IR35 is a word used to describe two sets of tax legislation that are designed to combat tax avoidance by workers and the firms hiring them, specifically targeting those who are supplying their services to clients via an intermediary, such as a limited company.

Such workers are called ‘deemed employees’ by Her Majesty’s Revenue and Customs (HMRC). If caught by IR35, they have to pay income tax and National Insurance Contributions (NICs). The financial impact of IR35 is significant. It can reduce the worker’s net income by up to 25%, costing the typical limited company contractor thousands of pounds in additional income tax and NICs.

Inside IR35 is HMRC’s term for individuals registered as limited companies that act like employees and are in violation of this regulation.

Companies that do not violate IR35 are known as “outside IR35” and won’t face any additional fees or penalties. Even if they’re a one-person business, these companies operate independently from their clients and choose when, where and how they work.

What has changed?

In April this year, new off-payroll working rules were introduced. Medium and large-sized private sector employers are now responsible for determining whether IR35 rules apply - as well as the liability for any underpaid tax. Previously it was the responsibility of the contractor to determine their employment status.

You may be affected by the rules if you are:

• a worker who provides their services through their intermediary
• a client who receives services from a worker through their intermediary
• an agency providing workers’ services through their intermediary.

HMRC can examine the contractor’s tax status at any time. When evaluating whether someone is inside or outside IR35, HMRC will consider the three following factors:

• Control. How much power does the business have over what, how, when and where the contractor completes the assignment? The more control, the more likely the contractor is inside IR35.
• Substitution. Can someone else complete the assignment or is it contractor and person-specific? You’re more likely to be inside IR35 if the latter applies.
• Mutuality of obligation. Is the business obligated to provide work? Must the contractor accept it? If the answer is yes, then you’re probably operating inside IR35.

What is the impact of IR35 on workers?

It is estimated that around 500,000 contractors will be impacted by the legislation. If an employer has determined that IR35 rules apply, Income Tax and employee National Insurance contributions must be deducted from your fees and paid to HMRC, but you won’t be awarded holiday pay or statutory leave. This can potentially reduce take-home pay by as much as 25%.

Being assessed as inside IR35 can have a serious financial impact on the contractor. HMRC can go back at least six years and evaluate all contracts within this time to see if the legislation applies. As a result, contractors could end up owing hundreds of thousands of pounds.

If you are a sole trader, you are not affected by IR35, as the legislation applies only to incorporated companies. However, the rules around designation of employment status – which are closely tied to IR35 – affect everyone who provides a service to a client including sole traders.

By Anirudh Nair

Mental health issues are prevalent in society today. However, despite the fact that many young/recent graduates are taking sick days for mental health, it is not a topic that receives enough exposure in the workplace.

There has also been a rise in mental health issues among students in recent years and these issues continue to persist upon entering the workplace. Exiting university and entering head-first into the workplace can be a daunting and stressful process and can create mental health and wellbeing issues. However, there are actions that employers and companies can take to help graduates with their mental health.

Graduate Mental Health at Work

75% of mental health issues arise before a person reaches the age of 24, with the vast majority of these being students. Students are more likely to apply to companies that have a positive outlook on mental health issues. Helping graduates with the transition from university to work reduces stress in the future and has a positive impact on the mental wellbeing that follows.

Some factors that can aggravate mental health issues include working overtime, feeling a lack of confidence, an unpleasant work environment and feeling pressure from colleagues or managers.

Employers should help graduates with their transition is to improve their graduate induction training to aid the process. Furthermore, employers can provide guidance and support in the forms of seminars, FAQ’s, blogs, that can provide some relief.

Mental Health Sick Days

Despite the fact that so many people suffer from mental health issues, 69% are not diagnosed and 49% will not take a mental sick day from work, according to a recent survey. The best practice for employers is to develop a culture that is accepting of mental health issues. Furthermore, employers should identify factors that can cause work stress and pinpoint ways in which these can be reduced, to lower the number of mental health sick days.

