Category: Accountancy
Taxpayers who received Coronavirus business support must remember that COVID-19 grants or payments are taxable and must get declared on company tax returns.
HM Revenue & Customs (HMRC) has issued a reminder that the filing deadline for company tax returns (CT600) is 12 months after the end of the accounting period it covers.
The deadline to pay Corporation Tax will depend on any taxable profits and when the end of the accounting period occurs.
If you claimed the Coronavirus Job Retention Scheme (CJRS), Eat Out to Help Out (EOHO) or any other local authority/government support payment, you must report it as income when calculating taxable profits.
Company tax return
If you received a CJRS grant or an EOHO payment, you need to do both of the following:
- Include it as income when calculating your taxable profits in line with the relevant accounting standards
- Report it separately on your Company Tax Return using the CJRS and EOHO boxes
All other taxable COVID-19 payments must get recorded as income when calculating taxable profits.
Have you already filed a return and not declared your grants or payments?
You must submit an amended return, declaring your COVID-19 support payments as taxable income.
CJRS grants or EOHO payments should get reported separately in the segment provided on the CT600 corporate tax return, with additional boxes added on 6 April 2021.
You must update third-party software by downloading the latest version to be able to complete the relevant boxes in the company tax return.
Taxable grants include:
- Test and trace or self-isolation payments in England, Scotland and Wales
- Coronavirus Statutory Sick Pay Rebate
- Coronavirus Business Support Grants
When furloughed employees were paid through real-time information (RTI), the employer was responsible for making the usual PAYE, National Insurance contributions (NIC) and automatic enrolment deductions.
Employers must treat the grant as taxable income for Corporation/Income Tax purposes but can deduct employment costs as normal when calculating their taxable profits.
If you have any questions or need guidance with your company tax return, contact our team today.
Category: Accountancy
Over the past two years, thousands of taxpayers benefited from the Self-Employment Income Support Scheme (SEISS) before closing in September 2021.
The scheme, involving five grant payments, was set up by the Government to support the self-employed, for example, sole traders, who met specific eligibility criteria.
As HM Revenue & Customers (HMRC) looks to claw the money back, taxpayers may face potential pitfalls. HMRC warn that many individuals may misunderstand the rules.
Payment difference
If you received more than you were entitled to, you must tell HMRC.
The tax office expects you to report this without further prompting.
Accountants in the dark
As taxpayers claimed grants through their Government Gateway portals, many accountants and tax agents may not have the full details of the SEISS grants.
Therefore, many self-employed workers did not receive the necessary advice regarding their tax implications for this year.
Taxpayers should immediately make their accountants aware of the situation if they have claimed so that it can be incorporated into tax calculations and reporting.
Claims not showing on the tax return
The first three grants were paid before 6 April 2021, so they should have been declared on the taxpayer’s 2020/21 tax return.
HMRC created new boxes on the return forms to report grants and so the self-employed needed to be particularly careful to include the SEISS grants in the box relating to the self-employed grants, not the box for ‘any other income’ or ‘support payments such as CJRS’.
Incorrect declaration on tax return
If the total value of SEISS grants declared on the 2020/21 tax return did not match SEISS grants one to three, which HMRC believes it paid out to that taxpayer, it has confirmed that it will automatically correct the Self-Assessment calculation.
When you receive or assess your tax bill it is important to check in case HMRC has corrected or included a grant.
The tax authority has said some individuals’ tax identities may have been misused to submit a fraudulent claim.
Payments on account
The system assumes the taxpayer will receive at least the same amount of taxable income in 2021/22 as in 2020/21. But the SEISS grants received in 2021/22 are likely to be lower as a maximum of £15,000 could be received in that year compared to a cap of £21,570 in 2020/21.
As a taxpayer, you can apply to reduce the payments on account for 2021/22 through the personal tax account online service or a paper form SA303.
It is important to note that the SEISS grant should not generally be included in the turnover of the business for the period.
