Mark Lewis

🚨Beware of Tax Avoidance Schemes Masquerading as Legit Umbrella Companies Promoters of tax avoidance schemes are increasingly using professional-sounding names—like "ABC Umbrella" or "The Umbrella Agency"—to lure contractors searching for compliant providers. Some even mimic established firms (e.g. “Compas” vs “Compass CE Ltd”) to trade on credibility and avoid advertising costs. 🔍 Despite recent HMRC updates and warnings, enforcement remains weak, and many non-compliant providers continue to operate under new names. ✅ Contractors, be vigilant: - Check Companies House listings - Request a pay illustration (anything >55% take-home for 40% taxpayers is a red flag) - Verify accreditation: SafeRec, FCSA, or Professional Passport 👉 A legit-sounding name isn’t enough. Do your due diligence. #TaxAvoidance #Contractors #HMRC #Compliance #DueDiligence

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Recent changes at Companies House (CoHo) are impacting accountants and company directors, particularly in the realms of ID verification and ACSP registration. Here's what I think you need to know: - **ID Verification:** Starting from 18th November 2025, directors must obtain a CoHo "magic number" before filing a confirmation statement (CS). PSCs have their own specific deadlines to adhere to. - **ACSP Registration:** By spring 2026, firms must be registered as Authorised Corporate Service Providers (ACSPs) to submit filings on behalf of clients. Directors can assign user access post-registration. - **Gov.uk One Login:** Effective 13th October 2025, Gov.uk One Login replaces WebFiling sign-ins. Each individual must have their own login associated with their personal email. - **AML Overlap:** CoHo's ID checks can fulfill Money Laundering Regulations 2017 requirements, but the reverse may not be true. Practical Tip: Proactively email directors a month before the CS deadline to ensure their IDs are in order early on, preventing any filing delays. These changes necessitate early preparation, especially concerning ACSP registration, procedural adjustments, and notifications to those invloved. Stay ahead of the curve to navigate these regulatory reforms effectively. #CompaniesHouse #Accounting #CorporateGovernance #ACSP #RegulatoryChange

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🌟 Sammons Pensions Recruitment Insight 🌟 💬 Salary conversations don’t kill offers — misalignment does. Many candidates hold back on early salary discussions because they fear looking “difficult.” But here’s the truth ⬇️ ✨ The strongest hiring processes set expectations early so both sides stay aligned and engaged. ✅What works better: 💷 Discuss salary expectations early 📊 Anchor conversations to real market data 🌟 Communicate your value and impact clearly In an increasingly competitive pensions talent market, clarity and transparency help employers secure top candidates before they disengage or accept another offer. 👇 What’s your view? When should salary be discussed in the hiring process? If you're reviewing hiring plans or exploring new opportunities in pensions, our specialist team can share up‑to‑date market insights. ☎️ 020 7293 7022 📧 pensions@sammons.co.uk #PensionsRecruitment #RecruitmentInsight #HiringTrends #UKJobs #PensionsCareers #TalentMarket #FinancialServicesRecruitment

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MVs/MSPs like Supply Bank create misaligned incentives, principal agency problems, adverse selection and moral hazards leading to poor quality service and unsuitable candidates. Once a MAT enters into a contract with Supply Bank, the Academies become the principals who want cost effectively supplied high quality suitable candidates. Supply Bank on the other hand extracts margin from the entire supply chain seeking transaction volume where 100% fulfilment is the target rather than sourcing the best candidates. Supply Bank will prioritise filling positions quickly rather than find optimal candidates. I have heard Teaching Personnel consultants are targeted on 97% Supply Bank fulfilment - that's virtually impossible with the right candidate every time, particularly at close to 50% of the usual margin! Since agencies in the supply chain are typically forbidden from contacting schools directly (Supply Bank seeks to monopolise client relationships as well as spend), there’s no opportunity to understand the nuanced needs of schools, which is crucial for successful supply. There is also the risk that schools reduce their own recruitment oversight and candidate quality benchmarking, assuming Supply Bank is handling candidate selection and quality control. This creates a moral hazard: Supply Bank lacks the incentive to extensively source and thoroughly check candidates supplied and schools are unable to monitor and compare the efforts of agencies in the supply chain. Generally, MVs privatise profit whilst socialising costs. The MV extracts fees for coordinating supply and these fees are earned regardless of whether outcomes improve. Moreover, the MV’s incentive is to fill bookings at the lowest operating cost given the compressed margins. This reduces the incentive to spend the necessary time and money to recruit and supply the most suitable candidates, favouring quantity over quality. Schools and pupils on the other hand absorb the costs of poor teaching, behavioural issues and a lack of candidate continuity, none of which appear on the P&L of the MV (the negative externality of supply through a MV - see diagram). There is also a sunk cost fallacy: once the MAT commits to a MV it will become part of the MAT’s identity. When it fails, admitting it doesn’t work means admitting the decision was wrong, which may be psychologically and politically costly leaving the MV in place longer than ideal. MVs like Supply Bank are sold on a compelling yet reductive premise: one supplier, one relationship. This appeals to procurement teams and finance directors overwhelmed by multiple agencies and government oversight. Choosing a MV signals ‘we’ve done something about agency spend’. It looks rigorous yet the actual outcomes are likely worse than a well-managed PSL. Fundamentally, MVs perpetuate the ideology that consolidation equals efficiency yet opting for administrative simplicity does not equal maximising value for pupils.

