Preparing our first Gender Pay Gap Report was an important moment for us. It marked a new step in transparency and gave us a clearer understanding of how our workforce is structured today. We approached the process with openness and attentiveness, treating it as more than a compliance requirement. It allowed us to look at our organisation through a data-driven lens and identify areas that will support long-term planning and development.   Our Approach We gathered key data from across the firm and analysed it in line with the statutory requirements. Rather than focusing only on the headline figures, we looked deeper into the structure of our workforce: how roles progress, how teams are made up and how career pathways influence long-term outcomes. This helped us build a complete picture of our organisational profile.   What the Data Showed Our report highlights several trends that are common across many professional services firms. These include a diverse mix of people across departments, strong representation at early-career levels and structural patterns that reflect experience and seniority. By examining quartiles, bonus participation and benefits-in-kind, we gained clearer insight into how different roles and responsibilities are distributed across the firm. These findings will help inform future monitoring and internal development planning. You can explore the full details in our published Gender Pay Gap Report. Our Commitments Moving Forward Our report outlines several planned actions, including: Continued pay benchmarking Increased focus on transparency around progression Ongoing monitoring of gender distribution across quartiles Preparing for the requirements of the upcoming EU Pay Transparency Directive These steps will help ensure we remain aligned with evolving regulatory expectations and maintain a structured approach to monitoring workforce data.   What Other Employers Can Take From This If you are preparing your first Gender Pay Gap Report, we recommend starting early, reviewing your data carefully and examining the full picture rather than focusing on a single figure. Understanding the “why” behind your numbers is key — it will help you create a narrative that reflects your organisation accurately and sets a clear direction for the year ahead. Gender Pay Gap reporting is an opportunity to understand your workforce more deeply and create clarity across your organisation. Our experience has reinforced the value of taking a structured, thorough approach from the outset.   Ready to begin your report? If you would like support with your Gender Pay Gap reporting, or want to understand what the process means for your organisation, our team is here to guide you. We can help you prepare confidently, meet your obligations and turn your insights into practical next steps. Connect with us today to get started.

A clear and time-limited path to correct employment status issues with certainty Revenue’s recent announcement offers employers a unique and valuable opportunity to correct the misclassification of workers as self-employed without facing interest or penalties. This once-off disclosure window recognises the real impact of the Supreme Court’s landmark Karshan (Domino’s Pizza)  judgment, which reshaped how employment status must be assessed for tax purposes. For many businesses, the judgment introduced clarity. It also introduced change. Revenue acknowledges that employers acted in good faith under the previous legal understanding, and this new process gives organisations the chance to regularise their position with confidence. Understanding the reason behind the disclosure The Supreme Court’s decision set out a new five-step test for determining whether a worker is an employee or genuinely self-employed. This framework now guides all tax assessments of employment status in Ireland, and its implications span every industry. Because the judgment updated the legal principles that businesses had relied on for years, Revenue recognises that honest, bona-fide classification mistakes may have occurred. The disclosure window is designed to support employers who want to correct issues for 2024 and 2025 without fear of penalties. This is not an enforcement trap. It is a practical and fair response to a major shift in the law.   What Revenue is offering Revenue will allow employers to: Review their contractor and self-employed engagements. Reclassify workers where necessary under the new five-step test. Calculate any PAYE, USC or PRSI adjustments for 2024 and 2025. Submit a formal disclosure by 30 January 2026 . Crucially, where a disclosure is submitted on time, Revenue will treat any corrections as a technical adjustment . That means: No interest. No penalties. No publication. Adjustments must be paid via REVPAY, or employers may request a Phased Payment Arrangement at the point of disclosure. Why employers can trust the process This is a genuine once-off opportunity created specifically because the legal landscape changed. Revenue needs employers to engage openly so that the correct classification framework is applied across the economy going forward. If Revenue were to penalise employers who voluntarily disclose, trust in the compliance system would collapse. Voluntary disclosure initiatives rely on transparency and collaboration, and Revenue has a long track record of honouring these commitments. The message is clear: Act now and resolve the issue safely. Delay, and the full weight of tax, interest and penalties will apply.   What employers should do now To use this window effectively, businesses should take the following steps: Review Examine all contractors, subcontractors and self-employed roles using the five-step Karshan test. Reassess Determine whether any individuals should be considered employees under the new legal framework. Calculate Use Revenue’s updated guidance, including the new Tax and Duty Manual, to quantify any adjustments. Disclose Submit the disclosure before the 30 January 2026 deadline to benefit from the penalty-free settlement. Moving forward with clarity and certainty This disclosure window is a valuable opportunity for employers to correct issues, strengthen compliance and build confidence in their workforce practices. It ensures that businesses are aligned with the updated legal framework and protected from future risk. At UHY Farrelly Dawe White, we bring together deep tax expertise, practical industry insight and a collaborative approach that makes complex situations easier to navigate. We support employers through every stage of this process, from reviewing contractor arrangements to applying the five-step test, preparing calculations and submitting disclosures with precision. Our team is hands-on, responsive and focused on giving you the clarity and confidence you need to move forward. If you would like tailored support preparing your disclosure, our tax specialists are ready to guide you. Together, we will help you stay compliant, minimise risk and achieve a better future for your business.

