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With changes to IR35 hitting the private sector earlier this year, myGrapevine+ speaks exclusively with a legal expert, Matt Fryer, Head of Legal Services at Brookson Legal, to understand the impact of these changes, looking at how to update IR35 plans if there is still confusion about what these changes mean, and why HR can’t just think the issue is done with as changes have been made already. This summer, we have seen evidence of a number of high-profile HMRC tax bills issued to public sector bodies who have fallen foul of IR35. The Department for Work and Pensions’ finances, published in July, revealed that it was hit with a whopping £87.9m tax bill for the period 2017-2021. This was followed by Home Office accounts revealing a £33.5m bill and, most recently, £12.5m docked from HM Courts & Tribunal Service. Despite being government bodies, each of these organisations have made costly mistakes in determining the IR35 status of contractors. So, what can HR professionals in the private sector learn from these compliance errors? The worst thing you can do at this stage is panic… Don’t underestimate the scale of tax liability IR35 was introduced to the public sector back
