Author: Glenn

While company cars often come with tax implications, there are specific situations where the associated benefits may be exempt. There are circumstances where it can be possible to offer employees car benefits that are exempt from tax.

Exempt expenses and benefits include the following:

• Business-only use: This rule has been the subject of much case law over the years, but it has generally been established that to qualify for VAT recovery the car must not be available for any private use. This means that the car should only be available to staff during working hours for employment related duties or to travel to a temporary workplace. The business must also clearly tell their employees not to use the vehicle for private journeys and check that they don’t.
• Adapted vehicles for disabled employees: These cars are exempt if the only private use is for journeys between home and work and for travel to work-related training.
• Fuel paid by employees: The fuel benefit is removed when an employee pays for all their private fuel use or if the employer pays and the employee reimburses the amount (during the tax year).
• ‘Pool’ cars: Employers are not required to pay or report on 'pool' cars. These are cars that are shared by employees for business purposes only and normally kept on your premises. Employers must ensure the ‘pool’ car rules are properly adhered to.
• Privately owned vehicles: Employers do not have to pay anything on cars that directors or employees own privately.

Proper documentation and compliance are required in order to maintain these exemptions.

The Court of Appeal has ruled that the initiation of legal or arbitral proceedings by an employer against a ‘whistleblower’ who has made a protected disclosure constitutes an actionable detriment under the Employment Rights Act (ERA) 1996, effectively overriding the defence of Judicial Proceedings Immunity, or JPI. 

In November 2021, the claimant, initiated Employment Tribunal proceedings against his former employer for post-employment detriment as a consequence of whistleblowing. The claimant, who had worked at his employers’ London residence until his resignation in 2019, alleged that he made protected disclosures regarding instances of verbal and physical abuse by his employer directed at members of staff.

The respondent’s defence was that the claimant had made the allegations for financial gain rather than for altruistic reasons, had breached a confidentiality and independent consulting agreement under ICC Rules, and was effectively running an “extortion scheme” by making “false claims”.  

The Court allowed the appeal based on the protection of whistleblowers by the ERA 1996, concluding that this statutory protection overrides the common law doctrine of JPI. In the Court’s view, allowing an employer to use litigation as a shield against a whistleblowing claim would render the legislation meaningless, as Section 47B(1) of the ERA provides a right not to be subjected to “any detriment by any act” by an employer for making a protected disclosure, including any perceived breach of confidence, as such a mechanism would effectively enable employers to escape liability by suing whistleblowers. Moreover, under Section 43J of the ERA, any confidentiality agreement that precludes a protected disclosure is deemed to be void.  

Thus, the initiation of legal or arbitral proceedings by an employer against a worker, when executed on the ground of a protected disclosure, is actionable as a detriment under Section 47B of the ERA. This ruling effectively prevents employers from using litigation as a de facto penalty or “punitive tool” to harass or financially pressure a whistleblower. The Court has now established that this protection is not limited to threats, but also extends to the act of commencing proceedings. Employers should note that they cannot simply bypass Section 43J by enforcing a confidentiality clause through arbitration proceedings. 

For many individuals and business owners, paying tax is one of the largest regular financial commitments they face. Yet tax bills often arrive as a shock, not because the amounts are unexpected, but because the funds have not been set aside in advance. Developing a disciplined approach to saving for tax can remove stress, protect cash flow and support better financial decision making.

The starting point is understanding when tax is due and how much is likely to be payable. For employees taxed through PAYE, liabilities are largely settled automatically. For the self-employed, company directors, landlords and investors, tax is often paid later, sometimes many months after the income is earned. This delay can create a false sense of affordability, leading to funds being spent rather than reserved.

A practical approach is to treat tax as a non-negotiable cost, similar to rent or wages. As income is received, a proportion should be transferred immediately into a separate savings account earmarked for tax. This creates a clear boundary between available funds and money that belongs to HMRC. For those with variable income, setting aside a conservative percentage can help ensure there is enough saved even if profits increase unexpectedly.

Using a dedicated tax savings account can be particularly effective. Keeping tax funds separate reduces the temptation to dip into them for day to day spending. Some people choose instant access accounts for flexibility, while others prefer notice or fixed term accounts if they are confident about timing and amounts. The aim is not high returns, but certainty and accessibility when payment deadlines arrive.