Capital Gains Tax can feel complicated, especially if you are planning a disposal in 2025. We want to make the process straightforward by outlining what triggers CGT, how it works and the key dates you need to keep in mind this year. Understanding these essentials helps you stay compliant and gives you the confidence to plan ahead for the upcoming deadline. What counts as a disposal You trigger CGT when you dispose of an asset. This can happen when you: Sell an asset Gift an asset Exchange an asset Receive compensation or an insurance payout for an asset If you make a gain, CGT applies to the chargeable amount. This is generally the difference between what you paid for the asset and what you receive when you dispose of it. You can deduct certain costs such as solicitor fees or expenses that add value to the asset. Key CGT deadlines for 2025 You must complete two steps when you dispose of an asset in 2025. Pay your CGT If the disposal happens between 1 January and 30 November 2025, payment is due by 15 December 2025. If the disposal happens in December 2025, payment is due by 31 January 2026. File your CGT return Every disposal must be reported, even if no tax is due. Your return for 2025 disposals must be filed by 31 October 2026, or by Revenue’s extended ROS deadline if you file online. Talk to us If you are considering a disposal in 2025 or want clarity on which reliefs apply to you, we can guide you through every stage. Our tax team will help you understand your obligations, structure your disposal efficiently and stay fully compliant. Contact us today. Together, we can help you plan with certainty and achieve a better financial outcome.

Payroll is one of the most critical functions in any organisation, yet it’s also one of the most time-consuming, complex and closely regulated. Between evolving legislation, tight deadlines and the need for absolute accuracy, managing payroll in-house can quickly become a significant drain on resources. More and more businesses are now choosing to outsource this essential task, and the benefits are clear. Outsourcing your payroll gives you access to specialist expertise that ensures every pay cycle is completed accurately, efficiently and in full compliance with Revenue requirements. It eliminates the risk of errors, penalties and missed deadlines, while providing the reassurance that your employees are being paid correctly and on time. With a dedicated team managing everything from PAYE and PRSI to pensions, holiday pay and statutory reporting, you gain confidence that every detail is handled with professional care. For many organisations, the biggest advantage is the time it frees up. Instead of getting caught up in calculations, queries and submissions, your internal team can focus on strategy, operations and supporting your people. As your business grows, an outsourced payroll solution can scale with you, providing continuity, security and a consistently high standard of service. At UHY FDW, our specialist payroll team of nine delivers a seamless, secure and responsive service designed around the needs of modern businesses. With strong processes, clear communication and a commitment to accuracy, we’re here to make payroll simpler and stress-free. If you’re exploring ways to improve efficiency, enhance compliance and gain peace of mind, outsourcing your payroll could be one of the most valuable steps you take. If you wish to discuss payroll service options with our team, just give us a call on +353 42 933 9955 or email info@uhyfdw.ie

For many organisations, preparing a Gender Pay Gap report for the first time can feel like stepping into unfamiliar territory. New obligations, strict timelines and detailed calculations can all create pressure. However, this first report is much more than a compliance task. It is an opportunity to understand your organisation more deeply and demonstrate a genuine commitment to fairness, transparency and long term progress. At UHY FDW, we have supported employers across a wide range of industries through their first reporting cycle. What we see every time is that once the process begins, businesses recognise the real strategic value behind it. Understanding what your first report involves Your Gender Pay Gap report must include several statutory metrics that highlight the overall distribution of men and women across your organisation. These figures help you understand trends that often develop gradually and may not be immediately visible. For your first report, you will calculate: • Mean and median hourly pay gaps • Mean and median bonus pay gaps • The proportion of men and women receiving bonuses • The gender balance across each of your four pay quartiles These metrics do not assess equal pay for equal work. Instead, they focus on broader structural patterns that influence how talent progresses, how departments are staffed and where gaps may be emerging. Why this first report matters Your first Gender Pay Gap report is a significant