A proposed solution for temporary worker law for purposes of employment and tax law. And the much desired new business model for genuine self-employed.
'If the worker is paid directly or indirectly by a recruitment agency, then the worker is classed as a temporary employee for both tax and employment law regulations.'
And that's it. Simple, much easier to understand, identify, police and enforce.
An IT contracting killer - or the emergence of a new business model without the weight of employment and tax law upon its shoulders ?
Genuine self-employed people find their own clients. And clients genuinely requiring self-employed expertise can still do so. They just mustn't pay a recruitment company.
For the temporary worker, they have proper employment protection whether it be from the agency or the hirer. The end client can still easily acquire temporary staff - if that is what they really require.
For the agent - no problem either. There are still plenty of hirers and temporary workers happy to accept the non-self employed status.
For genuine self-employed (the clue is in the title) and clients requiring their expertise - they find each other in exactly the same fashion any client and provider currently find each other in the marketplace. Provided there is no recruitment agent in the financial chain, neither client nor self employed have any fear of employment status for purposes of either employment or tax law.
Ultimately, it is infinitely easier to identify the presence of a recruiter than it is the actual working relationship between client and worker; let alone the other emerging complexities.
Clients requiring external expertise, and the self-employed able to provide it ... it is a nonsense to suggest that neither has the intellect to find each other. Or to put it another way, both are too feckless to find each other.
A much desired new business model for the genuine self-employed would surely emerge. Or not ... what do you think ?
'If the worker is paid directly or indirectly by a recruitment agency, then the worker is classed as a temporary employee for both tax and employment law regulations.'
And that's it. Simple, much easier to understand, identify, police and enforce.
An IT contracting killer - or the emergence of a new business model without the weight of employment and tax law upon its shoulders ?
Genuine self-employed people find their own clients. And clients genuinely requiring self-employed expertise can still do so. They just mustn't pay a recruitment company.
For the temporary worker, they have proper employment protection whether it be from the agency or the hirer. The end client can still easily acquire temporary staff - if that is what they really require.
For the agent - no problem either. There are still plenty of hirers and temporary workers happy to accept the non-self employed status.
For genuine self-employed (the clue is in the title) and clients requiring their expertise - they find each other in exactly the same fashion any client and provider currently find each other in the marketplace. Provided there is no recruitment agent in the financial chain, neither client nor self employed have any fear of employment status for purposes of either employment or tax law.
Ultimately, it is infinitely easier to identify the presence of a recruiter than it is the actual working relationship between client and worker; let alone the other emerging complexities.
Clients requiring external expertise, and the self-employed able to provide it ... it is a nonsense to suggest that neither has the intellect to find each other. Or to put it another way, both are too feckless to find each other.
A much desired new business model for the genuine self-employed would surely emerge. Or not ... what do you think ?
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