As part of the Federal Budget 2020-21, the government announced a loss carry back measure to encourage new investment and work with the temporary asset expensing measures also announced at the budget.

The new law started on 1 January 2021.

Eligible corporate entities that previously had an income tax liability in a relevant year, and have subsequent losses, can claim a refundable tax offset up to the amount of their previous liability.

The measure allows significant tax losses, which may then be carried back to generate cash refunds for eligible businesses.

Who is Eligible?

• Your business must be a company, corporate limited partnership or a public trading trust in the income year you want to claim the offset.
• The business must have had an aggregated turnover of less than $5 billion.
• The entity had an income tax liability for financial years 2019, 2020 or 2021.
• The entity subsequently made a loss in financial years 2020, 2021 or 2022.
• Your business is up to date with tax return lodgement obligations for the last five years.

There are specific guidelines about eligibility, integrity, and tax offset calculation. We can talk to you about whether you can use the loss carry back measure to benefit your business.

You can only claim the tax loss once, in either the 2021 or 2022 financial year, so it’s important to get advice about how and when to apply this measure for your business. To claim the tax offset, the ATO must be notified before lodging the company tax return that year.

Speak to the team at Solve Accounting and we’ll check your eligibility.

Projecting your cashflow pipeline forwards during a crisis is vital.

To be able to navigate the future path of your cashflow, you need to start forecasting – so you can map out your financial position over the coming months and can take the appropriate action to safeguard your cash position.

Plus, when you have access to detailed forecasts you can scenario-plan, search for cost-savings and look for strategies that will preserve your cashflow position.

Forecasting your future cash pipeline

Remaining in control of the cash coming into (and going out of) the business is the real focus, so you can accurately predict your financial position and can resolve any issues.

Key ways to get more from your forecasting

• Run regular forecasts – The financial landscape is changing on a daily basis at present. A cashflow forecast is not a document that remains static. Variables and external drivers are literally changing each day, so it’s vital that you run frequent forecasts and react swiftly to any projected cash issues as they become apparent.
• Use the latest cashflow forecasting apps – cashflow forecasting apps, like Fluidly, Float, or Futrli, integrate with your Xero accounts, giving a drilled-down view of how your cash inflows and outflows will pan out over the coming months – information that will inform and justify the decisions you make during these extremely challenging times.
• Explore the right revenue streams – most sectors will have seen their face-to-face sales drop to absolute zero since quarantine restrictions came into place. To overcome this, there’s a real imperative to explore revenue streams and new opportunities for income. An example of this is coffee shops that now sell roasted beans online (this will depend on lockdown restrictions). The idea is to find ways to increase the money that’s coming in the door and balance out your unavoidable expenses.
• Get proactive with cost-cutting – if you can reduce cash outflows to a minimum, that will have a real impact on the health of your future cashflow. Pare back your operations and aim to reduce things like unnecessary software subscriptions, or over-ordering of basic supplies. Negotiating cheaper rates with suppliers, if possible, will also help.
• Review your staffing needs – now’s not the time to make anyone redundant, but you can look at ways to reduce the costs of staffing and resourcing. Reducing working hours or redeploying staff in different roles are all options that reduce payroll costs, while also looking after your staff’s welfare.
• Run a variety of scenarios – changing the financial drivers in your forecast model allows you to scenario-plan different strategies and options. Many of these will be in a long-term plan when restrictions ease. Scenario-planning lets you answer questions and will give you some hard evidence on which to base your decision-making and strategic outlook over the coming months.
• Look at various ways to access funding – if forecasts show a giant cashflow hole coming up, you’re going to need additional funding to get through this crisis. We can assist your business to investigate funding opportunities from grants, banks, loan providers, alternative lenders and crowd-sourcing funders.

Talk to us about setting up cashflow forecasting

Forecasting is an important step to give you the business intelligence to support your decision making.

Get in touch to improve your control over cashflow.

Some companies are eligible for lower tax rates. We’ll always apply the tax law for your benefit when we prepare your company tax return.

Company tax rates apply to companies, corporate unit trusts and public trading trusts considered to be base rate entities.

Base Rate Entities

Base rate entities have an aggregated turnover of less than $50 million and have 80% or less of their assessable income as passive income. This replaces the requirement to carry on a business.

Base rate passive income includes income types such as corporate distributions, royalties, rent, interest income and more.

Base rate entities noticed a tax reduction from 30% down to 27.5% in the 2020 financial year. This rate further reduces to 26% in the current financial year 2021 and will drop to 25% from 2022.

For companies that don’t meet the criteria for being a base rate entity, the full company tax rate of 30% applies.

Is your business eligible for lower rates?

Now is the perfect time to get in touch and talk to us about tax planning. For many businesses, last year’s financial performance is unusual, and therefore your expected tax amount may be different than usual.

Planning ahead of the end of the financial year will benefit your business as we can project your tax liability based on your actual financials up to now. You can let us know your questions and aspirations, and together we can consider effective tax and business strategies. We’ll look at payroll, assets, director fees, potential trust distributions, current year performance and your goals for 2022 and beyond.

