The following Employment Tax guidance note by Tolley in association with Lesley Fidler provides comprehensive and up to date tax information covering:
Dealing with the irregularities that may arise from an employer compliance check requires a good working knowledge of the applicable legislation and practice. Arguments based solely on concepts such as fairness and reasonableness are unlikely to carry much, if any, weight with HMRC and can unnecessarily prolong the period between the opening of the review and its conclusion. However, it should be borne in mind that although employer compliance officers see a wide range of businesses and are experienced in identifying areas where weaknesses commonly occur, the can and do sometimes misinterpret the fine detail of the legislation.
In addition, regardless of the contents of guidance notes and other explanatory material produced by HMRC, it is the legislation and supporting regulations that prescribe the law. Whilst guidance may be helpful, the standard statement on HMRC booklets still applies: “This guide sets out HMRC approach in applying legislation…The guide itself has no binding force in law and does not affect any right of appeal by either party.”
When compliance officers are certain of their position, they should provide schedules of:
In the most straightforward cases, these will be issued under cover of a single letter alongside the notes of the meeting. In other cases, the schedules will only be prepared once further facts have been established.
Such schedules need to be checked to ensure the computations are sound and based on the figures and / or principles that have been agreed for, eg scaling back to produce figures for earlier years, or whether the employer is assuming liability for the employees’ income tax and any other relevant agreements. By the time that computations are under consideration, the facts surrounding the inaccuracies should
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