3C Global Group’s Post

To avoid confusion about the "assignment rate", Crawford Temple tells Freelance Informer that contractors should always insist on receiving a KID from any agency before the start of an assignment so all employment and pay parameters are completely clear. Read more on The Freelance Informer ⬇️ #Contractors #KIDs

The global freelance market is projected to reach $13.92 billion by 2028, increasing the demand for umbrella company services. As these companies manage complex contractor needs and legislative challenges like IR35, ensuring compliance, accurate payroll, and smooth transitions from contractor to employee status has never been more crucial. Umbrella companies face a range of challenges that can impact their efficiency and service quality. Here are some key issues they often encounter: Competitive Rates: Pressure to offer low margins can strain resources and impact service delivery. Increased Workload: More contractors mean more administrative tasks, which can lead to inefficiencies. Timely Payment: Ensuring contractors are paid on time is vital for maintaining satisfaction and a good reputation. Service Quality: High-quality service is crucial for client retention and contractor satisfaction. Reputation & Recommendations: A strong reputation, often built through referrals, is key to attracting new contractors. Client & Employee Support: Providing strong support is essential for long-term success in a competitive market. Inadequate Staffing: Lack of staff can cause inefficiencies and lower service levels. Efficiency & Service: Maintaining operational efficiency and delivering excellent service are critical for competitiveness. Ready to streamline your operations and focus on what matters most? Contact Agency Payroll today to discover how we can help you tackle these challenges head-on and drive business growth.

BREAKING: Freelancers Manifesto for Growth Launched today, ContractorCalculator is promoting 5 policies for the parties to consider: [1] Abolish Off-payroll IR35 Reforms [2] Ban Zero-RIGHTS Employment (not banning zero hours) [3] Establish a Taxpayer Bill of Rights [4] Champion the Self-Employed [5] Regulate Umbrella Companies The essence of 5 reforms is simply: Fair treatment for flexible workers and the self-employed. DOWNLOAD HERE: https://lnkd.in/eBhmHkFy #freelancers #generalelection

#freelancer #contractor #employee '[New rules]...to distinguish employees from independent contractors...place a much larger emphasis on two “core factors” — how much workers can choose and control their work, and the extent to which they can gain or lose profits from it.'

Why are freelancers still seen as expensive? It's a common misconception that hiring freelancers is more costly than employing in-house staff. But is this really the case? When you consider the hidden costs of in-house employees, such as: - Payroll taxes and benefits - Recruitment and onboarding - Training and development - Office space and equipment - Sick leave and vacation pay ...the true cost of in-house talent often surpasses the rates of freelancers. #freelance #freelancerates #remotework #digitalnomad #futureofwork

The UK freelance market has seen a remarkable surge, as evidenced by the most recent UK census, which revealed that 4.7 million people are self-employed, constituting nearly 10% of UK residents aged 16+. This expansion is further evidenced by a study showing that 80% of companies and agencies now rely on freelancers, with as many as 78% more likely to hire freelancers than employees. This shift in the workforce landscape brings with it new responsibilities, particularly the need to understand IR35, a crucial piece of UK legislation. For the uninitiated, IR35, also known as off-payroll working, was introduced in the UK in April 2000 to ensure that freelancers (sometimes referred to as contractors) pay income tax and national insurance the same way a salaried employee would. In other words, the legislation aims to prevent contractors from working as employees in disguise, i.e., ones who don't meet the UK’s HMRC definition of self-employed. As such, employers and agencies must correctly classify such workers to comply with their legal and financial responsibilities. With that said, let's discuss IR35 in more detail. Swipe 👉 #IR35 #freelancers #compliance

5x #IR35 policies for Keir Starmer & Rishi Sunak to take onboard if they want the votes of 1.9m contractors. If you truly want to kick start the economy, support small business, want to increase tax revenues & stop billions leaving the UK economy, here is your chance to prove it #Contractors #Recruitment #Tech #Politics #UKEconomy

We've been keeping an eye on the buzz around the #IR35 offset news. It seems like changes to the legislation could give businesses a boost of confidence to hire #contractors. While it's early days, it could mean more gigs for freelancers down the line. Offering organisations a financial perk to work with freelancers might just mean more demand for freelance talent. We're all about supporting our #freelance community, connecting them with great opportunities and making sure they get fair treatment in this changing regulatory scene. Read more👇: https://lnkd.in/entzFmsM

🛑🔥 Calling ALL #freelancers #independentcontractors #consultants #sidehustle #gigwork #gigeconomy. SHARE, SHARE, SHARE YOUR WAY OF BUSINESS IS AT RISK Don't politicians ever learn! New regulations to reclassify many individual contractors as payroll employees will strip you of your right to work independently. The new rules will make it harder for some freelancers to work because politicians STILL don't understand there are three categories of workers in the US -- 1) traditional employees, 2) gig workers who are being treated like employees but not being paid (typically low wage) and 3) independent business owners (who CHOOSE not to be an employee and work on their own). These businesses range from professional side hustles to full-time solo owners with multiple subcontractors. The way they work with clients is different for every business. Some have one customer; others perform tasks in their client's office while others vary their client load based on their lifestyles. These owners became self-employed to control their work and have the flexibility to work as they prefer. I saw what happened in California. Thousands of small companies were forced to close their doors until their lobbying groups fought for exemptions. This included truck drivers, actors, writers, etc. Can you believe #insuranceagents, #lawyers, #accountants #dentists have to PROVE they are legitimate businesses? CRAZY 🤪 🤪 If you are an #independentwriter and work for Forbes or USA Today, you will have to jump through more hoops to keep those contracts because you work in the same line of business as the company that hired you. If you have one large contract that pays you 2/3 of your revenue (not a good idea but it happens as business can ebb and flow), that is a red flag - someone will decide if you meet enough criteria to continue as a small contractor with that company. In many cases, we would be required to go through compliance organizations to secure enterprise contracts (and sometimes pay them) to prove our businesses are truly independent. I have written the U.S. Department of Labor but who am I? They are stuck in a time warp and just recently stopped classifying workers as farm and nonfarm. REALLY!! What can we do about this? HELP National Association for the Self-Employed (NASE) iPSE-U.S. The Association of Independent Workers Freelancers Union U.S. Small Business Administration

As the gig economy continues to grow, freelancers are becoming an increasingly vital part of our workforce. California's newly signed Freelance Worker Protection Act (SB 988 - in comments) marks a significant step in protecting the rights of independent contractors. With over 60 million freelancers contributing $1.35 trillion to the US economy, it’s clear that this career path is here to stay. The new law ensures: 🖊️ mandatory contracts for freelancers completing more than $250 of work 💵 timely payments within 30 days 🛑 protection against wage theft by imposing double damages on non-paying clients. For us, as an Employer of Record (EOR) platform, it’s crucial to stay informed on these legislative changes. It can be difficult for staffing agencies and enterprises to keep up with the ever changing legal landscape. We’re proud to help organizations like this navigate legal complexities and ensure compliance while providing support to both businesses and their talent. Whether full-time, part-time, or freelance, all workers deserve respect, fair wages, and financial security. In the future EOR solutions will play an even more vital role in helping businesses adapt to these types of regulations.... ensuring that freelancers and contractors are paid correctly, and hiring organizations are safe and compliant. I’m excited to see how our industry can continue innovating to meet the needs of a more flexible, dynamic workforce. #staffing #compliance #California