This year’s Budget sends a clear message. Ireland is investing in long-term strength. While the main focus is on housing, cost-of-living supports and infrastructure, the real story sits in the tax measures. Budget 2026 balances stability with strategic incentives, encouraging business investment and keeping key industries competitive. VAT on New Apartments,  Effective Immediately In a move that caught many by surprise, the VAT rate on new apartment sales has been reduced from 13.5% to 9%, effective from midnight, the 7 th  of October. The change applies to completed new apartments and will remain in place until 31 December 2030. It aims to make apartment projects more viable, boost supply in urban areas and attract new investment into the housing market. Developers and purchasers should take note. Review pricing, check that qualifying conditions are met and assess any cash flow impacts for current or planned projects.   Hospitality VAT Reduction From 1 July 2026, VAT on restaurants, cafés, catering services and hairdressing will drop from 13.5% to 9%. This does not apply to hotel accommodation, which will stay at its current rate. The Government’s goal is to support a labour-heavy sector that continues to face high wage and energy costs. Businesses in these industries should plan ahead, updating systems and pricing to prepare for the change.   Entrepreneurial Relief,  More Room to Grow Budget 2026 brings a welcome update to the Capital Gains Tax Entrepreneurial Relief. From 1 January 2026, the lifetime limit for the 10% reduced CGT rate will rise from €1.0 million to €1.5 million. This gives business owners, founders and family enterprises more flexibility when planning exits, sales or succession. It also signals continued support for entrepreneurship and long-term business growth. Our Directors, Alan and Thomas, at the Credit Union Budget Breakfast. R&D and Innovation Incentives Ireland continues to reward innovation. Budget 2026 strengthens supports for companies that invest in R&D and expansion. The R&D Tax Credit increases from 30% to 35% from 1 January 2026. The first-year payment threshold rises from €75,000 to €87,500, improving early cashflow for claimants. Simplified rules for foreign dividend and double-tax relief aim to make cross-border operations smoother. These changes reaffirm Ireland’s position as a leading innovation hub. Strong documentation and preparation will be key for companies planning to claim.   Corporate and Employment Measures There are no major changes to the headline corporate tax rate, but several important updates will affect employers and internationally active firms: KEEP (Key Employee Engagement Programme) extended to 2028 SARP (Special Assignee Relief Programme) renewed with simpler conditions Exit tax rate on fund distributions reduced from 41% to 38% National Minimum Wage increasing to €14.15 per hour from 1 January 2026 2% USC band ceiling increasing to €28,700, offering modest relief for lower earners Together, these measures aim to make Ireland more attractive for talent, investment and growth. Room shot at the Credit Union Budget Breakfast A Budget Built on Stability Budget 2026 is steady and deliberate. Rather than big new spending packages, the focus is on targeted support for enterprise, housing and key domestic industries. The approach is measured, but intentional: stimulate development, protect households and maintain a stable tax environment that supports business confidence.   Our Thoughts For Irish businesses, Budget 2026 is about opportunity and preparation. Developers, entrepreneurs and employers all have something to gain by acting early and planning carefully. At UHY Farrelly Dawe White , we help our clients turn these updates into real results. Our tax and advisory teams work with you to understand how each measure applies to your business, identify where you can save, and build a strategy that keeps you ahead of change. Whether you are reviewing VAT on property sales, assessing your eligibility for R&D credits, planning a business sale under the new CGT limit, or simply looking for clarity around compliance, we will help you make informed, confident decisions that drive growth. Our approach is practical, proactive and always personal. Because we know that behind every policy update is a business, a team, and a vision for the future.   Download our Budget 2026 Guide or visit our Budget Hub for clear, simplified insights on everything announced in this year’s Budget.   Talk to our team today to find out how we can help you make Budget 2026 work for you.   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

