Member Since: 12th Dec 2011
27th Nov 2019
I'll keep using my sheet of A4, thanks.
The biggest benefit of a piece of paper is that it can be customised to your exact needs.
No practice management system meets all needs and so I have stopped looking for now. I just built one in Airtable.com and use Zapier to integrate it into Gmail and Practice Ignition.
25th Oct 2019
I have been on the receiving end of some pretty harsh comments here in the past but upon reflection, it has usually been for:
1. Things I should have known
2. Things I could've very easily found on Google
3. Or just someone being unpleasant
At the end of the day, you need to be thick-skinned and remember that we work in a profession that needs to maintain high standards. We need to help each other but also hold each other accountable when we see standards slipping.
The other thing to remember is that so much context is lost when all we have is hastily written text. I have a staff member who is absolutely lovely face to face and clients do love her but I have to constantly defuse situations because her email manner is so aggressive.
So to those people who don't want to post questions here because of the harsh comments, I say, come on over, get abused, learn from it and be a better accountant - then you can charge more.
25th Oct 2019
In my experience, the banks won't open the company bank account without the non-resident shareholder being present. Recently 12 non-resident shareholders wanted to set up a company in the UK. No chance of any bank opening the account without all 12 flying from South Africa to be present at the opening. The solution was to buy a company here with banking facilities which worked out OK as they were looking for acquisitions anyway.
Dividends can be paid to a foreign account.
19th Sep 2019
Thanks for the replies - do you need to phone twice once for PAYE and once for self-assessment or can you do both on the same call?
Is this the best number -0300 200 3211?
Thanks in advance.
18th Sep 2019
When you call HMRC can they actually see the CIS submissions on their systems? I had a similar problem and eventually, I worked out that I hadn't filed the CIS submissions properly via EPS RTI.
Once I had filed it properly the offset happened very quickly i.e in about a week.
9th Aug 2019
Just as a follow-up - I spoke to NEST and they said I was to use the 'Insufficient earnings' reason for zero contributions due.
8th Aug 2019
@ exceljockey (OP).
Thanks for your response post at 14.33 on 1 August 2019.
Firstly, the FRS733, here:-
is much better guidance than the HMRC “advice” per the link in your initial question. Scroll down to 12.2 and 12.3 to see a clearer explanation of the rules.
If I understand your post correctly, the total income in the year to 30 June 2019 was below £230K.
Your client can therefore continue to use the FRS, and does not need to consider the total income figures again, until 1 July 2020 (except in the very unlikely exceptional event that, in the meantime, the projected future total income will exceed £230K in the next 30 DAYS ALONE).
At 1 July 2020, your client should calculate the total income for the year to 30 June 2020. If it has not exceeded £230K, then your client has a “clear run” for another 12 months until he has to carry out the next “anniversary date review” (on 1 July 2021).
However, if the client establishes at 1 July 2020 that the total income HAS exceeded £230K, then he must (subject to the caveat below) discontinue use of the FRS with effect from 1 OCTOBER 2020 [NOT from 1 July 2020 – look carefully at the wording of the right-hand column of 12.2(a)].
To explain the “caveat” in my previous paragraph, and please see 11.2 of FRS733, if (when carrying out the “anniversary date review”) one has reason to believe that the expected future total income will not exceed £191,500, then one can APPLY to HMRC to be allowed to continue with the FRS (it is not sufficient to simply believe it, without notifying HMRC – 12.2 sets out other conditions, which normally one should be able to comply with).
From the figures in (3) and (4) of your post, it seems probable that, at 1 July 2020, your client WILL need to leave the FRS with effect from 1 October 2020. If of course, approaching 1 July 2020, the total income is likely to be “borderline” (re the £230K threshold) then one has to consider, subject of course to not breaching tax point rules, whether one can legitimately “reduce” total income in May/June 2020 (or perhaps “postpone” it from (say) June 2020 to July 2020), albeit one must as ever weigh the potential VAT savings therefrom against the other commercial effects.
I trust this helps.
Hi Basil. Thank you very much for your response, that's very helpful indeed. Much obliged.
1st Aug 2019
@Basil - thanks for taking the time to respond. Judging by your questions seemingly leaving the FRS is more complicated than is easily discernable from the website.
(1) The date of joining the scheme, 1 July 2008
(2) The projected future annual turnover figures (i) at the date of joining the scheme: £80,000
and (ii) at the most recent anniversary date: at 1 July 2019 - £200k - A new client was taken on during July accounting for the difference in projected T/0 over the course of the month.
(3) The date from which the client intends to leave the scheme (implicit in your question is that this will be a “compulsory leaving” date): intentioned leaving date is when they have to as it a compulsory decision rather than a preference - T/0 will go above £230k with August billings
(4) The projected future annual turnover figures at today’s date: £250k to £300k
(5) The turnover figure from the most recent anniversary date to the present date: £20K (1 July to 31 July 2019)
(6) The VAT stagger periods: Stagger 1 (MAR, JUN, SEP, DEC)
(7) The opening and closing dates of the last VAT return submitted. 1.4.2019 - 30.6.2019
Happy to provide further information.
31st Jul 2019
@paulhammett thanks for the clarification.
31st Jul 2019
One thing I would suggest, that has worked for me, is that I go for less experienced candidates and train in-house rather than candidates with great CVs and experience. This way the CV is less relevant and you the opportunity to train them in the way you like to get things done.
Also, they (like all of us) need to have outside interests in addition to the work skills. I think this is often overlooked during recruitment. They need something to take their minds off work so that they get proper rest and a break from a job that, let's be honest, can be tedious at times.
Staff having outside interests is also good for your business as social networking is very effective. If you incentivise your staff properly to bring in business and they have a good network, then its win win.