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Tackling Non-Compliance in the Umbrella Company Market
This guide outlines the April 2026 tax and employment law changes to combat umbrella company non-compliance, including joint liability for PAYE and new regulatory oversight. It provides nine practical steps for recruiters to strengthen due diligence, update contracts, and ensure robust compliance across the supply chain.
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Umbrella Company Draft Legislation Explained
This briefing explains the draft Finance Bill’s joint and several liability for PAYE and NICs in umbrella arrangements, effective April 2026, placing recruitment agencies at risk even if they paid in full or relied on fraudulent documents. Agencies must audit partners, verify compliance evidence, strengthen contracts, and implement ongoing monitoring to avoid financial, legal, and reputational exposure.
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What You Need to Know About Proposed Changes to UK Umbrella Company Laws (From April 2026)
This article explains the April 2026 joint liability rules for unpaid PAYE and NICs in umbrella arrangements, holding agencies, end clients, and umbrellas accountable. Recruiters must audit supply chains, verify payments, enhance due diligence, and limit PSLs to compliant providers to avoid financial and reputational risks.
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Using Independent Contractors to Service your US Clients is a Complicated and Risky Strategy
This article warns UK recruiters that using independent contractors for US clients can trigger costly state tax nexus and worker misclassification risks. Opting for employees is safer; contractors demand careful analysis of market-facing roles and legal compliance to avoid penalties.
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Clarifying staffing companies' tax responsibilities when engaging via umbrella companies
This article clarifies the final shape of April 2026 umbrella tax rules: staffing companies now share joint liability for PAYE and NICs only if the umbrella fails to pay, a major win versus the original sole-liability threat. Recruiters must still tighten contracts, demand real-time payment proof, and shrink their umbrella PSL to minimise strict-liability exposure.-2.png?width=400&height=240&name=Untitled%20design%20(6)-2.png)
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Protecting your Temp Recruitment Agency in an Age of Change
This article outlines how AI and automation simplify compliance for temp agencies by integrating checks, creating audit trails, and connecting systems to manage regulatory change without added admin. Recruiters gain real-time visibility, reduce risk, and keep focus on placements and growth..png?width=400&height=241&name=Untitled%20design%20(25).png)
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How Do Recruitment Pros Really Feel About the GDPR?
This article explores UK recruiters’ mixed views on GDPR, with some seeing compliance as costly admin and a reputational risk, while others view it as a chance to clean data, protect candidate rights, and deliver a more refined, trusted service.
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Data Protection & Technology
This article explores how AI is transforming recruitment by automating repetitive tasks, enhancing decision-making, and freeing recruiters to focus on building genuine relationships. With responsible governance, AI boosts efficiency, ensures fair candidate experiences, and positions recruiters as trusted advisors delivering strategic value.
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Why Automation and Compliance Will Define Agency Resilience in 2026
This article highlights how April 2026 joint liability rules will hold agencies accountable for umbrella tax failures, with no good-faith defence. To build resilience, recruiters must shift to real-time, automated auditing and continuous supply chain oversight.
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How Do Recruitment Pros Really Feel About the GDPR?
This article explains how automation simplifies GDPR compliance for recruiters by standardising consent capture, maintaining clean databases, and creating clear audit trails for processing justifications. It enables efficient marketing opt-ins, reduces manual errors, and supports ongoing data hygiene. -
EU Accessibility Laws: What Recruiters Need to Know
This guide explains the June 2025 European Accessibility Act (EAA) requirements for EU recruitment websites and portals to meet WCAG 2.1 AA standards. Agencies must ensure accessibility to avoid penalties, tap a wider talent pool, and strengthen inclusion and brand reputation.
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