For many Irish businesses, the last few years have been defined by rising costs, from energy bills and insurance premiums to payroll and compliance obligations. As Budget 2026 approaches on 7 October , SMEs in particular will be watching closely to see if meaningful relief is on the way. At UHY FDW, we work with clients every day who are balancing these pressures while still planning for growth. Here are the areas we believe will be most relevant when it comes to the cost of doing business. Labour and Payroll Costs The combination of higher wages, PRSI, and the upcoming introduction of auto-enrolment pensions means staff costs are a major concern. Budget 2026 may provide clarity on employer PRSI, or offer limited reliefs to ease the transition for SMEs. Even small adjustments here can have a significant impact on cashflow and hiring decisions. Energy and Overheads While universal energy credits are unlikely to return, targeted supports for SMEs investing in energy efficiency could be on the cards. Grants that help businesses cut long-term energy costs while meeting climate commitments would be a welcome development. Insurance remains another high overhead for many sectors, with calls for continued reform to keep premiums manageable. Access to Finance Accessing affordable credit is still a challenge for many small businesses. Stakeholders have been calling for the expansion of loan guarantee schemes and grant funding to help SMEs invest in growth, digitalisation, and sustainability. Budget 2026 may build on existing supports in these areas, giving businesses more room to plan and expand. What UHY FDW Can Do for You Rising costs are a reality, but with the right planning, they do not have to limit your growth. At UHY FDW, we support SMEs by: Simplifying compliance – streamlining payroll, tax, and reporting processes so you spend less time on admin and more on growth. Strengthening cashflow –  forecasting, modelling, and stress-testing your finances to stay resilient against rising costs. Unlocking funding options – guiding you through loan guarantee schemes, grants, and supports to finance expansion and investment. We combine deep expertise with a practical approach, ensuring that even in a high-cost environment, your business has the confidence to plan ahead and grow. Talk to our team today about how we can help your business navigate the cost of doing business in 2026.

Budget 2026 will be announced on Tuesday, 7 October 2025 , with the Government signalling a package worth €9.4bn . Of this, around €1.5bn is expected to go towards tax measures, and €7.9bn  towards public spending. For Irish SMEs, the detail behind those numbers could make all the difference to business planning for the year ahead. At UHY FDW, we are keeping a close eye on the areas that matter most to our clients. Here is what we think you should be watching. Budget 2026: What Irish SMEs Should Be Watching Tax reliefs and growth supports Tax remains a central focus. While the scope for big cuts is limited, SMEs will be watching for practical changes that boost competitiveness and investment. Expect ongoing debate around: R&D tax credits   Employment Investment Incentive (EII) and KEEP share options   VAT refinements     A major development is the rollout of auto-enrolment pensions  from 1 January 2026 . This will be a game-changer for employers, with contributions required under the new 3 (employee) : 3 (employer) : 1 (State)  model. Planning for payroll, budgeting and communications should start now. Energy and sustainability The universal energy credits we saw in recent years are unlikely to return, but SMEs may benefit from more targeted supports , especially those investing in energy efficiency or green transition projects. Watch for grants that could help reduce long-term operating costs while supporting climate goals.   VAT Adjustments Sector-specific VAT changes are often debated, especially in hospitality and construction. While no major overhaul is expected, Budget 2026 could include targeted tweaks. What it could mean:  Even a 1% change in a VAT rate can significantly affect margins in consumer-facing industries.   Small Business Reliefs Schemes like the Employment Investment Incentive (EII) and the Key Employee Engagement Programme (KEEP) are regularly highlighted for reform. Streamlining these supports could give SMEs more flexibility to attract investment and retain staff.. How to prepare now Plan ahead for auto-enrolment  – budget for contributions and update payroll systems. Model cashflow  – consider possible VAT or PRSI adjustments in your forecasts. Stay alert for grants  – line up potential projects that could benefit from sustainability funding. What UHY FDW Can Do for You At UHY FDW, we do more than just interpret the Budget, we help you act on it. Our team works with SMEs across Ireland to: Turn policy into practical steps  – translating Budget changes into clear actions for your business. Plan for tax efficiency   – from R&D credits to VAT and payroll, we make sure you maximise every opportunity. Support compliance with confidence  – guiding you through auto-enrolment, PRSI updates, and reporting obligations. Strengthen your cash flow  – forecasting, modelling, and preparing for the impact of policy shifts. Unlock funding & growth supports  – identifying grants, incentives, and reliefs relevant to your sector. With the right advice, Budget 2026 does not have to be a challenge, it can be a catalyst for growth. Talk to our Audit, Tax and Advisory experts today about how we can help your business prepare, adapt, and achieve more.

