Risk and Reward: Tax, Employment and Immigration Considerations in Engaging Contractors

There are various tax, employment, and immigration considerations for companies to consider when engaging independent contractors in the United Kingdom. While the use of contractors can provide a cost-effective and flexible solution for early-stage or fast-growing firms, there are various risks including reclassification and potential increased tax and employment right liabilities.

Following Brexit, there are increased challenges when sourcing talent outside of the United Kingdom, and some firms are embracing the idea of agile working, the concept that people can work remotely at any time and place. This can also present its own tax, data protection, and employment law challenges.

TOPICS WILL INCLUDE:

• High-level pros and cons of using contractors rather than employees 
• Reclassification risk from both an employment and tax perspective 
• Brexit and bringing talent to the United Kingdom 
• The use of agile working as an alternative to bringing people physically to the United Kingdom 
• The challenges of protecting confidential information and intellectual property and enforcing restrictive covenants when using contractors or an agile workforce