Making payment into the wrong account
You can also tell HMRC if you want to voluntarily pay back some or all of the grants you received. You can do this at any time.
The SEISS repayment has to be made to a specific HMRC bank account set up for the purpose and be accompanied by the grant claim reference. The taxpayer should not repay the grant into their Self-Assessment tax account.
For help and advice on SEISS taxation, please seek professional advice and contact our team today.
Category: Accountancy
The cloud is king in the accounting world. For businesses owners, there is a vast range of software and applications to choose from.
The beauty of cloud accounting software is that it can be accessed anywhere with an internet connection across all your devices.
Good accounting software can be critical for business leaders. It makes it easier to handle company data and understand how your business performs in real-time.
This empowers you to work with your accountant to make effective decisions quickly and confidently.
Here are some areas where you can do more with accounts software:
Controlling budgets
Planning and controlling spending are essential areas for business success. Successfully implemented software can help your business grow by allowing you to allocate your budget to specific business areas that make you the most money.
Once budgets are allocated, your teams can record spending easily, so you can always see if you are on track or overspending in less profitable areas.
Multi-user access
Using traditional accounting software can be expensive, confusing, and time-consuming to upgrade. Comparatively, most cloud accounting platforms update automatically for free and under most licenses, giving you multi-user access without the need to install expensive software across numerous computers and devices.
Multi-user access aids collaboration across your teams and advisors, allowing your accountant to access your data in real-time. You can receive insights that help your business thrive and grow or warn you of potential risks on the horizon.
Staff access to the software and security
You may not want everyone to see everything, which is why you can grant different levels of access to various people within your organisation.
The cloud is the most secure way to store information, thanks to the sophisticated encryption used by many platforms’ servers.
This means that no one can access your data without a login to the online account and permission to view the information saved there.
There is an app for that!
The growth in cloud accounting platforms has been outpaced by the incredible number of connected apps that support the main functions of cloud accounting by helping with analysis and automation.
There is almost an app for everything when it comes to cloud accounting. These provide you with the tools to achieve incredible things.
Recently, the focus on cloud accounting is due to its essential compliance role in Making Tax Digitial. However, there are many additional benefits on offer for business owners.
Are you looking to implement new cloud accounting systems or change your existing platform? Our Head of Cloud Accounting, Faye Thompson, can answer your queries. Drop her an email at faye.thompson@wildercoe.co.uk
Link: Eight tips to make the most of your accounting software
Category: Accountancy
Your cash flow statement provides data about all the money inflows your company receives from operations and is a fundamental part of the financial statements.
Alongside your balance sheets and income statements, it is vital for managing your small business accounting. It keeps you abreast of how much cash is entering or leaving your business in any given period, ensuring you have enough money to keep operating.
These statements deliver accuracy, as they track the cash made by the business in three main ways – through operations, investment, and financing.
To understand your organisations’ financial health, you must ensure the fundamental elements of your cash flow statement are handled accurately. The Financial Reporting Council (FRC) report many errors they found in cash flow statements and have listed it as third on the list of most frequently raised areas in their 2020-21 Corporate Reporting Review.
Transparency and integrity
The FRC, which regulates auditors, accountants and actuaries, and promotes transparency and integrity in business, found cash flow statements with items incorrectly classified.
In the 2020-21 Corporate Reporting review, they state, “We continue to be concerned about the number of queries we raise concerning compliance with the requirements of IAS 7 ‘Statement of Cash Flows’.
As in prior years, many of the cash flow statement errors described in sections 3.1.3 and 6.3 were identified through critically analysing the line items appearing on the face of the statement. Companies should focus on cash flow statements as part of their pre-issuance reviews.”
Management must avoid errors by providing sufficient time and resources to prepare and review cash flow statements. Emphasis must be placed on people taking personal responsibility for the stewardship of cash flow.
Business leaders should take responsibility for cash management if there is a risk of business failure and avoid errors when reporting.
