Tag Archives: international

Transfer Pricing and Recent Pronouncements

I’ve blogged in the past on Transfer Pricing issues and the public perception that the likes of Starbucks and Google don’t pay their fair share of tax in the UK. I’m out on a limb on this one – I don’t believe business has some moral obligation to pay more tax than is legally required.

So when I heard about the change to the acronym GAAR from General Anti-Avoidance Rule to General Anti-Abuse Rule, I assumed the political class had sought to pay due homage to public angst about multinationals. Quite how it could achieve this by classifying unilaterally as abuse, arrangements covered by OECD guidelines on Transfer Pricing, was beyond my comprehension.

As it happens, Transfer Pricing issues aren’t addressed by GAAR. Google can continue to sign off UK contracts in Eire and declare profits there rather than here, Starbucks can carry on supplying coffee to its UK stores from the coffee-growing republic of Switzerland, Amazon’s delivery operations can remain in exotic locations – GAAR isn’t interested. In the context of GAAR, these structures are quite simply not an abuse.

But whilst they may not be an abuse under GAAR, the OECD has recognised its rule book may well be out of date. It recently published a report, Action Plan on Base Erosion and Profit Shifting which considers the implications and issues arising from the evermore digitalised world and the scope that provides to multinationals from “the increasing sophistication of tax planners in identifying and exploiting the legal arbitrage opportunities and the boundaries of acceptable tax planning”.

Its opening commentary on the background to these issues states “Taxation is at the core of countries’ sovereignty…”. Whilst it goes on to explain that frictions and disparities between different domestic taxing structures create the opportunities for tax arbitrage, at no stage does it seek to challenge the fundamental principle of national sovereignty.

It then goes on to comment on the need for “coherence of corporate income taxation at the international level” – but not specifically mentioning rate differentials; the need for certain territories to tighten their Controlled Foreign Company rules; the need to tighten the regime on interest deductibility; the need to modify rules to address the use of multiple layers of legal entities inserted between the residence country and the source country; tightening definitions of permanent establishment; transfers of intangibles to low-tax regimes at undervalues; excess capitalisation; and perhaps most importantly, the need to increase transparency, in the form of greater disclosure to revenue authorities.

To my untutored eye, the document appears to identify the principal concerns that flow from global trading and profits attribution. By implication, it suggests that if these issues are addressed, then perhaps public concerns that multinationals “get away with it” may be assuaged. But I think this overlooks the elephant in the corner, the statement’s opening words, ““Taxation is at the core of countries’ sovereignty…”. For as long as any one country is able to use fiscal means to achieve politically acceptable outcomes – primarily encouraging economic activity in its territory in preference to its neighbour’s – legitimate planning strategies to limit overall tax burdens will inevitably be exploited by multinationals.

Typical issues facing incoming business

Even in today’s interconnected world, businesses tend to start local and expand their geographic reach over time.  Initially regulations seem relatively straight forward – everyone in the US knows what’s meant by a 401K, just as everyone in the UK knows what a P45 is – because they’re the ones everyone grew up with.  Many of the rules affecting new businesses are ones its management is broadly familiar with.  Managers know what they know, the better ones have a good feel for what they don’t.

The problems start to pile up when that geographic reach extends beyond home territory.  Initially, there aren’t any – businesses find a third party agent with appropriate territorial expertise and stick to their home markets with little more than gentle forays into foreign lands.  But over time, and as those forays become more regular, reliance on third party agents becomes increasingly unsatisfactory.  They may not have done anything wrong, their service may be excellent, but they’re not you, their priorities aren’t yours, their flexibility doesn’t match your own, and if you’ve a growing presence in that territory, the day comes when you have to have your own facility. And that’s when the problems start.

A typical example is a US corporation that’s developed a significant and growing activity this side of the pond.  Up to now it’s used third party agents to distribute goods to retailers / third party installers to install product / third party maintenance technicians to maintain its equipment / third party sub-contract professionals to help fulfil contracts.  They might be in the UK, or Germany, or France – somewhere, anywhere, in Europe or the Middle East, or Asia or further afield.

The decision is taken – “we’ll set up our own support operation”.  Easily said – but then the problems start.  What form should that operation take?  Does every territory require its own operation? Who do we send to set it up, how do we pay them, will they be taxed locally, and on what?  Where will they live?  Will we be taxed locally?  If we are, how will profits be determined?

Over the years we’ve helped many such US businesses get their own European support operation off the ground. The answers to the questions are usually, but not always:  a UK limited company, not necessarily, someone you trust, pay locally, yes they will, on what you pay them, London or home counties’ rented accommodation, yes you will, and “cost plus”.   But there are variances – a US-owned UK registered branch rather than a UK limited company, everything overseas controlled through the UK establishment with no place of business elsewhere, wages paid in the US with a grossing-up process undertaken in the UK to ensure UK tax compliance, and business taxed on apportioned profits to reflect genuine revenue generation outside the US.

There are all the other issues as well – just how adequate are your US employment contracts when it comes to employing overseas (generally, not very!), are you obliged to register for VAT and how do you account for it (answer – not invariably, though it’s usually in your interest to do so), should your UK operation have authority to contract with third parties or should all third party contracts remain in your control (answer is, apart from contacts for overheads, best if authority vests in the US – the more arms-length activity initiated in the UK, the greater the “plus” in “cost plus” becomes).

Expanding your horizons to foreign climes? –  you need the support of those who’ve grown up in them.

Online accounting for international groups

For international groups the online approach is proving increasingly popular. For example, we have a client with the Head Office in Holland with international subsidiaries and branches throughout the world. The subsidiaries work together with Head Office and use the same online accounting system.

Online systems allow access to your business information securely through the web on a PC, Mac, iPad or smartphone. The cost is reasonable – there is no initial capital spend – with instead a cost per user of between £15 to £75 a month (exc VAT). It is an ideal approach when starting a new subsidiary.

