How Self Assessment payments on account work in 2026/27, when you can legitimately reduce them, and the penalty risk if you reduce them by too much.
The difference between Self Assessment payments on account and the balancing payment — and why your first 31 January bill often includes three separate amounts added together, in 2026/27.
Your first year of self-employment doesn't require payments on account — but your second tax bill often does, and it can be double what you expect. Here's how to plan for it before it catches you out.
Tax guide for self-employed physiotherapists and osteopaths in the UK: sole trader vs limited company, allowable expenses, VAT exemption and HCPC/GOsC registration.
A settlement agreement often bundles several different payment types together — notice pay, redundancy compensation, unused holiday, sometimes a genuine ex-gratia sum — and each is taxed completely differently. Here's how to read the breakdown.
Sharesave lets employees save up to £500/month for 3 or 5 years, then use the savings to buy company shares at a price fixed at the start — with no obligation to buy if the share price has fallen. Here's how the numbers and tax treatment work.
Selling on Vinted, doing weekend freelance work, driving for a delivery app — side income is taxable above certain thresholds, and HMRC now gets data directly from platforms. Here's exactly when you need to register and what you owe.
HMRC's simplified expenses let sole traders use flat mileage and home-use rates instead of calculating actual costs. Here's every flat rate for 2026/27 and when actual costs work out better.
How a spousal bypass trust can keep pension death benefits outside a surviving spouse's own estate in 2026/27, why it is used, and how the incoming pension IHT changes affect the strategy.
SIPPs suit individuals; SSASs are built for small companies, often family businesses, that want a pension scheme that can lend money back to the business or buy the company's own premises. Here's how they actually differ.
Most staff discounts on your employer's own products are tax-free, but there are limits and edge cases — especially when discounts are steep, when they're extended to family, or when they come from a third party rather than your own employer.
Employer-funded staff events are tax-free as long as the total cost per head across all annual functions stays at or under £150 — but go a penny over, and the whole amount becomes taxable, not just the excess.
