Tax-Saving Strategies to Implement before 5 April Year End

Businesses and Individuals should always plan ahead to minimise their tax bill – with the end of the 2020/21 tax year fast approaching, this year more than ever (with the Covid19 pandemic impacting on not only our mental health but our financial health too), begs the question, have you thought about what strategies you can implement into your financial plan to ensure it is as tax-efficient as possible?

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Directors – do you know the most tax efficient way to pay yourself?

As a director of a limited company, you are probably keen to know the most tax efficient way to take money from the company personally. This is usually by taking a combination of salary and dividends from the limited company. The salary is paid in the same way you’d pay a regular employee and needs to be reported via the HMRC’s Real Time Information (RTI) rules.

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New one-off Lockdown grant just announced (on top of the discretionary grant funding for Local Authorities & Local Restriction Support Grants & Furlough) – could be worth up to £9k

Businesses in the retail, hospitality and leisure sectors are to receive a one-off Lockdown grant on top of grants already being paid out. This is in addition to the discretionary grant funding for Local Authorities & Local Restriction Support Grants & extension to Furlough.

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Further Furlough Guidance for Claim Periods from 1st November 2020 – CJRS

The government has published further guidance regarding the extended furlough scheme today (11th November 2020). The basic workings of The Coronavirus Job Retention Scheme have not changed – the scheme will remain open until 31 March 2021. From 1 November 2020 you can claim 80% of an employee’s usual salary for hours not worked, up to a maximum of £2,500 per month.

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CJRS extended until March 2021 (80% until at least January 2021) – did you know you can rehire redundant employees and place them on furlough?

Just announced, the government is extending the CJRS to support individuals and businesses who are impacted by disruption caused by coronavirus (COVID-19) this winter. This is an extension of the CJRS and the scheme rules will remain the same except where HMRC state otherwise.

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Extension to the Coronavirus Job Retention Scheme (CJRS) – will you now be eligible?

On Saturday 31st October, Boris Johnson confirmed that the CJRS, also known as the furlough scheme, will be extended to cover the period up until the 2nd December 2020. However, it is likely that, if National lockdown restrictions are extended, the furlough scheme will be extended with it.

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Job Support Schemes explained – JSS Open & JSS Closed…

There are now two job support schemes (JSS). The original one designed for businesses that are legally required to close is now called JSS Closed, and the other one introduced by the Chancellor on 22 October for businesses that remain open but with employees working reduced hours: JSS Open.

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Job Support Scheme – further guidance

The Job Support Scheme is designed to protect viable jobs in businesses who are facing lower demand over the winter months due to Covid19, to help keep their employees attached to the workforce. The scheme will open on 1 November 2020 and run for 6 months AND it has been expanded to provide temporary support to businesses whose premises have been legally required to close as a direct result of Coronavirus restrictions set by one or more of the four governments of the UK.

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Chancellor expands furlough scheme – how will this effect you and your business?

Chancellor Rishi Sunak has just announced an extension to the Job Support Scheme, which is due to begin on 1 November 2020. Today’s announcement targets businesses who are required to shutdown due to local lockdowns and is in addition to the existing schemes announced. The final direction has still to be issued but the basics are set out below;

Last month, the government announced how the Job Support Scheme would contribute 1/3 of the shortfall of wages (capped at £697.72pm) for employees who were working reduced hours, but working at least 33% of their normal (pre-furlough) hours. The employer would contribute a further 1/3 of the shortfall, and the employee would forego the final third.

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