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Meeting the specific requirements of your sector
Helping you keep on top of your accounts and cash flow
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Transforming your document management processes
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Helping your business run more smoothly
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Managing the process for you
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Guiding you on any situation
Finding the right way to resolve difficult situations
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Helping couples through separation or divorce
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Estimating what your business is worth
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Providing independence through a self-governing legal entity
Retaining your company’s risks, and reducing their cost
Helping you set up and manage a new entity
Helping you self-insure in a controlled way
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Ensuring you maintain a healthy cash flow
Adding the right skills to your workforce
Supporting you to do the best for your staff
Saving you time; ensuring compliance, accuracy and efficiency
Providing the full range of support & services you need
Helping you navigate all the options
Ensuring your way of life is always as you want it
Helping you look forward to the future
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Supporting your ambitions through proven principles
Meeting your needs, whatever kind of investor you are
Helping you do more than comply with the regulations
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Strengthen your case for securing growth capital on the right terms
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Connecting the right parties
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Pick the right growth strategies
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Helping you understand what your business is worth
Helping you develop a clear plan and put it into action
Helping you get the facts when you acquire a business
Planning how to expand and improve
Helping you enter new markets safely and profitably
Advising you on the right capital markets
Helping you plan and raise finance for transferring a business
Advising you on developing or growing your business by teaming up with others
Managing the funding process confidentially, and supporting your negotiations
Supporting you through the sales process, and helping you achieve the best value
Advising you on successful growth and merger and acquisition activity
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Helping you make the most of the tax incentives available to you
Reducing the impact of a current or future tax investigation
Minimising your risk with the best possible representation
Thinking ahead to help you structure your transactions effectively
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Pensions & employer services » Employee share schemes
The plan must be made available to all employees, but you can set a qualifying period of up to 18 months. You can vary the value of the free shares you give to each employee on the basis of remuneration, length of service, hours worked, or performance.
Employees taking part must not have a material interest in the company (that is, owning or controlling more than 25% of its ordinary share capital). This also applies to the preceding 12 months.
For free and matching shares, employees are contractually bound to keep them in the plan for between three and five years. The shares can be dividend shares, and you can choose to make dividend reinvestment compulsory or optional. Total dividend reinvestment for any participant must not exceed £1,500 in a tax year. The holding period for dividend shares is three years.
Shares have to come out of the plan when employees leave their job. You can decide whether employees lose their free or matching shares if they leave within three years, and whether employees who leave have to sell their shares.
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Anthony Ward Q&A: “Businesses requiring funding might need to consider bringing forward that investment”
If they keep them for three years, they pay income tax and national insurance on the initial value of the shares; any increase in value will be tax-free.
Employees who keep their shares in the plan until they sell don’t have to pay Capital Gains Tax. If they take them out and sell later, they pay Capital Gains Tax only on any increase in value after the shares came out of the plan.
The options are normally free from income tax and national insurance charges when they’re granted and exercised. Certain trades are excluded from EMI options, taking into account Company Share Option Plan (CSOP) options also granted to them, with a total market value of more than £120,000 at the date of the grant.
Employees are granted options at a discount of up to 20% at the start of the savings contract. Monthly amounts of between £5 and £250 for up to five years are deducted from pay, under a certified save as you earn (SAYE) contract with a bank or building society.
At the end of the savings contract, a tax-free bonus is payable. Employees use the proceeds of the savings contract, including the bonus, if they want to exercise the option, normally after three, five or seven years. If they do not, the proceeds are repaid in cash, tax-free. There is no tax or national insurance charged on the discount or on the gain made when the option is exercised.
Employees are granted options to acquire shares at the market price at the time of the grant. These can be worth up to £30,000 at any one time. There’s no tax or national insurance to pay on the gain made when the option is exercised, as long as the options are held for at least three years – unless participation ends through disability, redundancy or retirement.
These are subject to the general rules that employees have to pay income tax under Schedule E, and national insurance when they exercise a share option because of their employment (that is, they receive shares free or cheaply).
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