HMRC’s new penalty regime for late filing and late payments of VAT will be fairer but more complex with interest being charged on all late payments
From 1 January 2023, HMRC will introduce a fixed rate, points based penalty system for VAT submissions. Initially HMRC has said there will be a ‘light touch’ approach to the new regime in the first year of operation.
Under the new rules, there will be a single penalty point for each late submission of a VAT return. When a business has exceeded the points threshold, a fixed rate penalty of £200 will be issued for each subsequent late return.
For businesses on standard quarterly returns the threshold is four points in any two-year period. For those on monthly returns, it will be five points and for those submitting annual VAT returns, just two points.
Points will be reset to zero when all returns have been filed and there has been a continuous period of good compliance (12 month for quarterly filings, six months for monthly filings and 24 months for annual filings).
Alan Pearce, VAT partner at Blick Rothenberg said: ‘The new regime will be fairer to businesses by penalising those that persistently file and pay late, rather than those that make the odd slip up.
‘It will replace the current default surcharge regime that has been widely criticised for levying significant penalties where payment is only one day late. However, unlike the current regime, there will be a more complex multi-tier penalties system with interest also being charged on all late payments.’
The new regime will effectively have four different types of charges:
- a fixed penalty amount for late filings based on a points system (a similar concept to totting up points for driving offences);
- an initial two-part fixed rate penalty for late payments of 2% and 4% (applying to the first 15 and 30 days);
- ongoing 4% daily interest-based penalty (applying after 30 days); and
- interest charged at 2.5% above the Bank of England base rate (applying from the outset).
‘The new penalty regime is more complicated than the current default surcharge regime. However, it appears to be fairer to those businesses that might occasionally pay late and rewards those that do their best to pay outstanding tax as early as possible,’ added Pearce.
‘Under the current rules businesses are often hit with large surcharges of between 2% and 15% for simply being one day late. This can often be caused by a one-off administration error or banking delay.
‘The change should therefore be welcomed and should avoid the need for many default surcharge appeals where the amount of the penalty is disproportionate to the amount and timing of the late payment.
‘For many defaulters, the new rules will result in a relatively small penalty and interest having to be paid. However, for businesses that persistently fail to submit their VAT returns on time and are frequently more than 30 days late in paying, they will suffer the highest level of penalties and interest. It seems that HMRC have struck a balance of penalising serial offenders more heavily while incentivising compliance and being more lenient on those that make the occasional slip up.’
Pearce expanded on the ‘light touch’ approach in year one.
He added: ‘HMRC has announced it will apply a “light touch” for the first year of operation. Specifically, where a business is doing its best to comply, HMRC will waive the first 2% fixed penalty for VAT periods up to the end of 2023.
‘This effectively means that provided payments is received within 30 days of the due date (or, during this period, an approach to HMRC has been made for a time to pay application) penalties can be avoided. However, even where agreement is reached with HMRC, interest will still apply.’
Penalty points threshold
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Millions of workers will be able to request flexible working on day one of employment under new rules under new government plans to make flexible working the default
Currently employees can only request flexible working after completing 26 weeks of service. This will be removed so that employees will be able to request flexible working from day one of employment.
Employers will have to respond to requests within two months, down from three months currently.
Flexible working covers working from home and in the office, job-sharing, flexitime, and working compressed, annualised, or staggered hours.
The day one right to request flexible working will be delivered through secondary legislation in the Employment Relations (Flexible Working) Bill.
The raft of new measures will give employees greater access to flexibility over where, when, and how they work, improving work life balance.
‘By removing some of the invisible restrictions to jobs, flexible working creates a more diverse working environment and workforce, which studies have shown leads to improved financial returns,’ the government said.
If an employer cannot accommodate a request to work flexibly, they will be required to discuss alternative options before they can reject the request. For example, if it is not possible to change an employee’s working hours on all days, they could consider making the change for certain days instead.
The new legislation, backed in the government’s response to the Making flexible working the default consultation, will also remove the requirement for employees to set out the effects of their flexible working requests to employers, removing a large administrative burden for both sides.
Minister for small business Kevin Hollinrake said: ‘Greater flexibility over where, when, and how people work is an integral part of our plan to make the UK the best place in the world to work.’
The government has also outlawed exclusivity clauses for low paid workers, earning a guaranteed weekly income on or below the Lower Earnings Limit of £123 a week. This removes rules restricting them from working for multiple employers and will affect around 1.5 million low paid workers.
While not everyone will want a second job, the laws on exclusivity clauses remove unnecessary red tape that prevents those who do – for example, gig economy workers, younger people, or carers who cannot commit to a full-time role.