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Look, I’m a bloke who’s been in and around construction for the last 30+ years. We blokes don’t talk about this ‘feelings’ stuff. This is why the biggest killer of men under 50 is suicide – sobering thought that. I’m not saying we need to become all snowflaky and wet behind the ears, but as the saying goes, it’s good to talk. You’ve got a duty of care to the lads (I’m guessing it’s nearly all lads) on your sites and your employees in the office. Banter can cover up for many a troubled soul.
Let’s first go to the dictionary and ask the experts. Self-care encompasses everything related to maintaining physical health, including hygiene, nutrition, and seeking medical care when needed. It’s a decision-making process empowering individuals to look after their health efficiently and conveniently, often in collaboration with health professionals.
Got that?
At a simple level, this is about helping your staff come to work and be happy, safe and healthy. But also to recognise they may bring their woes from home to work.
Sure, you see your business as your baby, but as the saying goes ‘it takes a village’. And to keep your business booming, you need to make sure your employees are healthy and happy, so they can stay on their A game.
Let’s break this down into the different types of self-care.
Emotional Self-Care: Involves practices like positive self-talk, taking regular breaks, and maintaining social connections. As business owners, you’re sure to have experienced your fair share of burnout. It’s all about not letting your employees head down the same road. A simple ‘you alright, mate?’ may be enough to spot someone struggling.
Physical Self-Care: Such as, prioritising sleep, regular exercise, and choosing nutritious foods. Don’t look at me like I’m a fine one to talk. My body has been defined by some of the best food that Manchester can offer! Just ignore my office’s favourite bowl of special chocolate… that’s all about helping our clients’ emotional health when they visit.
Spiritual Self-Care: Work with me on this one. This may sound a little woo-hoo to you. But what works for others may not be your thing. Such as attending religious services, taking religious holidays off, spending time in nature, meditation, and keeping a gratitude journal.
Self-care involves making healthy lifestyle choices, responsibly using medicines – including the caffeine-laden and energy-type drinks, recognising symptoms, self-monitoring, and self-management of health conditions. But sometimes it’s not so easy to spot these dips in mental health by yourself. Believe me, my business coach is the first to tell me if I’m trying to overcommit. So, you need to open up the conversation with your employees as well.
Stress and burnout are rampant. Average ratings of personal well-being in the UK have declined across all measures in the year ending March 2023. I’m sure we have personal stories to tell of how our mental health or people around us suffered during and after the COVID-19 years.
Similarly, older research commissioned by Mind found that 57% of the people surveyed drank alcohol after work to cope with stress. In addition to this, 28% said they smoked cigarettes, 16% took prescribed sleeping aids, and 15% took antidepressants. And yes, as a regular vaper, I know I am part of those statistics, but don’t judge me!
Self-care mitigates these issues, enhancing mental and physical health, reducing illness risks, and boosting energy.
We need to look after ourselves first! Without that, our work is sure to suffer.
Investing in your employees’ self-care isn’t just beneficial for them; it’s a strategic move that can significantly boost your business in various ways:
Employees practising self-care are more likely to be mentally and physically rejuvenated, leading to higher productivity. After all, your on-site employees are often doing a hard physical job for you. They need all the energy and strength they can get. Regular self-care reduces fatigue, enhances concentration, and fosters a more energetic and efficient workforce.
A culture that prioritises self-care attracts top talent and retains them. Employees are likelier to stay with a company that values their well-being, reducing turnover costs and enhancing its reputation as a desirable workplace.
Burnout is a major cause of reduced productivity and increased absenteeism. Encouraging self-care reduces the risk of burnout, ensuring that your team remains motivated and engaged.
A workplace that promotes self-care is often characterised by positivity and higher morale. This environment fosters collaboration, creativity, and community, enhancing the work atmosphere.
When employees feel cared for, their loyalty and engagement increase. This heightened engagement leads to better customer service, enhanced team collaboration, and a stronger commitment to the company’s goals.
Replacing employees is expensive. Fostering an environment of self-care can significantly reduce turnover, saving the company substantial recruitment and training costs.
Well-rested and mentally healthy employees are more likely to think creatively and propose innovative solutions, driving the business forward.
Employees who engage in self-care have clearer minds and are better equipped to make sound, strategic decisions, which is crucial for the growth and success of any business.
A company that promotes self-care and employee well-being enhances its brand image, making it more attractive to potential clients and partners who value corporate responsibility.
Employees who regularly practice self-care are more resilient during stressful periods, such as economic downturns or organisational changes, ensuring business continuity and stability.
