How to approach IR35 if your business hires large volumes of contractors to deliver big programmes of work
IR35 is the word commonly used to describe UK tax legislation aimed at preventing tax avoidance by intermediary workers, mainly Limited Companies. These off-payroll working rules targets those Personal Service Companies who the government believes are wrongly disguising their work as business transactions to avoid paying the appropriate income tax and national insurance that would be owed if they were an employee of the end client.
If your business hires large volumes of temporary contractors to satisfy the resource needs of large programmes, it is advised that you look to a project or product solution, based on deliverables and milestones, such as Corecom Projects.
What is Corecom Projects?
Corecom Projects is a move away from traditional, sporadic, individual agency contract hires to a Project/Product solution, based on deliverables and milestones, wrapped up in a single Statement of Work. Corecom Projects is more in line with a consultancy model. It will:
- be based on project deliverables and milestones
- provide accountability for the performance and management of contract personnel on assignment
- be led by a dedicated Technical Engagement Manager
- provide clear contracted SLA’s
- remove the hassle of single contractor administration from your organisation.
Corecom Consulting will take responsibility for IR35, which will be insured by our IR35 Protect product and you can get back to focusing on delivery.
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Don’t just take our word for it – book a demo today to discuss your specific requirements. We’ll show you how easy it is to use our online platform for your Status Determination Statements.
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What I wanted from this partnership was to be able to take a step back and free me up to focus on my other responsibilities in addition to recruitment. Working with Corecom alone made everything so straight forward. I wasn’t having to chase up several agencies and there was no duplication of candidates. Tunstall was their no1 focus and I trusted them to deliver, which they did. There was noticeable improvements in CV-to-interview and interview-to-placement ratios which was a real pain point before changing the model on how we worked together. Working on a retained basis gave me confidence that extra effort and resource would be put in to filling the roles.
