We're here with practical tax information for your business. Find out about business taxes, tax planning and more.

We've scoured the web to get you the most up-to-date advice which includes the most useful tools on offer from the officials themselves.

Effective tax planning is essential if you are to minimise your tax bills. Simple tax planning can significantly reduce your tax liabilities.

The self-assessment tax return is an unavoidable burden if you are liable for self-employed tax or have complicated income tax affairs.

Corporation tax is charged on a company's profits. If you trade as a limited company, ensure that paying this tax is as painless as possible.

National Insurance Contributions (NICs) are payable whether you are self-employed or employed by your own company, although different rates apply.

As well as your legal obligations, you’ll want to ensure that payroll is painless and that you use any opportunities to improve your tax-efficiency.

VAT

Effective VAT planning aims to ensure that VAT is relatively painless, and that you are reclaiming as much as possible of the VAT you pay.

Capital gains are made when you sell something for more money than you paid for it. As a result, you can be subject to tax. Take professional advice.

Business property taxes apply to businesses with commercial premises.There are two commercial property taxes: business rates and stamp duty land tax.

Many small businesses look to international trade when they can’t increase sales at home, while some sell exclusively to customers overseas.

The main UK business taxes include tax on profits, National Insurance contributions, business rates and so on. We have chosen the best tools to help.

If you have tax problems or face a tax investigation, it pays to seek professional advice and you must act rather than just hoping for the best.

Pressure on wages as businesses struggle to recruit

14 May 2018

Pressure on wages as businesses struggle to recruitEmployers are finding it increasingly difficult to access the skills and labour they need, according to new data.

The latest quarterly Labour Market Outlook from HR body the CIPD and The Adecco Group shows that employers' near-term employment expectations have risen to a five-year high.

However, the continued growth in demand for labour is bringing with it signs that wage pressures are increasing. Median basic pay award expectations for the next 12 months remain unchanged at 2%, but average (mean) basic pay expectations have risen from 1.8% to 2.1% over the last quarter.

The survey of more than 1,000 employers suggests there will be strong growth in the demand for labour in the second quarter of 2018. During the past three months, the net employment balance - a measure of the difference between the proportion of employers who expect to increase staff levels and those who expect to decrease staff levels in Q2 2018 - increased from +16 to +26.

However, while employment growth intentions are strong, the number of vacancies in the UK economy remain well above historic average levels. The CIPD is warning that employers' demand for skills and labour may not be met by supply.

"Employers looking to expand their workforces are likely to face growing headwinds as organisations find it more difficult to source the people and skills they need," said Gerwyn Davies, senior labour market analyst for the CIPD. "This may explain why wage pressures are starting to increase following a prolonged period of relatively subdued pay growth. It could well be that employers are using higher starting salaries to attract the talent they need."

Almost two-thirds (61%) of employers said that at least some of their vacancies are proving hard to fill. More than a quarter (28%) said that they are raising wages to tackle their recruitment difficulties.

"Employers need to think more creatively about their workforce planning and talent pipelines to ensure that they can continue to access and develop key skills," said Davies. "There needs to be a mix of attracting new and diverse talent as well as upskilling existing staff. In particular, organisations must put much more effort into attracting and retaining older workers, women returning to work after having children and other disadvantaged groups in the labour market, as well as investing in training and developing their existing workers."

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