Welcome to the Noone Casey Budget 2016 summary.
Noone Casey is offering you a free financial review to assess the key financial issues you are facing as a result of Budget 2016.
Contact Anthony Casey to arrange a review of your post- Budget 2016 financial affairs.
Our Budget 2016 Newsletter is now available to download in PDF format (585kb).
Click below to watch our Budget 2016 Highlights video.
RENT A ROOM RELIEF
From 1 January 2015, individuals can earn up to €12,000 per annum tax free by renting a room or rooms in his or her home. Once the tax free threshold of €12,000 is exceeded all of the income becomes taxable. Revenue recently clarified that the provision of accommodation to occasional visitors for short periods of time does not qualify for the relief as the visitor is using the accommodation as guest accommodation as opposed to residential accommodation. Revenue also noted that Rent a Room relief can apply in the case of letting to students.
CARE OF INCAPACITATED INDIVIDUALS
The maximum relief available to a person who employs a carer to take care of an incapacitated individual has been increased from € 50,000 to € 75,000 from 1 January 2015. Tax relief is provided by way of a deduction at the individual’s marginal rate of tax where the individual employs a person to take care of either:
Himself/herself or his or her spouse who is totally incapacitated by reason of physical or mental infirmity or a relative of the individual or of the individual’s spouse who is totally incapacitated by reason of physical or mental infirmity.
If you think you may be entitled to a tax refund, why not send in your return early and obtain your refund now!!!
REVENUE FOCUS ON EMPLOYMENT PRACTICES – 2015
It has come to our attention that Revenue intend to focus on employment practices in 2015. This is relevant for all employers. Some of the areas of focus will include:
- The maintenance of a Register of Employees
- The tax treatment of expense payments, specifically tax-free reimbursement of expenses to employees and directors
- The calculation and treatment of Benefits-in-Kind.Should you wish to discuss any of these areas please contact us.
VAT IMPLICATIONS OF SELLING A PROPERTY
Recent improvements in the property market have been strongly welcomed. If you are expecting to dispose of a property it is important that you know the VAT implications of same in advance of agreeing a sales price.
A lack of awareness can have a negative effect on your cashflow. Please contact us for advice in this regard.
Can Twitter actually help my business or is it a total waste of my time? This is a question that is getting asked a lot these days. Twitter is essentially a micro-blogging platform that has a 140-character limit for its tweets. To answer this question, you must first look at the type of business you run and the value both you and your customers would potentially derive from using it.
We see Irish brands like AerLingus and Ryanair doing a killer job on Twitter right now but they are blessed with a huge customer base. The majority of people are getting in touch with small problems and complaints but due to the lightening-quick manner of both question and reply, they can be seen to deal with enquiries in an efficient manner. Basically, short of being able to text Michael O’Leary, this is your next best option!
You will be able to connect with your customers because they themselves are using Twitter. It has become a daily routine where people log onto it every single day, some log onto twitter the first thing they wake up even before brushing their teeth. If you have an unsatisfied customer you will hear them on Twitter. This will help your company to help them. Of course, this has a postive knock on effect to both your branding and marketing efforts.
Finally, the Twitter search function is an amazing way to see what people are saying about your products or services. You can use the reply function to engage with these people which is a form of constructive promotion.
Ultimately, this new-age level of support will build a brand loyalty and once you’ve engaged with and helped your customers (followers), they will be loyal to your brand.
The genesis of this new Act, which is the largest in the history of the State, can be traced back to the establishment of the Company Law Review Group (CLRG) in 2000. The CLRG was mandated to make recommendations on the updating, consolidation and simplification of company law in Ireland to bring it to world class standards.
This was achieved by shifting the emphasis of company law away from Public Limited Companies and on to the workhorse of Irish commercial life, the Private Company Limited By Shares. It was further achieved by a re-ordering of existing law into a more logical and user friendly format, along with the introduction of a number of common sense innovations.
The most frequent comment made is that this Act is ‘old wine in a new bottle’. Accordingly, existing company law knowledge is not entirely lost, but rather re-packaged and made easier to access.
The company types under CA 2014 are as follows;
LTD – New model private company
DAC – Designated Activity Company
PLC – Public Limited Company
CLG – Company Limited By Guarantee
PUC – Public Unlimited Company
PULC – Public Unlimited Company w/out share cap.
