Author Archives: Jasmin Bailey

The UK government’s proposed legislation to tackle late payments marks a significant development in the country’s business landscape. Announced as a priority measure in the King’s Speech, the reforms are now progressing through Parliament and are expected to come into force in late 2026 or early 2027. 

With mandatory 60-day payment terms for large companies paying smaller suppliers, automatic interest on late payments, and increased enforcement powers for the Small Business Commissioner, the reforms aim to address an issue that has long constrained growth, liquidity, and confidence across the economy.  

Late payments are estimated to cost the UK economy £11 billion annually, underscoring the scale of the challenge and the importance of reform.  

Who is in Scope? Clarifying “Large Companies” vs SMEs 

A key point of confusion is which businesses will be affected. 

The reforms are not intended to target SMEs. Instead, they are aimed specifically at large companies and their payment practices. 

A company is classified as “large” if it meets two out of the following three criteria, for two consecutive years:

  • Annual revenue of over £54 million 
  • Balance sheet total over £27 million (gross assets: fixed assets plus current assets) 
  • More than 250 employees 

Companies that do not meet these thresholds individually may still fall within scope if they are part of a larger group. 

By contrast, SMEs are those operating below these thresholds and are therefore not subject to these rules, although they stand to benefit from improved payment practices across their customer base.

A Lifeline for SMEs 

For SMEs, cash flow is often the defining factor between growth and stagnation. Delayed payments can restrict working capital, limit hiring, and in some cases threaten business survival.  

The introduction of a 60-day maximum payment term provides greater predictability and financial stability, helping to rebalance dynamics between smaller suppliers and larger clients.  

This is broadly positive. However, there are nuances worth considering. In some industries, SMEs have historically accepted longer payment terms as part of doing business with larger customers. As those terms shorten, there is a question as to whether: 

  • Larger companies reduce their reliance on SME suppliers 
  • Alternative commercial pressures emerge, such as increased discounting 
  • Supply chain dynamics shift in less visible ways 

Implications for Large Corporates 

For larger organisations, the reforms introduce both compliance requirements and strategic considerations. 

Organisations will need to review internal processes including procurement, payment workflows, and cash flow forecasting.  

Critically, there is a working capital impact: 

  • Businesses relying on extended payment terms as a form of funding will need to adapt 
  • Shorter cycles may increase funding requirements 
  • Treasury and financing strategies may need to evolve 

While this presents a challenge, it also creates an opportunity to strengthen supplier relationships and build a more resilient supply chain.  

Sector Spotlight: Property and Construction 

The property and construction sector is particularly exposed due to its reliance on complex supply chains and subcontractors. 

A significant additional development is the targeting of retentions, which are widely used in the construction industry and are expected to be banned under the reforms. 

This represents a major shift for the sector: 

  • Retentions have historically been used as a risk management and cash flow tool 
  • Their removal will require changes to contract structures and project cash planning 
  • Developers and contractors may need to rethink how they manage performance risk and working capital 

While the reforms could improve liquidity across supply chains and reduce disputes, they also introduce new financial and operational pressures for large contractors and developers. 

Sector Considerations: Beyond Construction 

Many sectors will experience the reforms differently.  

For example, the publishing industry has reportedly secured an exemption due to its sale-or-return model, where extended payment cycles are a standard and accepted feature of the business. 

This raises a broader question: Are there other sectors with similar commercial models where extended payment terms are intrinsic to how business is conducted? 

Businesses operating on sale-or-return or consignment-style arrangements may need to: 

  • Reassess their commercial models 
  • Consider how they structure payment terms while remaining compliant 
  • Engage early in industry discussions around potential exemptions or adaptations 

Wider Economic Impact 

At a macro level, improving payment practices has the potential to unlock significant economic value. 

Stronger cash flow across SMEs can lead to increased investment, job creation, and productivity gains, contributing to: 

  • Greater business confidence 
  • Reduced liquidity-driven failures 
  • A more level competitive environment. 

Looking Ahead 

Although not yet in force, the direction of travel is clear. With the reforms positioned prominently in the King’s Speech and progressing through Parliament, businesses should begin planning now. 

For SMEs, the reforms offer long-overdue protection and improved financial stability. 

For larger companies, the focus should be on early preparation, particularly where current models rely on extended payment terms. The shift will require careful consideration of working capital, supplier strategy, and broader commercial implications.

Importantly, while the reforms are widely positive, they are not without complexity. Businesses should avoid viewing them solely as a benefit to SMEs and instead recognise the wider system impact across supply chains and sectors.