Private equity (PE) is transforming industries around the world, and that is increasingly true of accountancy. Private equity capital is flowing into professional services as asset managers look for new opportunities in a highly competitive investment environment.   The influx of money, and often business expertise can also be beneficial to accountants, but the relationship is not without challenges and needs to be carefully considered and managed. Accountancy – an appealing asset It’s not surprising that many PE investors view accountancy as a potentially lucrative investment. Accountancy firms are solid, well-established operations at the heart of local business communities. They offer positive cashflows, recurring revenues and low risk. As their role evolves from a technical one to something more strategic and advisory, the sector may be significantly undervalued.    At the same time, the transformation of accountants into trusted business partners requires investment – in talent, technology and potentially, acquisitions. The growth focus that PE investment brings can also create opportunities for staff while also enhancing the service offering for clients.   Compromise is key But for this to work, there needs to be an alignment of cultures and values. PE typically brings a commercial mindset and expects fast returns. A five-to-seven year exit plan is not always compatible with the traditional accountancy partnership model and its focus on long-term client relationships.   For a PE investment to work, both parties will have to move towards the middle. The key for accountancy firms is to ensure an alignment on vision, timelines and leadership continuity before accepting PE investment. Saying yes to PE capital suggests an acceptance of the need for faster and more focused growth, but that cannot come at the expense of the values that brought success in the first place.   Consider the future In the scheme of things, five, six or seven years is not a long time. After that, PE investors will be expecting a significant return on investment, achieved through resale, IPO or management buyout.   In other words, things are going to change again. This can be positive, as the firm settles into a period of calm consolidation after a period of accelerated PE-driven expansion. But you do need to think about what the post-PE landscape might look like when you accept the investment in the first place.   In particular, how might the PE timeline affect long-term decision-making, partner succession and brand sustainability? What is the plan for talent retention and service continuity at the end of the investment period?   Network challenges For firms that are part of a global network like UHY, another consideration is the impact on cross-border collaboration. When firms accept PE investment, the network needs to guard against any dilution of brand identity or collaborative instinct. Dynamics around shared investments can also change and need to be carefully managed.   UHY's own member firm in the US has concluded a commercial agreement to take PE capital but as a founding firm of the international network remains as committed to UHY now as it was 40 years ago, with values and collaborative culture still a driving force for continued success. PE funding will add momentum to what is already there. Nevertheless, networks like ours may need to develop clear policies on PE involvement to maintain cohesion and ensure mutual benefit.   The right PE support can bring benefits In many jurisdictions, non-accountants are restricted from owning equity in firms offering audit or other regulated services. This can be addressed by ringfencing audit functions, using multi-disciplinary partnerships or licensing brand/IP to an operating company. But firms must ensure that attracting PE will not breach professional standards.    It is one more factor to consider before accepting PE investment. Private equity involvement brings major change, and like all changes it needs to be carefully considered and meticulously planned. It is not something to leap into without eyes wide open.   Nevertheless, sympathetic PE ownership can help firms invest for the future and take the step up from technical services providers to trusted business partners. It is not for everyone, but PE is at least worth considering if you are looking to accelerate the next stage of your business development journey.