A capital gain (or loss) occurs when an asset is sold. The difference between the purchase price and the sale price is the gain or loss. Capital gains tax (CGT) applies to money you have made from selling an eligible asset.

Capital gains tax events occur when an asset is sold, or other triggers arise, such as the loss, theft, or destruction of an asset, or creating contractual or other rights to an asset.

Not all assets are subject to CGT. Common exemptions include the main residence or family home, granny flats, cars and motorcycles, personal use assets such as boats, furniture, household items or loans to family and friends. Many types of lump sum payments are also not subject to CGT, and business sales may also be exempt depending on the circumstances.

Most property is subject to CGT, including land, commercial premises, rental properties, holiday houses and hobby farms. CGT also applies to shares, investments, cryptocurrency, many collectables, foreign currency and intangible assets.

Visit the ATO for a list of CGT assets and exemptions here.

There are special rules for some specific situations, for example, inheriting assets, relationship breakdown, foreign residents, insurance or compensation payments.

How is the Tax Calculated?

Tax is calculated on the net gain of an asset sale. Tax is payable on the difference between the purchase price and sale price, less any discount allowed.

The type of CGT event affects how and when capital gains tax is calculated. For example, if an asset is destroyed in an accident, the CGT event occurs when the insurance payout is received.

Good record keeping is key to working out capital gains tax accurately. Make sure you keep all documents related to asset purchases, including contracts, expenses valuations and disposal.

CGT is calculated at the time of completing your individual, business or self-managed super fund tax return and is included in the income tax assessment.

Talk to us to ensure you’re claiming all you’re entitled to and not paying more tax than you should. We’ll make sure you’re receiving any exemptions, discounts or small business concessions allowed.

From 1st November, if you have any new employees start work with you and they don’t nominate a specific superannuation fund, you may need to request their ‘stapled super fund’ details from the ATO.

As your accountant, we can help you with this.

Choosing a super fund

Most employees are eligible to choose a super fund when starting a new job. However, sometimes an employee might not make a choice. For example, they might omit to complete the form, or they might not know the details of their existing fund or whether they actually have one. This situation could leave the employer at risk of not meeting their superannuation guarantee obligations and incurring penalties.

Employers can request an employee’s ‘stapled fund’ (a fund linked to an individual) details from the ATO, starting from 1st November 2021.

What employers need to do from 1st November – 3 steps

1. Offer eligible employees and contractors a choice – When a new employee starts work, they can either specify a fund or decide to go with your default fund. Either way, you have an obligation to offer them a choice and pay super contributions into their chosen fund.
2. If no choice is taken, request details of stapled fund from the ATO – If the employee doesn’t make a choice. You can lodge a request for details of their stapled fund through ATO online services. You will need to provide the employee’s TFN and personal details.
3. Pay super contributions into the stapled fund – Where the ATO provides details of a stapled fund you must pay super guarantee contributions into it.

Talk to us about super choice and stapled funds

Essentially, you must take all steps you can to allow employees choice of super fund. But in cases where all avenues are exhausted you can use your default fund.

As your accountant, we can lodge ATO requests for stapled funds on your behalf, including bulk requests where there are 100 or more new employees.

Get in touch – we’re happy to help!

The government has initiated a new system that attaches a unique identifying number to an individual who is a company director. If you are a company director you will need a director identification number. You can apply for a director ID from November 2021.

What is a Director Identification Number?

A director has one number permanently attached to them, and this is used for identification purposes for any or all companies they are a director of. The new Australian Business Registry Services (ABRS) will administer the director ID register, which will gradually integrate all government business registers into one easily accessible register with greater security. The director ID numbers will mean better transparency of appointed directors of companies but also increased privacy protections.

What Do You Need To Do?

When you must apply for your director ID depends on the date you become a director.

• Existing directors have until November 2022 to register for a director ID number.
• New directors appointed between 1 November 2021 and 4 April 2022 must apply within 28 days of being appointed as a director.
• New directors appointed from 5 April 2022 must obtain a director ID number before a director appointment.
• Prospective directors can apply for a director ID up to 12 months ahead of the appointment.

Application Process

The easiest and fastest way to apply is online via ABRS.

• You’ll need a myGovID account to apply for your director ID number online. This creates an authenticated digital identity you can use when accessing government services online.
• Apply through Australian Business Registry Services, (ABRS). You’ll need proof of identity documents such as tax file number, ATO notice of assessment or bank details.
• You’ll then need to complete the application process from the ABRS webpage, which will link your myGovID account to the application. If the application is verified successfully, you’ll receive your director ID straight away.

Directors – you will have to complete this process yourself as you must verify your identity as part of the application – nobody else can apply on your behalf.

You can also apply via paper form or telephone.

What Next?

Start gathering your identification documents now in preparation for applying in November. Set up your myGovID, if you haven’t already, and take note of when you need to get your ID number. There’s no reason not to get your ID number now – be proactive! This is also a great time to update your ABN details and ASIC details.