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The information in this article was correct at the date it was first published.

However it is of a generic nature and cannot constitute advice. Specific advice should be sought before any action taken.

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By Tony Stedman, Goodman Jones HR 

The Employment Rights Act 2025 marks the most sweeping transformation of UK employment law in a generation. With over 60 new and amended provisions being phased in between 2025 and 2027, it represents a deliberate rebalancing of the employment relationship in favour of greater security, fairness, and transparency for workers. 

For employers, including UK subsidiaries of international groups, the Act is not simply a compliance exercise. It is a fundamental shift in how employment relationships are managed, documented, and governed day-to-day. 

A Higher-Risk Landscape 

One of the most significant changes is the reduction of the qualifying period for unfair dismissal claims from two years to six months. Combined with the removal of the compensation cap, the abolition of tribunal fees, and the extension of limitation periods from three to six months, the practical impact is clear: more claims, brought earlier, with greater financial exposure. 

In practical terms, this means a poorly managed probation dismissal at month five could now result in a full unfair dismissal claim, something previously avoided by many employers. Similarly, a delayed grievance response or an inconsistent disciplinary process is more likely to escalate into formal proceedings, with fewer barriers to entry for employees. 

The question is no longer whether employers follow procedure at key milestones, but whether they can evidence “reasonableness” from the outset of the employment relationship. 

Flexibility, Predictability and Day-One Rights 

The Act also embeds a cultural shift towards flexibility and predictability. 

Flexible working becomes a day-one right, and refusals must not only fall within one of the eight statutory grounds but must also be demonstrably reasonable and clearly explained. For example, rejecting a request for hybrid working without documented operational justification, such as client-facing requirements or team supervision needs, is unlikely to withstand scrutiny. 

Zero-hours and shift workers gain strengthened protections, including rights to more predictable working patterns and reasonable notice of changes. Employers in sectors such as hospitality, retail, and care will need to reassess scheduling practices, particularly where shifts are routinely altered at short notice or cancelled without compensation. 

Closing Loopholes and Raising Standards 

The legislation takes a firm stance on practices perceived as exploitative. “Fire and re-hire” will become automatically unfair from January 2027 if used to impose detrimental contractual changes. This removes a tool that some organisations previously relied on during restructuring or cost-saving exercises. 

At the same time, duties around workplace conduct are significantly strengthened. Employers will be liable for third-party sexual harassment and may face compensation uplifts if they fail to take “all reasonable steps” to prevent it. This could include scenarios such as inappropriate behaviour by clients or suppliers at events, or repeated low-level incidents that were not formally addressed but should have triggered preventative action. 

Family-friendly rights are also expanded. Statutory Sick Pay becomes a day-one entitlement with no lower earnings threshold, while bereavement leave, paternity leave, and parental leave all move to day-one rights. For employers, this increases both the administrative and cultural importance of consistent, empathetic handling of employee needs from the very start of employment. 

From Policy to Practice 

Taken together, these changes demand a more proactive, disciplined, and evidence-based approach to people management. 

Employers should prioritise: 

  • Reviewing contracts of employment, policies, and staff handbooks to ensure alignment with new statutory requirements 
  • Strengthening probation and performance management frameworks, with clear objectives, regular reviews, and documented feedback 
  • Training line managers to handle flexible working requests, grievances, and disciplinary matters consistently and confidently 
  • Elevating record-keeping standards, particularly around decision-making, communication, and rationale 

For example, a simple flexible working refusal should now be supported by a clear paper trail: the request, the business rationale, alternative options considered, and the final explanation provided to the employee. Without this, employers may struggle to demonstrate reasonableness if challenged. 

A More Active Regulator 

The creation of the Fair Work Agency introduces a new layer of oversight. With inspection and enforcement powers, and a mandate to act as a central point of contact for workers, the likelihood of regulatory scrutiny increases, particularly in sectors with historically higher levels of non-compliance. 

A Defining Question for Employers 

Ultimately, the Employment Rights Act 2025 reframes a central question for every organisation: 

“Can we demonstrate that we are a reasonable employer?” 

Those that respond early, embedding robust processes and consistent behaviours, will not only mitigate legal risk but also build stronger, more engaged workforces. In a competitive labour market, this will be a differentiator, not just a defence. 

If you’d like to find out more, you can request support from our HR team or a copy of our recent Employment Rights Act webinar here: Info@goodmanjones.com 

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The information in this article was correct at the date it was first published.

However it is of a generic nature and cannot constitute advice. Specific advice should be sought before any action taken.