Addressing Mental Health at Work

The factors listed below are more likely to promote a better mental health and wellbeing for graduates in the workplace:

• A manger that is invested in their personal development
• Finding the work they are doing interesting and engaging
• Being included in social activities that is work-related
• Organisations that proactively promote wellbeing
• Being able to take breaks

Ideally, all graduates should have the confidence to discuss their mental health or workplace stress issues to their employer, but a recent survey revealed that only 51% of graduates say this is the case. To combat this, employers can:

• Offer benefits that can help reduce stress, such as financial support with relocation
• Organise work-related social activities
• Ensure graduates have a point of contact if their wellbeing is suffering
• Ensure senior members of staff are trained on mental health and show that they care. This behaviour will have a trickle-down effect through the organisation.

The Graduate Project have an array of positions available. Please get in touch with one of our specialist consultants on 0207 043 4629 or apply online via www.thegraduateproject.co.uk.

By Anirudh Nair

Millions of workers in all parts of the UK have received a pay increase from April 1st, as the National Living Wage and National Minimum Wage uplift came into effect.

The rate includes a 2.2% increase in the National Living Wage to £8.91 - this is the equivalent of more than £345 extra per year for someone working full-time. Furthermore, more younger people will be eligible for the National Living Wage, as the age threshold will be lowered from 25 to 23 years.

This rise means someone working full time on the National Living Wage from April 2021 will be taking home a salary of £5,400 more annually than they were in 2010.

From April 1^st, those over the age of 23 are eligible for National Living Wage. This applies to those from school leaving age to 22. This uplift is especially beneficial for workers in sectors such as hospitality, retail and cleaning.

The increases from April 1^st are as follows:

• National Living Wage (23+) has increased 2.2%, from £8.72 to £8.91

• National Minimum Wage (21-22) has increased 2%, from £8.20 to £8.36

• National Minimum Wage (18-20) has increased 1.7% from £6.45 to £6.56

• National Minimum Wage (under 18) has increased 1.5% from £4.55 to £4.62

• Apprentice Rate has increased 3.6% from £4.15 to £4.30

The changes to the National Living Wage have been well received. It is an important change and young people are now more fairly rewarded for their work. Throughout the pandemic the government’s priority has always been to protect jobs and incomes. And, indeed, many low paid workers have supported the country through these challenging times.

Chancellor Rishi Sunak said: “We know that the past year has been very difficult for businesses and families across the country. This pay rise will help support employees as we steadily reopen the economy and get more people back to work.”

We have an array of positions on our website, so please do visit https://www.thegraduateproject.co.uk/jobs/search or get in touch with a specialist consultant on 0207 043 4629.

A career in medicine is rewarding, fulfilling and challenging in the best way possible. However, for some a career in medicine might become your calling slightly later in life than expected. If you’re considering a change of career but you are unsure where to start, this blog aims to provide you with the guidance you need to transition your career into medicine smoothly.

1. Give it plenty of thought

Switching career paths isn’t a decision that you should take lightly. Make sure you thoroughly consider all the options before making a decision.

It can be very beneficial to jot down the pros and cons of switching careers, as well as talking to friends and family about your decision to see what they think.

It may be a dream to make a big career change but going into medicine requires a significant commitment of time and resources. Make sure you have accurate information on which to base your decision. It is important to be as well informed as you can about the medical school application process, and how your prior academic record and work experience may affect you.

2. Understand what draws you to medicine

Begin by exploring what aspects of the field appeal to you and assessing how well informed you are about careers in the health sciences. In addition to thinking about the qualities needed in individuals to be successful, you should also consider the aspects of medicine that appeal to you.

When planning a career switch, it’s vital that you have an accurate impression of what the sector looks like and what it would be like to practice medicine on a daily basis.

It can be helpful to have conversations with those that are already in the field, to gain a better understanding of what the career is like. If you really want to go one step further, you can try interview and shadow some physicians or GPs in different specialities and settings.

The internet can be a great tool for you. Try and network on social media, which can not only help connect to professionals in medicine but also help you stay up to date with current trends in the industry.

3. Assess your experience and prior education

Assess your prior education and consider how this record could affect your new goal. Reflect on what work experience or skills you have that will be relevant or transferrable.

If you’re transitioning to a career in medicine from another role, you should have picked up valuable experience that you can bring to your new career. How can the skills and knowledge you’ve acquired be applied to the healthcare sector?

Many students wonder, “Is it too late for me to do this?” Applicant pools are becoming more diverse in many ways. Medical schools routinely admit students who have not come straight from college. Many are in their late 20's or 30’s. Some are in their 40’s and even 50's. Your real-world experience is important, and it likely has given you useful skills that will be transferrable to medicine. 

