Companies House Identity Verification Process – Important reminder

Companies House Identity Verification Process – Important reminder

The new Companies House ‘Identity Verification Process’ launched on 18 November 2025, making it a legal requirement for new and existing Company Directors and Persons with Significant Control (PSCs) to verify their identity over a 12-month period, as and when their company’s annual Confirmation Statement and PSC ID are due for filing.

This verification process will help deter those wishing to use companies for illegal purposes.

Anyone setting up, running, owning or controlling a company in the UK needs to verify their identity over this 12-month period in order to prove they are who they claim to be.

We have been writing to clients over the past few months and are continuing to do so before it is time for us to file their company’s annual Confirmation Statement and PSC ID, with full details of how to apply to Companies House for their unique filing code.

Once you have received an email from us, you should attend to it without delay.

It is also extremely important that you forward the unique filing code to us as soon as it has been received from Companies House, as we are unable to file the company’s Confirmation Statement and PSC ID without it and this may incur unnecessary late filing fines and penalties.

Complete your 2025-26 Tax Return Questionnaire

We recently sent out our 2025-26 tax questionnaires and if you would like Cogent to prepare and file your 2025-26 tax return, please send us your completed Self-Assessment Tax Return Questionnaire.

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 £270. Questionnaires received by 30 September 2026 will receive the full discount on a basic tax return, charged at £99.

If your questionnaire is received between 1 October and 31 December 2026, the fee will be discounted to £150; any returns received after 31 December 2026 will be charged at the full rate of £270.

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 2027.

If you have any queries or haven’t received the questionnaire, please contact our tax department by emailing tax@cogentaccountants.co.uk

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

Permanent hires just got a lot more expensive for your clients — here’s why that’s good news for you

If you’ve felt the conversations with prospective clients shifting lately, there’s a reason for it.

The cost of employing someone permanently in the UK has climbed steeply over the past eighteen months and the businesses you work with are feeling it.

For contractors who understand what that means, there’s a real commercial opportunity sitting on the table.

Here’s what’s happening, and why it matters for the way you pitch your services.

What’s actually changed for UK employers

The headline figure from the British Chambers of Commerce this month is striking – 73 per cent of UK businesses now cite labour costs as their single biggest pressure.

This is a number that has held steady for six months, which tells you this is a structural shift in businesses costs rather than just a passing concern.

The reasons aren’t hard to find, especially when you consider that employer National Insurance jumped to 15 per cent in April 2025, with the threshold on which it kicks in dropping from £9,100 down to £5,000.

For most businesses, that single change added thousands of pounds to the annual cost of every employee on the books.

Then April 2026 brought the National Living Wage up to £12.71 an hour and the Employment Rights Act started rolling out in earnest, which includes new rights for employees to day-one statutory sick pay, day-one paternity and parental leave entitlements, as well as a compliance regime that HR and legal teams are still scrambling to understand.

Further changes around zero-hours contracts, guaranteed hours obligations and stronger unfair dismissal protections from the six-month mark are still phasing in through 2026 and into 2027.

Stack all of that on top of pension auto-enrolment, holiday pay, sick pay and the management overhead of running a permanent workforce and the true cost of a permanent employee now sits well above their headline salary.

Why this matters for you as a contractor

None of this is your problem, which is good for you and for employers.

When a client engages you on a contract basis, they’re not paying employer NI on your fees and they’re not accruing a holiday pay liability.

They’re also not on the hook for statutory sick pay, parental leave or the unfair dismissal exposure that now kicks in at six months under the new Act.

Instead, they are paying for a defined piece of work, on agreed terms, with a clear beginning and end, there is less risk involved for them.

Contractors have always offered something different from permanent employment, but the gap between the two has widened in the last eighteen months.

Neil Carberry at the Recruitment and Employment Confederation said as much last year, noting that contractors look more attractive now precisely because permanent employment has become more expensive.

The conversation that’s happening in your clients’ finance teams

Here’s what we’re hearing from contractors on our books and what the wider data backs up.

Finance directors and business owners are sitting down with their numbers and asking a different set of questions than they were two years ago.

