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Cashflow is a business lifeline, Without it, there's a significant chance a business will cease to exist;

even if it's profitable.


Wondering if your cashflow is worth taking time to think about? Then consider this. If you are:

·         Unable to cover your total monthly expenses easily with your total monthly income;

·         Not being paid your desired wage;

·         Unable to pay all your taxes;

·         Then you have a cashflow management problem.


If you're breaking out in a sweat right now, rest easy, there are ways to improve your cashflow but first you

must understand what cashflow is and how it circulates around your business.


Cashflow is the flow of money coming in and the flow of money going out. How much cash you have in your

business at any one time (cashflow) is determined by how much cash you have coming in less how much cash

you have going out.


Cash circulates around your business. You manufacture or produce goods (cash out) and then you sell them

(cash in) and on it goes.  It sounds simple, and it is. However, it's the processes that surround this cycle that

often create timing issues.


There are permanent pulls on cashflow which can cause havoc if not managed e.g. drawings, tax, loan repayments and asset purchases. 

The length of time it takes you to purchase your goods and have these goods convert into cash in the bank is called your Cash Conversion Cycle. The less time this process takes, the better your cashflow and when your cashflow works for you it's easier to cover your monthly expenses, pay yourself your desired wage, cover your taxes, and avoid having unnecessary debt.

Here's an example of a Cash Conversion Cycle calculation.




The Cash Conversion Cycle gives the business owner clarity around how long it's taking between cash going out and cash coming in; in this example it's 76 days.


Simply by working out this calculation the business owner has gained valuable insight into why and how their cashflow is impacting their business.


Reducing the number of days in this cycle significantly improves the business's cashflow and this can be achieved by taking a closer look at your business processes.


For example if Accounts Receivable days reduced by 9 days and Inventory days reduced by 6 days there would be an additional $105,370 in your bank account today (presuming Sales are $3,000,000, Accounts Receivable $420,000, Cost of Goods Sold $1,910,000 & Inventory $320,000.)


There are 7 areas which contribute to the length of your Cash Conversion Cycle and below we've given you some ideas on how to begin reducing the number of days in each area and start enjoying better cashflow today:


1.       Accounts receivable

Reduce the time between billing and banking by tightening your Terms of Trade, offering prompt payment benefits and streamlining your billing process to work like clockwork each month.


2.       Accounts payable

Review suppliers' terms of trade and discount. Implement budgets, streamlining your payments process to maximise prompt payment discounts and avoid late payment penalties.


3.       Inventory process

Review your stock ordering systems and stock control processes and identify strategies to ensure cash hits the bank sooner i.e. think about how you could get your goods out even one day faster.


4.       Inappropriate debt/capital structure

Review existing debt and capital structure. Could debt be consolidated and paid off over a longer term? Review and adjust what you're drawing from the business or identify if the business needs a capital injection to fund its growth.


5.       Overheads too high

Review your overheads annually.  Look at the effectiveness of your marketing spend, go paperless, put expense budgets in place and change your technology platform to reduce overheads.


6.       Gross profit margins too low

Review your gross profit margins and know what's left from sales after variable costs are deducted. Increase margins by focusing on rework and wastage, reducing stock shrinkage and improving team productivity.


7.       Sales levels too low

Identify ways to increase sales for example focus on customer retention, generating leads, improving sales conversion, customer transaction frequency and pricing strategies.



Do you have a family trust? Thinking of forming one as a way to future-proof your assets for you and your children? Take note - the Trustee Act is getting a makeover. While there are still a few parliamentary hurdles to jump, now's the time to get your head around what the new bill will mean for you and your business.

In a nutshell

Last August, a new Trusts Bill was introduced to Parliament – the first big change to New Zealand's trust law in more than 60 years. With up to 500,000 trusts operating in our country, they are an essential part of our legal system but the current legislation is no longer cutting it.

The current Act: Narrow in scope, expensive and too complicated.
The proposed bill: More efficient, better guidance for trustees and beneficiaries and easier to resolve disputes. 




#1 Extending perpetuity laws -

The new legislation suggests extending family trust time limits from 80to 125 years, which may involve significant succession planning adjustments.

#2 More information access for beneficiaries -

In its draft form, the Trusts Bill proposes to give most trust beneficiaries the legal right to financial reports on the state of the family trust.– meaning they'll be able to request more information including 'who's getting what'. Whether beneficiaries have the right to request this information under our current law is a bit of a grey area.

Because this potentially opens a can of worms for trustees, this proposal has been controversial and has attracted a lot of feedback from trust advisers. We will have to wait until later in the year to see what changes (if any) are made to this proposal.