moment for your business. Stakeholders expect honesty, clarity and context. Employees want to understand how your organisation is performing and what actions you are prepared to take. Prospective candidates increasingly use these reports to assess values and culture before applying. A clear and thoughtful first report builds trust. It shows that you are prepared to face your data directly and that you value a workplace that supports every member of your team. Telling the story behind the figures The numbers alone cannot explain the full picture. Your narrative is your opportunity to connect the statistics to real activity within your organisation. A strong first narrative will outline: • The root causes that may be contributing to your pay gap • The initiatives that have already been introduced • The future actions you plan to take to drive improvement This level of transparency helps people understand both your starting point and your intentions. It also reinforces that you take your responsibilities seriously and that you view this work as ongoing, not one off. Building momentum from the start Once your first report is complete, you gain a clear baseline. From here, you can measure progress year by year. You can see where interventions are working and where new approaches might be needed. This is also the moment to embed wider conversations about talent development, career pathways, recruitment practices and leadership representation. These discussions often generate the most meaningful long term change. How UHY FDW supports your first report Completing your first Gender Pay Gap report does not need to be overwhelming. We guide organisations through every stage of the process with a structured and supportive approach. We help you to: • Gather and prepare accurate data • Complete statutory calculations with confidence • Interpret results clearly and identify key drivers • Develop a narrative that is transparent, constructive and aligned with your values • Produce a report that is compliant, accessible and easy to understand Our aim is to simplify the process and provide the insight you need to move forward with purpose. Take your next step with confidence If your organisation is preparing its first Gender Pay Gap report, It is vital to be prepared early. Early preparation reduces pressure, improves data quality and allows space for reflection. Our team at UHY FDW is ready to support you with clear guidance, practical expertise and a collaborative approach that keeps your people at the heart of the process. Start your reporting journey with confidence. We are here to guide you every step of the way. If there are any items you wish to discuss with our team, just give us a call on +353 42 933 9955 or email info@uhyfdw.ie

UHY International has launched UHY Engage , a new annual review that captures the energy, progress and shared ambition across our global network. As we move towards UHY’s 40th anniversary, this publication showcases the record achievements, expanding capabilities and strong collaboration that connect all member firms – including us at UHY Farrelly Dawe White. Our Global Network, Moving Forward Together UHY Engage highlights a year of real momentum. Since 1986, the network has grown from two firms to more than 180 across almost 100 countries, reaching record global revenues of USD 869.1 million in 2024. It is an inspiring reminder of the collective expertise we draw on every day to support our clients across Ireland and beyond. A Connected Community For us at UHY FDW, the strength of the network is more than a headline, it is something we experience through shared learning, cross-border projects and genuine relationships. UHY Engage shines a light on this collaborative spirit through: Events and networking:  From the UHY Forum – which our own Sylwia and Jonathan attended this year – to regional meetings and UHY Day activities that help us build connections and open referral opportunities. Training and development:  Members engaged in nearly 50 learning topics last year, all available to re-watch on the intranet, giving our teams on-demand access to global expertise. International referrals:  A reminder of how tightly connected the network is, and how we work together to deliver seamless support when clients need cross-border guidance. Driven by Innovation The review also outlines the network’s focus on future-ready services, including ESG, AI, cyber, and forensic accounting, alongside continued expansion into Africa, Asia and Latin America. These developments strengthen the support we can offer locally, backed by global insight and capability. A Brand That Reflects Who We Are With UHY’s refreshed brand identity now firmly in place – bold, modern and unified – we are part of a network that continues to evolve while staying true to its values: quality, connection and client service with real impact. UHY FDW: Our Place in a Global Community As part of the UHY network since 2008, UHY Farrelly Dawe White