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By supplying your CV to The Industry Club we are receiving personal data from you. We are required to hold and use this data in accordance with the General Data Protection Regulation 2016 and will ensure your data is processed in line with its requirements.

As you are supplying us your CV in the pursuit of a job we hold your CV for this purpose, which will include work on your behalf to find you the right job. We will hold your information for up to 6 years as we know that our candidates usually change jobs within that timeframe and that gives us the opportunity to advise you when suitable roles become available.

Our legal basis for this processing is something called Legitimate Interest, which means we believe you would be expecting to hear from us when we have relevant job opportunities to discuss with you. This is always done as a very personal, handpicked service. You always have the chance to request we delete your details. You can do this, and request any other information on how we process your data, by emailing: info@theindustryclub.co.uk.

Whilst we are pursuing a specific job role for you we will need to take some identity information, such as your passport details and other possible ID details. We do this in accordance with requirements placed on us by our clients to validate your identity and ensure your right to work. We will obtain your consent for this processing at the time we collect it.

If you would prefer we did not hold your details on record, further to a submission of your CV for a specific job, then please email us at info@theindustryclub.co.uk.

If you are intending on being engaged through a limited company, be it a personal service or umbrella company, then we provide this privacy information as matter of reference for you. Our basis for ongoing processing will be the contract between us and that company. You will need to ensure, independently, that you are comfortable with how your personal data will be processed as an employee of that personal service or umbrella company.

For full information of how we keep your personal data secure and on your rights, please review our comprehensive privacy notice, which is available here:
https://theindustryclub.co.uk/privacy/

Please note, that for the purposes of the General Data Protection Regulation, The Industry Club will be the data controller. The Industry Club is a trading name of The Work Club London Limited (Company number 07481831).

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IR35: 6 things Resource Managers need to prepare for April 2020

By Annie Wigley     

Come April 2020, Resource Managers are likely to be affected by a new rule: to assess whether the terms of engagement of contractors and freelancers fall inside or outside IR35.

What does that mean?

IR35 is a piece of tax legislation. It’s there to stop people enjoying the tax benefits that go with the risk and expense of being self-employed when the terms of their contracts are similar to those of payrolled employees. If a contract falls inside it, the worker pays the same tax and National Insurance contributions as a payrolled staff member, regardless of whether they work through a limited company, an umbrella company or operate as a sole trader. If the contract is outside IR35, they’re free to enjoy the tax benefits of that chosen status.

Is IR35 a new thing?

No, it has been around since 2000. What has changed is the who.

As things stand, it’s down to the worker to declare on their tax return whether their earnings fall inside or outside IR35.

But from April 2020, the end hirer will have to make that assessment. And as a Resource Manager, expect to be involved in getting your business IR35-ready.

So, what are the next steps?

  1. Set up an IR35 steering group at your company. Include your colleagues in HR, talent and the heads of departments who rely on freelancers and contractors on a regular basis. Bring them up to speed on the IR35 legislation as everyone will be impacted by the changes in the legislation.
  2. Run an audit on your company’s regular freelance roles and the employment status of the freelancers. Consider if they have a limited company, are a sole trader, are paid via PAYE or use an umbrella company. This will give you an idea of the impact the law change will have on you.
  3. Create a process for assessing whether any existing or future role performed by a contractor or freelancer will fall inside or outside IR35. HMRC provides a tool known as CEST (Check employment status for tax) for this purpose. As well as the worker’s role, the tool evaluates factors such as:
  • who decides what work needs doing
  • who decides when, how and where it’ll be done
  • how the worker gets paid
  • whose equipment the worker will use to do the work
  • whether the worker can claim expenses (such as travel) from the hiring company or receive any additional benefits.
  1. Review your current freelance contracts and look again at contracts issued by your external recruitment partners. Make sure they allow you to answer the questions in CEST with confidence.
  2. Agree with your internal IR35 steering group and your external recruiting partners on how you’ll write your assignment contracts from April 2020 to include the mandatory IR35 SDS (statement determination status).
  3. Make it easy for yourself. At The Industry Club, we’ve set up a specialist IR35 support service specific to the creative comms industry. We’ll take you through the nitty gritty, get your processes running smoothly and help you stay fully IR35 compliant.

It’s not long now until April 2020, so let’s get you ready in good time. Email us at info@theindustryclub.co.uk to get things moving.