Up until now, a trustee's job description has been clear as mud with many families getting into strife unaware of their trustee's responsibilities. If the new bill comes into place, a trustee's role will be clearly outlined, and include:

  • Knowing the terms of the trust.
  • Acting according to the terms of the trust.
  • Acting honestly in good faith.
  • Acting for the benefit of the beneficiaries or the permitted purpose of the trust.
  • Exercising trustee powers for a proper purpose.




Get your paperwork in order: Document your trust actions carefully (if you don't already) and make sure they're accurate.

Revisit your succession planning: Talk to us to make sure your succession plans still make sense if this legislation goes through.

Review your trust: There might be opportunities to improve your tax structure, reduce your risk profile and better your family's financial situation.

Know your CRS obligations: New Zealand uses the Common Reporting Standard for the automatic exchange of information (AEOI) to help tackle global tax evasion. This means Reporting New Zealand Financial Institutions (NZFIs) have new IRD obligations, so you'll need to know if your trust falls into this category.

Join us for coffee! A quick, pain-free chat now (about all of the above) could save mountains of paperwork, and headaches, down the track. Give us a call, email or book a meeting time.




Family trusts are a popular way to protect and manage your assets, such as the family home, for you and your family, now and in the future. They can have a valuable role to play, but they're not suitable for everyone. Here are the pros and cons of family trusts to help you decide if it's worth investigating further.

Five good reasons to form a family trust
1.Protect your assets against claims and creditors in the event of business failure or a lawsuit.
2.Set aside money for special reasons, such as a child or grandchild's education.
3.Ensure your children, not their partners, keep their inheritances.
4.Protect your children from squandering assets or falling prey to financial scams before they've gained sufficient life experience to make sound decisions.
5.They have a life of up to 80 years (or 125 years under the new bill) unless it's wound up and distributed earlier.

Three disadvantages of setting up a family trust
1.Transferring your personal assets to a trust means you lose complete ownership and it will be the trustees' responsibility to control them.
2.The time and cost involved in setting up a trust and meeting its annual accounting and administrative requirements.
3.Disgruntled beneficiaries have the power to sue trustees where trustees have acted in breach of trust. While it's not common, it is happening more often.

What's next?

Get professional advice from the start. We can answer any questions you have about trusts, being a trustee, administering a trust deed, and the proposed new Act. Contact us today to book an appointment to meet with us.





Planning a summer business trip with a personal holiday tacked on the end? Renting out the bach and unsure what expenses can be claimed? Whatever your situation, we want to make sure you're getting the expense claim tax break you're entitled to.

Here's the lowdown on legal costs for trust admin, travel expenses, mixed-use assets and sponsorship.

Facing a legal bill for your business or trust? Good news.

Generally speaking, you can deduct any business-related legal expenditure carried out by your company and/or trust if total legal expenses incurred are less than $10,000 in a tax year.

Examples of deductible claims include: expenses relating to protecting trade secrets of the business, opposing the extension of a competitor's patent, defending an allegation of an infringement of copyright, defending traffic infringements brought against company employees while on company business, and costs for appointing company directors.


If your business involves hitting the road, you can claim business travel as an expense. The best way to prove the business portion of your travel expenses is to keep a diary of your travels. Hang on to your itinerary, invoices and tickets. Jot down the reasons for the trip, date of the trip, and costs of any car hire, air/bus/taxi fares, accommodation, meals and incidentals, as well as the time spent on business and non-business activities.

Mixing business with pleasure? If your trip contains a private or capital element you can claim a 100% deduction (where the holiday aspect is incidental to the work element) or an apportionment (where there are two purposes for the trip, both truly separate). If the work side of things is just incidental to the holiday, no deduction can be made.


If your holiday home is being used privately and for income-earning purposes (and is also unused for 62 days or more) you can claim mixed-use expenses. There are three categories to be aware of:
•Fully deductible expenses: You can claim 100% of any expense solely for the income-earning use of the asset. For example, costs of advertising for tenants for your bach.
•Non-deductible expenses: You can't claim any expenses for the private use of the asset. For example, the cost of a jetski stored in a locked garage that's unavailable to bach renters. You also can't claim expenses such as improvements (adding on a carport, or upgrading the bathroom).
•Apportioned expenses: If an expense relates to both income-earning use and private use, you need to apportion it using this formula:

Expense x income-earning days / income-earning days plus counted days (private)

These rules can be a little complicated, especially if a company is involved in the mix, so it may pay to come and have chat to sort out how they apply to your business specifically.


For sponsorship to be fully deductible, your business must be promoted and any element of private enjoyment must be incidental.

