Are you a Compliant Employer / Enagager?
As an Owner, Director or Manager in a successful business, are you 100% confident that your permanent and temporary worker processes are compliant and maintained correctly. Her Majesty's Revenue and Customs and UK Border Agency have both confirmed that the client client has a duty of care and responsibility to ensure that are not in breach of legislation in respect of their workers. UK Compliance Solutions has the experience and knowledge to offer your business support and training to become commercially compliant. Some of you may be asking "where's the risk?"
UKCS has a range of services and peace of mind packages available for all budgets to help you solve the compliance challenge.
As an Owner, Director or Manager in a successful business, are you 100% confident that your permanent and temporary worker processes are compliant and maintained correctly. Her Majesty's Revenue and Customs and UK Border Agency have both confirmed that the client client has a duty of care and responsibility to ensure that are not in breach of legislation in respect of their workers. UK Compliance Solutions has the experience and knowledge to offer your business support and training to become commercially compliant. Some of you may be asking "where's the risk?"
UKCS has a range of services and peace of mind packages available for all budgets to help you solve the compliance challenge.
Designed to modernise data protection laws, the Data Protection Act 2018 came into force on 23 May 2018 as the third generation of the UK’s data protection regime. Based on the EU’s General Data Protection Regulation (GDPR), the Data Protection Act 2018 is designed to take into account advancements in the way data is used in the modern age and the way that personal information is collected by online platforms for various legitimate and illegitimate uses.
Are you data compliant ?
Are you data compliant ?
Right to Work, Imposters, Fantasy, Fake and Counterfeit Documents
Probably the biggest single risk to businesses with 1 in 50 workers thought to be working illegally in the UK. UK Compliance Solutions urge all parties in the supply chain to follow UKBA procedure when checking their workers right to work documents to ensure a statutory defence exists in the event of any Right to Work issues.
The Right to work status of every contractor should be checked immediately, the penalty per worker is up to £20,000.
Probably the biggest single risk to businesses with 1 in 50 workers thought to be working illegally in the UK. UK Compliance Solutions urge all parties in the supply chain to follow UKBA procedure when checking their workers right to work documents to ensure a statutory defence exists in the event of any Right to Work issues.
The Right to work status of every contractor should be checked immediately, the penalty per worker is up to £20,000.
Brand Identity and Reputation
It has been said there's no such thing as bad publicity. Whilst there are occasions when a negative situation can be managed into a positive one there are many more examples where this isn't the case. Its almost a certainty that the end client will be in the firing line of the press if temporary workers are found to be paid below NMW, through any party in the supply chain, or found to be working illegally. Her Majesty's Revenue and Customs and UK Border Agency are also highly likely to be asking what Duty of Care you have taken to ensure compliance in the supply chain. How do you ensure supply chain compliance and know what you are buying? Unquantifiable Risk
It has been said there's no such thing as bad publicity. Whilst there are occasions when a negative situation can be managed into a positive one there are many more examples where this isn't the case. Its almost a certainty that the end client will be in the firing line of the press if temporary workers are found to be paid below NMW, through any party in the supply chain, or found to be working illegally. Her Majesty's Revenue and Customs and UK Border Agency are also highly likely to be asking what Duty of Care you have taken to ensure compliance in the supply chain. How do you ensure supply chain compliance and know what you are buying? Unquantifiable Risk
Agency Workers Regulation
After 12 weeks, basic working and employment conditions for temporary agency workers are no less favourable than if they had been recruited direct by the hirer, day one rights also exist. How are you protected in the event of a situation like Stevens v Northolt High School? The agency worker was awarded £10,878 compensation for underpayment by her hirer. Companies must also provide data about their use of agency workers during collective consultations to avoid hefty penalties. Contractor AWR status should be checked immediately, non compliance carries a penalty, deliberate attempts to avoid AWR carries a £5000 fine.
After 12 weeks, basic working and employment conditions for temporary agency workers are no less favourable than if they had been recruited direct by the hirer, day one rights also exist. How are you protected in the event of a situation like Stevens v Northolt High School? The agency worker was awarded £10,878 compensation for underpayment by her hirer. Companies must also provide data about their use of agency workers during collective consultations to avoid hefty penalties. Contractor AWR status should be checked immediately, non compliance carries a penalty, deliberate attempts to avoid AWR carries a £5000 fine.
Supply Chain Duty of Care
Have you audited your agency partners? Do you have a PSL? What contracts do you have in place and do they operate compliantly? How are your workers paid? Are you sure that no workers under supervision, direction and control are being paid self employed? Are your single person limited companies actively trading and is the worker a director of the limited company? Are you confident that your workers are not paid through an offshore intermediary scheme designed to avoid payment of tax? Are you certain that you are fully protected in the event of an investigation into any of these issues?
Have you audited your agency partners? Do you have a PSL? What contracts do you have in place and do they operate compliantly? How are your workers paid? Are you sure that no workers under supervision, direction and control are being paid self employed? Are your single person limited companies actively trading and is the worker a director of the limited company? Are you confident that your workers are not paid through an offshore intermediary scheme designed to avoid payment of tax? Are you certain that you are fully protected in the event of an investigation into any of these issues?
Worker Status
Her Majestys Revenue and Customs have stated that the issue of work status is as relevant for the end client as it is for the other parties in the suply chain. The Finance Bill introduced a simplified test of self employment focusing on whether the work is subject to supervision, direction or control. Do you currently pay temporary workers directly on a self employed or sole trader basis? Do you have any single person limited company contract staff, do they operate within or outside the scope of IR35? What contracts do you have in place? Have you put processes in place to protect yourself from employment related claims such as unfair dismissal.
The work status of every contractor should be checked immediately, 15 workers earning £20 per hour exposes you to over £100,000 per annum of Employers N.I. risk.
Her Majestys Revenue and Customs have stated that the issue of work status is as relevant for the end client as it is for the other parties in the suply chain. The Finance Bill introduced a simplified test of self employment focusing on whether the work is subject to supervision, direction or control. Do you currently pay temporary workers directly on a self employed or sole trader basis? Do you have any single person limited company contract staff, do they operate within or outside the scope of IR35? What contracts do you have in place? Have you put processes in place to protect yourself from employment related claims such as unfair dismissal.
The work status of every contractor should be checked immediately, 15 workers earning £20 per hour exposes you to over £100,000 per annum of Employers N.I. risk.
Auto Enrolment
Auto Enrolment requires all businesses to automatically enrol PAYE members of their workforce (depending on age and salary level) into a pension scheme that meets certain minimum standards. The Pensions Regulator has already taken enforcement action and issued statutory notices and penalty fines to punish non compliance. The Pensions status of every worker should be checked immediately, fixed penalty notices are £400, escalating penalty notices have a daily rate of up to £10,000 depending on the number of staff and a civil penalty where you fail to pay contributions could be as much as £50,000.
Auto Enrolment requires all businesses to automatically enrol PAYE members of their workforce (depending on age and salary level) into a pension scheme that meets certain minimum standards. The Pensions Regulator has already taken enforcement action and issued statutory notices and penalty fines to punish non compliance. The Pensions status of every worker should be checked immediately, fixed penalty notices are £400, escalating penalty notices have a daily rate of up to £10,000 depending on the number of staff and a civil penalty where you fail to pay contributions could be as much as £50,000.