The Companies Registration Office (CRO) has confirmed that involuntary strike-offs fully recommenced in mid-August 2025. After a series of pauses during Covid-19 and subsequent IT disruptions, enforcement activity is now firmly back in motion. With more than 35,000 companies currently in scope , the CRO has indicated that strike-offs will begin with those that have the highest number of outstanding annual returns. Key Risks for Companies and Directors Company Dissolution 
Once struck off, a company ceases to exist as a legal entity. Any assets automatically transfer to the State. Director Liability 
Directors remain personally liable for company debts and obligations, even after dissolution. Disqualification 
Directors risk being disqualified from acting as a director in future. Prosecution 
The Corporate Enforcement Authority can investigate and prosecute directors in cases of non-compliance.   Options if Your Company is Late Bring filings up to date 
File outstanding Annual Returns and financial statements with the CRO, together with late filing fees. Seek extra time 
Apply to the District Court for an extension of time to file overdue returns (if appropriate).   Important Points Assets  – Any remaining company assets automatically vest in the State upon dissolution. Liabilities  – Directors remain personally liable for debts and obligations of the dissolved company. Enforcement  – With over 35,000 companies in scope, those with multiple late filings will be targeted first. Court Applications  – A District Court extension can preserve the company’s position where late filing is unavoidable. Key Takeaways Strike-offs have fully recommenced as of August 2025. More than 35,000 companies are currently in scope. Immediate action is required if your company has overdue filings. Directors face risks of liability, disqualification, and prosecution. How We Can Help At UHY FDW, our Corporate Compliance team  can: Review your company’s CRO status. Prepare and file outstanding Annual Returns and accounts. Manage late filing fees and liaise directly with the CRO. Advise and assist with District Court applications for filing extensions. Provide director compliance advice to minimise personal risk. Contact our experts Richard Windrum , Corporate Compliance Director
 Jonathan Kelly , Corporate Compliance Manager If your company has outstanding annual returns, now is the time to act. Our team can guide you through the process and help you get back on track, get in touch today.   Sign up for our newsletter to ensure you are the first to hear about all new updates and important changes to legislation.

For multinationals, getting transfer pricing right means optimising profit without regulatory risk. In a changing global landscape, this is becoming a lot harder. Successful cross-border businesses use transfer pricing to optimise profit distribution across their subsidiaries. It is a challenging process involving strategic, operational and legal policy development, country by country, with robust documentation, transparent reporting and financial control. The recent widespread introduction of trade tariffs will inevitably impact the profit strategies of many multinational businesses, so that re-assessing existing transfer pricing (TP) policy will be essential. What’s more, ongoing attempts by global tax authorities to simplify and harmonise transfer pricing rules means the regulatory environment seems to be in a constant state of flux. TP has never been more complex. Working together At UHY we have always recognised the value our TP specialists can bring to international clients. Our local knowledge is invaluable and because we work together often and know each other well, we are able to provide excellent TP solutions. Read the full article in our recent UHY Global publication Global Issue 20

The arrival of auto-enrolment pensions in January 2026 is more than just a policy change, it’s a new way of working for every employer in Ireland. From payroll adjustments and HR updates to new compliance requirements, businesses will need to be ready to manage their responsibilities. While the scheme will make it easier for employees to save for retirement, it also places fresh obligations on employers. That means planning ahead now is essential. At UHY FDW, we’re here to help you understand what’s changing and to support you in making the transition as smooth as possible. Employer Considerations There are several areas employers should focus on before auto-enrolment goes live: Eligibility checks : Review with providers to confirm who falls within the scheme. Higher rate taxpayers :  Be prepared to support staff who may be better served by existing workplace schemes. New joiners : Contracts may need updating to reflect new pension obligations. Education : Employees not already in a pension scheme will need clear, practical guidance. Communication : Even if you only employ one person, you must provide access to a workplace pension. Budgeting : Factor in the rising cost of employer contributions, starting at 1.5% and increasing to 6% by year ten.   HR Preparation for AE HR teams will be central to making auto-enrolment work. Key steps include: Workplace assessment : Review age, salary, and retirement arrangements across your workforce. Future planning : Consider hiring plans and workforce needs. Cost impact : Assess the effect of contributions and administrative costs on payroll. Scheme strategy :  Decide whether to maintain, merge, or remove existing workplace schemes. Compliance and admin : Prepare for added reporting, training, and communication responsibilities.   