The Enterprise Investment Scheme: What tax reliefs are available?
In his latest article, experienced Corporate & Commercial Solicitor Paul Longland answers your questions on EIS tax relief.
News & events
In what has been hailed by the government as ‘the largest upgrade in a generation to workplace rights’, the Good Work Plan’ was announced just before Christmas.
The plan comes as a result of the Matthew Taylor Good Work Review and we’ve outlined the key proposals for you below.
The legislation announced will aim to:
Legislation to clarify employment status is, of course, welcome, however it is still difficult to establish clear definitions which are better than those we currently have. Nobody knows how to do that, and the government has simply said that detailed proposals will be published in due course.
We will, of course, keep you updated as these details are announced.
Zero hours were addressed, albeit in a more limited manner than some many groups had hoped for. The government proposes a right to request a specific working pattern for those who do not have one, after 26 weeks on a non-fixed pattern.
Presumably this right will be similar to the right to request flexible working, i.e. a series of procedural requirements an employer must follow but - broadly - considerable discretion for the employer to refuse, with very limited financial penalties if breached. However, the Good Work Plan gives no details of what enforcement mechanism is proposed.
The following statutory instruments were laid out by the government they day after the announcement of the plan.
The Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018 was laid before parliament on the 17th December and will come into force on 6 April 2020 and:
The Agency Workers (Amendment) Regulations 2018 abolishes the Swedish Derogation for agency workers. It also comes into force on 6 April 2020.
The Employment Rights (Miscellaneous Amendments) Regulations 2019 extends the right to a written statement to workers (previously employees), increases penalties for aggravated breaches of employment law, and lowers the percentage required for a valid employee request for the employer to negotiate an agreement on informing and consulting its employees.
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