As anticipated, the Chancellor delivered on his promise of a 2% reduction in National Insurance contributions. This, along with adjustments to the High Income Child Benefit Charge and an increase in the VAT registration threshold, signifies a clear focus on supporting worker income and family finances.

The Budget also brought some surprises; non-domiciled residents will see a new tax regime, and there will be a drop in the capital gains tax rate for residential property.

Hunt predicts economic growth of 0.8% this year and falling inflation in the near future, but navigating these changes can still be complex. Keep reading for a breakdown of the key points and how they may affect your financial strategy.

Personal Tax

The Spring Budget offered some relief for workers with a significant reduction in National Insurance Contributions (NICs). The main rate of employee NICs will be cut by 2% (from 10% to 8%) for earnings between certain thresholds. This arrives as an addition to the 2p cut announced in the Autumn Statement.

Self-employed individuals will see an even larger reduction, with the main rate of Class 4 NICs dropping from 9% to 6%. While these changes have been welcomed as a “tax cut for working people”, it’s worth noting that tax-free personal allowances and thresholds remain unchanged.

Child Benefit Charge 

The High Income Child Benefit Charge will see changes in the coming months. Starting April 2024, the income threshold at which the charge applies will increase from £50,000 to £60,000. This means an estimated 170,000 families will no longer be subject to the charge. Additionally, for those earning between £60,000 and £80,000, the charge will be tapered, meaning you won’t lose all your Child Benefit entitlement.

The government is also looking at changing how they calculate the charge, possibly using household income instead of individual income from 2026. This would take into account the combined income of everyone in the household, potentially offering further relief for some families.

Capital Gains Tax

The Chancellor surprised many with a capital gains tax cut for residential property sales. Effective April 2024, the higher rate drops from 28% to 24%, potentially benefiting those selling second homes or buy-to-let properties. However, the lower rate of 18% remains unchanged for gains within the basic rate income tax band. For most taxpayers, this means any gains up to the basic rate threshold will be exempt from CGT altogether.  This is likely to result in a boost for the housing market.

Business Tax

As expected, business tax policy remains largely unchanged in the Spring Budget. The main point to be aware of is that the VAT registration limit will be increased from £85,000 to £90,000 from April 2024. This means some smaller businesses may be exempt from registering for VAT, potentially simplifying their tax obligations.

Whilst businesses didn’t see any direct tax cuts in the budget, the significant reduction in NICS for employees will indirectly benefit businesses by increasing workers’ take-home pay.

Pensions

The budget offered some changes and reassurance for pensions. The government confirmed its commitment to the “triple lock” system for state pension increases. This means the state pension will rise by whichever of the following has the highest % increase: inflation, wage growth, or 2.5%.

We also saw a push for transparency in private pensions. New rules will require Defined Contribution schemes to publicly disclose how much they invest in UK companies. This aims to increase trust and potentially encourage greater investment into UK businesses.

Other Points of note from the Spring Budget

• Business Support Extended: The Recovery Loan Scheme (RLS) gets a new name and a longer life. This new ‘Growth Guarantee Scheme’ will continue to support businesses with access to finance.

• Fuel Duty Increase Cancelled: Fuel duty has been frozen for the coming year with the 5p cut extended and the planned inflation cancelled.

• New UK ISA: The government announced a new UK ISA offering an additional £5,000 tax-free allowance for investments in UK assets, alongside new British Savings Bonds.

• Alcohol Duty Freeze: The freeze on alcohol duty continues until February 2025, providing cost relief for businesses like breweries, bars, and restaurants.

• Vaping Products Levy: Hunt confirmed that for vaping products, it is widely expected that plans for a tax to be paid on imports by manufacturers will be put in place.

• Tax Changes for Non-Domiciled Individuals: A significant change is coming in April 2025 – the current tax regime will be replaced with a residence-based system.

Business Support For Recruitment Agencies at New Millennia

The Spring Budget offered a mix of measures aimed at boosting growth and putting money back in pockets. While the impact on businesses varied, there’s potential for some positive ripple effects, particularly with the NICs reduction.

At New Millennia we can ensure you’re capitalising on any opportunities. Our recruitment accountancy services can save you time, money and hassle – freeing you up to focus on business growth. Fill out our quick, 2-minute enquiry form today to discuss how we can tailor solutions to the specific needs of your recruitment agency.