Sponsorship examples that are fully deductible:
•Sponsoring $2,000 towards the local hockey team's new uniforms and in return, the team agrees to display your business logo on the uniforms.
•Sponsoring $10,000 towards the Taupo Relay for Life and in return, the organisers agree to advertise your business across all promotional materials.



Whether you are thinking of becoming a trustee for your own family trust or someone else's, it's important to know your obligations under the current law before accepting the role.


8 things to know before becoming a trustee

  1. It's a legal responsibility with a lot of work involved (most often voluntary) and you could end up being liable for losses made by the trust if you don't do the job properly.
  2. You're in it for the long haul - some trusts have a set end point, ie: when a child turns 18, but others can go on for over a century.
  3. You must know and understand the trust deed, all associated documentation and the trusts property, assets and liabilities.
  4. You've got to stay impartial when managing or distributing trust property to beneficiaries - no favourites!
  5. You have to ensure all relevant documentation with regard to the trust assets are signed by all trustees, not just the 'Mum and Dad' of the trust (check the trust deed though, in case it says otherwise.
  6. When making trust decisions, you have to agree with the other trustees before taking on the job.
  7. You must actively participate and make all the decisions - no delegating or relying on others to do your job.
  8. Paperwork will be your friend - keeping accurate accounts and recording all trustee decisions as requested by beneficiaries will keep you out of deep water.


Things to do this month

Check your expenses and save
Know how much you're spending on printing, advertising, and taking clients out to lunch? Or does it come as a shock when you do your GST returns? If your company is growing, your expenses may too, but in some cases it could be a lack of attention causing spending to creep up. Take a few minutes this week to track your expenses and see where you can save money.

Our three top 'money-saving' tips

  1. Ask yourself 'Do I need to be spending that much, on that?'.Maybe it's time to see what other suppliers are out there.
  2. Invest in accounting software like Xero, FreshBooks or QuickBooks to make life easier.
  3. Look out for the best deals on office expenses and buy in bulk at a cheaper price.



Disclaimer: This publication has been carefully prepared, but it has been written in general terms only.
The publication should not be relied upon to provide specific information without also obtaining appropriate professional advice after detailed examination of your particular situation.


Are you paying your employees leave correctly?

Be aware, there have been at least 3 articles in the paper in June alone reporting on the reasons and penalties being imposed by the ERA to companies for paying holiday pay at incorrect rates, underpaying employees or for not having current Employment Agreements for their employees.

Any penalty has to be paid to the ERA, as well as any underpayment paid to the employee.

If you are investigated, and it only takes one employee to go to the ERA for this to happen, the ERA will check the pay history of all your employees.


What can you do?

  • Make sure you have current Employment Agreements for all your employees and update the agreements if the employment relationship or the pay rate/structure changes.
  • Check you are paying Holiday Pay correctly!
  • Permanent employees must be paid the higher of their ordinary weekly pay and average weekly pay, including regular payments such as overtime or commission.

    Casual or fixed term employees can be paid their holiday on a "pay as you go" basis.

  • All other leave such as sick leave or public holidays, for example, are calculated differently.
  • Keep complete records of your employees hours and days of work.

See the links below:

PDF]Leave and holidays: A guide to employees ... -

or feel free to call Jill on ph 03 374 9393 for advice.


We prepare some of our clients payrolls and this takes away all the concern and ensures accurate and correct wages every pay. Please contact Louise or Jill to see if they may be of use to you for a no obligation quote or chat (it'll be cheaper than you think)


Warmest Regards,
Louise Neville
Director, Chartered Accountant

The Budget - What's in it for you?

Sorry everyone, there was very little for businesses but I don't see that as being a bad thing. The money that could have been put towards legislation and implementing change that could detrimentally effect business just wasn't there and that is positive, so it's business as usual. I do see a silver lining for businesses because the focus for Finance Minister Robinson's Budget is on public service spending (health, education and housing) and investment in infrastructure. When the government spends money in these areas it's NZ businesses that benefit through providing the construction, services and manufacturing for this investment and infrastructure.

The 5 areas that may affect your business are:

  1. Reintroducing an R&D tax credit for New Zealand businesses that spend more than $100,000 on R&D per annum, with a commitment to lift R&D spending to 2% of GDP within 10 years.
  2. Introducing ring fencing to rental losses on rental properties so they cannot be offset against other taxable income to reduce net tax paid.
  3. Imposing GST on low value goods that are imported into NZ by bringing in GST registration for offshore suppliers.
  4. Reversing the previous Government changes to the income tax thresholds.
  5. Funding boosts to the Working for Families tax packages.

From the Budget Inland Revenue received $31.3 million in operating spending of which $23 million will go towards making sure companies are filing their tax returns. They're expecting a return of $183 million on extra tax revenue collected and of course you all have to have your returns filed on time, we get a 100% filing certificate annually so this is no threat to our clients. The rest of the Inland Revenue funding goes towards digital productivity of administration and reducing fraud.

