Member Since: 14th Apr 2014
26th Mar 2021
Yes, we did encourage employers to require their employees to take holiday while on furlough, and many did with the top-up to furlough being used so minimising the cost to the employer. However, as with most things we advise, not everyone took this option up, and so they have the holiday issue now.
We also have a couple of employers who have worked through the pandemic with no staff (or minimal staff) on furlough. The staff that worked had to often cover sickness from covid, the few people that were on furlough etc, and so built up their holiday.
1st Mar 2021
There will be an option within your accounts production software to enter these details. It is usually a similar place where you enter your government gateway details required for filing tax returns. It should then be a simple click of a button/couple of buttons to file the accounts directly to Companies House from within the software.
As a side note, if you want to file any paid documents (i.e. CS01) you will also need to apply for a credit account.
16th May 2018
We have been looking into this as we use an automated system for sending out invoices to clients. Under the GDPR there is an exemption for 'sending personal data under contractual obligation such as transactional communications'. This means you don't need specific consent for sending invoices and I would extrapolate this to statements too as they contain the same information.
I am no-way an expert on this matter, but I have taken it from Mercia Group bulletin issued in June 2017:
8th Jun 2017
Do you feel that you were wrong in dismissing the member of staff in the first place, or do you still feel that this was justified? You've given a brief description of what happened, and in that situation I do not feel that dismissal was the correct course, rather a call to the police if the neighbour was being threatening, and an official warning to stop them entering your premises.
In regard to re-hiring, how did the dismissal go? Did the staff member leave on bad terms with you, or do you feel that you are in a situation where she could come back and carry on where you left off?
If she feels that she was wrongfully dismissed then she may well not want to come back, or if she did return (maybe she needs the job), I would think her attitude would certainly be different, which could effect her work.
Ultimately in situations like this I believe you should have obtained specialist HR advice; this could have given you the relevant information at that point in time to deal with the situation effectively; most of us are accountants and not HR experts. This could also stop any lawsuits for wrongful dismissal happening, or at least cover legal expenses if such a case was brought.
It is a steep learning curve, and while it can effect other peoples lives, most learning curves do in some way or another, and it is important that we do learn and not make the same mistake again.
What would I do? Depending on how the dismissal went down, I would ask the girl to come in for a chat as others have suggested and see how she reacts to the offer of the job. She may blankly refuse to meet up, or she may be thankful that you are considering re-hiring her.
In any circumstance, you should not admit that you believe you made a mistake in dismissing her as she may refuse the job, and then decide to take you to court for compensation.
6th Apr 2017
I have always worked in businesses with proper accounting software (which has been my responsibility), and never had to suffer the Excel sheet nightmare that seems to be the day job of the small practice.
Thankfully I have worked in small practices that have always used bookkeeping software for preparing clients accounts. In this instance we enter the items onto the software at the date of the invoice, which shows the debtors and creditors at their gross value.
I would therefore, agree with you that the items are to be included gross, an would never think to go back in and journal out the VAT element for a cash accounting client (or any other) so that the debtors and creditors are shown net.
In my view, the amount you are due to pay or receive is the amount that needs to be declared on the balance sheet for any business, incorporated or otherwise, cash or otherwise.
5th Apr 2017
I would agree with John that Creditors and Debtors will always be included in the accounts Gross. I don't understand why you would not include the VAT.
My understanding is that at the point of the year end accounts the VAT tax point has been created and so has been incurred/charged out and so is a liability/asset.
I have come across a TB today included within professional courtesy for a new client which has shown Creditors net of VAT. I found this very strange, hence my reason for searching on this.
If I am wrong, please do tell me, and if possible provide any resources which shows that debtors/creditors should be net of VAT.
14th Feb 2017
Thank you very much for the replies.
I was leaning towards it simply being the cost to the employer as with other benefits (private medical etc.) but wasn't 100% sure and didn't want to go ahead without confirmation!
22nd Sep 2015
Agree with Healthpay
I agree with Healthpay, you should not worry about previous months when they should have been paying student loan. You were not notified of this, so it is not your problem.
If for whatever reason it comes bout that more student loan is payable (by completing a self assessment tax return for example), then it is up to he employee to make those payments themselves.
16th Sep 2015
If you contact HMRC on the Self Assessment Helpline (0300 200 3310), they will be able to provide you with copies of the returns that were submitted to them.
Unfortunately I you do not have copies of the returns that should have been provided to you, and you do not have access to the accountants own records (through a new agent), then calling HMRC will be your only option.
18th Aug 2015
Thanks for that. Say there was a one man band limited company, who has his registered office as his home address in the UK. He travels round the world for his job, spending approximately 9-10 months of the year in countries outside the UK.
As the company is registered in the UK, would it be resident for CT purposes in he UK, even if the principal activity of the business is carried on outside the UK.
Would the situation change if the director was deemed to be non resident due to his circumstances? (I'd assume not given different legal entities etc.).