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Below is a summary of the main announcements. Here at New Millennia, our specialists will take you through the upcoming changes and what they’ll mean for you and your business.

Business Tax Break Made Permanent 

The biggest permanent tax cut in modern British history was announced in the Autumn Statement. At the Spring Budget earlier this year, the government replaced the super deduction regime with ‘full expensing’ and this change is to be made permanent.

This allows your business to write off the cost of qualifying IT equipment and machinery investment against your taxable profits. It includes a 100% first year allowance for main rate assets and 50% first year allowance for special rate assets. This is designed to encourage businesses to invest with confidence and is forecast to boost business investment by £14 billion in the UK.

With a Tailored Accountancy Package from New Millennia, we’ll handle your business tax for you with ease and accuracy. Our experts will manage your Corporation Tax, Self Assessment and VAT Returns, leaving you to get on with growing your business.

Tougher Regulation To Improve Payments

Measures were also announced to enable small businesses to get paid on time. There will be tougher regulation on late payers, through an extension of the Reporting on Payment Practices and Performance Regulations. This will be accompanied by a Cash Flow Review and broadening of Small Business Commissioner Powers. In 2022, Small and Medium-sized Enterprises (SMEs) were owed £22,000 in late payments but these announcements should mean an improvement in payment culture.

At New Millennia, we know that receiving payments on time also comes down to an efficient and accurate invoicing process. Outsource your invoicing with our back office solutions service to help things run as smoothly as possible.

Other Measures To Back Businesses

More news for small businesses came with the announcement of a business rates support package. Worth £4.3 billion, this will be rolled out over the next 5 years, specifically to aid small businesses. Included is a freeze on the small business multiplier for a fourth year in a row, keeping your bills lower. Plus, 2024 will bring the removal of cash basis turnover limits. Unincorporated businesses of any size will now be able to use it as their default method for computing profits.

Another measure to be aware of is the merging of the R&D Expenditure Credit and Small and Medium Enterprise Scheme for accounting periods beginning after 1 April 2024. These changes will affect you if your business claims tax relief under either scheme. The merger will simplify and improve the system, now incorporating the PAYE scheme and National Insurance contributions cap. 

What this means in practice is a removal of the complex rules around which businesses qualify to claim for costs. Within this new merged scheme, the threshold for additional support for R&D intensive loss-making SMEs will be lowered to 30%, benefiting a further 5,000 SMEs.

Personal Tax Cuts

Class 1 NICs will be reduced from 12% to 10% which will save the average worker £450 a year. This will be introduced quicker than is conventional, coming into effect from 6th January 2024. For the self-employed, Class 2 NICs will be abolished from April 2024 and Class 4 NICs will be reduced from 9% to 8%.

No changes were announced for CGT, dividend income, or tax-free personal allowance.

Greater Manchester Investment Zone

Greater Manchester was announced as one of the three locations for new investment zones, together with the East Midlands and the West Midlands. £160 million of public funding will be allocated to boost the region’s advanced manufacturing and materials sector. This will include sector-focused skills programmes, local infrastructure enhancements, and targeted business support.

The government has also confirmed plans to extend the Made Smarter Adoption programme following its successful pilot in the North West. The programme helps SME manufacturers adopt digital technologies to improve productivity and reduce carbon emissions.

Other Measures 

• Universal Credit boost by 6.7% in April, in line with September’s inflation figure

• Taxpayers with incomes over £150,000 whose tax is all paid under PAYE, will no longer be required to file a self-assessment tax return each year from 2024

• Increase in the National Living Wage from £10.42 to £11.44 per hour in April next year

• Triple lock maintained for pensioners, seeing an increase of 8.5% in April 2024

The measures that were announced in the Autumn Statement will likely mean some changes for your business. If you would like any additional information on how this will affect your recruitment business, get in touch with us today. 

Business Support At New Millennia

At New Millennia, we offer accountancy packages handling everything from invoicing to tax and VAT Returns, and a range of back office solutions which can help streamline your business processes. Our team of trusted experts will manage your paperwork, whilst also providing support and advice to help your business grow. Whether just starting out, or an established recruitment SME, our services will save you time, money and hassle.