plays an active role in the collaboration and growth highlighted in UHY Engage. Being part of a global community gives us the scale, insight and international reach our clients need, while allowing us to bring our own local expertise and energy to the table. We contribute to cross-border projects, support international clients establishing in Ireland, and share knowledge through the network’s training, forums and technical sessions. Our teams engage with colleagues around the world to solve complex challenges, exchange ideas and unlock new opportunities for the businesses we support. This global connection strengthens what we deliver here at home. Whether we are advising a growing Irish company expanding overseas or guiding an international business entering the Irish market, we can draw on a worldwide pool of specialists while keeping our service personal and grounded in the needs of our clients. Being part of UHY means we are never working in isolation. We are connected to a network that shares our values, our ambitions and our commitment to delivering quality with real impact. And as the network continues to grow, innovate and evolve, we are proud to play our part in shaping its future. Explore UHY Engage UHY Engage showcases the people, insights and achievements shaping our network. It is well worth a read, especially for those interested in our brand, our direction and the opportunities available across the UHY community. If there are any items you wish to discuss with our team, just give us a call on +353 42 933 9955 or email info@uhyfdw.ie

From June 2025, new rules now apply to Gender Pay Gap (GPG) reporting in Ireland, which may impact your company. For the first time, companies with 50 or more employees are required to publish their pay gap data, bringing a wider number of employers into the threshold for reporting. This is a significant shift, designed to bring greater transparency, fairness, and equality into the workplace. At UHY FDW, we know these changes may feel like a big step. But with the right preparation and support, you can meet the requirements with confidence.   What is Changing? Every year, employers must now: Choose a snapshot date in June. Collect data covering the previous 12 months. Submit the report to be accessible to the public on the new centralised portal, launching this autumn. *Update November 2025* Portal to become available in 2026 The Workplace Relations Commission (WRC) and the Irish Human Rights and Equality Commission (IHREC) oversee compliance with this, and employees can raise complaints if their employer fails to comply.   The report must cover: Mean and median gender pay and bonus gaps. Proportion of male and female employees receiving bonuses and Benefits in Kind (BIKs). Proportion of men and women across the four pay bands. Compliance will be overseen by the Workplace Relations Commission (WRC) and the Irish Human Rights and Equality Commission (IHREC).   Key Steps to Get Gender Pay Gap Reporting Right Audit your payroll data  – Make sure your pay data is complete, accurate, and ready for analysis. Spot the gaps  – Run an internal review to identify any disparities and dig into the possible causes. Prepare your statement  – Every report must include a narrative explaining the figures and, importantly, the actions your organisation is taking to close the gap. Bring employees on the journey  – Open, transparent communication with your employees helps build trust and reinforces your commitment to equality. Check your policies  – Review recruitment, promotion, and bonus structures to ensure they actively support fair and equal opportunities.   Take the Next Step If you are an employer with 50 or more staff, now is the time to start preparing for June 2025.   Choose your snapshot date in June  – Choose any date in June as your snapshot date, choosing one that makes sense for your company Prepare to report by November – you must report within 5 months of your chosen snapshot date. For example, an employer who chooses 26 June as their snapshot date has a reporting deadline of 26 November. You, the employer, must calculate the number of employees by reference to those employed on 26 June 2025 and calculate those employee’s remuneration for the period from 27 June 2024 to 26 June 2025, inclusive Review pay structures Conduct internal audits Engage with employees Review internal policies   Contact any member of our Payroll Team  today to find out how we can support your business.   Why It Matters Reporting is not just about meeting a legal requirement. It is about showing your people, your clients, and your community that you are committed to fairness and equality. When done well, it can strengthen trust in your business and position you as an employer of choice.   How We Can Help Our payroll specialists are here to make the process clear and straightforward.   We provide: Data Audit & Cleansing  – reviewing your HR and payroll data to ensure it is accurate and GPG reporting-ready. Gender Pay Gap Calculations  – delivering a full analysis including pay and bonus gaps, and quartile distribution. With our expertise, you will meet your obligations smoothly, save valuable time, and have confidence that your reporting is accurate.   Read our guide: Gender Pay Gap Reporting – A Guide for Employers in 2025   Sign up for our newsletter to ensure you are the first to hear about all the new updates