Updating Policies & Procedures Auto-enrolment will also require updates to core HR policies and processes: Absence and leave policies : Clarify how contributions are handled during these periods. Probation and notice periods : Adjust to reflect obligations for contributions. Documentation:  Update forms such as recruitment forms, appraisal templates, absence reports, return to work forms, and exit interviews. Clear policies will not only ensure compliance but also help avoid confusion during the transition. Ongoing Employer Responsibilities Once auto-enrolment is in place, businesses will need to: Monitor and ensure compliance. Regularly review their auto-enrolment scheme. Provide ongoing education and support for employees. Stay informed about legislative changes. How UHY FDW Can Support You At UHY FDW, we understand the scale of this change and the pressures it places on employers. Our role is to make the process straightforward and give you confidence that your business is fully prepared. We can: Review your workforce  and highlight who will be affected. Check payroll readiness  to ensure systems can handle new contributions. Advise on budgeting and cost planning , helping you manage the phased increases. Support HR teams  in updating contracts, policies, and employee communications. Guide employee education , so staff understand what auto-enrolment means for them. Provide ongoing compliance reviews , keeping your business aligned with evolving legislation.   Auto-enrolment is coming, and while it promises to strengthen retirement savings across Ireland, it also places significant responsibility on employers. The businesses that plan ahead now will be the ones best placed to adapt quickly and with minimal disruption. At UHY FDW, our payroll, HR, and advisory experts are here to guide you through every stage, from planning and preparation to implementation and ongoing compliance. To find out how we can support your business with auto-enrolment, contact any member of our Payroll team at UHY FDW. Source: gov.ie Source: citizensinformation.ie

From January 2026, the pension system in Ireland will undergo one of the biggest overhauls in decades. The long awaited auto-enrolment scheme, My Future Fund, is set to launch, finally bringing Ireland closer to systems already in place in countries like the UK. The idea is simple, make it easier for people to save for retirement. Employees who aren’t already in a pension scheme, will be automatically enrolled, with contributions coming from the employee, their employer, and the State. For employees, it’s a straightforward way to start putting money aside for the future. For employers, it’s a significant change that will affect payroll, HR, and compliance processes. With just over a year to go, now is the time for both sides to understand what’s coming and begin preparing. How Auto-Enrolment Will Work Under the new system, Revenue will identify eligible employees, removing the need for manual checks. Once identified, notifications will be issued through payroll software, helping to make the process seamless. From there, contributions will be deducted directly from the employee’s gross pay and matched by the employer. These combined payments will be invested on the employee’s behalf, steadily building a retirement pot without any extra effort from the individual. Who Will Be Affected? Auto-enrolment will apply to employees aged 23 to 60, earning over €20,000 a year, and not already in a qualifying scheme. They’ll be enrolled automatically. Those outside this bracket, younger/older workers, or those earning less won’t be automatically enrolled but will still have the option to opt in.   There are a few important points to take note of: Higher rate taxpayers (40%)  may lose out under auto-enrolment compared with the tax relief available in traditional pension schemes. Standard rate taxpayers (20%)  may prefer the flexibility that existing workplace pensions already provide. It’s not yet fully clear whether employees will be placed directly into the My Future Fund or through a Master Trust PRSA,  something to watch as the launch date gets closer. Contributions & Supports The scheme is built on a shared contributions model, split between employees, employers, and the State. Starting point:  1.5% of gross pay from both employee and employer. Stepping up:  Contributions will rise every three years until they reach 6% each by year ten. Cap:  Contributions will apply on earnings up to €80,000. State top up:  For every €3 put in by the employee and employer, the State will add €1. This structure is designed to keep the cost manageable in the early years, while ensuring savings build steadily over time. Opt Out & Suspension Rules Although auto-enrolment is designed to be simple, employees will still have some flexibility. Opt out:  Between months seven and eight, employees can opt out and have their own contributions refunded. Employer and State contributions will remain invested. Suspension:  Employees can pause contributions for one to two years, with payments resuming once they rejoin.   Why Employees May Prefer Existing Workplace Schemes Auto-enrolment is a positive step for those who currently have no pension coverage. But for many employees, an existing workplace scheme may still prove more attractive: More generous tax relief : particularly for those on the higher 40% tax rate. Room for larger contributions : AE contributions are capped at €80,000 earnings, while traditional schemes often go further. Flexibility : workplace pensions typically offer more choice in investment funds and retirement planning. For that reason, both employees and employers should carefully weigh up the options: stick with auto-enrolment, remain in a traditional scheme, or even take a combined approach.   