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If you’ve been working with hybrid umbrella models, now is the time to prepare for the upcoming shift in liabilities. HMRC are turning their focus to umbrella companies and non-compliant agencies, and this update is set to create a much fairer, more level playing field. While this may increase costs for some, it ultimately protects both businesses and workers and ensures that compliance is prioritised across the sectors we support. At Logic 360, we welcome these changes as a positive step towards a more sustainable and transparent way of working. #Automotive #Warehousing #Construction

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📢 UK Finance & Accountancy Market Update – August 2025 🧾 Insights from ICAEW for Finance Professionals & Hiring Managers 🔵 Market Sentiment Despite economic headwinds, job confidence remains near record highs, with 56% of professionals feeling secure in their roles Unemployment is still low at 3.8%, but economic inactivity is rising, with over 9.2 million people not actively seeking work. 🟢 Skills in Demand 🔍 Transactional finance and payroll roles remain buoyant 🌱 Sustainability reporting and green finance are growing niches 🤖 Employers are actively seeking skills in AI, automation, and data analytics  📈 Soft skills like critical thinking and problem-solving are essential for tech-integrated roles 🟠 Hiring Trends 💼 52% of hiring managers plan to expand permanent headcount in the next 6 months  🧠 Firms are shifting focus from qualifications to potential and adaptability 🏠 Hybrid working is now a standard expectation, with 70% of candidates prioritising flexibility and culture 🔴 Challenges Ahead ⚠️ Rising costs and tax pressures may slow hiring  📉 Skills shortages persist, especially in payroll and audit 🧭 Employers must rethink talent strategies to attract and retain top professionals 💬 Candidates and Clients – Let’s Connect! If you're exploring new opportunities or looking to hire top finance talent, please feel free to reach out. I'm always happy to have a conversation and see how I can support your goals. 📩 DM me or email directly – I’d love to hear from you!

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📊 𝐍𝐞𝐰𝐥𝐲 𝐐𝐮𝐚𝐥𝐢𝐟𝐢𝐞𝐝 𝐒𝐚𝐥𝐚𝐫𝐢𝐞𝐬 𝐢𝐧 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐜𝐲 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞. 𝐖𝐡𝐚𝐭 𝐀𝐫𝐞 𝐖𝐞 𝐒𝐞𝐞𝐢𝐧𝐠? "What should we be paying a newly qualified?" One of the most common questions I am asked at the moment. The honest answer is that it depends on region, firm structure and service line. But there are clear patterns emerging across the areas I cover. For context, this relates to newly qualified ACA or ACCA professionals coming out of practice, typically with audit or accounts experience. 𝐇𝐞𝐫𝐞 𝐢𝐬 𝐰𝐡𝐚𝐭 𝐈 𝐚𝐦 𝐬𝐞𝐞𝐢𝐧𝐠 𝐚𝐜𝐫𝐨𝐬𝐬: Northamptonshire Milton Keynes Bedfordshire Leicestershire Parts of Warwickshire and surrounding areas 💷 𝐂𝐮𝐫𝐫𝐞𝐧𝐭 𝐒𝐚𝐥𝐚𝐫𝐲 𝐑𝐚𝐧𝐠𝐞𝐬 𝐟𝐨𝐫 𝐍𝐞𝐰𝐥𝐲 𝐐𝐮𝐚𝐥𝐢𝐟𝐢𝐞𝐝 𝐢𝐧 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 Smaller independent firms £40,000 to £45,000 is still common, particularly outside larger towns. Mid-sized independent and regional firms £45,000 to £50,000 is increasingly typical. Larger regional or national firms in the area £48,000 to £55,000 is not unusual, especially where audit exposure is strong. In Milton Keynes specifically, salaries tend to sit at the upper end of those brackets due to competition and proximity to London. Of course, base salary is only part of the picture. 𝐓𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬 𝐢𝐧: - Bonus structures - Holiday entitlement - Pension contributions - Hybrid flexibility - Speed of progression to Assistant Manager or Manager But the reality is this: If a firm is sitting materially below market, candidates will notice. Equally, candidates need to understand that not every firm can or will compete at the very top of the range, and culture, exposure and long-term opportunity still matter. For newly qualified professionals in 2026, expectations are clearer and confidence is higher than in previous years. Firms that plan ahead on salary strategy tend to secure the best outcomes. I would be interested to hear from others in practice. Are these ranges consistent with what you are seeing locally? #AccountancyPractice #NewlyQualified #SalaryBenchmarking