The Minister for Finance and Minister for Public Expenditure, Infrastructure, Public Services, Reform and Digitalisation delivered Budget 2026  this afternoon, outlining a package aimed at supporting housing delivery, easing pressure on the hospitality sector, and maintaining stability in the business tax environment. While many measures were anticipated, one unexpected development takes effect immediately. Budget 2026 balances fiscal prudence with targeted stimulus. Housing supply, cost-of-living supports, and competitiveness in key domestic industries remain the central focus. The total tax package is modest in scope, reflecting limited fiscal headroom, but several measures will have meaningful sectoral impact.   VAT on New Apartments – Immediate Implementation In a surprise move, the Government has reduced VAT on the sale of new apartments from 13.5% to 9% , effective from midnight tonight . The measure applies to completed new apartments  and is designed to enhance project viability and accelerate supply. It will remain in place until 31 December 2030 . Developers and purchasers should review pricing and cashflow implications immediately, and ensure qualifying conditions (such as commencement dates) are satisfied. This is a notable and immediate intervention introduced without prior notice, and signals continued focus on supporting apartment delivery in urban centres.   Hospitality Sector VAT The Budget confirms a reduction in VAT for restaurants, cafés and catering services, and hairdressers back to 9% , to apply from 1 July 2026 . The change will not extend to hotel accommodation , which remains at the current rate. The Government frames this as a competitiveness measure to support a labour-intensive sector facing high energy and wage costs. Operators should plan for the transition, adjusting systems and pricing in advance of the rate change.   Entrepreneurial Relief One of the welcome enhancements in Budget 2026 is the increase in the lifetime gains cap  for the  Entrepreneurial   Relief  regime (i.e. the reduced 10% CGT rate on qualifying disposals). From 1 January 2026 , the lifetime limit is rising from €1.0 million to €1.5 million.   This change gives business owners and entrepreneurs additional headroom when planning exits, sales or succession events.   Budget 2026 delivers targeted, rather than broad, reliefs , with a strong housing and hospitality focus. The immediate VAT reduction on apartments  represents the most significant and time-sensitive change, while hospitality VAT relief  provides medium-term support. Entrepreneurial   Relief  sees a modest but welcome enhancement, with the lifetime gains limit increased from €1 million to €1.5 million from 1 January 2026, offering greater flexibility for business owners planning an exit.   Check out our in-depth Budget 2026 Summary to find out how Budget 2026 will affect you and your business.   There may be further changes in the Finance Bill later this month, so ensure to keep an eye out for further updates from our team. If there are any items you wish to discuss with our team, just give us a call on +353 42 933 9955 or email info@uhyfdw.ie

Ireland is entering a new era of VAT compliance. Revenue has confirmed that mandatory e-invoicing and real-time reporting will be introduced as part of its VAT Modernisation Programme, one of the most significant changes to how businesses manage VAT in decades. The update aligns Ireland with the EU’s VAT in the Digital Age (ViDA)  initiative, aimed at improving efficiency, transparency, and compliance across all member states. Please find the Revenue VAT Modernisation document linked here Timeline Revenue plans to phase in the new system over the next few years: Phase 1 - November 2028:  Launch phase - large corporates begin issuing domestic B2B e-invoices and reporting in real time for domestic B2B transactions. Phase 2 - November 2029:  Expands to all VAT-registered businesses engaged in EU cross-border B2B trade and who benefit from the 0% VAT rate for such trade. Phase 3 - July 2030:  Full implementation under ViDA - all cross-border B2B transactions must follow e-invoicing and real-time reporting rules. From November 2028 , all Irish businesses must also be able to receive e-invoices  from their suppliers, even if they are not yet required to issue them. What is E-invoicing A structured electronic invoice (e-invoice) is a digital invoice created and transmitted in a standardised format, such as XML or UBL, that allows accounting and financial software to automatically process it without human intervention.   