Employees feel valued and important when a company takes active steps to encourage self-care. This sense of belonging can foster a strong, united workforce aligned with the company’s mission and values.
By integrating self-care into your business culture, you not only enhance the well-being of your employees but also set up your business for long-term success. In today’s fast-paced and stressful business environment, a strategy that includes employee self-care is not just beneficial; it’s essential.
We’ve all been there, haven’t we? Burnt the midnight oil, pushed like a donkey up a hill, and forgotten to fill our own tank in the process. Well, that’s where self-care comes in. Fostering a culture of self-care in the workplace is crucial for both employee well-being and organisational success.
Teach all employees about self-care practices and their significance. By organising workshops and distributing informative materials, the staff gains essential knowledge. This approach means a well-informed workforce is better equipped to manage their health, enhancing overall productivity and morale.
Introduce flexible working schedules to help balance professional and personal life. Allowing employees to adjust their work hours fosters an environment where stress is minimised and optimises work-life balance, resulting in a more engaged and efficient team.
Offer mental health resources, such as counselling services and app subscriptions. This commitment to mental health support signifies that the organisation values its employees’ well-being. Staff members feel supported and valued, increasing job satisfaction and engagement.
Providing training for effective stress and time management equips employees with critical skills. This initiative ensures that staff can better manage workplace pressures, contributing positively to the organisation’s efficiency and reducing burnout.
Clearly defining work hours helps employees distinguish between work and personal time. This means that employees can fully disengage from work after hours, leading to increased focus and productivity during working hours.
Implement mentoring programs for personalised guidance in self-care. This approach supports individual development and strengthens the team dynamic, leading to a more cohesive and supportive work environment.
When leaders practice self-care, they set a positive example within the organisation. This leadership style fosters a culture where self-care is valued and practised, ensuring employees feel encouraged to prioritise their well-being.
Don’t forget about yourself in all this! You can’t pour from an empty cut, can you? So, taking care of yourself isn’t a luxury, it’s essential. This means ditching the all-nighters, fuelling yourself with proper grub, and finding ways to unwind. Burnout is a nasty bugger, and it’ll sink your ship faster than a leaky bucket.
Here’s the bottom line: A happy boss makes for a happy crew, and a happy crew makes for a successful business. It’s all connected. Look after your lot, and they’ll look after the business. It’s a win-win, see?
Interested to find out more?
Call us on 01617 985789
Or book a meeting at https://calendly.com/d/ckfd-tzk-zbb
Navigating the complexities of tax obligations within the construction industry can be a daunting task (if you do it alone), especially for subcontractors uncertain about their standing in the Construction Industry Scheme (CIS).
This scheme, established by the UK government, aims to regulate the way contractors make payments to subbies for construction work, ensuring tax and National Insurance Contributions (NICs) are correctly handled.
Understanding whether you fall under CIS as a subcontractor is crucial for compliance, avoiding penalties, and optimising your financial operations, so don’t get confused!
The Construction Industry Scheme (CIS) is designed to prevent tax evasion in the construction sector. The UK construction industry would be a scary place if we never had it.
Let me spell it out for you, Under CIS, contractors deduct money from a subcontractor’s payments and pass it to my good friends at HM Revenue and Customs (HMRC). These deductions are meant as advance payments towards the subcontractor’s tax and NICs. The primary goal is to ensure that subbies pay the correct amount of tax and NICs. Thankfully, that goal is achieved (most of the time).
If you are a mainstream contractor or deemed contractor, registration for CIS is mandatory. This applies if you pay subcontractors for construction work.
As a subcontractor, if you perform construction work for a contractor, you fall under the ambit of CIS. While registration is not mandated by law, unregistered subcontractors face higher tax deductions from their payments (30% instead of 20% or 0% for those registered). No one wants to be paying more tax, do they? So, it’s important to register.
Businesses that operate both as contractors and subcontractors must register for CIS in both capacities and follow the respective rules and regulations.
Even if the compliance requirements for subcontractors are not as stringent as those for contractors, certain obligations must be met:
Failure to comply can lead to penalties and affect your financial standing, which no one wants so make sure to follow each step.
If I’m unable to physically do it for you, the next best thing would be to make it as simple as possible for you. I’ve created a step-by-step guide to registering for CIS as a subbie.
If you’re struggling with any of these steps, then reach out to us at Cloud Accountancy Ltd.
Not registering for CIS or failing to comply with its requirements can lead to increased tax deductions (30% instead of 20% or 0%) and potential penalties.
Moreover, it complicates the process of claiming any overpaid taxes, so do me a favour and (please) register!
