I manage the overall back office function, which includes operations, contracts, compliance and HR. The operations team consists of several members, each of whom have specialist industry skills, including legal and contractual experience along with international compliance. This blend of knowledge ensures we provide a high quality service across the Skillfinder group, both UK and Internationally.
I am passionate about sports, especially running, and I trail run in my local woods as often as I can. I love the location of our UK offices, just around the corner from the Tower of London, and enjoy visiting the various historical sites local to our offices in the City.
I have over 15 years senior management experience, gained from the roles within International recruitment, finance and legal companies, coupled with a strong background in HR.
Operations - HR - Finance
IR35 and making a Status Determination Statement : all you need to know.
As at the date of writing (9th March 2020) it is widely accepted that the UK government will continue to roll out the revised changes to IR35 rules across the private sector as planned on 6th April 2020.As these changes come into law, it will now become imperative for the engager (the end client) to make a Status Determination Statement (SDS)What is the SDS?Under the new IR35 rules, the engager must decide whether each of their service company suppliers (Personal Services Company or Contractor) are caught by IR35 or not. They can use HMRC’s online tool called CEST, to establish this.The engager must notify the supplier, in a status determination statement (SDS) whether they are caught by IR35. This SDS should also explain the reasons. If the engager doesn’t provide an SDS then the engager will always be liable for IR35 duties.Making a Status Determination Statement (“SDS”)The requirement to issue a SDS for each Contractor only impacts medium/large businesses, defined as generating more than £10.2M revenue per year; have more than £5.1M of assets, and/or have more than 50 employees.The new procedure will not impact employment agencies or umbrella companies where the Contractor is already subject to PAYE/NIC.Once a Client issues a reasoned SDS in writing, the liability to operate PAYE/NICs in respect of the Contractor passes to the next person in the supply chain between the Contractor and Client. The SDS must be issued by the Client both directly to the Contractor performing the services and to the person that is providing the Consultant’s services to the Client (the intermediary).When making a SDS, as a minimum it must be in writing, but many companies will be using an online tool, such as the HMRC tool CEST (check employment status for tax). We have overviewed an alternative tool with Advance (Ernst Young). A SDS can also be raised by suitably training internal resource or outsourced. HMRC will stand by their SDS, subject to the correct information being provided (as with all online tools). To determine the status of each assignment there must be a contract in place, and before using an online tool, you will need to know:- The details of the contract (including can it be extended, notice, working hours, location)- The Contractors ’s responsibilities (including if there is a right to substitution)- Who decides what work needs doing (being aware of control and direction)- Who decides when, where and how the work is done (is there mutuality of obligation)- How the Contractor will be paid (financial risk)- If the assignment includes any corporate benefits or reimbursement for expenses, provision of equipment etc.- You will need to be able to identify all the parties in the supply chain, providing names and addresses and description of role in the supply chain (i.e. Contractor’s PSC, recruitment agency).- You must use reasonable care in making the SDS.- Copies of all SDS must be kept, and the SDS repeated around 6-9 months, or at the beginning of any new contract/extension.- Right to appeal the SDS is 45 days, and should be client-led. Making an recording SDS correctly will become an important part of any compliance team’s process going forward and at Skillfinder International we are preparing for these changes early.Who do the new rules apply to?From 6th April 2020 medium and large-sized private sector clients:The rules apply to all public sector clients and private sector companies that meet 2 or more of the following conditions:· you have an annual turnover of more than £10.2 million· you have a balance sheet total of more than £5.1 million· you have more than 50 employeesBalance sheet total means the total amounts shown as assets in the company’s balance sheet before deducting any liabilities.Also, another update from HMRC’s review published on 27th February 2020: Where the client is based wholly overseas, with no subsidiary or presence in the UK, the new off-payroll working rules will not apply, and the obligation to determine tax status falls back on to the contractor’s limited company.At Skillfinder International we guide technology professionals to the right jobs, and help organisations navigate the world of technology talent. Find your next role here.Photo by Anna Shvets
Let's speed up getting to gender equality in tech
IT is still one of the industries that is faltering when it comes to gender equality - we need to pick up the pace on fixing it now. While things are slowly getting better, gender diversity will be a prerequisite for a company to thrive in the future, so it's down to everyone in the sector to stop dragging their feet on this issue.Diversity in the workforce means better financial performance and a stronger reputation, which in turn increases the quality of potential new employees.It also means diversity in skills; companies are looking for ways to distinguish themselves by adding value to their brand, product and staff.Is IT still a difficult industry for women?· Women in the IT industry find balancing work and personal life is difficult, even more so for women who have or wish to have a family.· Many women reported that adjusting to the company environment was difficult, eventually leading them to losing interest in their job.· There are only five women CEOs among 41 tech companies included in the Fortune 500 list.Why are we still focused on women in IT?The first and most obvious answer is that women and men are equal. However, it seems this alone is not enough to change the hiring process, therefore here are a few points to help incentivise hiring managers:Strengthening team dynamics: Women have a proclivity in uniting people and draw together opinions and proposals; favouring the creation of teams, participation optimisation of the decision-making process.Improved work environment: A diverse workforce better reflects a company’s client base thus providing better knowledge on consumer preference; according to Forbes, women worldwide influence up to 80% of purchase decisions.Increases revenue: According to Mckinsey&Company, if women get a chance to work at their full potential, they will add $28 trillion to the global GDP by 2025.Individually, businesses benefit from diversity and inclusion programs; A 2014 MIT study on workplace diversity noted that companies with a lower gender polarisation increased their revenue by as much as 41%.How do we attract more women?- Your job ads should reflect the image of an inclusive and welcoming culture so that women consider sending their application.- Mention specific skills that women associate with such as collaborative working style, interpersonal skills, time management, flex working hours etc…and have a clear recruitment strategy to deliver that message.- Companies should promote and implement leadership and skill development programs for women as well as be transparent about their maternity policies. - Include more women in the actual hiring process which can immediately reflect on the company’s reputation.