with diversified portfolios

The property market is always subject to change, but with careful planning, contractors can still make the most of their opportunities.

Autumn Budget 2024

Autumn Budget 2024

A new Government, a new Chancellor and a new approach to the UK’s fiscal policies.

Rachel Reeves entered her first Budget with a strong message that her measures would lead to “an economy that is growing, creating wealth and opportunity for all”.

To achieve this, she made it clear that the “only way to drive economic growth is to invest, invest, invest”.

Echoing the last Labour Government’s pledge on “Education, Education, Education” more than 14 years ago, the Chancellor was quick to recognise that there was difficult work ahead with slow economic growth and a £22 billion hole in the public purse.

Recognising her position as the UK’s first female Chancellor of the Exchequer, she pulled no punches about the inheritance that the Government had found and the impact that it would have on her plans as she set out to raise taxes by £40 billion.

She launched into a speech containing a series of policies that would not seek shortcuts but would instead focus on generating economic stability in the long term.

Labour promised a “painful” Budget and the measures confirmed will certainly be challenging for many, as her speech focused on:

Economic Outlook

While the Labour Party inherited a black hole of £22 billion, the economic outlook for the UK looks more positive.

The Chancellor said that the Government aimed to build on this to bring “balance and stability” to economic growth, with a focus on long-term goals.

Looking at the OBR’s forecast, real GDP growth will be:

  • 1.1 per cent in 2024
  • 2.0 per cent in 2025
  • 1.8per cent in 2026
  • 1.5 per cent in 2027
  • 1.5 per cent in 2028
  • 1.6 per cent in 2029

To ensure this economic stability is reflected in the nation’s finances, Rachel Reeves has committed the Government to a new set of financial rules.

Under this new approach to fiscal policy, the Government will not borrow to fund current spending and will instead rely on higher taxes to ensure an end to austerity.

Instead, borrowing will only be reserved for investment that benefits Britain’s future.

A Tax on Employment

Before the Budget, the Chancellor and Prime Minister reaffirmed their commitment to not increase Income Tax, VAT and National Insurance for ‘working people’.

Interestingly, the rumoured extension to the tax freeze beyond 2028 also did not go ahead, with personal tax rates in 2028-29 rising in line with inflation.

Instead, Ms Reeves set out changes to employers’ National Insurance Contributions (NICs) that will raise an additional £25 billion.

This huge injection of cash into the public finances will be raised by increasing the rate of employer NICs by 1.2 percentage points from 13.8 per cent to 15 per cent from 6 April 2025.

If this change wasn’t significant enough, the threshold (per employee) at which employers begin paying NICs will decrease from £9,100 to £5,000 per year.

To help the smallest of businesses, the Employment Allowance will increase from £5,000 to £10,500, while also removing the existing £100,000 threshold on employers’ Class 1 National Insurance liabilities.

The National Living Wage (NLW) will rise by 6.7 per cent to £12.21 per hour from April 2025 – adding £1,400 to the annual earnings of a full-time worker on the NLW.

The National Minimum Wage (NMW) for 18-20-year-olds will also increase by 16.3 per cent to £10.00 per hour – the largest rise ever in both cash and percentage terms.

The Government is also working towards a unified adult wage rate and has tasked the Low Pay Commission (LPC) with recommending a minimum wage for 18-20-year-olds that will gradually bridge the gap with the main NLW rate.

Capital Gains Tax

One of the most immediate and substantial changes in the Budget was an increase in the standard Capital Gains Tax (CGT) rate.

From today, the main rates of CGT will change as follows:

  • Lower rate – Increases from 10 per cent to 18 per cent
  • Higher rate – Increases from 20 per cent to 24 per cent

The separate CGT rates for property disposals will remain unchanged.

However, those looking to dispose of a business or a significant shareholding via a sale or succession should take note of changes to Business Asset Disposal Relief (BADR).

The CGT rates for BADR and Investors’ Relief will increase to 14 per cent from 6 April 2025 and match the main lower rate of 18 per cent from 6 April 2026.

The lifetime limit for Investors’ Relief will be reduced to £1 million for all qualifying disposals made on or after 30 October 2024, aligning it with the existing lifetime limit for Business Asset Disposal Relief.

Inheritance Tax

For those hoping to pass on wealth to the next generation, there was more bad news with significant changes to two key elements of an individual’s estate.

The Government is tightening the Inheritance Tax (IHT) system by imposing the tax on unspent pension pots from April 2027 and cutting back the benefits of agricultural property relief and business property relief.

Despite existing nil-rate bands and exemptions, the 100 per cent relief will only apply to the first £1 million of combined agricultural and business assets, dropping to 50 per cent after that – adding pressure on family farms and businesses.

The Government also plans to reduce business property relief to 50 per cent across the board for shares “not listed” on recognised stock exchanges, like AIM.

Also, while the tax rates on Income Tax will be unfrozen from April 2028, for IHT the nil-rate bands will remain unchanged until April 2030.

Overseas Wealth

As planned, the Labour Party will abolish the current non-dom tax status from 6 April 2025.