Not just “can we afford another hire?” but “is permanent employment even the right structure for this piece of work?”

That’s a conversation contractors are uniquely placed to help, but for many the default pitch still leans heavily on skills, experience and availability, rather than the cost benefit.

If you can talk fluently about what your engagement model offers compared to a permanent hire, such as no employer NI, no Employment Rights Act exposure, no long-term liability and no headcount on the books, you’re addressing the specific anxiety that’s keeping your prospective client awake.

However, not every nervous client becomes a contractor-friendly client.

The same BCC survey that shows the labour cost anxiety also shows business investment stuck in negative territory for the sixth quarter running, with nearly a quarter of businesses expecting turnover to fall over the next year.

This means that here’s a growing difference between clients who won’t spend anything and clients who are actively rethinking how they build their team.

The second group exists in larger numbers than usual right now and they’re asking workforce questions they weren’t asking before.

The Employment Rights Act has concentrated minds in a way that employment legislation often doesn’t, because the obligations are specific, the phasing is real and the costs are quantifiable.

What we’d suggest

If you’re a contractor and you’re refreshing how you pitch your services or thinking about how to position yourself when a prospective client is weighing up their options, make sure you go in armed with this knowledge.

The numbers genuinely support what you offer right now. The conditions that make the contractor model attractive to a hiring business are more clearly in place than they’ve been for years.

We work with contractors every day and we’re always happy to talk through how the current environment affects your own position, so please get in touch if that would be useful.

Trivial Benefits – What You Need to Know (For Limited Company Contractors)

As a director of your own limited company, you can provide yourself and your employees with small, tax-free perks known as “trivial benefits.”

These benefits are becoming more popular and are exempt from tax and National Insurance as long as all rules are met.

If the provision of the trivial benefit meets the required conditions, then it is tax free in the hands of the recipient and will not be subject to national insurance contributions.

What counts as a trivial benefit?

A benefit is considered trivial if it meets all of the following conditions:

  • Cost is £50 or less (including VAT).
  • It is not cash or a cash voucher.
  • It is not a reward for work performed or a contractual entitlement.
  • It is provided for a genuine non-work-related reason (e.g., birthday, Christmas, thank-you gesture).

Examples of acceptable trivial benefits

  • A £30 bottle of wine or chocolates as a gift.
  • Flowers or a small gift for a special occasion.
  • Gift Voucher (for example Amazon)
  • Small seasonal gifts (Christmas, Easter, Birthday, Religious Festivals etc.).

Limits for directors

If you are a director of a close company (most contractor limited companies are), you can claim:

  • Up to £50 per benefit, AND
  • Up to £300 total per tax year for the director.

This £300 annual cap applies only to directors and only for their trivial benefits, not for employees.

Employees (excluding directors)

Employees can receive multiple trivial benefits with no annual cap, as long as each one stays within the £50 rule and meets the criteria (but we would not advise exceeding the £300 Directors limit for employees).

Important restrictions

  • You cannot claim a trivial benefit if it is intended to reward performance or is part of any contractual agreement.
  • You cannot reimburse yourself for cash and call it a trivial benefit.
  • If the cost exceeds £50 by even £1, the full amount becomes taxable (not just the excess).

How to record trivial benefits

Keep simple evidence such as:

  • Receipt for the item.
  • Brief note of the occasion (e.g., “Christmas gift”, “Birthday gift”).
  • Who received the benefit.

These records support your company accounts in case HMRC requests them.

Why use trivial benefits?

  • Tax-free and NI-free for both company and director/employee.
  • Fully tax-deductible expense for the company.
  • A simple and legitimate way to extract small amounts of value from your company.

If you require any further information, please speak to your Account Manager.

Smart strategies for taking profits from your business

Running a limited company brings freedom and flexibility, but it also means taking full responsibility for financial planning.

Whether you’re a contractor, consultant or company director, how you take profits and protect your income can make a significant difference to your long-term security.

Many directors rely on dividends and salary while they are working but can neglect their future income needs for when they are retired.