Regular reviews are also important. Changes in income, tax rates, or personal circumstances can affect how much needs to be saved. Reviewing figures quarterly or alongside management accounts allows adjustments to be made before problems arise. This is especially relevant where payments on account apply, as these can significantly increase cash outflows in certain months.

Saving for tax is not just about avoiding penalties or interest. It supports better planning and peace of mind. When tax funds are already in place, decisions about investment, expansion, or personal spending can be made with greater confidence. It also reduces reliance on short term borrowing or time to pay arrangements.

In simple terms, saving for tax turns a reactive problem into a controlled process. By planning ahead and treating tax as a priority, individuals and businesses can smooth cash flow, reduce anxiety and stay firmly in control of their financial position.

If you are considering an asset purchase and are unsure which funding route is most appropriate, we can help you review the options and assess the impact on your business. A short discussion at the planning stage can often lead to a more efficient and sustainable outcome.

Making mistakes in business is unavoidable. No matter how experienced or careful someone is, decisions are made with imperfect information, time pressure and changing conditions. What separates resilient businesses from those that struggle is not the absence of mistakes, but the ability to learn from them and adapt.

The first step is recognising mistakes early. Small issues often provide warning signs before they develop into serious problems. A missed deadline, a dissatisfied client, or a project that runs over budget all contain useful information. Ignoring these signals, or explaining them away, usually makes matters worse. Acknowledging what has gone wrong allows corrective action while the impact is still manageable.

Once a mistake is identified, reflection becomes essential. This involves stepping back from the immediate emotional response and focusing on the underlying causes. Was the decision based on incomplete data, unrealistic assumptions, or insufficient resources? In many cases, mistakes reveal weaknesses in systems rather than individual failings. Understanding this distinction helps avoid blame and encourages constructive analysis.

Mistakes often highlight flaws in processes. Repeated pricing errors may point to poor cost tracking or unrealistic margins. Ongoing issues with staff turnover might indicate unclear roles or weak communication rather than performance problems. Reviewing systems after a setback allows businesses to improve controls, refine workflows and reduce the likelihood of repetition.

Another key lesson is adaptability. Markets change, customer expectations evolve and strategies that once worked may no longer be effective. A failed product launch or marketing campaign can reveal valuable insights about customer behaviour that would not have been obvious beforehand. Businesses that treat these outcomes as feedback, rather than failure, are better placed to adjust and move forward.

Sharing lessons learned is also important. When mistakes are discussed openly, others can benefit from the experience without repeating it themselves. This helps create a culture of continuous improvement, where people feel able to raise concerns and suggest improvements.

Over time, learning from mistakes builds resilience and confidence. Each setback that is understood and addressed strengthens future decision making. In business, mistakes are not a sign of incompetence, they are evidence of action. The real risk lies not in making mistakes, but in failing to learn from them.

Are you ready for Making Tax Digital for Income Tax (MTD for IT)? This new way of reporting will become mandatory in phases from April 2026. If you are self-employed or a landlord earning over £50,000, now is the time to prepare for digital record keeping, quarterly updates and the new penalty system that will apply under MTD for IT.

The date from which you must start using MTD for IT depends on your level of qualifying income. If your qualifying income exceeded £50,000 in the 2024–25 tax year, you will need to use MTD for IT from 6 April 2026. If your qualifying income exceeded £30,000 in the 2025–26 tax year, you will need to use MTD for IT from 6 April 2027. Where qualifying income exceeds £20,000 in the 2026–27 tax year, the government has confirmed that MTD for IT will apply from April 2028. Qualifying income is defined as the total income you receive in a tax year from self-employment and property before expenses.

You are currently exempt from MTD for IT if you meet specific conditions that automatically exempt you from the service, such as reasons relating to age, disability, or location, if you have applied for and been granted an exemption by HMRC, or if your qualifying income is £20,000 or less in a tax year.

HMRC’s guidance on MTD for IT has been updated and now includes further information on both permanent and temporary exemptions. It explains which exemptions apply automatically and which require an application. Permanent exemptions are generally automatic and continue to apply unless your circumstances change. You will need to apply for an exemption if you believe you are digitally excluded from using MTD for IT. If you are not required to use MTD for IT, you must continue to report your income and gains through the self-assessment tax return where applicable.