In its place, it will introduce a new residence-based regime. Individuals opting into the regime will get a short-term break, avoiding UK tax on foreign income and gains for only the first four years of tax residence.

However, from 6 April 2025, the Government will introduce a strict residence-based system for Inheritance Tax, effectively ending the use of offshore trusts to shield assets from IHT.

The 50 per cent reduction in foreign income in the first year, previously proposed by the last Government, will be scrapped entirely.

For Capital Gains Tax, remittance basis users can rebase foreign assets to 5 April 2017 upon disposal under restrictive conditions, offering limited benefit, while overseas Workday Relief will remain but in a reformed, restrictive format.

In addition, the Temporary Repatriation Facility will be extended to three years with expanded scope to offshore structures.

Business Tax

To provide certainty to businesses looking to invest and grow, the Chancellor left the existing Corporate Tax rates and reliefs relatively untouched.

In its Corporate Tax Roadmap, the Government has confirmed that it will retain the cap on the rate of Corporation Tax at 25 per cent.

It also reiterated that it remained committed to maintaining the UK’s generous R&D tax reliefs and world-leading capital allowance offer. Full Expensing, the Annual Investment Allowance, and the Patent Box scheme will all stay the same.

Businesses will also be able to benefit from an extension to the 100 per cent first-year allowances for zero-emission cars and electric vehicle charge-points to 31 March 2026 for Corporation Tax and 5 April 2026 for Income Tax.

Invest, Invest, Invest

The key message of the Government’s speech was the promise to invest in long-term growth.

To achieve this capital investment will be boosted by more than £100 billion over the next five years, with a focus on transport, housing and R&D.

Alongside this investment, the Government has reiterated its commitment to the National Wealth Fund, which will bring together private and public sector funding to encourage more than £70 billion of private investment.

The Government has also introduced plans for a forward-looking Industrial Strategy to boost investment in key growth sectors and initiated a pensions review aimed at unlocking more investment in UK growth assets.

Final Thoughts

For small and medium-sized companies this latest Budget will be a blow, both for the organisation itself and its owners.

The significant hike in National Insurance and the National Living Wage will more than likely limit job creation, suppress wage increases and add unwanted ongoing costs to businesses still struggling with a cost-of-living crisis.

Changes to Capital Gains Tax and Inheritance Tax will also restrict the ability of business owners to generate wealth from their enterprise and pass it on.

However, if Labour can achieve its promised investment in national growth and calm the markets with its promises of innovation and Corporation Tax certainty then the nation may benefit from greater economic prosperity.

Those people who find themselves facing uncertainties about their future plans as a result of this Budget must seek professional advice urgently.

To read the full Autumn Budget document, please click here.

Preparing for time off at Christmas: why freelancers need to set their rates right from the start

As a freelancer, preparing for time off – especially around the Christmas period – requires careful planning.

Unlike employees with paid holiday leave, freelancers don’t earn when they are not working.

That is why setting your rates correctly from the start is essential to ensure you can afford to take time off without compromising your income.

One often-overlooked aspect of freelancing is adjusting your rates, not only to reflect your experience and expertise but also to cover your time off.

The hidden cost of time off

Many freelancers focus on their day rate when calculating income, but the reality is you are unlikely to work every day.

Holidays, sick leave, and time spent on non-billable tasks like admin can quickly eat into your earnings.

Here is a breakdown of what you should consider when setting your rates:

  • Annual leave: The UK statutory minimum for holiday entitlement is 28 days, and this should be factored into your calculations.
  • Sickness: Everyone gets ill occasionally, so realistically plan for at least five days off during your contract due to sickness or adjust based on your own health.
  • Admin: Whether it is chasing invoices, managing clients, or marketing yourself, non-billable tasks take time. It is reasonable to assume you will spend at least one day per week on these tasks, which is time that must be accounted for.

When you consider these factors, your day rate may not seem as generous as it first appeared.

Accounting for time off at Christmas

The Christmas season often sees an increase in time off, whether for personal holidays or slower work schedules.

If you know you will need extra time off during the festive period, factor this into your rate calculations.

For example, if you are likely to work fewer days in December, reduce the number of working days in your calculation to ensure you are still hitting your target income.

Setting rates with clients

If adjusting your rates for the new year or upcoming holidays, transparency with your clients is crucial. Make sure you:

  • Give notice: Let your clients know about rate changes in advance, ideally a month or more, to give them time to adjust their budgets.
  • Be clear: Explain the reasons behind the increase, such as accounting for time off or reflecting your growing expertise.
  • Offer flexibility: For long-term clients, consider offering package deals or retainers to soften the impact of a rate increase.

By setting your rates correctly at the start of your contract, you can comfortably take time off at Christmas without worrying about lost income.

Properly accounting for holidays, sick leave, and non-billable tasks ensures that your rates are sustainable, and you will not have to play financial catch-up during the festive season.

Start planning now, and you will be able to enjoy the holidays with peace of mind, knowing your finances are in good shape come the new year.

What the Labour Employment Rights Bill means for contractors

Labour’s recently published Employment Rights Bill brings significant changes to the UK’s employment landscape.