Similarly, directors are often the sole earners in their household and have nothing in place to protect their family and household income if they couldn’t work.

Using the limited company, through a combination of pensions and protection planning, it’s possible to reduce tax, build wealth and provide peace of mind for both you and your family.

Pensions – A smarter way to take profits

Paying into a pension directly from your company is one of the most tax-efficient ways to extract profits:

  • Corporation Tax relief – Employer contributions are treated as an allowable business expense, cutting your company’s Corporation Tax bill
  • No National Insurance – Unlike salaries, pension contributions aren’t subject to National Insurance
  • No Dividend Tax – Pension contributions avoid Dividend Tax, which has steadily increased in recent years
  • Tax-free growth – Pension investments grow free from capital gains and Income Tax, helping retirement savings compound faster.

For example, a £60,000 employer pension contribution could save a company £15,000 in Corporation Tax, with no National Insurance or Dividend Tax to pay.

That’s money staying in the business owner’s pocket and working harder for the future.

Reviewing and consolidating pensions

Many business owners will have accumulated multiple pensions from previous roles. Reviewing and consolidating these can help ensure the funds are invested efficiently and aligned with your retirement goals.

For some, particularly those approaching the latter part of their working career, the focus shifts to assessing whether existing arrangements are truly fit for purpose – evaluating efficiency, reducing duplication and considering how pensions can best support income needs in retirement.

Life cover and Income Protection– Protecting your income and your family

While pensions build future wealth, life cover and income protection cover provides protection today.

Contractors and directors don’t always have the same benefits that employees enjoy, so arranging cover through the business can be particularly valuable.

  • Life Cover – A lump sum payout on death provides security for loved ones
  • Income Protection Cover – A monthly payout if one is unable to work due to injury or illness to ensure there is always money coming into the household
  • Business efficiency – Relevant Life Cover and Executive Income Protection can be arranged through the company. Premiums are tax-deductible, with no benefit-in-kind for the employee.
  • Tax savings – Compared to paying for personal protection out of post-tax income, company-funded policies can be significantly more cost-effective.

Balancing profit, protection and planning

Good planning for contractors and directors goes beyond immediate profit extraction. It’s about striking the right balance and using pensions to reduce tax and grow wealth for the future, while also putting cover in place to protect what matters most today.

Contact us to see how smart planning can reduce your tax bill today and secure your financial future tomorrow.

We can recommend you to a firm of Independent Financial Advisers to help you maximise tax efficiencies.

We have developed a close relationship with Finli so that you can draw on their experience and expertise to work together to understand and meet your retirement goals.

Please contact Jeremy – jeremy@cogentaccountants.co.uk – for further details.

The value of investments can go down as well as up and you may not get back the full amount you invested. The past is not a guide to future performance and past performance may not necessarily be repeated.

Financial advice given by Finli is regulated and authorised by the Financial Conduct Authority.

Companies House Identity Verification Process – Important reminder

The new Companies House ‘Identity Verification Process’ launched on 18 November 2025, making it a legal requirement for new and existing Company Directors and Persons with Significant Control (PSCs) to verify their identity over a 12-month period, as and when their company’s annual Confirmation Statement and PSC ID are due for filing.

This verification process will help deter those wishing to use companies for illegal purposes.

Anyone setting up, running, owning or controlling a company in the UK needs to verify their identity over this 12-month period in order to prove they are who they claim to be.

We have been writing to clients over the past few months and are continuing to do so before it is time for us to file their company’s annual Confirmation Statement and PSC ID, with full details of how to apply to Companies House for their unique filing code.

Once you have received an email from us, you should attend to it without delay.

It is also extremely important that you forward the unique filing code to us as soon as it has been received from Companies House, as we are unable to file the company’s Confirmation Statement and PSC ID without it and this may incur unnecessary late filing fines and penalties.

Making Tax Digital for Income Tax (MTD for ITSA) – What you need to know

Making Tax Digital for Income Tax Self-Assessment (MTD for ITSA) is one of the biggest changes to the UK tax system in recent years.