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Tax Hiring Trends - November Highlights: 📈 Tax vacancies up 26% YoY, led by professional services firms 🏡 Hybrid & regional flexibility remain key to attracting talent 👥 Private Client Tax: High demand post non-dom regime changes 🏢 Corporate Tax: Real estate & regional hiring surging 🌍 Transfer Pricing: Fastest-growing area due to ICTS reforms 💼 VAT & Indirect Tax: FS & PE sectors scaling rapidly 🤝 M&A Tax: PE-backed deals driving technical hiring 🇺🇸 US/UK Tax: FIG regime reshaping advisory needs 📄Check out our article and video for deeper insights: https://lnkd.in/enxui_cg 💬 Ready for a move or curious about market trends? Let’s chat. #Ambitiontalkstaxcareers #TransferPricing #PrivateClientTax #VAT #CorporateTax #TransactionTax #USUKTax

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Road taxation needs a reset. PA expert Richard Sallnow explains why we champion a shift to pay-per-mile as a necessary evolution, not a revolution. We call for a system built on trust and simplicity. https://lnkd.in/e6W8ShGE

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Will the UK budget changes impact your decision about switching careers or seeking a new job? With the recent announcements in the UK budget, many professionals are re-evaluating their career choices. Whether you are considering enhanced job security, opportunities for growth, or better remuneration, the new budget could influence your decision in several ways: - Salary and Benefits Adjustments: Keep an eye on how changes in taxes and benefits might affect your take-home pay. - Industry Growth: Certain industries may receive more government funding and support, translating to more job openings and career growth opportunities. - Training and Development: Increased funding for education and training programmes could offer chances to upskill or reskill. It's crucial to stay informed and understand how these changes can align with your career goals. Evaluating the benefits of switching roles against the backdrop of the new budget could significantly impact your career trajectory. Let's make your career aspirations a reality! Know someone who'd be a great fit for a role you're eyeing? Share this post with them! #CareerChange #UKBudget #JobHunt

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What qualifications are most sought after for accountants in the UK market? The job market is vast and constantly changing, so certain qualifications are becoming more crucial for accountants who want to stand out. So, what do employers really want? 🔵 ACA (Associate Chartered Accountant): Known for its rigorous training, the ACA qualification is considered top-tier. Many big firms in the UK prefer ACA-qualified candidates because of their well-rounded skill set. 🔵 ACCA (Association of Chartered Certified Accountants): Recognised worldwide, ACCA-qualified professionals are versatile and respected. They can work in various sectors, making this qualification highly sought after. 🔵 CIMA (Chartered Institute of Management Accountants): With a focus on management and cost accounting, CIMA is key for those looking to manage finance functions within businesses. 🔵 AAT (Association of Accounting Technicians): This is a great starting point for those beginning their accountancy journey and is highly valued for entry-level roles. According to a recent report by XpertHR, 65% of accountancy employers in the UK prefer candidates with professional qualifications [Source: XpertHR]. If you're aiming to climb the career ladder, gaining one of these qualifications could be your key to success! #Accountancy

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✅ What is an SDS? SDS stands for Status Determination Statement. It’s a formal document that outlines a decision about a worker’s employment status for tax purposes under the off-payroll working rules (IR35). 🧾 Who Issues the SDS? The responsibility lies with the "end client" the company that is ultimately receiving the worker’s services (not the agency or payroll company). Not the sole trader/self-employed worker. Not the agency (unless they’re the end client). Yes the end client must complete and provide the SDS. Unless they are classed as a 'small company turning over less than £10.2 Million', then it is the sole traders responsibility. 🔍 What Do SDS Checks Involve? To produce a compliant SDS, the end client must: Take "reasonable care" in assessing the working arrangement guesswork or blanket decisions are non-compliant. Use HMRC’s CEST tool or another IR35 assessment method. Consider the following key factors: Supervision, direction, and control: Does the company control how, when, and where the worker does the job? Substitution: Can the worker send someone else to do the work? Mutuality of obligation (MOO): Is the company obligated to provide work and is the worker expected to accept it? Financial risk: Does the worker bear the cost of getting things wrong, fixing mistakes, or investing in tools? Part and parcel: Is the worker treated like an employee (e.g. staff perks, company email, management roles)? Share the SDS with: The worker directly, or the worker with you. The next party in the chain (e.g., agency or payroll company). ⚠️ Why Is It Important? If the SDS is missing, generic, or not shared, the tax liability can fall on the end client. If reasonable care isn’t shown, HMRC can ignore the SDS altogether and hold the client liable. If you are a worker or end client and are unsure, don't risk it, hit me up for zero sales chat. Information is key here! My promise - You will not be sold to, I will aim to add value only 👍

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Big news from The Access Group! Access Group Reaches Agreement to Acquire EPLOY They’ve announced an agreement to acquire Eploy (subject to regulatory approval), expanding their Access People portfolio with a full end-to-end applicant tracking system. This move further strengthens their HR and payroll offering - from workforce management and employee engagement to talent acquisition and beyond. Find out all the details here 👉 https://lnkd.in/erkrKpMd #HRTech #MergersAndAcquisitions #TalentAcquisition #ApplicantTracking #TheAccessGroup #Eploy #PayrollSolutions #UKRecruiter Louise Triance ⭐️

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