4. Enjoy the process

It’s no secret that the path that leads to a career in medicine isn’t a straightforward one. Medical school is challenging and requires grit and determination to succeed, but the rewards far outweigh the hard work required.

In the midst of all the exams, coursework and preparation, it is important to remember to enjoy the process and soak up the experience.

We have an array of positions on our website, so please do visit https://www.thegraduateproject.co.uk/jobs/search or get in touch with a specialist consultant on 0207 043 4629.

Since returning home from university, has your child’s lack of direction been holding him back? If you find yourself worrying about his career prospects and future, this blog is a must read.

The current job market is extremely competitive and cutthroat, and the inability to secure a permanent job can take a heavy toll. Below is a list of top tips to help graduates get their foot in the job market:

1. Gain work experience

The reality that many graduates are now facing is that a good degree is not enough on its own, and it doesn’t differentiate you from the hundreds of thousands of other applicants who meet the minimum academic requirements.

In the real world, greater emphasis is placed on how much value you can add in the workplace. Graduate employers are actively seeking out graduates who have varied work experience under their belt. If your son or daughter’s CV does not demonstrate what they are capable of in the workplace, they will struggle when it comes to finding a graduate job, and work experience such as shadowing, internships, volunteering and placements are highly recommended.

2. Tap into your network

If you have any professional contacts or if there is anyone in your network that can be of help, reach out them and see if there are any opportunities available. It is possible that they might have a graduate opening and if not, they could pass the message on to their network. The skill of networking is overlooked and the varying perspectives that you get can help your child get some direction in terms of their career.

3. Hire a graduate coach

Hiring a professional career coach who specialises in graduate careers will help your child to find direction and discover their career path. It is likely that your child hasn’t received any personalised career advice. A good graduate coach can:

• Work out the best career for them
• Help write a top-quality CV
• Work on personal and professional development
• Help identify employability skills

4. Encourage them to stay proactive

It takes some graduates months and other years to find a good graduate job that they enjoy. 

Encourage your son or daughter to keep themselves busy during their job search. For example, they can take online courses to boost their employability skills and pursuing a range of activities can help them find direction and more importantly, establish a balance.

If you are looking for your breakthrough graduate role, please visit www.thegraduateproject.co.uk or get in touch on 0207 043 4629 and one of our specialist consultants will be happy to help.

Graduate recruitment can be a successful and proving strategy for any firm seeking a competitive advantage, in particular for start-ups.

Graduates can bring a lot of valuable qualities to a role. As a start-up it is understandable that you may be slightly apprehensive about hiring someone straight out of university, however all hires have an element of risk to them and there are a lot of advantages of hiring graduates. Graduates have been previously drawn to larger organisations but in the past few years, start-ups have seized the attention of graduates.

Below are our top 5 reasons why you should hire graduates at your start-up:

1. They are enthusiastic and eager to learn – graduates bring bounds of energy and enthusiasm to the workplace and this is something that you are likely to not get from an employee in the later stages of their career. Studies have shown that millennials want to climb the career ladder much faster than previous generations. Hiring graduates can bring a sense of urgency and eagerness within your start-up.

2. It isn’t costly – graduates won’t be expecting an extortionately high salary, but once employed they can be trained into effective members of your team. For the most part, graduates have been living on minimal loans and weekend jobs, so any annual income will be a step up. A typical graduate level salary ranges from £19,000 - £23,000.

3. Bring a fresh perspective – graduates will bring a fresh set of eyes to your start-up and also add a new opinion for you to consider when making business decisions, if required. They have spent the last 3-4 years learning various critical thinking skills and can be quite inquisitive. Furthermore, as a start-up, having younger staff can be advantageous when trying to keep up with current cultural trends.

4. They are tech savvy – today’s graduates have grown up surrounded by technology and developed the ability to pick up new tools quickly. This puts them in a great position to learn how to use new software quickly. Furthermore, they are likely to have a proficient understanding of social media, which can boost your company’s presence; this is significant for start-ups.

5. They are a ‘blank canvas’ – straight out of university, with minimal work experience, graduates are like sponges who will absorb all of the new information that you feed them. With a range of transferrable skills under their belt, paired with continuous development and training provided by the company, graduates can be moulded towards future managerial roles within your start-up. This means that as your business grows, they can grow with it.