Guidelines should be followed, such as:
- Regular communication with those in charge of cash movements
- Strict controls over cash flow reporting
- Make sure responsibilities, reporting lines and staff cover for all cash-related matters are clearly understood
- Enhancing forecasting effectiveness to get a clearer idea of cash flow in real-time
- Preparing easy to understand cash flow reports to support critical business decisions and funding
- Increasing frequency of reporting
- Preserving underlying data in as much detail as possible.
The principles outlined should apply to all sizes or types of business.
Cash flow is the lifeblood of any business, and the monitoring and maintenance of accurate statements should not be underestimated.
If you need help accurately producing cash flow statements, contact us.
Category: Accountancy
While the national job vacancy boom is good news for job seekers, it is a potential nightmare for businesses keen on retaining high-quality staff.
While a pay rise is always welcome by many, it is not always the most tax-efficient approach for business owners. Other benefits, such as salary sacrifice schemes, are equally effective in persuading your employees to stay put.
Salary sacrifice enables employees to exchange part of their salary for a non-cash benefit from their employer, such as increased pension contributions, mobile phones, season tickets or even funding a new car.
Other examples of salary sacrifice benefits include:
- Childcare vouchers
- Cycle to work scheme
- Car hire/lease scheme
- On-site nurseries
- Car parking
- Gym membership
- Pre-paid store cards
- Personal learning
For each salary sacrifice arrangement, the cash value of the benefit must be agreed to to ensure the employee is fairly compensated for their loss of income.
Sacrifice arrangements should remain fixed for at least 12 months unless the employee experiences a lifestyle change.
Effect on tax and National Insurance contributions
The impact on tax and National Insurance contributions payable for any employee will depend on the pay and non-cash benefits that make up the salary sacrifice arrangement.
You need to pay and deduct the right amount of tax and National Insurance contributions for the cash and benefits you provide. You must operate the cash component correctly through the PAYE system.
Calculate a non-cash benefit
For any non-cash benefits, you need to work out the value by using the higher of the:
- Amount of the salary given up
- Earnings charged under the standard benefit in kind rules
For cars with CO2 emissions of no more than 75g/km, you should always use the earnings charge under the benefit in kind rules.
The only benefits you do not need to value and do not have to report to HMRC for a salary sacrifice arrangement are:
- Payments into pension schemes
- Employer-provided pensions advice
- Workplace nurseries
- Childcare vouchers and directly contracted employer-provided childcare that started on or before 4 October 2018
- Bicycles and cycling safety equipment (including cycle to work)
How to set up a salary sacrifice scheme
As an employer, you can set up a salary sacrifice arrangement by changing the terms of your employee’s employment contract. Your employee needs to agree to this change.
A salary sacrifice must not reduce earnings below National Minimum Wage rates.
As the UK braces for a rise in National Insurance rates, many professionals see the use of salary sacrifice arrangements as a way of potentially reducing contributions – especially the provision of an electric company car.
For expert advice on salary sacrifice schemes, seek professional advice and contact our employment tax team today.
Link: Salary Sacrifice
Category: Accountancy
Many UK businesses are already benefitting from the temporary tax relief offered by the super-deduction. However, many more could still be missing out on this vital support.
The super-deduction tax relief scheme was introduced on 1 April 2021 and runs until 31 March 2023.
It allows firms investing in qualifying plant and machinery assets to benefit from a 130 per cent first-year capital allowance.
This allows companies to cut their tax bill by up to 25p for every £1 they invest. Most companies also benefit from a 50 per cent first-year allowance for qualifying special rate (including long life) assets.
Thanks to the super-deduction, companies can claim allowances of 130 per cent on most new plant and machinery investments that ordinarily qualify for main-rate writing down allowances, such as:
- Compressors
- Computer equipment and servers
- Electric vehicle charge points
- Foundry equipment
- Ladders, drills, cranes
- Office chairs and desks
- Refrigeration units
- Solar panels
- Tractors, lorries and vans
Businesses can claim a first-year allowance of 50% on most new plant and machinery investments that ordinarily qualify for special rate writing down allowances.