Fill out our 2-minute enquiry form today to discuss what New Millennia can do for your business. Or, give us a call on 0161 337 9882 for a free and friendly consultation.

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Demand for NHS services and social care always increases over the winter period, as more people are admitted to hospital, substantive staff take holidays, and sickness rates go up. It’s at this time of year that the health and care service really relies upon the vital lifeline provided by agency staff to deliver safe care to patients.

Vital role of agency staff

Agency doctors and nurses help to support the NHS by filling rota gaps that would otherwise be left empty. This is a problem all year round (not just at Christmas) as there is a current shortage of over 40,000 nurses and well over 5,000 doctors in the NHS. What’s more, the problem is not going away. It is estimated  that there will be 51 per cent more people aged 65 and over in England in 2030 compared to 2010. Together with the shortage of staff, and the prediction  that one in three nurses will retire in the next decade, the need to value and support agency staff could not be greater.

Recognising value and working together

The REC has a close partnership with the Royal College of Nursing and we have worked together in 2017 to promote and support agency nurses. Together we have developed a toolkit for agency staff; the Healthy Workplace Toolkit for an Agency Workforce which is a practical guide and check list that can be used by agencies and employers, to ensure that agency staff are properly supported in the workplace.

The way forward

If government is committed to delivering a true 7 days a week, 365 days a year NHS, then it is going to have to work with agencies. Of course, costs must be controlled, and the REC will continue to work with NHS Improvement to develop flexible staffing models that work for all parties, that ultimately deliver the best outcomes for patients.

As you’re sitting down to lunch on Christmas Day, spare a thought for the thousands of agency doctors and nurses, as well as the recruiters who will help to keep the NHS going this Christmas.

Jobs transform Christmas so please share our clip.

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The aim is to break the ‘chicken-and-egg cycle’ of limited aspirations leading to limited career opportunities. Individuals must have faith that they have a genuine chance to progress in work. The stakes are high – for example, it has been estimated that bridging the UK gender gap could add up to £150 billion to GDP in 2025, and that progress on BME representation in work could add £24 billion to the economy annually. The inclusion agenda will increasingly focus on more than just fair access to work; representation in senior positions and pay rates are already key focus areas.

The Equality and Human Rights Commission (EHRC) took part in the latest REC Inclusive Recruitment Forum which was a great platform to take stock of what needs to change and who needs to take action to reduce gender, ethnicity, and disability pay gaps. Specific EHRC recommendations include all jobs being advertised as available for flexible working, a new national target for diversity in senior management positions, and progress towards reducing pay gaps by extending reporting to ethnicity and disability and collecting annual statistics. Better measurement is a key way forward and was also one of the core recommendations in our Future of jobs report.

A genuine step-change on inclusion and social mobility will require more employers to review current hiring procedures and criteria. Driving this kind of re-evaluation lies at the heart of our ongoing Good Recruitment Campaign which has provided a strong hook for engaging with policy makers and key government departments. In addition to our collaborative work with the Department for Work and Pensions on the Disability Confident initiative, we have been invited to take part in the government’s Inclusive Economy Partnership, which sits at the heart of the agenda for building a stronger economy and fairer society; and addresses major societal challenges such as financial inclusion and capability, mental health and transition into work for young people. Speaking at our recent Employment Policy Committee, Alex van Besouw, head of professional services sector within the Cabinet Office’s Business Partnerships Team, underlined the fact that “the REC and the recruitment sector has a unique and pivotal role to play, particularly by focusing on innovation in the recruitment process”. Good to hear!

We will be building on these recent discussions in 2018 and using our Future of jobs report to position our industry’s voice at the forefront of the future of work debate. Making real progress on the inclusion agenda will be a key marker as we look to build the best jobs market in the world by 2025. Let’s go for it!

For further information on the Future of jobs commission, please email neal.suchak@rec.uk.com

For more information on the REC’s work on inclusion, please email Karen.OReilly@rec.uk.com

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But imagine if there were no recruiters to help supply restaurants, bars and hotels with staff. No chefs in place to cook the meals we are ordering. Our tounge-in-cheek animation below imagines a Christmas scenario where recruiters hadn’t filled the roles necessary in the hospitality industry.