It will affect many self-employed individuals and landlords, so it’s important to understand what’s coming and how to prepare.

What is MTD for ITSA?

MTD for ITSA is a new way of reporting income to HMRC. Instead of submitting one Self-Assessment tax return each year, affected taxpayers will need to keep digital records and submit quarterly reports and an End of Year Declaration, BUT it only applies to individuals with income from self-employment and/or property.

When does it start?

MTD for ITSA will be introduced in phases:

  • From April 2026 – for individuals with total turnover from self-employment and property over £50,000 but based on the figures reported in the tax return 2024-25.

    Please note that salary and dividends from a Limited Company is not considered Self-Employment income.

  • From April 2027 – for individuals with total turnover from self-employment and property over £30,000 based on the figures reported in the tax return 2025-26.

For clients of Cogent Accountants for whom we prepare Tax Returns, we will know the relevant figures for turnover and we will contact you if you need to register for MTD for ITSA.

For those clients we DO NOT prepare Tax Returns for, you will need to address the MTD for ITSA urgently.

Mortgage turmoil hits the UK – Securing the best rates as a contractor

The global uncertainty caused by the ongoing conflict in the Middle East and Ukraine has sent lenders into a spin, as inflation in the UK is likely to rise.

As a result, the UK mortgage market is experiencing a period of high volatility, which is causing rates to rise across a number of mortgage products.

Contractors can often find it more challenging to obtain and renew mortgages in comparison to workers who are directly employed by a company, so it is important to stay on top of these challenging times.

What’s happening right now

At the moment, mortgage rates are rising quickly, with average fixed rates now above 5.5 per cent at the time of publication.

Many lenders are frequently repricing or withdrawing deals given to borrowers, which is making it harder to secure a rate and manage affordability if you are buying a new home or remortgaging.

So far, more than 1,000–1,500 mortgage products have disappeared from the market and some of the best deals now only last a few days due to rapid changes.

The Bank of England base rate is currently 3.75 per cent, but expectations of it falling later in the year have changed as global events are expected to lead to inflation, in a large part due to higher energy and fuel costs.

What this means for you

Unfortunately, borrowing costs have increased noticeably in a short space of time, with first-time buyers and those with a small deposit being affected the most.

Lenders are tightening their affordability criteria and restricting products to certain groups. This is exacerbated by repayment costs rising alongside wider cost-of-living increases due to inflation.

The dilemma, do you fix now or wait for a better rate in the near future? At the moment, it is hard to predict what direction the mortgage market will take, so it is best to seek professional advice from a broker who specialises in products designed for contractors if you are concerned.

Specialised mortgages for contractors

We understand that many of our clients will need advice on the subject of contractor mortgages and we can recommend you to a quality firm providing professional mortgage advice that you can trust and who will work hard to find the best solution for you, whatever your particular requirements.

We have developed a close relationship with Windfall Finance so that you can draw on their experience and expertise to meet all of your mortgage needs.

Please contact Jeremy – jeremy@cogentaccountants.co.uk – for further details. You may receive preferential rates from Windfall Finance if you are a client of Cogent.

Your home may be repossessed if you do not keep up with repayments on your mortgage.

Financial advice given by Windfall Finance is regulated and authorised by the Financial Conduct Authority.

Spring Statement 2026

Going into the latest Spring Statement, the Chancellor made it very clear that this would not be a full fiscal event and that any new policy changes would be off the table.

Rising to her feet in Parliament that is exactly what Rachel Reeves delivered, but it was against a back drop of rising economic uncertainty that she could not have predicted when she set the date for her forecast.

In her opening words to the MPs gathered, she made it very clear that the ongoing conflict in the Middle East was adding considerable obstacles to improvements in the global economic outlook.

Already, oil and gas prices have surged and many of the world’s leading trading floors have recorded significant downturns, but nevertheless Reeves painted a picture of a UK economy that would continue to grow.

Some businesses and individuals may be thankful for little or no change, but others are likely reviewing the Statement and wondering why Reeves didn’t do more to lay the ground for help with a new, looming cost crisis.