The cost effectiveness goes further. Since all users share the same financial system efficiencies result. It eases consolidations and allows inter-company transactions between different companies to be automated. Access to information for, say, Head Office queries, is quick and effective.

Building on this online approach we now have an app that integrates fully with Twinfield Online Accounting. It gives management a clear and concise view of your business wherever they are and whenever they need it – ideal for those who want the high level overview.

You can find out more on online reporting portal by viewing the video.

Setting up in England?- don’t forget Employment Law

When an overseas individual or company has decided to set up a business in England*, they will have considered location and logistics, suppliers, rental or purchase of office and production facilities, and a whole host of other practical operational issues.

They will have considered such matters as whether to trade via a company or branch (although they may not know that the status of overseas individuals working in the UK can be different in a UK Limited company compared to a UK branch).  If operations are via a company, they will consider whether that is a UK Limited Company, LLP or some other special purpose vehicle.   They will have considered corporation tax rates, capital allowance, income tax rates, VAT, extraction of profits and double tax treaties.  But employment law is often forgotten, and, if not handled properly, can be both time-consuming and costly if employee relations go wrong.

Easing the burden for business

Earlier this month the qualifying period for unfair dismissal increased from 1 year to 2 years of continuous employment.  That means that for all employees starting employment after 6 April 2012, the employee will not be able to claim that their dismissal was procedurally or substantially unfair in their first 2 years of continuous employment.

This contrasts with other, particularly European, jurisdictions where employers are bound by very strict dismissal procedures and the need for employers to justify their decision to dismiss, once the employees fairly short probation period has expired.

In 2013 further measures are likely to be introduced, which will require the employee to pay a fee for bringing a claim against their employer.  In addition, the government is planning on introducing new rules which are designed to give employers the power to have ‘frank discussions’ with employees.  These will be will be held outside formal ‘performance’ or ‘disciplinary’ procedures,  without fear of facing employee  discrimination claims, and will include talks on underperformance as well as discussions over whether or not an employee should consider retirement.

In addition, there are proposals to cut the length of the consultation period in redundancy situations, to speed up the whole process.

The above changes are all aimed at reducing the ‘red tape’ and easing the burden for businesses in the current economic circumstances.

This all sound like good news for the employer?

Although employers in England will be able to dismiss with less than two years continuous employment without the need to give any reasons or follow any formal procedures, they need to be aware of other areas of the law, and correctly follow procedures so as to minimise the risk of a claim.

This is because employees can claim ‘discrimination’ under the Equality Act 2010.  The act covers nine protected characteristics, which cannot be used as a reason to treat people unfairly. Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment.  Notice that I use the word ‘people’ rather than ‘employee’ here, because a claim can be brought under this heading even before employment actually starts, ie at the recruitment interview stage!

There are nine ‘protected characteristics’ where discrimination can apply:

• Age
• Disability
• Gender reassignment
• Marriage & civil partnership
• Pregnancy & maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Looking forward

The new auto-enrolment pension scheme being introduced by the government places additional cost burdens on both employees and employers.  Employers need to cost these into budgets and forecasts.

There are possibly other measures in the offing.  We are currently awaiting the governments’ response to the Modern Workplaces Consultation.  This covers the possibility of flexible working, giving the right to all employees, not just those with young children, to request flexible working (either ‘part-time working’ or ‘working from home’ arrangements).

In summary

This brief sprint through some current employment issues shows that the government has gone some way in reducing the burden of ‘red tape’ faced by businesses.

However, as you can see, the employer setting up in England needs to be well briefed. Policies and procedures need to be clearly set out and followed.  But it is also important to be properly advised, as attention has to be paid not only to current legislation, but also to potential future legislation, and the impact this can have on the UK business.

* Note – ‘England’ includes Scotland and Wales, (but not Northern & Southern Ireland or the Channel Islands, where employment law differs)

Inward investment in the UK – tax certainty and fairness

One of the difficulties that Government have is to strike the three way balance between tax certainty, tax simplicity and tax fairness. The recent headlines around Barclays Bank’s tax structuring brings this dilemma into focus.

The UK is seen as having a tax regime which is stable (i.e. certain) and businesses are treated fairly by the taxing authorities. Despite this we have one of the, if not the, longest tax codes in the world. This does not imply simplicity.

The UK is often held as an example of a fair tax system. Many non-British nationals find it hard to believe that we have a self-assessment regime for individuals and corporate which effectively require the taxpayer to self-determine their liabilities. The tax calculation is not necessarily subject to any form of review by HMRC. Compare that with for example the recent European convention on human rights case where a shopkeeper in the Ukraine claimed that their human rights had been violated by the actions of a tax police squad who, during a premises visit, allegedly, assaulted a business employee. Even the concept of a tax police is alien to a UK national.

The UK enhances its reputation for certainty by consulting with the taxpayers before implementing wide ranging legislation and by avoiding retrospective legislation.

Fairness and certainty are two of the many reasons that the UK is an attractive place for inward investment. Our tax code attracts investment with incentives such as tax free perks for immigrating staff, the non-domicile regime, a wide network of tax treaties, the lack of dividend withholding tax and the substantial shareholding exemption. Some of these incentives have been varied in a way which reduces their impact. An example being the introduction of the remittance base user charge. Even when they are varied the changes have been well trailed by HMRC which demonstrates that it is possible to change legislation whilst still retaining the certain nature of the UK’s tax code.

Recent actions to retrospectively close down Barclays tax structuring may be understandable in the context of the tax at stake and the perceived artificiality of the arrangements. My concern is that this retrospective legislation will have a long term disadvantage of reducing the UK’s standing in the area of certainty. Only time will tell.