IR35 - Effects on Agencies
29 March 2021
29 March 2021
Keith Knight, Manager at Aspire, comments on the recent report into the effects of the IR35 reforms on employment agencies.
On the 23rd of March 2021, the Government published a report into the effects that the Off-Payroll working rules, otherwise known as IR35, have had on employment agencies.
The research, conducted by IFF Research between November 2020 and January 2021, involved interviewing 34 employment agencies that currently or previously had contractors on their books that work through their own personal service companies (PSC) or another intermediary.
The research covers the effects of the 2017 off-payroll working, public sector reforms on employment agencies and how contractors have been impacted. The report goes into further detail in terms of what support, the Government believe, may be required from HM Revenue & Customs to support agencies further, ahead of the private sector reforms, which come into force on the 6th of April 2021. The report also goes into some detail on the effects the April 2021 reforms have already had.
Aspire, have summarised the key points below.
2017 Public Sector Reforms
2021 Private Sector reforms
The full report can be found here.
Aspire Comments
On review of the findings detailed above, the full impact of the Off-Payroll working rules, both in the private and public sectors, may not be felt, in full, until after April 2021. As agencies were able to mitigate the impact in the public sector reform by giving the contractors an opportunity to accept assignments in the private sector, which were outside the scope of the rules at the time, this lessened to some extent the impact of the 2017 reforms. Now that both sectors are aligned, we expect that the full extent of the reforms may be felt.
Given the complex nature of IR35, cost and administrative burden, we would expect that end hirers may decide to only engage with PAYE contractors, which would mean an increased use of employment intermediaries from April onwards. Whilst this may mitigate the administration of IR35, care needs to be taken by agency clients to ensure that they have effective Due Diligence practices and policies in place for their extended supply chains.
Whilst we understand that not all end hirers are making blanket bans on Personal Service Company contractors, there is certainly a movement in the industry where agencies are taking on the burden of making assessments on behalf of their clients. Whilst this is not necessarily forbidden, ‘Reasonable Care’ needs to be taken by all in the supply chain when making determinations and is critical for the end hirer who has overall responsibility. As we know, the Legislation requires the end hirer to make determinations and pass them down the supply chain. Therefore, we would expect there to be a process in place to ensure compliance with the Legislation, as well as a keen eye on demonstrating reasonable care, with particular focus on making sure the right parties have the right information and training to ensure they make appropriate decisions.
As we know from case law, IR35 is a complex area for HMRC to effectively challenge when determining an individual employment status. However, we would expect that it would be easy pickings from a compliance perspective where HMRC can demonstrate you, and your supply chain have not taken reasonable care in arriving at the decision you have made. In particular, if it finds that a party in your chain has provided fraudulent information, which was referenced in the Budget and covered by Aspire in our article on the 3rd March 2021, which can be found here, that entity will be liable for any underpayment of tax.
For more information about Due Diligence and IR35 please do not hesitate to give us a call on 0121 445 6178 or email enquire@aspirepartnership.co.uk