Economic outlook

The Chancellor was keen to demonstrate that the Government’s existing plans would deliver “economic stability in an uncertain world.”

The Office for Budget Responsibility (OBR) report, delivered to The Treasury on 26 February, already painted a picture of slow growth prior to any knowledge of a growing global conflict.

The OBR’s report shows that the nation’s growth forecast has been reduced in 2026 to 1.1 per cent – down from the 1.4 per cent growth forecast in November’s Autumn Budget.

However, from 2027, growth is forecast to increase to 1.6 per cent (up from 1.5 per cent from last year’s forecast) and will grow at a similar rate in 2028, before slowing slightly to 1.5 per cent in 2029 and 2030.

Whilst the Government may be focused on this positive growth, the predictions is still far below GDP growth seen in the years ahead of the 2008 financial crisis – almost two decades ago.

Despite this weaker economic performance and the anticipated rising costs from global conflict, the OBR has forecast that inflation will actually drop to 2.3 per cent in 2026, down from the 2.5 per cent forecast in the Autumn Budget. It believes that the UK will still meet its target of 2 per cent inflation by 2027.

As many economic pundits have already pointed out, this forecast may have already been out of date at the time it was delivered due to the impact of global conflicts.

Combined, these events create a powder keg of economic uncertainty, which could restrict investment and decision-making within many businesses.

Unemployment rising

Unemployment is expected to rise at a far quicker rate this year – increasing from 4.75 per cent in 2025 to a peak of 5.3 per cent in 2026.

This is quite a significant rise, given that the last forecast in November had expected unemployment to only increase to 4.9 per cent this year.

The OBR has also raised its forecast for unemployment in 2027 to 4.9 per cent, from 4.6 per cent previously.

In its report, the fiscal watchdog said that “subdued hiring demand” meant that fewer jobs were available, with the Chancellor pointing out that more would be done to tackle unemployment, in particular, to help young workers into a career.

Long-term, the forecasts predict that the unemployment rate will fall gradually to 4.1 per cent by 2030/31.

The biggest barrier to this may remain the challenges business face when hiring. Experts, like the Bank of England, have suggested that the Government’s previous fiscal policies, including increases to the National Minimum Wage and the National Insurance hike, have caused employment costs to rise.

The impact of conflict

We can’t ignore the elephant in the room and neither did the Chancellor, but the current conflict in the Middle East is likely to have significant financial ramifications.

Rachel Reeves recognised that the actions of those involved, including the closure of one of the world’s most important waterways – The Straits of Hormuz – would have a knock-on effect on oil and gas prices.

The Chancellor promised no more austerity and confirmed that the public purse now had greater headroom to sustain spending, without having to borrow as much.

Whether this means fewer tax rises in future is not yet clear, but what is, is that the longer the current conflicts roll on, the greater the impact on global business.

This will have a trickle-down effect on many aspects of our lives, from energy costs to the price of transportation, all of which will add additional cost to the way we live.

The Government’s plans

The fact that the Chancellor didn’t address the challenges ahead by creating any new fiscal policies, including support for SMEs, may be questioned by some.

She was trying to sell a picture of stability, by confirming that in future the single fiscal event – promised in the Labour manifesto – would mean longer periods without disruptive change.

However, given the events of recent days, some may query why the Chancellor didn’t use this opportunity to provide greater reassurance or outline proposals that might help businesses weather the economic storm ahead.

In two weeks’ time, Rachel Reeves will speak again as she delivers her next Mais Lecture. During her statement she confirmed that this speech would “set out three major choices that will determine the course of our economy into the future.”

Preparing for an uncertain future

Whilst many businesses will welcome the lack of change within the Spring Statement for the stability it brings, the wider world of finance is less certain and will be dependent on a number of factors outside of the control of even the UK Government.

That is why it is more important than ever for businesses and individuals to have a clear picture of their financial health, especially ahead of the fairly significant tax changes within the next few tax years outlined in the previous Autumn Budget.

To read the Chancellor’s full speech, please click here, or to read the OBR’s economic and fiscal outlook here.

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