Special-rate investments include:
- Parts of a building considered integral – known as integral features
- Items with a long life
- Thermal insulation of buildings
You must purchase new assets to benefit from the relief, not second hand or refurbished equipment.
The relief is also only available to incorporated companies. Unincorporated businesses, such as partnerships and sole traders, can benefit from the Annual Investment Allowance (AIA). The AIA permits a deduction of 100 per cent for qualifying plant or machinery expenditure up to the threshold of £1 million until March 2023.
Here is an example provided by HM Revenue & Customs (HMRC) on how the super-deduction works:
- A company incurring £1 million of qualifying expenditure decides to claim the super-deduction
- Spending £1 million on qualifying investments will mean the company can deduct £1.3 million (130 per cent of the initial investment) when computing its taxable profits.
- Deducting £1.3 million from taxable profits will save the company up to 19 per cent of that – or £247,000, which is 19 per cent of £1.3 million – on its Corporation Tax bill.
The AIA remains available alongside the super-deduction for incorporated businesses as well. Organisations must review how they use these schemes together to maximise the tax relief available.
Do you need guidance on how to utilise the super-deduction tax relief? Contact our tax team today.
Link: Super-deduction
Category: Accountancy
Are you processing Statutory Maternity Pay (SMP) payments correctly?
Congratulations! One of your employees has announced their pregnancy. Are you confident about the appropriate considerations to cover their role as they embark on maternity leave?
From an HR perspective, you’re likely aware that you must:
- Have a maternity policy in place
- Write to the employee confirming what their entitlements are whilst on maternity leave
- Receive a MATB1
- Carry out a risk assessment
However, have you thought about the wider employment considerations when it comes to statutory maternity pay (SMP)?
Our team handles SMP concerns for clients frequently, and we share here some of the more esoteric questions we dealt with recently regarding circumstances that could impact maternity pay.
What happens to the car allowance during maternity leave?
During Ordinary Maternity Leave (OML) and Additional Maternity Leave (AML), an employee is no longer entitled to remuneration (salary). However, there is no change to benefits, and these continue as if the employee has not taken maternity leave.
The concern is whether the car allowance is part of the remuneration package or the benefits package.
You could argue that a car allowance is a benefit. It often appears separately on a payslip. Therefore, the employee should continue to receive their car allowance whilst on maternity leave.
However, if the car allowance is a regular salary payment and attracts national insurance contributions (NIC), it is a part of the worker’s remuneration package. Thus, not payable during maternity leave.
The rules are not straightforward and depend on the specifics of the case, so we advise you to proceed with caution and contact a payroll professional for guidance.
Do I include those on maternity leave in annual salary reviews?
Yes, you must include all employees on maternity leave when you carry out your usual salary review process.
According to the CIPP, following the Alabaster judgement, the employee’s SMP calculation will need to consider any pay rise that takes effect anytime between the start of the eight-week set period for calculating average weekly earnings (AWE) for SMP and the end of SML.
You’ll likely encounter scenarios where recalculating SMP is necessary to include the payment uplift. If you need guidance with payroll calculations, speak with Kasia Field.
What do I do if an employee is made redundant before going on maternity leave?
The main question is whether employers must pay SMP even if the worker is unemployed during their maternity leave period.
First, you must ensure you have and follow correct redundancy processes.
Maternity Action states that if your employee is made redundant and their employment ends before their qualifying week, they are not eligible for SMP. However, they may be entitled to claim Maternity Allowance.
If your employee’s employment ends in or after their qualifying week, they are entitled to SMP for 39 weeks. If your employee is already on maternity leave and receiving SMP, their maternity leave will end when their employment ends though you must continue to pay their SMP for the rest of the 39 weeks.
What are my employer’s obligations if a contractor goes on maternity leave?