If you would like to discuss how this applies to you, we would be delighted to talk to you. Please make contact with the author on the details shown below.

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We recently attended the Home Builders Federation Annual General Meeting, with our audit partner Giuseppe representing Goodman Jones. Set against the Government’s ambition to deliver 1.5 million new homes by the end of the current Parliament, the AGM provided a timely macro‑level view of the pressures shaping housing delivery across the UK.

The conversations reinforced a wider industry reality. While the ambition to build more homes is clear, delivery is increasingly constrained by structural, financial and regulatory pressures. Three interlinked themes dominated the discussion.

Development viability under sustained pressure

Development viability has become one of the defining challenges for the sector. Planning delays continue to undermine certainty and slow site progression, while the increasing complexity of regulatory requirements, particularly around Biodiversity Net Gain, is adding cost, risk and time at scheme level.

These pressures are being amplified by higher interest rates, build cost inflation and ongoing geopolitical instability, including the impacts of the wars in Ukraine and Iran. Together, these factors are reshaping scheme economics across the market.

From our work advising housebuilders across audit and advisory matters, we are seeing greater emphasis on detailed viability modelling, cashflow forecasting and sensitivity analysis. Robust financial information is becoming essential not only at planning stage, but throughout the lifecycle of a development, particularly when engaging with funders and other stakeholders.

Affordability and the importance of demand confidence

Alongside supply‑side pressures, affordability remains a major constraint on delivery. Transaction volumes remain fragile, particularly for first‑time buyers and lower to middle income households, and this is feeding directly into developer and lender confidence.

There was renewed debate at the AGM around whether the re‑introduction of Help to Buy, or a similar demand‑side intervention, could help stimulate activity. This would be particularly relevant for SME developers, whose schemes are often targeted at these buyer groups.

In practice, affordability impacts sales rates, funding structures and overall scheme momentum. As advisers, we continue to see how critical realistic sales assumptions and forward‑looking financial forecasting are in managing this risk in a more cautious market.

Section 106 and delays to delivery

Section 106 obligations remain a significant friction point in the planning process. The current approach was widely viewed as contributing to delays and uncertainty, often becoming disconnected from changing economic and viability conditions.

With devolution and change at local authority level under way, there is concern that inconsistency between councils could increase unless reform is prioritised. In our experience, clear and credible financial evidence plays a key role in supporting constructive discussions around obligations and deliverability.

Skills and long‑term capacity

While not a central agenda item, there were also discussions around the need to continue attracting apprentices and new entrants into the industry. Skills and capacity remain an underlying risk to long‑term delivery and one that will become more pronounced if housing output is expected to increase meaningfully.

Aligning ambition with delivery

The overriding message from the HBF AGM was that housing delivery is not constrained by ambition, but by how well policy, planning and commercial reality align.

As advisers working closely with the housebuilding industry, these themes strongly reflect what we see across our client base. If you would like to discuss how these challenges are affecting your developments, or how we support housebuilders through audit, advisory and funding considerations, our team would be pleased to have a conversation.

Author: Giuseppe Scozzaro

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The information in this article was correct at the date it was first published.

However it is of a generic nature and cannot constitute advice. Specific advice should be sought before any action taken.

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Spring Forecast 2026: What It Means for Businesses and Individuals

The Spring Forecast 2026, announced on 3 March, presents a mixed yet overall stabilising outlook for the UK economy as it heads into a period of slower but more predictable growth. The updated projections show GDP growth revised down to 1.1%, reflecting softer economic performance at the end of 2025 and continued uncertainty in global markets. Unemployment is expected to peak later this year, and although inflation is gradually easing, geopolitical tensions still pose a risk of renewed cost pressures, particularly in energy‑linked areas.

Despite this caution, the fiscal position offers some reassurance. There were no substantive tax changes, and government borrowing is still forecast to fall in the years ahead, helping maintain fiscal headroom ahead of the Autumn Budget. For both households and businesses, this provides a degree of stability during a period otherwise characterised by economic adjustment.

What the Forecast Means for You

For businesses:
The combination of lower growth and shifting cost pressures may influence decisions across investment, hiring, pricing, and planning. Organisations may need to take a more measured approach to budget management, workforce planning, and medium‑term investment as the economic environment evolves. Volatility in energy prices and supply‑chain costs also highlights the importance of resilience planning and regular financial forecasting.

For individuals:
While easing inflation offers welcome relief, its impact will not be felt evenly. Uncertainty around employment and energy costs means households may continue to experience pressure on disposable income. Careful financial planning remains important, particularly for those expecting major life changes or large financial commitments in the year ahead.