What this means for your business The VAT Modernisation Programme will gradually change how invoices are created, sent, and reported. Businesses will need to ensure that: Accounting and ERP systems can issue and receive e-invoices in structured formats. Invoice data can be transmitted directly to Revenue in real time. VAT records are stored digitally in line with updated compliance standards. Revenue has confirmed that detailed technical specifications and testing guidance  will be released well before each stage of the rollout, allowing time for preparation.   Why the change This is not just a technology update, it is part of a broader move across Europe to modernise how VAT is managed. The new system is designed to: Reduce VAT fraud and close compliance gaps. Speed up reporting and reduce administrative work. Improve accuracy and consistency across EU VAT systems. How to prepare now While 2028 may feel a long way off, early preparation will make the transition much smoother. Start by: Reviewing your accounting and invoicing software for e-invoicing compatibility. Speaking with your software provider about upcoming integrations. Mapping your VAT reporting process to identify where real-time data can be introduced. Engaging with your tax adviser to plan your readiness timeline.   How UHY FDW can help At UHY FDW, we are already looking ahead to ensure our clients are ready for these changes. Our Tax team  can support you by: Reviewing your systems and VAT processes for e-invoicing readiness. Advising on software and digital recordkeeping requirements. Keeping you informed as Revenue releases further updates. We will help you stay compliant, and confident, as Ireland transitions to e-invoicing.   Get in touch  with our team to discuss how VAT Modernisation will affect your business and how we can support your preparation for e-invoicing and real-time reporting. If there are any items you wish to discuss with our team, just give us a call on +353 42 933 9955 or email info@uhyfdw.ie

Budget 2026 brought good news for Dundalk and Louth. The Government has officially expanded the Living City Initiative (LCI) , Ireland’s long-running tax incentive for urban regeneration, to include Dundalk & Drogheda for the first time. For property owners, investors and local enterprises, this is a real opportunity to breathe new life into older buildings while benefiting from valuable tax reliefs.   What is the Living City Initiative? The Living City Initiative is a Government scheme designed to support the refurbishment and conversion of older buildings  in our town and city centres. It's goal is simple, to reduce vacancy, encourage people to live and work in town cores, and preserve the heritage that gives each place its character. Through the LCI, property owners can claim relief on qualifying renovation or conversion works: Owner-occupiers – income tax relief on the cost of refurbishing their home Landlords and investors  – tax relief on rented residential properties Businesses and commercial property owners  – capital allowances for refurbishing or converting premises What’s changed under Budget 2026 Until now, the LCI applied only to Dublin, Cork, Galway, Kilkenny, Limerick and Waterford. The two Louth towns of Dundalk & Drogheda have now joined that list, along with a small group of other regional growth centres identified under the National Planning Framework. National Planning Framework. Budget 2026 also introduced several updates to make the scheme more accessible and impactful: Change Impact Eligibility extended to pre-1975  buildings (previously pre-1915) More mid-20th-century homes and premises now qualify Inclusion of “over-the-shop” conversions Encourages residential use above retail units Commercial relief cap raised  to €300,000 Greater support for enterprise-led regeneration Scheme extended  to 31 December 2030 More time for projects to plan and claim Checking if your property qualifies Relief under the LCI applies only to buildings within a designated Special Regeneration Area (SRA) . For Dundalk & Drogheda, the SRA boundaries will be set by Louth County Council , and maps are expected to be published soon. Here’s how to check eligibility once they’re available: Visit the Louth County Council planning pages. Look for “Living City Initiative” or “Special Regeneration Area” maps. If maps aren’t yet live, contact the Council’s Planning Department for confirmation. You’ll also need to confirm: The property was built before 1975  (for residential relief). The works are refurbishment or conversion , not new build. Minimum qualifying spend is met (usually from around €5,000 , depending on the relief type). All works comply with building regulations and planning permissions .   