If you are looking to hire a top calibre graduate then please visit www.thegraduateproject.co.uk and get in touch via 0207 043 4629 or recruitment@thegraduateproject.co.uk and one of our specialist consultants will be happy to help. If you are a graduate looking for your breakthrough role, then please take a look at the available positions we are currently recruiting for on our website.

By Anirudh Nair

For the past 12 months or so, organisations have been adapting to, creating and solidifying their remote work polices for the post-COVID-19 era. However, there are concerns that productivity and preferences of newer and younger employees are leaving some businesses to consider enforcing different rules for junior employees.

The changes in lifestyle the pandemic have sparked extend far beyond frantic efforts to look presentable for a morning Zoom meeting. As the pandemic has rendered offices unsafe, the traditional career path a fresh graduate takes have suffered slightly. Young workers have learned to temper their expectations, while companies have been forced to foster the development of greener employees without the convenience of human contact. 

A recent survey has suggested that younger employees indicated a preference for in-person work. A study conducted by PwC shows that 34% of workers aged 18-24 would prefer working remotely one day a week or less. On the other hand, 82% of upper-level employees say working remotely has been far better and more productive than expected.

However, there are positives that younger employees can take from working from home, such as:

• Custom environment – as a new employee, it can be difficult settling into a new office and a new environment, especially with no previous familiarity with your colleagues. By being in a familiar, comfortable environment, you should feel some of the pressure off your shoulders.
• Saving money – junior employees and recent graduates aren’t exactly in the best financial situation; by working from home, you can save money spent on travel, food and other expenses you might find when working in an office, which is especially handy when you are paying back student loans.
• Flexible schedule – as a junior employee, you might feel slightly more apprehensive when asking to take breaks. However, when working from home, you can take breaks at any moment and work to a schedule that is more suited to you.

While there are positives to remote working for junior employees, organisations such as Facebook are trying their best to get younger employees back into the office, as to not miss out on valuable networking and mentorship opportunities.

There are also valid reasons to why younger employees are probably the ones most likely to benefit from being in the office and are in favour of working in-office. For one, the coaching they can receive would be highly beneficial, and is not the same as being mentored over a video call. Furthermore, the social interactions have a lot more value than recognised, but it isn’t present when working from home. Both the employers and the employees would benefit from an initial, in-person onboarding phase.

What are your thoughts on remote-working? If you are a junior employee, do you find that remote-working is the most beneficial path for you?

We have an array of positions on our website, so please visit  www.thegraduateproject.co.uk and get in touch via 0207 043 4629 or recruitment@thegraduateproject.co.uk and one of our specialist consultants will be happy to help.

By Anirudh Nair

After applying for, what can feel like, hundreds of graduate jobs, you should hopefully find yourself with a number of interview opportunities. What remains, is to impress the interviewer enough to secure the role. A graduate interview is about more than just your skills – it’s about who you are as a person and how you come across. This will determine whether you are a good match for the role and the company.

There is of course a huge array of questions that can be asked, and many questions will likely be tailored to the industry and job. However, there are a set of stock questions that are commonly asked during graduate job interviews. Here is our list of the 10 most common questions, and how they should be answered.

1. Tell me about yourself

For employers, this is one of the most common interview questions to ask candidates - think of this as a refresher or overview of your key skills and experience, but be careful not to simply read from your CV. It can be helpful to pre-prepare a brief statement that indicates what in your recent past has led you to be sitting in front of them in your interview, but remember not to ramble on – the interviewer has already gone through your CV.

2. What are your hobbies and interests?

Employers ask this question, so they know you’re a well-rounded individual. No one wants to hire a workaholic that has nothing else going on in their lives except work, nor does an employer want to hire someone who is going to be coming in hungover most days. When answering this question, however, choose hobbies and interests that will promote your skills, such as team sports or activities that could be deemed as challenging.

3. Why do you want to work for us?

This is one of the graduate interview questions that requires some thought. The interviewer will want to know what your motivations are behind applying for the role. Try to avoid saying things like ‘because I live close by', ‘I want a graduate job' or ‘the salary appealed to me'. Check out the organisations values and goals and see how yours align.

4. What are your salary expectations?

This is very common but can be difficult for graduates making their first leap into the graduate job market to pinpoint. Salary is always an awkward topic to discuss, but you can use it to your advantage by showing the employer your worth and confidence. If asked, you should be ready to pick a figure that is towards the top end of what you are hoping for but to state that you are flexible or that you are focussed on finding the right role and don’t have a set salary in mind.