A Timely Planning Opportunity: Dividend Tax Changes

An important point within the forecast is the upcoming increase to dividend tax rates for middle earners. This creates a short window for owner‑managed and family businesses to extract dividends before Easter while current, lower rates are still available. Although doing so accelerates the timing of the tax payment, many will still benefit from the overall tax saving. Reviewing remuneration strategies now may help individuals and businesses make the most informed decision.

Read our full Spring Forecast overview to understand what these changes mean for you and your organisation:  Goodman Jones Spring Forecast 2026.

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The information in this article was correct at the date it was first published.

However it is of a generic nature and cannot constitute advice. Specific advice should be sought before any action taken.

If you would like to discuss how this applies to you, we would be delighted to talk to you. Please make contact with the author on the details shown below.

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Welcome to the Goodman Jones Spring Journal 2026, your essential update on the reforms and economic shifts shaping the year ahead. This edition brings together the most important developments in tax, accounting, regulation and business planning, giving leaders, finance teams, landlords, advisers and individuals the context and clarity they need to make informed decisions. 

With global growth slowing, geopolitical tensions rising and UK regulation continuing to evolve, this journal sets out what is changing, why it matters and how these developments may influence the choices you make in the months ahead. Our aim is to equip you with insight that helps you plan confidently and respond proactively to an increasingly complex landscape.

Goodman Jones Journal Spring

What’s Inside 

Highlights from this edition: 

  1. Global Uncertainty and Regulatory Shifts

A high level look at the economic and regulatory backdrop shaping 2026, from global instability to major UK reforms, and how updates to FRS 102, revenue recognition and Making Tax Digital may influence financial planning, balance sheets and confidence across the market. 

  1. ISA Changes

A clear snapshot of the upcoming ISA landscape, including the new £12,000 cash ISA cap for under 65s, frozen subscription limits and the government’s direction on long term saving and investment, plus what these shifts may mean for personal planning. 

  1. Salary Sacrifice Reform

A concise overview of the 2029 changes to pension salary sacrifice, including the new £2,000 NIC exempt cap and what rising NIC costs could mean for both employers and employees, alongside planning points and alternative approaches to sustain employee benefits. 

  1. Companies House Fee Increases

A quick guide to the February 2026 rise in Companies House fees, from incorporation costs to confirmation statements, and what organisations should factor into compliance budgets. 

  1. EMI Share Options Expanded

A look at the widened EMI eligibility rules from April 2026, including higher thresholds and extended exercise periods, and why scale ups and growing companies may want to revisit their equity incentive planning. 

  1. Landmark Property Law Reforms (May 2026)

An outline of the major rental reforms coming into force from May 2026, including periodic tenancies replacing fixed terms, the abolition of Section 21, updated eviction grounds and new compliance requirements, alongside the 2027 rise in property income tax rates. 

  1. Inheritance Tax and Business Relief Updates

A brief update on the government’s recent business relief U-turns, including the move to a £2.5m 100% allowance, and why the changes may have very different implications for married and unmarried couples. 

  1. Making Tax Digital

A short preview of the phased rollout of Making Tax Digital from April 2026, highlighting who enters the regime first, how thresholds tighten, and the shift towards quarterly digital reporting. 

Plus, in this edition 

  • Early Spring Forecast: An early March OBR update setting the tone for the economic year ahead. 
  • Capital Allowances Cut: Writing down allowances on main pool plant and machinery falling to 14% from 2026. 
  • Corporation Late Filing Penalties: A sharper penalty regime, with steeper consequences for persistent late filers. 
  • Homeworking Tax Relief Cut: The end of the £6 weekly deduction, with employer reimbursed costs still exempt. 

View the full Spring Journal here: Goodman Jones Journal Spring

Who it’s relevant to 

This edition is ideal for business leaders, finance teams, landlords and property investors, self employed individuals and landlords entering Making Tax Digital, high net worth families, employers reviewing benefits, and companies handling compliance or equity incentives. 

 

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The information in this article was correct at the date it was first published.

However it is of a generic nature and cannot constitute advice. Specific advice should be sought before any action taken.

If you would like to discuss how this applies to you, we would be delighted to talk to you. Please make contact with the author on the details shown below.

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If your Limited Company, Family Investment Company (FIC), or group structure holds UK residential property, now is the moment to check whether Annual Tax on Enveloped Dwellings (ATED) applies. Many companies only discover an ATED obligation after a deadline has passed, often because a relief applies (so no tax is due) but a return still needs to be filed.