Remember, fixed-term workers, qualify for maternity leave and pay, the same as your permanent staff.
Whilst the fixed-term contract has a set end date, the right to SMP continues if the worker qualifies. You can pay SMP as a lump sum if you abide by the NIC rules. If you pay the employee’s statutory maternity pay as a lump payment, you may pay more in NICs than if you pay SMP monthly or weekly.
With the rules relating to maternity leave and pay being complex, we advise you seek professional guidance. Contact Bal (Head of HR) or Kasia (Payroll Manager) if you need support through these complicated processes.
Category: Accountancy
Why do you need to start thinking about MTD?
Her Majesty Revenue & Customs (HMRC) is currently rolling out a new digital scheme on all aspects for taxes, such as VAT and Income Tax, to make filing easy for businesses. It will see all UK business taxes move online and handled digitally, and paper returns are no longer required.
All businesses with a turnover above £85,000 are legally required to store their records digitally and file their VAT returns through online software.
What is changing?
All VAT-registered businesses, regardless of taxable turnover, will need to start using the MTD service for periods on or after 1 April 2022.
What are the benefits of Making Tax Digital?
MTD helps you:
- Bring all your tax accounts together in one accessible place
- Reduce manual calculation errors
- Have electronic copies of all invoices and receipts
- Keep records up to date
- Share your records easily with your accountant or agent
- Save time and money so you can focus on your business
MTD streamlines your business so that the right people can access all the necessary information at the right time.
Your VAT period and filing deadlines stay unchanged.
Under the MTD changes, you must keep digital records with MTD-compatible software. All your VAT returns will get submitted through your MTD-compatible software.
If your annual turnover goes above £85,000 before 1 April 2022, you need to sign up to MTD straight away for VAT filing.
Will there be any more MTD changes?
In 2024, the next stage of MTD will come into action for income tax. Individuals, companies, and partnerships with a gross income of at least £10,000 will have to record and file their tax returns online.
Finally, the last stage looks to move Corporation Tax returns digital. Although still under consultation, businesses may be required to file their corporate tax online after April 2026. Organisations will soon get invited to a pilot scheme.
We can help you prepare for MTD.
If you have a query surrounding MTD or need assistance to meet your VAT requirements, our Accounting Support team can help. Please get in touch here or ring 01438 758 100.
Category: Accountancy
Government restrictions for UK employees to work from home ended 19 January 2022.
For many workers, this is music to their ears. They can pick up their favourite coffee for their commute and catch up with colleagues in the flesh. However, the day that we see everyone getting back to the office is unlikely to happen soon.
As an employer, you must look after any staff that are anxious about their return to the workplace. A one size fits all approach is no longer the way forward for the post-pandemic workplace.
“There is a lot to be said about the positive benefits of returning to a physical workplace but let’s make sure all managers have open and non-judgmental conversations”, shares Simon Blake, Chief Executive of Mental Health First Aid England.
If there is one thing we have learnt from the past two years, things can change overnight.
As we covered in what is your post-pandemic working arrangement policy, setting clear expectations can help anxious staff manage their return to the office.
Explain to your staff why it is necessary for your business and remind everyone of your covid health and safety measures. Listen to any concerns and explore what levels of flexibility you can apply.
Make reasonable adjustments
We have already seen several employment tribunal cases stemming from the pandemic.
In one case, Moore v Ecoscape UK Ltd, the claimant sought an unfair dismissal claim after refusing to attend her workplace due to “serious and imminent danger” if she contracted the Coronavirus and passed it onto her “high-risk” partner.
The employer carried out covid-specific risk assessments, made appropriate office adjustments and provided the claimant with her safe working environment.
However, she did not return to the office. The employer refused her request to work remotely due to the nature of her role. The company carried out reasonable steps to accommodate the claimant’s concerns and regularly engaged with her to help her regain her confidence in coming back to the workplace.