If you are involved in construction work as a subbie, it’s likely you fall under CIS. Consider the following to confirm:
Registering for CIS can lead to lower tax deductions and smoother financial operations. If you’re unsure about your status or how to proceed, consulting with a tax professional or HMRC can provide clarity and ensure you comply with the necessary regulations.
Interested to find out more?
Call us on 01617 985789
Or book a meeting at https://calendly.com/d/ckfd-tzk-zbb
Yesterday, the chancellor announced his spring budget.
There is a lot to digest and unpick. With a general election looming, it was clear that the chancellor had decided to put more money back into the pockets of working people. However, not much of this money directly comes to small business owners.
National Insurance Contributions are again being cut. The government is cutting the main rate of employee National Insurance by 2p from 10% to 8% from 6 April 2024. Combined with the 2p cut announced at Autumn Statement 2023, this will save the average worker on £35,400 over £900 a year.
The government is also cutting a further 2p from the main rate of self-employed National Insurance on top of the 1p cut announced at Autumn Statement 2023. This means that from 6 April 2024 the main rate of Class 4 NICs for the self-employed will now be reduced from 9% to 6%. Combined with the abolition of the requirement to pay Class 2, this will save an average self-employed person on £28,000, around £650 a year.
The point where businesses need to register for VAT is going up from £85,000 to £90,000. This will supposedly help small businesses grow. There are differing opinions about this. What we see is that, in reality, businesses often slow their growth as they near the VAT threshold. Radically lowering the VAT threshold towards £40,000 or even lower would make it a level playing field for most small businesses. But then, what does the Chancellor really know about small businesses?
Inflation has more than halved from its recent peak, i.e. from 11.1% to 4.0%. The OBR forecasts inflation to fall to its 2% target in Q2 2024, a year earlier than in their November 2023 forecast. In 2023, the UK was pretty much in recession as GDP grew by 0.1%. Growth is now forecast to pick up from the first half of 2024 and the IMF is forecasting that the UK will have the third fastest cumulative growth in the G7 over the 2024-2028 period.
The UK government has recently announced an extension of the Recovery Loan Scheme, which will provide £200 million in funding to assist small businesses to invest and expand. To qualify for the loan, businesses must have a turnover of £45 million or less, must be viable, and should not be experiencing any financial difficulties.
Capital allowances are a great way for businesses to reduce their tax bill. By deducting the value of certain items such as equipment, machinery, and certain business vehicles from their profits, businesses can benefit from tax relief. It’s a smart way to save money and reinvest it back into the business. Full expensing is an allowance which allows companies to use these capital allowances in the year that the investment was made. The chancellor indicated yesterday that at some point in the near future full expensing for leased assets is coming. When? Apparently ‘when affordable to do so’.
At the moment, there is a situation where a household with 2 parents, each earning £49,000 a year, still gets the full Child Benefit, but those with one parent earning over £50,000 will see some or all of the benefit withdrawn. From 6th April 2024 the point at which child benefit will start to be withdrawn will now be at a higher level of earnings i.e. £60,000 not £50,000. Instead of starting to lose child benefit once at least one parent earns over £50,000 a year, it will be £60,000. It will be taken away entirely from £80,000 a year, rather than £60,000. But more importantly, the government is consulting on moving the system from being based on an individual’s salary to a system based on household income. This new system will come in by April 2026. So watch this space!
The government is keen to increase the amount of available housing. It is reducing the higher rate of property capital gains tax from 28% to 24% in April. This will benefit any property owner who is selling a property which is not their home.
The ‘temporary’ 5p cut in fuel duty is being extended for another 12 months.
The alcohol duty freeze is being extended from 1st August to 1st February.
There is a new ISA in town! This ISA gives savers another £5k tax-free allowance, on top of the current £20k that can be subscribed into an ISA. The only restriction is this new UK ISA
needs to be invested in british businesses.
The government is also announcing over £1 billion of new tax reliefs for the UK’s creative industries. This includes introducing a 40% relief from business rates for eligible film studios in England for the next 10 years; introducing a new UK Independent Film Tax Credit; and increasing the rate of tax credit by 5% and removing the 80% cap for visual effects costs in the Audio-Visual Expenditure Credit. A permanent extension will be made to tax relief for theatres, orchestras, museums and galleries.
The government is abolishing the Furnished Holiday Lettings tax regime from 6th April 2025 and the multiple dwelling stamp duty relief from 1st June 2024. Contracts that were exchanged on or before the 6th March 2024 – i.e. before the budget was announced – will continue to get the multiple dwelling stamp duty relief regardless of the completion date. Any purchase that completes before the 1st June 2024 will also get this relief.
