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We have known for some time about the impending rollout of IR35 into the Private Sector. However, with Brexit parliamentary upheaval and delayed budget, IR35 may have dropped off your radar but it is still happening and there are steps that you, as an employer, should have already taken to ensure that you are fully prepared for IR35.
However, if you’re still struggling to get your ducks in a line and knowing the steps you should be following to avoid the predicted talent shortfall, we are here to help!
It is currently November and there has been no sign that the deadline for the rollout has changed from April 2020. With that in mind, here are a few things you should have already done to prepare your contingent workforce and things you should have in place before April 2020.
By now, you should have performed a high-level assessment of your existing workforce. This is to identify vital contract roles and impact of rate increases.
Step One should be followed up by finalising the implementation processes needed to comply with off-payroll rules. It is important to keep your contractors up to date with proposed new processes as it will ease their worries and yours.
If you currently work with a recruitment agency or are looking to refresh your Preferred Suppliers List – make sure that you align yourself with someone who has full knowledge of upcoming IR35 rules. Be prepared for extended lead times as a crucial impact of IR35.
As we approach December, you should be looking to review all your contractual agreements in order to make necessary amendments to reflect inside/outside arrangements.
Access Talent published an IR35 Resource Planning calendar earlier in the year. It is a calendar to help you plan for the IR35 changes and will help you refresh your hiring strategy to avoid a project staffing shortfall.