The claimant’s covid concerns related to general fear and the perception that danger was everywhere, rather than specific to the workplace. After failing to enter discussions with the employer and refusing to visit the workplace to review the measures implemented, the employment tribunal concluded that the claimant was unwilling to compromise and that the employer had not acted unreasonably.
Establish a clear hybrid-working policy
Are your staff required to be in 2, 3 or 5 days a week?
Set clear expectations on how many days you want staff to be in the office and align your policies and processes to reflect this.
What do I do if my staff have concerns?
You need methods in place to accommodate staff concerns. If you encounter any health-related matters, seek independent occupational health guidance.
Can you work with the employee to ascertain the root cause of their worry and collectively find a solution?
Health and safety obligations
Continue to adhere to your health and safety responsibilities. Provide the relevant PPE, masks, and hand sanitisers around the workplace.
There is little doubt that further employment tribunals will appear around unclear return to work policies, so remember, honest communication is essential for your business and your employees.
As Blake points out, “what works now, might not necessarily work in three months or even a year. So, let’s not enforce rigid boundaries and instead, of thinking forever, take a whole-organisation, fluid approach to workplace wellbeing.”
If you need guidance in implementing working arrangement policies or an independent HR professional to handle personnel matters, arrange a free consultation with Bal on 020 7724 6060.
Category: Accountancy
Visiting our offices is by appointment only.
The safety and protection of our clients and team members have always been our top priority throughout the pandemic. As we now adjust to the “new normal,” this is more important than ever.
In common with many organisations, we have adopted a hybrid-working policy. Our team members are now combining working from home with regular attendance in the office to ensure we continue to provide a seamless service to our clients. You can email us and call us with all our usual contact details. The flexibility that hybrid-working provides is very much at the core of the way we prefer to work under the “new normal” to ensure we maintain the highest levels of client service. Although our offices are now open, we have put in place a number of safety measures to protect our team members and clients. It is, therefore, important that you only attend our offices with a pre-arranged appointment. If you have any queries about this your usual Wilder Coe contact will be able to advise you how best to deal with your specific needs.
To maintain a COVID-19 SAFE ENVIRONMENT, we are asking all visitors to adhere to the following protocols:
In advance of the meeting
Please let us have the names and contact details of all visitors. We may not be able to admit anyone if we have not been told in advance of their arrival
Please be aware that, in so far as possible, meetings should only last for the time agreed in advance so that we are able to clean our meeting rooms between appointments.
Only visit us if it is safe to do so
Prior to coming to our offices, we request that you please take a lateral flow test
If you have been asked to self-isolate or need to quarantine, please postpone your meeting and only visit us when it is safe to do so.
On arrival
- Use the hand sanitisers provided on arrival and departure,
- Please take your temperature using the thermometer provided at our Reception desk and note your name and temperature on the daily sheet provided
- Maintain 2m social distancing where possible and adhere to any signage/instructions e.g. one way directions, lift capacity restrictions, etc
- Wear face coverings in our offices. However, as we will only see clients/visitors by prior agreement you are not required to wear masks in the meeting room itself (but must when arriving and leaving). Clients/visitors and staff do of course have the option to wear a mask if they feel more comfortable
- We will also have windows open in the meeting room to ensure adequate ventilation
To limit the spread of the virus nothing should be shared physically between participants apart from papers. Meetings should also be held for the shortest possible time to limit contact. We regret that, for safety reasons, we will be unable to offer refreshments during the meeting apart from bottled water.
We thank you in advance for your co-operation and for helping to keep us all safe.
Category: Accountancy
Employers submit a P11D form to HM Revenue & Customs (HMRC) at the end of every tax year.
A P11D outlines the benefits or expenses you have provided to your employees outside of their wages.
You must submit a P11D form by 6 July following the end of the tax year. At the same time, you must give your employees a copy of their P11D form and tell HMRC the total amount of Class 1A National Insurance you owe.
If you do not complete the P11D on time or correctly, it could lead to penalties. You may also get charged additional penalties and interest if you are late paying HMRC.