This short guide explains who needs to file, key deadlines, common reliefs, current charges, and what to do now, including how to prepare for the next revaluation date in April 2027.

Quick Summary

You may need to file an ATED return if:

  • UK residential property is owned by a non-natural person (such as a company, partnership with a corporate member, or certain collective investment schemes), and
  • valued over £500,000.

Important: Even if a relief reduces the ATED charge to nil, a return must still be submitted to claim it.

What Is ATED and Who Needs to File?

ATED (Annual Tax on Enveloped Dwellings) is an annual tax that applies where a UK residential property worth over £500,000 is owned by a non-natural person, including:

  • A company (including overseas companies)
  • A partnership with a corporate member
  • Certain collective investment schemes

A property is within scope if it is used or suitable for use as a dwelling, including associated grounds.

Excluded categories can include: student halls of residence and boarding school accommodation, hotels, care homes, hospitals, and prisons.

Common ATED Reliefs and Exemptions

Reliefs can reduce an ATED liability to nil, but you still need to file a return. Common reliefs include:

  • Property let commercially to third parties
  • Property under development for resale
  • Traders’ stock of property
  • Employee accommodation provided by a trading business
  • Farmhouses for working farmers
  • Registered providers of social housing

Certain entities, such as charitable companies using the dwelling for charitable purposes, may be exempt.

Tip: Relief positions can change during the year. If circumstances change after filing, an amended return may be required.

Deadlines and Payment Dates (the ones people miss)

Annual filing (in advance)

ATED returns must be submitted between 1 April and 30 April for the coming chargeable period (1 April to 31 March).

  • Deadline for 2026/27: 30 April 2026
  • Payment (if applicable): also due by 30 April 2026

Unlike most tax returns, ATED is filed in advance. This catches people out, so keep a record of changes during the year (for example, a property stops being let, or is occupied).

On acquisition during the year

Where a company acquires a qualifying property during the year, the ATED return is due within 30 days of acquisition.

For new builds, the return is due within 90 days from the earlier of:

  • The property becoming a dwelling for council tax purposes, or
  • First occupation

Late filing or late payment can lead to penalties.

Current ATED Charges for 2025/26 and 2026/27

ATED charges generally increase in line with CPI inflation. Standard annual charges are:

Property Banding 2025/26 2026/27
£500,000 to £1,000,000 £4,450 £4,600
£1,000,001 to £2,000,000 £9,150 £9,450
£2,000,001 to £5,000,000 £31,050 £32,200
£5,000,001 to £10,000,000 £72,700 £75,450
£10,000,001 to £20,000,000 £145,950 £151,450
£20,000,001+ £292,350 £303,450

 

Valuation Requirements and the 2027 Revaluation (plan ahead)

For ATED returns from 2023/24 to 2027/28, companies must use the property value as at 1 April 2022, unless the property was acquired later (in which case the acquisition cost applies).

Next major revaluation: 1 April 2027

A new valuation date of 1 April 2027 will apply for ATED periods 2028/29 through 2032/33.

This is worth planning for early, especially where a property could sit close to a band threshold, or where your business did not fall within the scope of ATED before because residential property was valued below £500,000 but in April 2027 it is over £500,000.

HMRC accepts:

  • A self-valuation (director or in-house team), or
  • A professional valuation by a qualified surveyor/valuer.

Valuations must be on an open market basis and expressed as a specific amount in sterling. HMRC may enquire into returns and challenge valuations.

What You Should Do Now (checklist)

As ATED season approaches:

  • Check if you have a business (i.e. limited company, partnership with corporate member, etc.) that owns UK residential property above £500,000
  • Check whether a relief applies and whether you have evidence to support it
  • Review any acquisitions, disposals, or changes in use that could trigger a new or amended filing
  • Plan for the revaluation April 2027 revaluation
  • Diary the annual filing and payment deadline: 30 April

Need Help?

We can support with the full ATED compliance process, including:

  • Preparing ATED chargeable returns
  • Submitting relevant relief claims, and advice on relief eligibility
  • Assisting with pre-return banding checks to ensure the correct valuation band is used
  • Advice on upcoming revaluations
  • Ongoing reporting requirements and amended returns where circumstances change

If you would like tailored support with your 2026/27 ATED return or any earlier outstanding filings, please get in touch via: ATED@goodmanjones.com

Author: La’Tisha Thompson

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The information in this article was correct at the date it was first published.

However it is of a generic nature and cannot constitute advice. Specific advice should be sought before any action taken.

If you would like to discuss how this applies to you, we would be delighted to talk to you. Please make contact with the author on the details shown below.

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