The tax breaks for non-domicilied residents, people who live in the UK, but not domiciled here for tax purposes have been abolished. Currently, foreign nationals who live here, but are taxed in another country, do not have to pay tax on their foreign income for up to 15 years. From April 2025 this is changing.
For new arrivals, who have a period of 10 years consecutive non-residence, there will be full tax relief for a 4-year period of subsequent UK tax residence on foreign income and gains arising during this 4-year period, during which time this money can be brought to the UK without an additional tax charge.
Existing tax residents, who have been tax resident for fewer than 4 tax years and are eligible for the scheme, will also benefit from the relief until the end of their 4th year of tax residence.
There are transitional arrangements being put in place for existing non-doms.
In Oct 2026 vapers will be taxed more and the tax on cigarettes and tobacco products will go up.
Sadly, the government is not – on the surface of it – making an investment in front-line HMRC staff. It is investing an extra £140m to improve HMRC’s ability to manage tax debts. Think of
this as an investment in identifying where more tax is due and then having the headcount to get this money paid. If you don’t already have tax investigation insurance, now is the time to take it out!
In addition, it was announced that there is a consultation on how best to implement the Crypto-Asset Reporting Framework and amendments to the Common Reporting Standard.
Interested to find out more?
Call us on 01617 985789
Or book a meeting at https://calendly.com/d/ckfd-tzk-zbb
We’ve all been there. Buried under a mountain of paperwork, and the taxman breathing down your neck. That’s where a reliable accountant coms in. We’re not just talking about someone who shuffles numbers about – no, this is someone who can steer your business into success.
We explore essential factors to consider when hiring an accountant, including their experience, fee structure, range of services, accessibility, and the importance of a personal connection (it’s always good to have a chin wag with your accountant).
Hopefully, this will help you find an accountant who is not just a number cruncher but a valuable part of your business’s growth and success.
An accountant is a pivotal ally in your business, playing a crucial role beyond traditional bookkeeping. They help avoid costly financial errors and can save money in the long term.
Accountants offer value-added services, crucial for staying in line with tax requirements, compliance, and strategic planning. You don’t want HMRC breathing down your neck, do you?
Choosing the right accountants isn’t like picking a pint at the local, ind you. This person will be your money mate, your financial guru. They’ll decipher tax laws that’d make a rocket scientist cry into his ale, keep the taxman at bay, and stop your cash from disappearing faster than a pasty at a footie match.
First things first, experience is important! Find an accountant who’s been around the block a few times, someone who’s seen it all in your industry. Like me, with over 30 years under my belt, I’ve seen it all in the property and construction game. Makes a right difference, I can tell you.
Nothing worse than a surprise bill, so let’s talk fees. Fixed fees are your best bet here, none of that messing about with hourly rates. A set price means you know where you stand, no nasty surprises, no hidden costs. You should feel comfortable picking up the phone to your accountant without worrying about the clock ticking.
This allows the accountant to focus on providing value, not just billable hours, aligning their incentives with your business outcomes.
Assess the range of services an accountant offers. You may start with needing just tax return services, but consider your growth ambitions. Don’t refine yourself to the bare minimum services, us accountants can do more than you think!
Ensure the accountant can support your evolving business with bookkeeping, payroll, regular accounting updates, Construction Industry Scheme services, finance administration, business mentoring, cash flow planning, and budgeting. All of which we provide at Cloud Accountancy.
Your accountant should be easily accessible and proactive. They should provide timely updates, alert you to financial regulatory changes, and offer advice for improving financial management. You shouldn’t be the one always doing the chasing.
Look for signs of proactive engagement in your initial interactions, and consider their responsiveness and availability, including the possibility of face-to-face meetings or support through digital channels. If you find it difficult to get a hold of them in the early stages, they’re probably not for you!
A strong personal connection with your accountant is important. It’s not a sin to want to have a laugh and joke with your accountant, sometimes. The right accountant understands your business motivations, is enthusiastic about your industry, and maintains a positive, approachable demeanour.
A good personal fit means open communication (some banter here and there), tailored tax planning, and a partnership that aligns with your personal and business financial goals.
So, there you have it. Your accountant is an investment in your business’ future. Find the right bloke, or bloke-ess. And watch your business climb that ladder. Now, get out there and find yourself a financial whizz. Or, drop me a line and let’s get talking.
Interested to find out more?
Call us on 01617 985789
Or book a meeting at https://calendly.com/d/ckfd-tzk-zbb
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