5. What is your biggest achievement whilst at University?

This question requires careful consideration, and it does not have to relate to your time in examination results – it can be a work-related achievement (even if it's not in the same industry) or it can be part of your extracurricular activities. Choose an achievement that you are genuinely proud of, so your enthusiasm shows.

6. Where do you see yourself in 5 years?

While with interview questions it's best to be specific, with this question it's best to be a little vague. What the employer is looking for with this question is commitment, they want to have an idea of your long-term plans and how this role and organisation fit into it. Ambition is also another thing they are looking for; they want to know if you have the desire and drive to progress.

7. What do you like or dislike about your course?

The best way to answer this question is to go through what relevant aspects of the course you enjoyed. When it comes to the parts you didn’t enjoy, spin it in a positive way and say something that is relevant to the job. t is not advisable to state that the thing you disliked the most about your course was getting up early for 9 am lectures!

8. Give an example of your lateral thinking.

Lateral thinking is the ability to use your imagination to look at a problem in a fresh way and come up with a new solution. Companies prize employees with lateral thinking skills because without them, they can’t innovate and create new products. Think about times when you’ve been faced with real-life problems and have somehow managed to overcome them.

9. Why should we hire you?

This is where you really need to sell yourself to the hiring manager – tell them what you think you can bring to the team and be sure to mention the skills they require

10. Do you have questions for us?

Never say no. Even if the interviewer has covered off all the points you wanted to query, ask them to go into more detail about one of them. Otherwise, you’ll appear uninterested. So, avoid going in without having any questions prepared and listen carefully when the interview is speaking about the role.

We have an array of graduate roles available on our website, so please take a look and get applying, on www.thegraduateproject.co.uk.

By Anirudh Nair

The goal of every recruiter is to select and hire the best employees possible. However, recruitment decisions are often distorted by unconscious bias. These biases can be difficult to uncover and can lead to imbalances in the hiring process, resulting in uniformity in the workplace instead of diversity.

Diversity is important because not only does it enhance employee experience, but it is also beneficial to the business’ bottom line. A diverse workforce strengthens a company’s reputation as being a great place to work and evidence has shown that businesses with a diverse workforce are more likely to financially outperform their industry’s national average.

Here are 5 steps you can follow to reduce hiring bias:

1. Write inclusive job descriptions

Ask yourself – have you defined what the job role is and what skills are required? Could someone outside of your organisation easily understand what is expected?

All organisations inadvertently develop their own language. While it might make sense to everyone already working in the industry, if you want to attract people are different to the status quo, they need to understand what is expected from the beginning.

Make sure the criteria you set are clear and reflect the skills and competencies needed to do the job.

2. Inclusively design the application process

In your recruitment system, check that the messages and instructions displayed throughout the application form-filling process are friendly and inclusive. Design the application process in a simple way that does not confuse or frustrate applicants.

Your organisation’s commitment to equal opportunities is something that really matters to diverse applicants – does your equality and diversity policy stand out the way it should?

3. Widen your search to include diverse groups

When considering your job advertisement, consider the following. Where are you placing the ad? And are you being mindful of different groups who may want to apply?

Nowadays, you can place your job ads on large recruitment websites, LinkedIn, or in a broadsheet newspaper, but you can also be imaginative. You could potentially use promoted social media posts or through various networking groups.

4. Make shortlisting fair

Assessing CVs without including any personal information is effective at removing any bias against diverse applicants. This involves getting a person not involved in the shortlisting process to make sure the panel does not see names, schools, locations, and date of birth, ensuring assessors’ decisions only account for the skills and experience of the candidate – the things that matter.

5. Prepare for an inclusive interview

The more preparation you do for the interview, the less the danger of making a biased decision and the greater the likelihood of making an evidence-based decision.  

Your planning will give you the time you need to concentrate on the things that really matter during the interview: setting the right tone, finding the best means for candidates to demonstrate their capabilities, asking questions, listening, writing notes. Now that many interviews are held online, you also need to include more time in interviews for screen freezing and any technical issues that might come up.

We have an array of positions on our website, so please do visit https://www.thegraduateproject.co.uk/jobs/search

By Anirudh Nair