View specialist market salaries within Yorkshire.
Download the full Yorkshire 2018 Market Insight Report here »
|Job title||Salary range||Day rate||Car allowance|
|Auditor | Part Qualified||£18,000 - £27,000||N/A||N/A|
|Internal Auditor | Qualified||£33,000 - £38,000||£200 - £250||N/A|
|Senior Internal Auditor||£38,000 - £45,000||£250 - £350||N/A|
|Internal Audit Manager||£45,000 - £60,000||£350 - £500||£4,000 - £6,000|
|Senior Internal Audit Manager||£60,000 - £85,000||N/A||£5,000 - £7,000|
|Head of Audit||£90,000 - £130,000||N/A||£6,000 - £8,000|
|Job title||Salary range||Day rate||Car allowance|
|IT Auditor | Part Qualified||£20,000 - £30,000||N/A||N/A|
|IT Internal Auditor | Qualified||£36,000 - £40,000||N/A||N/A|
|Senior IT Auditor||£40,000 - £50,000||£200 - £350||£4,000 - £5,000|
|IT Audit Manager||£50,000 - £65,000||£350 - £500||£4,000 - £5,000|
|Senior IT Audit Manager||£65,000 - £85,000||N/A||£5,000 - £7,000|
|Head of IT Audit||£90,000 - £140,000||N/A||£6,000 - £8,000|
2020 has been an unexpected year across the world, and it has been crucial to monitor and deal with all the effects of the Covid pandemic in business and in our personal lives. Amidst this crisis we have also had the uncertainty surrounding Brexit looming over us, which has left many businesses trying to deal with the immediate challenges to society and the economy at large. The effects of both have been felt, and we can see this within the jobs market. As experts within specialist markets we have been privy to fluctuations within specific industries. Below are some of our observations across the market.Custom and duties tax specialists We have seen an increase in activity and growth across custom and duties tax specialists for large import/export FTSE businesses. Particularly businesses are looking for candidates on an interim basis to make sure effective processes and controls are implemented. This is an evolving space and once we have further clarity we expect demand to increase. In the last 6 months, we’ve seen an increase in recruitment activity from businesses in industries such as food manufacturing and FMCG that have had an increased demand for their products on the back of lockdown. In addition to this, businesses that do a significant amount of importing and exporting see customs and duty as a key area of focus with Brexit looming, and we have advised and recruited for several clients who have required specialist knowledge. This is a niche skill set that can be provided at premium rates by consultancy firms, but there is a recent trend to bring this expertise in house. The cost of doing this would be in the region of £40-50k for a perm hire and c£250 per day for a temp hire - watch this space if you're a candidate within this market. Audit and riskAudit and risk have also experienced an increase in resource on both the temporary and permanent markets. As organisations seek to learn effectiveness lessons from the crisis they require resource to conduct and undertake Covid specific reviews. In addition, the offering of flexible working arrangements also provides a great opportunity to test network capabilities as well as controls across user access, disaster recovery, business continuity, as well as high level IT controls testing to ensure remote working does not compromise the risk appetite of the business. Start ups Over the past 6-12 months we have also undertaken a number of start up engagements, helping businesses recruit permanent heads of department to develop strategy internally. This is a trend we expect to continue as businesses look to cut spend on consultancy fees and take ownership of these disciplines, ensuring a consistent level of quality and cost efficiency. To view more of our live roles, visit our job search page.
Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers, with the self-employed bracket now making up 15% of the entire working population. The number of self-employed workers jumped from 3.3 million in 2001 to 4.8 million in 2017, with a corresponding fall in the unemployment rate showing the overall boost in jobs growth from the rise in self-employment. However, the attractive market for freelancers and contractors has been hit with some uncertainty in recent times, thanks largely to the 2018 Autumn Budget’s announcement of IR35 tax reforms. Here’s what the new IR35 rules could mean for you and your business: What is IR35? IR35 is a piece of legislation originally introduced to the UK in 1999. Its purpose is to differentiate between those workers who operate as genuine contractors and those who work as ‘disguised’ employees to avoid paying tax. It came about to challenge contractors who were taking advantage of the tax efficiencies of working through a limited company, with the aim of defending both the Exchequer from lost taxes and protecting workers’ rights from unscrupulous employees. However, the IR35 has proven to be ambiguous for many, with some contractors taking advantage of loopholes and a lack of clarity. Hence, the new IR35 rules aim to tighten up the contractor market and ensure tax avoidance loopholes are closed. How does IR35 work? There are three principles that can help to determine employment status and whether a contractor falls inside or outside IR35: Control (the degree of control the client has over the work a contractor does and how and when they do it) Substitution (whether the worker needs to do the work themselves or if they could send a substitute in their place) Mutuality of obligation (whether the employer is obliged to offer work and the contractor is obliged to accept it). Additionally, the contract type, provision of equipment and whether a worker is “part and parcel” of a business can all help to determine whether someone falls inside or outside IR35. The change in IR35 rules shifts the responsibility to determine tax status away from the contractor and onto the business that takes them on. Until now, contractors have been able to self-determine their status, however as of April 2020, when the new rules come into effect for the private sector, companies will risk being fined if they don’t make the correct assessment. How will IR35 impact contract workers? It’s anticipated that many contract workers who have been enjoying the tax benefits of