Sectors

Employment Taxes & CIS Compliance

Expert guidance to navigate complex workforce regulations and protect your business from costly HMRC penalties.

Keeping your sites compliant: CIS & employment taxes

HMRC’s scrutiny of the construction workforce is relentless. Managing a fluid workforce made up of direct employees, self-employed subcontractors, agency workers, and specialist consultants is a massive administrative heavy lift.

If you misclassify a worker or miss a filing deadline, the financial penalties are severe. We take the stress out of workforce compliance, providing practical, defensible advice that protects your business from backdated tax bills and keeps your sites moving.

Managing the construction industry scheme (CIS)

CIS compliance is a daily operational challenge that requires airtight internal processes. From verifying new subcontractors before they step on site to submitting accurate monthly returns, the administrative burden on your finance team is high.

We help you streamline your CIS processes, but more importantly, we help you protect your Gross Payment Status (GPS). Losing this status is one of the biggest risks to a construction firm; it means contractors must deduct 20% from your payments at source. This is a cash flow hit that many mid-sized businesses simply cannot survive. We conduct mock reviews of your CIS systems to ensure your compliance is bulletproof, keeping your cash flowing and your reputation intact when tendering for new work.

IR35 and off-payroll working

The off-payroll working rules (IR35) are a minefield for the sector. When you hire specialist site managers, engineers, or temporary labour through personal service companies (PSCs), you are responsible for determining their employment status.

Getting a Status Determination Statement (SDS) wrong shifts the tax and National Insurance liability directly onto your business. We don't just hand you a generic HMRC checklist; we review your contracts and your actual working practices on-site. We provide clear, robust status determinations that demonstrate "reasonable care" to HMRC, keeping you on the right side of the law.

Defending HMRC enquiries

If HMRC does launch an enquiry into your employment taxes, payroll, or CIS records, you need a specialist in your corner immediately. Because we understand the specific nuances of construction labour, we know how to answer HMRC’s questions effectively. We handle the correspondence, manage the meetings, and negotiate on your behalf, providing a robust defence that minimises the disruption to your daily operations.

FAQs: CIS & Employment Taxes

Simple answers to your questions about CIS compliance, worker status, and managing payroll risks in construction.

Losing it means your clients must legally deduct 20% from your invoices and pay it to HMRC. This severely damages your working capital and can harm your credibility when bidding for tier-one contracts. We help you maintain the strict compliance required to keep it.

Generally, standard labourers work under your direct supervision, direction, and control, meaning they are likely employees for tax purposes (or fall strictly under CIS). IR35 is more relevant for highly skilled consultants or project managers billing through their own limited companies.

Common triggers include consistently late CIS returns, discrepancies between your year-end accounts and payroll submissions, or a heavy reliance on self-employed labour where HMRC suspects disguised employment.