Wilde Recruitment is a full member of the REC (Recruitment Employment Confederation) and as a result receive regular updates on legislative and regulatory changes relating to both employment and the recruitment sector.
In addition, we ensure that we keep up to date with any Legislation/Regulatory changes to both Taxation and Health and Safety; which impact on the Company, its Clients and the Temporary Contractors we supply.
We ensure that all relevant and applicable Legislative / Regulatory changes are reviewed and logged and assessed for compliance, and necessary action to be taken.
Following this initial review, a plan and timeframe is set in place for the implementation/action of any Legislative /Regulatory changes.
As an example of how we ensure that any changes are implemented effectively and consistently; we have provided the following case study, which outlines the measures we took to implement the recent major changes to the IR35 legislation – Public Sector.
Following the Chancellors Autumn Statement Nov 2016; the IR35 legislation was changed in relation to Public Sector clients and the hiring of Temporary Workers via PSC/Limited Companies.
This legislative change moved the responsibility for deciding the contractors' status under IR35 from the temporary worker to the Public-Sector client body (the end hirer).
This change not only moved the responsibility for establishing the Temporary Workers IR35 status; but also, critically the liability resulting from any unpaid taxes and NI by the temporary worker to the end client or the Intermediary closest to the temporary worker’s PSC/Limited company as a result of the IR35 being incorrectly assessed.
Wilde Recruitment were aware of this proposed change prior to the Nov16 statement; however, immediately following the announcement a full review of the legislative changes were undertaken.
Following this review, it was established that the impact of the changes would be great and far reaching, and that the timescales to ensure all parties involved were up to date, informed and compliant would be tight.
A plan of action was then developed which included:
- In depth review of the legislation contract changes.
- Clients meetings arranged to discuss and plan for the changes.
- Information issued to temporary workers clearly setting out the changes, how these would potentially affect them and their options going forward beyond the implementation date of the 6th April 2017.
- Focus Meetings with temporary workers; both in groups and individually to explain and answer questions.
- Notifications to temporary workers requiring a change of contract to reflect their new status under IR35.
- Review and preparation of new contract templates required as a result of the new legislation.
- Training of Wilde Recruitment staff in the changes.
As a result of the above all of our Contractors working for Public Sector Clients including the MoD, EA (Environment Agency), DFT (Department for Transport), DFE (Department for Education), Stockport Council and Manchester Council were fully compliant with new contracts in place prior to the 6th April deadline.