The launch of auto-enrolment in January 2026 is a milestone for retirement savings in Ireland. For employees, it creates a simple, accessible way to build financial security. For employers, it introduces new responsibilities across payroll, HR, and compliance. The best approach? Plan ahead. By reviewing existing arrangements now, understanding the new rules, and preparing in advance, both employers and employees can make sure they’re ready to get the most out of the system when it arrives. How UHY Can Help At UHY FDW, we know the impact this change will have on employers. From updating payroll systems to budgeting for contributions and guiding employees through their choices, there’s a lot to prepare for. Our team can: Review your workforce and identify who will be automatically enrolled. Ensure your payroll systems are ready for the new contribution requirements. Advise on cost planning to help manage the phased increase in employer contributions. Support HR teams with updating contracts, policies, and employee communications. Provide ongoing compliance reviews to keep your business aligned with legislation as it evolves.   To discuss how auto-enrolment will affect your business , and the steps you can take now, contact   any member of our Payroll team at UHY FDW. Source: gov.ie Source: citizensinformation.ie

Reliable connectivity still eludes many parts of the world. If all businesses are digital now, what happens when your connection is slow, unreliable or unavailable? We look at some of the problems and how they are being addressed. As consumers move online, businesses do too, for sales, marketing and a growing range of operational purposes. Around the world, e-commerce, cloud computing and big data analysis are boosting business efficiency, but all are undermined by slow or unreliable connectivity. AI is the latest technology to significantly improve business operations, but it, too, relies on a robust connection to the internet. Every business needs to be a digital business, otherwise it risks falling behind. The easier it is to get online, and the faster you can work when you do, the more successful you are likely to be. Most analysts would agree that access to fast and reliable broadband internet is a crucial factor in boosting local, regional and national growth and productivity. In developing regions the gains can be significant. Research from the International Telecommunications Union found that, in Africa, an increase of ten percent in mobile broadband penetration can increase GDP by 2.5 percent per capita. Read the full article in our recent UHY Global publication Global Issue 20

The 20th edition of  UHY Global magazine  is now available to read online . This issue continues our commitment to delivering timely insights, expert commentary, and real-world stories that reflect the dynamic nature of international business. The latest  issue of UHY Global magazine is now available to read online .  UHY’s unique business magazine includes current analysis and commentary from the perspective of UHY’s member firm experts across the international network, to provide news, interest and insight for today’s global business community. What’s inside issue 20? In this 20 th  issue of UHY Global , we examine many of the topics and trends that global businesses are currently engaging with. Our cover story, The World Wide Wait, addresses one of the most fundamental issues faced by businesses operating internationally – meeting the challenge of incomplete internet connectivity across different locations. In other features we look at how businesses can address concerns around AI, particularly around job security. We also look at how – in these uncertain times – business risk can be evaluated and how accountants can help. Another feature examines the role of Special Purpose Vehicles (SPVs, another looks at the importance of effective transfer pricing for multi-jurisdiction businesses. We feature three client stories in this issue, a Polish locomotives manufacturer, a British garden buildings start-up and clients in the Americas who are benefiting from close-knit transfer pricing teams. We also feature our regular round-up of global news and a celebration of people and firms across our network,  as well as valuable information on the UHY network itself including a service summary and a members’ directory.

Overview of Legislative Changes Effective 16 July 2025, Section 22 of the Companies (Corporate Governance, Enforcement and Regulatory Provisions) Act 2024 commenced, introducing a long awaited change in the audit exemption rules for small and micro companies.  Under this section, companies will now be allowed to file one late Annual Return within a five-year period without losing their audit exemption. Key Changes Previous Rule (Pre-16 July 2025): A late Annual Return resulted in automatic loss of audit exemption for the following two years (Section 363, Companies Act 2014). New Rule (From 16 July 2025): Small and micro companies are now permitted to file one late Annual Return within a five-year period without the loss of their audit exemption.  A second late filing within the same five years results in the loss of audit exemption for the following two years.   Important Points Commencement Period The new rules apply from 16 July 2025.  Late filings prior to this date are subject to the previous legislation. Loss of Exemption A second late filing within the same five year period results in the loss of audit exemption for the next two years.   Standalone vs. Group Companies Standalone Companies The new rules apply to small or micro companies that meet the criteria under the Companies Act 2014, provided they are not part of a group. Group Companies Section 22 does not apply to group companies.  A late filing made by any company within a group (even a small/micro group) will affect the entire group, resulting in the loss of audit exemption.  