There is a serious message behind this clip – recruiters perform an essential service to ensure the holiday season runs smoothly, a task that gets more difficult when demand is so high. Chef shortages have been highlighted by the REC for the last couple of years, well before the UK voted to leave the EU.

Research this year by the British Hospitality Association with KPMG estimates that a quarter of all chefs are from the EU, therefore the danger is that shortages will increase post-Brexit. The survey also shows that the hospitality sector currently needs approximately 62,000 new EU migrants a year to grow.

Whilst no decision has yet been made on what a post-Brexit immigration system will look like, the UK is already feeling the impact. Recent ONS migration statistics show that there are more people from the EU leaving the country and fewer arriving to work. As a result it’s getting harder for employers to secure the number of people they need to fill vacancies across a number of sectors including hospitality.

If recruiters and employers can’t find candidates, they won’t be able to meet demand, which means there is a risk businesses won’t be able to grow and could end up downsizing, relocating or closing down.

Our recent blog here details what the REC is doing to influence the Brexit debate, highlighting skills shortages and ensuring government is aware of the role EU workers currently play in the UK to ensure that any new immigration system is one in which businesses can thrive.

Looking forward, it is essential that the UK has people with the skills necessary to fill vacancies. There needs to be a coordinated effort by government to train people in the skills we need in the future. We believe one way government could make a difference is through broadening the Apprenticeship Levy to a skills and training levy. We would like to see agencies up and down the country able to use the money to upskill workers who want to progress and perhaps become our future chefs.

In celebration of the job recruiters please share our clip to show that jobs transform Christmas.

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Since the budget, HMRC joined us at our engineering and technology sector meeting and we attended HMRC’s IR35 stakeholder forum earlier this week. The key points to update are:

Scope of the consultation

HMRC were keen to stress that this consultation is looking at compliance with IR35 in the private sector in its broadest sense. Extending the public sector rules to the private sector will be considered as part of this but it will be a wide ranging consultation, spurred on by reports that non-compliance with IR35 in the private sector will cost the exchequer £1.2 billion by 2021/22. This is a considerable jump from previous estimates. We have pressed HMRC and the Treasury to provide further details on the model they are using for this.

Timing of consultation

HMRC were not able to provide dates for when the consultation would be published but it will be in the new year at the earliest. We will continue to stress that businesses, recruiters and contractors need to be consulted properly with sufficient time to prepare for any changes. The government also needs to bear in mind other issues like Making Tax Digital reforms, the consultation on employment status following the Matthew Taylor Review, and the Brexit timetable.

Research on IR35 impact in the public sector

HMRC have commissioned independent research on the impact of the IR35 changes in the public sector. This research is focused on public sector bodies only. Contractors and representative bodies have not been consulted. We are concerned that this will not provide an accurate picture of the impact of the reforms. HMRC have said that they will ensure that the scope of their research is made clear when it is published in the new year which we will continue to push for. This research project makes it all the more important for us to gather evidence from our industry on the impact of the changes. We have been doing this through our survey  which we encourage you to complete. We also need to gather more detailed case studies. If you would like to support this, please get in touch.

Next steps

We will have to wait for the consultation on IR35 to be published in the new year to review the details and respond. In the meantime, we will continue to make representations to HMRC and the Treasury and work with other affected organisations to highlight how important it is that the consultation process is meaningful and reforms are considered carefully. We will also continue to gather evidence from members through our survey, webinars and sector meetings. To contribute to our work, please get in touch.

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Industry 4.0

As the world prepares for the fourth industrial revolution – known as Industry 4.0 – there has never been a better time to discuss the practical implications for jobs and the recruitment industry’s role. Industry 4.0 encompasses a set of technological, social, economic and cultural changes that call into question the traditional educational models, work organisation patterns, welfare schemes and infrastructure planning. This fourth industrial revolution has the potential to raise global income levels and improve the quality of life; as well as changing the way we work and how we prepare people for work.

The next generation

Preparing the next generation for the future jobs market was a key theme of the conference. Annemarie Muntz, President of the World Employment Confederation, highlighted the need for soft skills to be embedded in school curriculums, and said that “five years from now, over one-third of skills that are considered important in today’s workforce will have changed.”