Relief types at a glance Who Type of Relief How It Works Owner-occupiers Income tax relief Claimed over seven years – typically 15% per year for six years, 10% in year seven* Landlords / residential investors Rental property relief Tax relief on qualifying refurbishment works Businesses / commercial owners Capital allowances Claim over time, up to €300,000 of qualifying spend *Exact pattern depends on date of first occupation and Revenue rules at the time of claim.   Why this matters for Dundalk & Louth Dundalk has a strong stock of mid-century buildings, many with untapped potential above shops or within vacant plots. The Living City Initiative can help transform these spaces into modern homes, offices, or retail units while protecting the town’s heritage character. More residents living and working in the centre means more footfall, stronger local business activity, and a safer, more vibrant urban core. It’s also a practical way to support sustainability, reusing what we already have rather than building from scratch.   Getting started If you’re thinking about renovating or converting a property in a town centre under the Living City Initiative, now is the time to explore your options. Step 1:  Confirm your property’s SRA status with your local County Council. Step 2:  Check build date and ensure your planned works qualify. Step 3:  Keep detailed invoices and permissions for all works. Step 4:  Claim through your accountant or tax adviser once the project is complete.   How we can help At UHY Farrelly Dawe White , we help property owners, developers and businesses unlock the full value of schemes like the Living City Initiative. Our tax and advisory teams can: Assess eligibility and estimate potential reliefs Guide you through the claim process Liaise with Revenue where clarification is needed   Want to know if your property could qualify under the Living City Initiative? Get in touch with our team today to discuss your plans and see how we can help make your project financially viable, and part of Louth's ongoing renewal.

Uncertainty breeds instability. That is as true when it comes to the leadership of your organisation as it is with broader economic or regulatory challenges. Ensuring that the handover of key roles happens quickly and smoothly and that the right people are promoted to leadership positions, is a key business function.   Succession planning shouldn’t be something that lies dormant until the moment a departure or retirement is announced and then kicks into gear. Succession planning should involve the ongoing identification and development of leadership talent in your organisation (and sometimes outside it), so that the right people are ready to fill roles as soon as they become available.   Leaving succession planning to chance should not be an option. Getting it wrong can lead to instability and disruption and can put the long-term future of your business at risk. Here are five steps to successful succession planning. The UHY Forum 2025 Create a succession strategy   Succession planning is a strategy, not an activity. It is important to formalise the processes involved with clear timelines, measurable criteria and robust governance. If the size of your company warrants it, consider setting up a steering group or committee to oversee leadership talent development and role transitions.   Identify and develop internal talent   This is perhaps the most important part of your succession planning strategy. Invest in leadership development programmes to identify and nurture future managing partners. Shadowing, mentoring and rotational leadership roles can prepare candidates for top jobs.   In addition, create a culture of leadership readiness. Encourage entrepreneurial thinking and ownership among younger partners. Continually ask what the leadership skills required to fulfil the future strategic direction of the firm will be. Put training in place to develop those skills in promising candidates.   One of our most innovative pathways for developing leadership potential at UHY is our flagship UHY Forum programme. This highly successful annual event, now in its 23rd year, brings together potential leaders from around the network to meet, bond and grow under the guidance of globally respected business school mentors. UHY Forum alumni have gone on to fill senior positions in UHY member firms and have even become UHY International Board members and chairpersons.   We have also recently unveiled our new UHY Mastermind programme, an online initiative aimed at providing structured, ongoing peer group development for member firms’ leaders of the future.   Balance tradition and innovation   Leadership candidates should honour the legacy of the firm and have a deep understanding of the strategy and approach that have brought it this far. But succession should also be an opportunity to explore new ways of thinking and working. Your talent development programmes should identify candidates with a firm grasp of business fundamentals allied to an unquenchable curiosity for new technology and fresh ideas.    