While it has been lauded for its worker-focused reforms, it has left several key issues for contractors unresolved.

Understanding how this bill impacts contractors, particularly those operating through umbrella companies or self-employed structures, is crucial for staying compliant and managing your working arrangements effectively.

Here is what you need to know about the bill and its implications for contractors.

No immediate changes to IR35 or umbrella company regulation

One of the biggest disappointments for contractors is the absence of any provisions to address IR35, Off-Payroll Working rules, or the regulation of umbrella companies. Despite earlier discussions of reform, the bill remains silent on these issues.

This means the current rules stay in place, and contractors will need to continue navigating the complexities of IR35 without additional support from new legislation.

If you operate inside IR35, you will continue to pay taxes similar to an employee but without access to employee rights.

The promised consultation on a simpler employment status framework is yet to be scheduled, leaving contractors in a state of uncertainty.

Day-one rights for unfair dismissal

A major highlight of the bill is the introduction of day-one rights for unfair dismissal. Currently, employees must have two years of service to qualify for this protection.

For contractors, this change isn’t directly applicable unless you are considered an employee or work through an umbrella company with employment rights.

While this move is aimed at providing better protection for workers, it may encourage businesses to rely more on flexible, temporary staffing solutions, which could increase the demand for contractors.

This could lead to an uptick in the use of umbrella companies or temporary contracts, so contractors should be prepared to take on more flexible roles as businesses adapt to these changes.

Changes to zero-hour contracts and agency workers

The bill introduces new protections for those on zero-hour contracts (ZHC), including rights to guaranteed hours, reasonable notice, and payment for cancelled shifts.

While these changes are geared towards ZHC workers, they could indirectly affect agency workers and contractors operating in flexible work arrangements.

Contractors engaged through agencies may experience knock-on effects from these reforms, especially if they are paid based on hours worked.

If you work via an umbrella company or through an agency, you may see changes in how your shifts are managed, but the specifics for contractors are still unclear.

Single Worker Status

The idea of a Single Worker Status (SWS) is being floated as part of the bill, which aims to simplify the distinction between employees, workers, and the self-employed. Although there is no clear timeline for when this will happen, a formal consultation is expected.

SWS could simplify the tax and employment rights framework, potentially providing more clarity and rights for contractors, but it is still in the early stages.

Keep an eye on the development of SWS, as it may streamline your employment status and align your tax obligations with your rights.

However, the uncertainty surrounding this consultation means no immediate changes are expected.

Consultation on contractor-specific issues delayed

Despite the excitement surrounding the publication of the bill, key contractor concerns, such as umbrella company regulation and IR35, have been delayed.

Labour has promised to consult on these issues, but no details have been released on when or how these consultations will take place.

This delay leaves contractors in a frustrating position, as many of the long-standing challenges in the sector remain unresolved.

While there is hope that Labour will eventually address contractor-specific issues, you will need to continue managing your current obligations under existing rules until more concrete proposals are put forward.

What should contractors do now?

Although many of the changes in the bill do not directly impact contractors at this stage, it is important to stay informed and prepare for potential reforms. Here are a few steps you can take:

  • Review your current arrangements: If you are operating through an umbrella company or self-employed, ensure your arrangements are compliant with the latest IR35 rules and employment law.
  • Stay informed about Single Worker Status: Keep an eye on government consultations regarding SWS, as it may impact your employment status and rights in the future.

Labour’s Employment Rights Bill introduces significant reforms, but many of the issues most relevant to contractors – such as IR35, umbrella company regulation, and employment status – have been delayed or left out.

For now, contractors must continue to manage their affairs under the current rules, while keeping a close watch on future developments.

By staying informed and working closely with an accountant, contractors can remain compliant and prepared for the changes to come.

Send us your Self-Assessment Tax Return Questionnaire if you wish us to file your Tax Return

***PLEASE IGNORE THIS REMINDER IF YOU HAVE ALREADY SENT US YOUR QUESTIONNAIRE***

If you would like Cogent to prepare and file your 2023/24 tax return and you have not yet sent us your completed Self-Assessment Tax Return Questionnaire, please do so as soon as possible.

If you have a second shareholder, they may also need to file a tax return, even if they haven’t previously. For further advice, please contact our Tax Department.

Penalties for late filing of tax returns can be as much as £1,600, even when there is no tax due, so please ensure your tax return is filed on time, whether you ask us to prepare it for you, or you have made other arrangements.

You can request a questionnaire for 2023/24 by emailing tax@cogentaccountants.co.uk

Please return your completed questionnaire together with any attachments by email only to our Tax Department – tax@cogentaccountants.co.uk

You are required to file a tax return if:

  • You have been asked to file one by HMRC
  • You have a tax liability for the year (e.g. additional and higher rate tax, student loan in repayments, high-income child benefit charge or if you have any income which has not been taxed at source)
  • You have a new source of income that needs to be declared.

***PLEASE IGNORE THIS REMINDER IF YOU HAVE ALREADY SENT US YOUR QUESTIONNAIRE**

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