Building a better bridge between education and the world of work is a key recommendation in our Future of jobs report. One priority is to ensure that we can learn from other countries’ and regions’ approaches. For example, life-long learning is embedded into law in the Basque Country, where citizens are given a ‘life-long learning account’ to help them train and re-train throughout their working life. There is also a Europe-wide drive to invest in the training of agency workers, particularly those that are low-skilled.

There are major discrepancies in the way that countries approach broader employment issues – for example, Italy doesn’t have a national minimum wage with pay being agreed through collective bargaining agreements on a job-to-job basis. However, there was broad agreement that ‘diversity of contracts’ is the new norm, as this provides important outlets for workers as well as employers.

The future…

The so-called ‘new new’ technologies might change the way we will work, although the feeling is that digitisation will not impact jobs per se, but rather tasks. Workers will have to deal with new digital tools or new ways of operating within their current jobs. This reinforces the need for a flexible mind-set to fully embrace life-long learning.

What was clear from the conference is that the future of work is a leading topic not just for businesses but also for national governments and within academic circles. Taking part in the Bergamo conference was an important milestone. We will continue to work closely with the World Employment Confederation, as well as with leading international institutions such as the OECD, the International Labour Organization (ILO) and the World Economic Forum. The REC’s Future of jobs commission will help to ensure that the recruitment industry’s voice remains at the forefront of the future of work debate, not just in the in the UK but also globally.

You can download the REC Future of jobs report here and keep up to date with our activities at #FutureOfJobs

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Recruiters supply the people businesses need to ensure Christmas runs smoothly. Imagine what would happen if there weren’t enough workers within agriculture and food production? Watch our animation below.

Behind this tongue-in-cheek video is a serious message. While we are all starting to think about what we will be eating on Christmas day, most of us take it for granted that we have everything in ready supply and we don’t tend to think about the staffing needed to ensure this.

Recent research has found that in the run up to Christmas the poultry industry alone requires around 13,000 seasonal workers primarily for the processing of turkeys. The horticulture sector also requires over 80,000 seasonal workers over the year. The vast majority of these roles are currently undertaken by EU nationals. A large amount of these roles will be filled by recruiters.

Labour shortages have been exacerbated since the EU referendum

However, over a number of years there have been growing concerns of labour shortages. This has been exacerbated since the Brexit vote last year with many EU nationals being deterred from coming to the UK to work and the number of ‘returnees’ coming back for the picking season dropping.

The National Farmers Union’s (NFU) monthly survey of labour providers in September showed a shortfall of seasonal workers at 29.3 per cent, which brings the average shortfall for the year to 11 per cent. In May alone, there were more than 1,500 unfilled vacancies on British farms and this has led to reduced picking and in some extreme cases no harvest.

What is the REC doing to help?

We have published three bespoke reports looking at Brexit and immigration and have met with over 50 policymakers, from No 10 to MPs and Peers to members of the Welsh and Scottish governments.

We most recently published Ready, willing and able? looking at how the UK labour market can meet demand in a number of sectors including agriculture after Brexit and made a number of tangible recommendations. We urge the government to give further clarity and assurance to EU workers and condemn any instances of xenophobia. This is especially important in the lead up to Christmas to ensure EU nationals return after the festive period.

We call for there to be provision made for temporary workers and seasonal workers in any new immigration system. Finally, we urge for there not to be an overestimation of automation and UK nationals being able to plug any labour shortages post-Brexit – as our research demonstrates this is not realistic.

What is real is the contribution that our industry plays in ensuring Christmas runs smoothly. Jobs transform Christmas so please share our clip to show the important role recruiters play.

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Disability rose up the international agenda last week with the UK’s new International Development Secretary Penny Mordaunt putting a commitment to tackling discrimination against disabled people at the heart of her department’s strategy.

This announcement came as people around the world prepared to mark the UN’s International Day of Persons with Disabilities, an important day where people celebrate the contribution disabled people make to our society and recognise the ongoing struggle to improve access and opportunities for disabled people.

The new International Development Secretary and former disabilities minister also announced that she would be hosting the UK’s first global disability summit in 2018 – an event which will aim to bring together global leaders and technology companies to tackle the barriers that prevent people with disabilities from fulfilling their potential.