ULC – Private Unlimited Company
SE – Societas Europaea
Joint Stock Companies
As such the 1,448 Sections of CA2014 has been constructed so that the legislation relating to each company type can be found in one location in the Act. Parts 1-15 relate to ‘Ltd’ companies
KEY FEATURES OF NEW MODEL PRIVATE COMPANY LIMITED BY SHARES (LTD)
This simplified company type is expected to be the corporate form which the vast majority of Irish companies will take either on incorporation or by way of conversion. The key features are as follows:
1 to 149 Shareholders (up from a maximum of 99)
May have just one Director (but must have a separate Company Secretary)
Must have a Company Secretary (may not be sole director)
Shareholder(s) only liable for unpaid portion of share capital
Name must end in ‘Limited’ or ‘Teoranta’
No main objects clause (rule of Ultra Vires is gone)
May register any person who can ‘bind’ the company, in the CRO
Must have company seal
Cannot list any securities(inc. debt securities)
May become Audit Exempt/Dormant
Can dispense with the holding of physical AGM
‘Majority’ written resolutions permitted (but with 7/21 day cooling off period)
May dispense with having a specified Authorised Share Capital
KEY FEATURES OF DESIGNATED ACTIVITY COMPANY (DAC)
Despite being a ‘new’ company type, the DAC will closely resemble a Private Company Limited by Shares as registered under the Companies Acts 1963 to 2013.
- 1 – 149 members/shareholders
- Can be limited by shares or by guarantee
- It will have a two document constitution very similar to a Memorandum & Articles of Association
- Must have TWO Directors
- May become Audit Exempt/Dormant
- Can dispense with holding of physical AGM ONLY where there is a sole member/shareholder
- May list debt securities
Existing companies which are envisaged as becoming DACs would include trustee companies, Joint Venture companies, charities, companies limited by guarantee having a share capital and companies which are incorporated for a specific purpose for which the shareholders want the capacity of the company to be clearly stated. Also, companies which have heavily negotiated Articles of Association are unlikely to want to go through the process again.
CONVERSION OF EXISTING PRIVATE COMPANIES TO EITHER LTD OR DAC DURING TRANSITION PERIOD
Once the Act has been commenced on 1st June 2015 , there will be an 18 Month ‘Transition Period’ during which existing companies will have to decide on which form they wish to take i.e. either LTD or DAC.
Where Shareholders do NOT engage with this process and actively convert, there is then an obligation on the Directors to take action. They must prepare a minimal new form constitution, circulate it to the shareholders for consideration and then file in CRO with the relevant Form N1. CRO will then issue a new Certificate of Incorporation. Failure to do this will leave the Directors in default of their general obligations to keep their company compliant with company law.
VERY IMPORTANT NOTE:
Where Directors/Shareholders are not pro-active in completing the conversion process to either LTD or DAC their company will automatically ‘convert’ to the new form LTD at the end of the transition period.
However, it is strongly recommended that companies do not allow this to happen for the following reasons. Because of the deeming provisions of CA 2014 their governing instrument as filed at the CRO (their previous Memorandum & Articles of Association)will become practically unintelligible as a stand-alone document.
Apart from being poor corporate governance this may impact the subject company’s dealings with its own shareholders, with banks, potential investors, Enterprise Boards and any other third parties. Directors may be exposed where shareholders have been prejudiced by inaction. Companies wishing to become ‘single Director’ must convert to being a LTD. Accordingly, companies would be well advised to address this issue as quickly as possible. We will continue with part 2 of this article in the next issue.
In light of the importance of workplace health and safety it is imperative that people are aware of the liability they assume by attending at a place of work.
The Safety, Health and Welfare at Work Act 2005 (“the Act”) expanded the scope of the health and safety duties imposed upon both employers and employees, as well as increasing the reach of personal liability for directors and managers for health and safety offences. The framework of the Act clearly anticipated greater scope for personal liability and this has been reflected in the prosecutions brought by the Health and Safety Authority since the coming into force of the Act.
There are a number of ways in which you can be found to be personally liable for a health and safety offence such a (1) where you are a sole trader or partnership, you will be responsible for discharging all the duties of the employer in your personal capacity; (2) where you assume a duty in your personal capacity which can capture both the employer company and an individual working within that company; and (3) where you, as an employee or director or manager or another person engage in acts in connection with work activities.
In relation to point three above it is important to note the following:
- Employees – The Act significantly expanded the duties imposed upon employees so that all employees comply with all relevant statutory requirements and take reasonable care to ensure their own safety, and that of others who may be affected by their acts or omissions at work. The scope of this duty will be largely determined by the role and responsibilities in the particular job.
- Managers and Directors – Prior to the enactment of the Act potential exposure already existed for managers and directors but the scope has now been expanded. A manager or director can be held liable for an offence if he/she consented to or is otherwise responsible for the neglect leading to the offence. A statutory presumption was introduced by the Act such that a manager or director whose duties include making decisions that could affect the management of the company to a significant extent, will be presumed to be responsible for the acts of the company unless the contrary is proved.
- Duties imposed on persons in connection with work activities – The Act also ensures that individuals, who are neither an employee nor a manager or director, can also have an obligation to health and safety duties. There is a duty on all persons not to intentionally, recklessly or without reasonable cause, interfere with anything provided for securing health and safety at work.
The implications of being convicted of a health and safety offence can include a criminal record, imprisonment, inability to work in a specific role, and an application being made for a director to be disqualification to act in that role. The Act is far reaching and imposes a responsibility for health and safety on each person at every level in an organisation.