In such cases, companies may apply to the District Court for an extension.   Late Filing Penalties Penalties Remain CRO late filing penalties are still applicable.  These changes only impact the audit requirement, not the penalties for a late filing.   District Court Applications If a late filing is expected, or a second late filing within a 5 year period is expected, companies can apply to the District Court for an extension.  If granted, the filing is treated as on time, preserving the audit exemption.   Key Takeaways One Late Filing Companies may file one late Annual Return within five years without losing audit exemption.  A second late return within that period triggers loss of exemption for the following two years. Group Companies A late filing by any company in a group results in the loss of audit exemption for the entire group. Timely Filing Always file Annual Returns on time to avoid penalties.  If a late filing is unavoidable, consider applying for a District Court extension.   Need Assistance? If you need further guidance on how these changes affect your company or group, please contact a member of our Corporate Compliance Team. We can assist with CRO filings, help plan ARD extensions together with setting out a filing schedule with you, to preserve audit exemption. Contact our experts Richard Windrum, Corporate Compliance Director Jonathan Kelly, Corporate Compliance Manager Ben Wills, Corporate Compliance Trainee

Part of my job as CEO of the UHY network is to meet member firms around the world. It is invariably an inspiring part of the role, because I am always impressed by the expertise and wholehearted commitment to client satisfaction that I find in the global UHY community. I also come away with more than admiration. Face to face conversations with UHY leaders around the world are always illuminating and regularly educational. I often leave UHY meetings with new ideas and fresh ways of thinking about our work. I see how one firm’s innovation might be applied to the challenges of another. I see how well two firms in different countries are collaborating for the good of a client, and how their model of cooperation might be implemented more widely. There is no big secret here. This is simply the power of connections and personal relationships, and it is something that lies at the core of the success of the UHY network. LOCAL EXPERTISE, GLOBAL AMBITION UHY is a network of independent member firms that collaborate closely for the good of the whole and for the benefit of our clients. As a global network with a focus on connection and cooperation, we are more than the sum of our parts. When we work together we combine local expertise and global ambition. Cross-border clients often comment on the seamless experience of working with UHY members in different countries and the smooth flow of information between our teams – you can read some of our clients stories on our Insights Page. They are impressed by our ease of doing business, which is based on warm relationships and a firm foundation of trust between firms. How do we establish these bonds? In several ways: In-person meetings. UHY runs a calendar of regional, sub-regional and international events and conferences that allow member firm leaders to meet, talk and share expertise. Our events are designed to facilitate informal conversations, spark ideas and create the foundations for future collaboration. Shared resources . Experts in different areas from across our network – audit, tax, specific industries and so on – continually share knowledge and ideas, often through informal groups. Our more formal technical working and special interest develop initiatives and find solutions to improve the performance of the network in key areas, empowering members to offer broader, deeper expertise. Mentorships and peer learning. Structured leadership groups like our Managing Partners’ Forum (which meets every two years) help to cement relationships between senior executives across the network. Our annual UHY Forum, our flagship personal development event brings UHY’s brightest talent together to work and learn together – it forms part of the foundation of UHY’s working together culture. Other peer learning and secondment arrangements give rising leaders access to pooled expertise and global experiences. These examples are the tip of an iceberg of formal and informal connections between member firms. By connecting in these ways, everyone in our network can stay on top of the latest regulatory or compliance initiatives, learn about new digital accountancy techniques and understand shifting client challenges and expectations. Most importantly of all, every UHY member can harness the power of our network for the benefit of their clients. Any firm working through regulatory, technological, compliance or professional challenges on behalf of a client can dip into a deep pool of collective expertise for a solution. When clients need cross-border support, members can confidently recommend the right partner and make fast and friendly introductions. SHARED KNOWLEDGE, SHARED SUCCESS Recent experience of visiting member firms confirms my belief that the strength of UHY lies not only in our global presence but in the quality of our connections – with one another and with clients. I’d like to thank member firms for their commitment to creating the formal and informal bonds that help our network – and our clients – succeed and grow. Throughout all our firms across world, the UHY brand creates a unified banner under which clients feel rightly supported in their cross-border growth. In a nutshell, connections are not just a feature of our network – they are our greatest strength. CEO of UHY International, Rhys Madoc