People with disabilities are among the most marginalised groups in the world. According to the World Health Organisation, over one billion people around the world have some form of disability. Persons with disabilities, “the world’s largest minority”, struggle with barriers to healthcare, education and employment. The challenge is all the more pressing in the world’s poorest countries as highlighted by Penny Mordaunt where it is “often impossible” for children with disabilities to go to school and to make a living when they grow up: “in many instances, they are completely cast out from the rest of society.”

We are really pleased to see this issue rise up the international development agenda in the UK. Penny Mordaunt’s commitment to the issue was clear when she engaged with members and businesses here at the REC’s offices last year at the launch of Disability Confident. For our part, we’ll continue to feed in good practice from our industry to the International Labour Organisation and the World Employment Confederation and look forward to promoting the Development Secretary’s drive amongst colleagues around the world.

The REC will continue to promote Disability Confident to members and employers along with our other inclusion projects. Today, we launch the final instalment in our series of videos on disability employment. In this video, Tom Hadley, our director of policy, explains the benefits of building a diverse workforce. He also encourages recruiters and employers to sign up to Disability Confident.

The growing enthusiasm of members was clear at our Inclusive Recruitment Forum and we look forward to building on this with the support of REC member ManpowerGroup who now represent our industry on the Disability Confident Business Leaders Group. Diversity and inclusion will continue to be a key priority for the REC and we look forward to growing our industry’s impact with your support.

For more information on the REC’s work on diversity and inclusion or to share your story, please get in touch – email Karen.O’Reilly@rec.uk.com.

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With last week’s publication of the government’s Industrial Strategy White Paper and the announcement of a multi-million pound sector deal for the life sciences industry, the need for quality candidates for this sector will become even more acute.

How the life sciences industry can find the right talent in post-Brexit Britain was the topic of the recent REC Life Sciences sector group meeting in the Shard, kindly sponsored by SourceBreaker and chaired by Ricky Martin, chair of the REC Life Sciences group and Managing Director of Hyper Recruitment Solutions.

Speciality is key

One way recruiters can help clients find the talent they need is through specialising. This was the focus of the keynote speaker Paul Oldham, Global Talent Acquisition Director at AstraZeneca. He highlighted how competition in the field is growing and that recruiters need to be able to present a unique specialist offering to clients – being just a “life sciences recruiter” will no longer cut it. He advised recruiters to have expert in-depth knowledge of a specialism and be seen as the “place to go” for talent.

Data is needed

In order to identify where skills gaps are in the industry, robust data is needed. The REC Life Sciences sector group is seeking to support the life sciences industry in providing some of this data through our skills gap survey. We urge members to feed into this to help us build our case. Richard Acton, Vice Chair of the group and Director of SRG presented the early findings from the survey to members; and highlighted the broad range of roles life sciences recruiters supply, from chemical engineers, to production personnel, to market access roles. Of particular note from the survey was the overwhelming view (75 per cent of responses) that access to talent is the biggest concern recruiters have regarding the UK’s exit from the European Union.

Post-Brexit immigration system should be based on economic need

The REC’s immigration specialist Richard Sagar spoke about the work the REC has been doing to help inform the government’s post-Brexit immigration system. This includes engagement with over 30 MPs, peers and members of the Scottish Parliament and Welsh Assembly, meeting the Prime Minister’s business advisor in No 10, and with the Secretary of State for Work and Pensions David Gauke. He spoke in particular about the REC’s flagship report Building the Post-Brexit Immigration System which provides hard evidence on which sectors and regions have particularly high numbers of EU nationals working in them. It highlights how 14 per cent of those working in “natural and social science” professions are EU nationals. In the report we recommend that any future immigration system should be based on evidence and economic need.

We therefore welcomed the call for evidence from the Migration Advisory Committee (MAC) on EU workers in the UK labour market which will inform the Home Office’s policy in this area. The REC will be submitting evidence to the MAC and life sciences had a chance to engage directly with them at the event.

Candidate shortages continue to be a key concern for the life sciences industry and it is critical that the Industrial Strategy Sector Deals and post-Brexit immigration system work to address this. A key part of this will be getting the right data and intel from the coalface of where shortages are and this is where recruiters have a key role to play.

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