Consider culture, not just skills   It stands to reason that leadership candidates should have technical and leadership skills. As we have seen, they should also be open to innovation and keen to learn and grow – and they should also fit the culture of the business. In most cases, you are looking for potential leaders who believe in evolution rather than revolution. They need to be able to steer the organisation towards its next chapter in a measured and mindful way and have the communication and interpersonal skills to bring everyone on the journey with them.   Widen the talent pool   Candidates that already work in the business know its ethos and can be nurtured for specific leadership roles. At the same time, acknowledge that internal processes, however comprehensive, might not produce the best result every time. In short, the leaders of the future may not be ready to lead right now, but with nurturing and focus, they may be the best people to lead your organisation in future years.   When considering external candidates, it is worth remembering that they bring fresh perspectives and new ideas, as well as current leadership experience. To avoid delays and disruption, develop internal pathways for promising executives while also establishing close relationships with high-level recruitment specialists. Sometimes it will be necessary to widen the talent pool and find the very best people from outside the organisation.   Every organisation’s succession planning needs to be tailored to their unique circumstances, but these steps can form the foundation to a rounded succession strategy. Remember to review your processes regularly and adjust them as necessary. As with everything else in your organisation, a culture of continual improvement is the best way to ensure you always have the leaders you need.    If you’d like to find out more about succession planning, get in touch .

At UHY Farrelly Dawe White , we’re committed to keeping our clients informed and compliant across every jurisdiction in which they operate. For those with UK-registered entities or directorships, an important legislative change is on the horizon. From 18 November 2025 , Companies House will introduce mandatory identity verification (IDV)  for all company directors and persons with significant control (PSCs).This change is part of the Economic Crime and Corporate Transparency Act 2023 , designed to enhance the integrity of the UK’s corporate register and combat financial crime. Who this affects This update applies to all companies registered in the UK. If your business operates through a UK company , or if you hold a directorship or controlling interest in a UK company, these new requirements will apply to you. From 18 November 2025, all relevant individuals must complete IDV through the GOV.UK One Login service . Verified individuals will receive a unique personal ID code, linking them to all their UK company roles.   Key requirements New directors:  must verify their identity before incorporation. Existing directors:  must verify before the company’s next annual confirmation statement is filed. Persons with Significant Control (PSCs): PSCs who are also directors will verify at the same time as their directorship. PSCs who are not directors must verify within 14 days of the start of their birth month, beginning in early 2026.   Why this matters Failure to verify could lead to: Rejected filings or delayed incorporations. Criminal offences for acting as an unverified director. Public compliance notices on the Companies House register. Potential director disqualification for continued non-compliance. For businesses with UK operations, this introduces additional governance and compliance responsibilities. Taking early steps to verify and review your company structure will help prevent administrative delays and reputational risks.   Our advice Start preparing now by: Identifying all directors and PSCs across your UK entities. Ensuring they have valid identification ready for verification. Reviewing internal governance and filing processes. Scheduling IDV well in advance of the November 2025 deadline.   How UHY FDW’s Corporate Compliance team can help Our Corporate Compliance team  works closely with clients who have UK-based companies or interests to ensure full compliance with Companies House requirements. We can: Audit your UK company records to identify who needs verification. Guide directors and PSCs through the IDV process. Manage confirmation statements, incorporations, and ongoing filings. Ensure your entity remains compliant, accurate, and up to date.   Stay ahead of the change With the new IDV regime taking effect in November 2025, preparation now will save time and stress later. At UHY FDW , we help clients navigate evolving compliance landscapes with confidence. Contact our Corporate Compliance team today to discuss how we can support your business in meeting these new Companies House obligations, efficiently, accurately, and on time. If there are any items you wish to discuss with our team, just give us a call on +353 42 933 9955 or email info@uhyfdw.ie