working outside IR35 will fall under the legislation when employers are tasked with determining their status. This will see more contractors having tax and National Insurance contributions deducted from their pay. However, if you operate as a legitimate small business and are determined to work outside of IR35, you will not be affected by the rule changes. How will IR35 impact employers? The major change for businesses is that they will now be responsible for determining the IR35 status of any contractor working for the company. The new rules will only apply to medium and large sized businesses, so contractors who work for small businesses can continue to set their own IR35 statuses. Those businesses that the IR35 rule changes do apply to will face paying back taxes and fines should they be found to be noncompliant. What should I do to prepare for IR35? Contractors may wish to speak to an accountant or personal finance expert to determine whether IR35 will impact them and if a move to permanent work may prove to be more beneficial after the rules come into effect. For many, contracting will remain appealing regardless of increased tax responsibilities, however it’s important to factor in any change in income that IR35 may bring about. Businesses are being warned not to make blanket assessments that cover all their contractors, as this can leave workers without a fair assessment and risk them paying unnecessary taxes without equivalent employment rights. Instead, businesses should consider IR35 status on a case-by-case basis or they may risk losing out on top talent. The HMRC has released a consultation document for businesses to prepare for the IR35 changes, recommending identifying and reviewing current contract workforce status and putting processes in place for taking on new workers. At Marks Sattin, we pride ourselves on keeping abreast of all industry legislation, updates and changes that affect our candidates and clients. Speak with us about how we can help you. References: https://www.bbc.co.uk/news/business-44887623 https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/trendsinselfemploymentintheuk/2018-02-07 https://www.contractorcalculator.co.uk/what_is_ir35.aspx https://www.axa.co.uk/business-insurance/business-guardian-angel/how-ir35-changes-will-affect-freelancers-and-self-employed-contractors/ https://www.telegraph.co.uk/business/ir35-rules/new-contractor-tax/ https://www.telegraph.co.uk/business/ir35-rules/how-will-new-rules-impact-business/ HMRC consultation document
As a manager in the audit, accounts and tax team at Marks Sattin, I take an interest in anything audit related. In fact, my favourite time of the year is the end of October, when the yearly top 100 Accountancy Age list is published! Having worked in this industry since 2012, I have seen the trends, and the changes, particularly in what is needed by the modern day auditor, and how this is constantly changing in line with market trends and general turbulent times. With fierce competition, and the increase in the number of service lines that firms offer, the modern day auditor needs to have it all! Auditors need to feel comfortable in many different areas such as accounts, tax and outsourcing, when servicing customers. There is also a huge focus on the softer skills like communication, influencing and negotiation. This is now a bonus to being able to technically complete the job, with an exam qualification tied in. This is one of the major changes that I have noticed in the professional services industry over the past five years. The other change we’ve noticed is within the Big 4, where there have been a number of high profile audits at firms such as KPMG with Carillion, PWC with BHS, Deloitte with Serco, EY with Thomas Cook, which have not portrayed the firms in a favourable light for a number of reasons. We have seen these audits result in fairly significant fines, as well as uncalculated damages to credibility. This has been affirmed by suggestions made within the professional services related press. It would seem as if the industry in general has had enough, and is looking to a higher power to rectify this situation. This may well be about to happen with the UK Government weighing up a proposal from the competition watchdog that would force all large listed businesses to appoint one Big 4, and one non Big 4 firm, to conduct joint audits. David Herbinet, global head of Mazars, echoed the change or shift towards non Big 4 firms having a seemingly unbreakable monopoly by saying, “We’ve had more invitations to tender for audits in the FTSE 350 market in the last six months than we have in the last ten years”. Scott Knight, BDO’s head of audit, supported this trend by saying that he had seen an “unprecedented” rise in demand. It has also been reported that FTSE 100 insurer, Prudential, and house builder, Taylor Wimpey, which are audited by KPMG and Deloitte respectively, have held early-stage conversations with “challenger” firms, including BDO and Mazars about switching their auditor. Fiona Baldwin, Head of Audit at GT, said that although it was “too early to tell” if attitudes amongst FTSE 350 audit committees were changing, she noted “we’re still being invited to tender, which is a positive sign”. Over the next couple of years, we expect the role of the auditor to continue changing, and the rise of challenger firms to steady. The insistence on Big 4 firms to complete an audit to a high standard represents a change for the better, which is good news for everyone. Non Big 4 or challenger firms will take a bigger slice of the “audit pie”, resulting in Big 4 firms not being so stretched for time and being able to complete a higher standard audit. It will be interesting to see these shifts happen, and be part of the process, as a recruitment partner to both Big 4 firms and non Big 4 firms. If you’re interested in learning more about our live roles, or would like to learn more about how we can help you with your recruitment strategy, please contact us for a confidential discussion.
£70,000 - £80,000 per annum + + 15% bonus + Benefits
Investment Banking & Capital Markets
£80,000 - £100,000
We are partnering with an exciting bank that is looking for a Senior Prudential Audit Manager to join team in London or Chatham.