Do I have to complete a P11D each year?
Unbeknownst to many employers, you can now deduct and pay tax through your payroll. Therefore, you do not have to produce a P11D each year.
You can do this as long as you register with HMRC before the start of the tax year (6 April) to let them know that you intend to payroll staff benefits. You can do this online here.
If you choose to payroll your benefits, the cash equivalent of the employees’ benefits gets added to their taxable pay and charged to them through the real-time payroll process.
Many employers find this system much easier as they do not have to produce yearly P11Ds. However, you must calculate the Class 1A National Insurance contributions and complete form P11D(b) by 6 July.
If you miss the registration deadline, you can ask HMRC to informally payroll benefits. You must still complete the P11D form and mark each report as “payrolled”. HMRC should then stop collecting tax already deducted from your employees.
As well as producing detailed reports, the benefit of using this system is that employee tax is collected in real-time rather than through tax code adjustments in the following tax year.
However, this approach may not suit your business so seek professional advice from your accountant. If you have any questions, please call our payroll team here.
Category: Accountancy
New Year, new career? Many people lost their jobs during the pandemic or decided to take a new career journey by setting up a new business. We take a look at the start-up trends for 2022.
Whether it is a full-time endeavour or a part-time side hustle, people are looking for ways to make extra income to cope with the current living cost crisis.
As we move forward from the COVID-19 pandemic, it is in the government’s interest to improve our economy and offer help to business owners.
Insurance broker, Simply Business has delved into data and has revealed the latest trends for business start-ups and the self-employed.
With 68% of small businesses confident for the year ahead, are you ready to leap into self-employment and set up a new business?
Craft stall
Did you know that the fastest-growing small business trade in 2021 was craft stalls, with a 237 per cent growth compared to 2020?
So take your lockdown hobby of making candles, ceramics or clothing and turn your talents to selling your wares. The demand for craft businesses continues to rise and could be a venture worth pursuing.
Market trader
Do you enjoy working outside and chatting with customers? With changing COVID restrictions, outdoor businesses are thriving.
Market trading was the second-fastest-growing small business idea in 2021, with a 113 per cent increase.
Online retailer
Although UK high streets are struggling, online retailers are booming. In 2021, the number of new online retailers grew by 62%.
With platforms like Etsy and eBay, it is now easy for retailers to start selling.
Photographer
Freelance photography increased in the UK by 56% in 2021.
Do you love a wedding and taking pictures? With the number of weddings increasing significantly this year because of years of postponements, now could be the ideal time to launch your freelance wedding photography business!
Handyman or handywoman
Are you fed up with the sight of the same four walls? Over the past two years, we have all spent too much time indoors because of the pandemic. Unsurprisingly, many have found issues with the current state of their homes and have looked to make improvements or upgrades. The result has seen an increase in demand for repair people, with a 44% rise in businesses in 2021.
Catering
Have a passion for cooking, throwing parties or events?
With catering businesses growing by 39% in 2021, you find starting a catering company the perfect option for this year.
Teaching/tutor
The education sector was hit hard during the pandemic. If you have teaching experience, a tutoring business could be for you. Research by Simply Business shows that a 21% growth was seen last year in this sector.
Home baking
Are you a fan of GBBO (Great British Bake Off)?
Have you perfected your banana bread? Do you know your filo from your shortcrust? Your cooking and baking skills could prove you additional income.
The number of UK home baking businesses saw an increase of 24 per cent between 2020 and 2021.
Dog walking
Millions of Brits have bought pets since the start of the pandemic.
The demand for pet walkers is now higher than ever. New dog walking businesses have increased by 22 per cent year on year. Could you turn your love for dogs into a profitable business?
Whatever your business sector, Wilder Coe can help you start up and grow. Whether you need help with choosing your company structure, require accounting support or want tax advice, give us a call on 020 7724 6060.