Talk to us if you’d like to know more about director ID numbers and company director obligations. We can you help you through the process.

Working from home is becoming the norm for many businesses, either due to lockdowns or greater employee flexibility. It’s important to think about the deductible expenses that you may be able to claim when working from home and make sure you include them in your tax return.

There are three ways of calculating your working from home expenses.

ATO Shortcut Method for Working from Home Expenses

For part of the 2020 financial year and all of the 2021 and 2022 financial years, there is a shortcut calculation for people who have had to work from home due to COVID-19 temporarily. This allows for a flat rate of 80 cents per hour for employed working time. The shortcut simplifies the calculation but doesn’t allow for any additional expense claims.

To use the shortcut method, you must keep a record of actual hours worked from home. The hours should align with timesheet records submitted to an employer. You don’t need to keep records of actual expenses for things like power or the internet.

To continue to claim deductions for working from home expenses in future financial years, you will need to use one of the established ATO methods of either fixed rate or actual costs.

ATO Home Office Fixed Rate Method

To use the fixed rate, you must have a dedicated work area or separate room used as an office and incur extra costs due to working from home. You will also need records of other expenses not covered by the fixed rate and the number of hours spent working for the whole financial year.

The fixed rate is 52 cents per working hour and includes running expenses for the decline in value of office furniture, electricity and gas, and cleaning. You can claim on top of the fixed rate for other work-related costs such as telephone, internet and office equipment.

You must keep records of hours worked and work-related expenses and a diary to show work usage for the internet and assets. You’ll also need to work out the percentage of floor space for your office against the entire dwelling.

ATO Home Office Actual Cost Method

To use the actual cost method, you must incur extra costs as a result of working from home and have records to prove work-related use of expenses and assets. As with the other methods, you’ll need to record the number of hours worked from home. You’ll also need bills showing actual amounts paid for expenses.

ATO Home Office Online Calculator

Use the ATO home office expenses calculator to check the allowable deductions. The online calculator allows you to choose either the fixed cost or the actual cost method. Once you have the deduction amount from the calculator, enter this on your tax return or give it to us to include. Keep the printout of the calculator result and remember to keep documents for all expenses.

Talk to us to make sure you’re claiming all the allowable working from home deductions to maximise your tax return.

Vaccination is an effective way to help protect against COVID-19. But as an employer, can you require your team to be vaccinated?

While in some situations, you may be able to require employees to get vaccinated, another approach is to openly support vaccination through your workplace. Open support for vaccination could mean:

• Giving your employees paid time off for their vaccination appointments.
• Making reliable vaccination information available on shared portals, like your intranet. The Department of Health has useful information on how they work, safety and side effects, and details about each vaccine.
• Planning for the eventuality that some employees will not be vaccinated, and considering alternative arrangements, like work from home.

It’s important to remember that employees will have access to vaccination at different times and adjust any communications accordingly.

Employers must comply with work health and safety law and may only require employees to be vaccinated under certain circumstances. If you are thinking about introducing a mandatory COVID-19 vaccination policy for your business, you should seek legal advice before doing so. The exploration process should also include understanding your consultation obligations through reviewing any applicable award, agreement, employment contract or existing workplace policy. If you do introduce a mandatory vaccination policy, you should cover travel costs and paid time off for employees to attend vaccination appointments that are during work hours.

You should be aware that some employees may need to use paid sick leave to recover after being vaccinated. For employees that have used all their sick leave, you may wish to offer them the option to use annual leave or another leave entitlement. You may also wish to give casual staff members the option to adjust their working schedule ahead of time.

For more information on workplace rights and your obligations, visit fairwork.gov.au and for additional information on vaccination and managing COVID-19 risk in your workplace visit SafeWork Australia.

Remote working has become more and more common as lockdowns have changed our working life and developments in technology have allowed us to communicate and collaborate no matter where we are.

Remote work is on the rise, and offering flexibility to your staff can be an essential tool to both attract new talent and retain your existing team. When you’re recruiting, the ability to offer an entirely remote position can mean that you’re suddenly able to consider candidates from across the country, rather than limiting yourself to one area, or to people who are in the position to be able to relocate.

So what do you consider before introducing remote working?

When you’re working with a distributed team, communication is key, and as the employer, it’s your job to provide the resources and systems to make this happen. Typically, these might include:

• Laptops and other tech as required
• Compensation if an employee is using their home internet connection
• A way to stay in touch with the team, beyond email. Platforms like Slack are great for team communication
• Guidelines around how often and in what way the entire team will catch up
• Project management tools that are accessible for every worker

With these essentials in place, the biggest factor in making remote work a success is workplace culture. Consider upskilling your management team to make sure they are ready to support your remote staff or even to give them the skills to allow them to do their roles remotely.

Remote working can be isolating for an individual and sometimes the meaning in email and text can be lost so it is important to factor in a regular face-to-face meeting or video conference to bring coworkers together, enable mutual understanding and to build the team culture.

If you’re planning to offer remote work to your team, make sure you have strong communication channels, and robust systems to support your flexible workers.