For any further information on the above topics please email for a PDF document, or please contact me for a chat to understand the implications specifically for you.

Warmest Regards,
Louise Neville
Director, Chartered Accountant

Where's our economy heading?


I went to a really interesting talk by Tony Alexander (BNZ Chief Economist) and his key message was that there is going to be good growth and a positive outlook for Canterbury over the next 4 years.

Although annual growth for Tourism in New Zealand increased by 45% (instead of 4% in previous years) Canterbury has missed out on a lot of the 14.5 Billion that was put into the economy, due to the earthquakes and now as the city is rebuilt and we get more infrastructure it's our opportunity for Canterbury to catch up.

Tony's view is that housing prices in Christchurch will continue to increase, similar to Nelson and it's all to do with supply and demand. Young Professionals with families are more likely to come to Christchurch from Wellington and Auckland as we are the only other city that offers a great lifestyle and cheaper living costs while still maintaining a spot on the professional ladder.

It seems that the rest of the country is experiencing what Canterbury's businesses has had over the last 6 years which is:

  1. Not enough skilled staff means demand is exceeding supply. we are short of skilled staff by net 44% (used to be 19%) and short of unskilled staff by net 29% (used to be 4%)
  2. Low loyalty from employees, the younger generation are trying numerous positions and are not just moving for money but also lifestyle choices, flexibility, type of work which is helping keep wages low.
  3. Customer loyalty is becoming a thing of the past as there is so much easy access to shop around so business owners can't put prices up.
  4. Machinery, tooling and productivity efficiencies are better/cheaper ways of producing and this has been a big factor in the region.
  5. Adopting quickly to change is paramount, this is a part of Canterbury culture now. Even when machinery is purchased, majority know that this machine is likely to be redundant in 5 years or has adaptability capacity.

These factors would normally lead to increased wages and inflation, but it's not and it's got the economists beat. The big message was past cyclical patterns no longer exist, we are living in a new age where things such as interest rate fluctuations cannot be predicted.

My understanding of what Tony Alexander's message about the future of business was that once the minimum wage increases to $20 by 2021 and if a business has inefficient productivity, many are likely to go out of business. This will be good for all the businesses left as they will be able to put their prices up. The businesses still running would have concentrated on:

  1. Working collaboratively with suppliers. (also suffering from understaffing)
  2. Rather than growing in quantity of customers, they have looked after their good customers. (getting rid of the ones that drag them down and are difficult).
  3. Looking after key team members.
  4. Working on internal efficiencies.
  5. Getting a business model that changes quickly.
  6. Having capital to invest in machinery & efficiencies so human labour is not so reliant on.
  7. Having a team that's multi-skilled and adaptable.
  8. Looked at how the business can be environmentally smart and are moving towards the "less is more" philosophy from packaging, electricity, fuels, biodegradables, leaving a smaller footprint wherever possible.

Our outlook nationally is good, key areas include:

  • Increase in tourism.
  • Increased in investment in tourism.
  • Increase in Construction
  • Rise in population (net above 68,000 last year)
  • Increase in healthcare spending.
  • Increase in world growth

BUT capacity will hinder, stop trying to grow (his words not mine), drop bad customers and work collaboratively with better clients.

It was a great talk and I have many other statistics and information so if you would like to talk about this subject more please feel free to contact me.

Next week we will be talking about the Budget and how it affects you.

Warmest Regards,
Louise Neville
Director, Chartered Accountant

We have identified a crucial area in business that gets forgotten yet it's so important – 'Succession Planning' so we have teamed up with key speakers in this field to bring you a Seminar that will really make a difference to your Business's future and wealth. We would love it if you came along!

Succession planning is about clarifying what you want for the future and defining the steps required to turn that vision into a reality, while taking into consideration business, personal and family expectations. The benefits of succession planning include:

  • Helps determine what you want from your business and how to get it
  • When it comes to selling your business, it allows you to transition your business to new ownership in a managed and systematic way, reduces stress while also achieving a greater outcome in the future.
    Achieves alignment amongst owners / family members.
  • Helps clarify the personal, business, financial, legal and taxation aspects you will need to consider.

Have you thought about:

  • Have you looked at 'what if' scenarios?
  • Do you know what tasks and actions need to happen for you to maximise your outcomes?
  • What are your key goals and milestones now through to selling, passing on or simply taking on a more passive role? Taking time to plan this now will benefit all people involved.

Come listen and interact with the people passionate about your future:

David Lang – Partner in Saunders & Co
David will share with us how to best plan now to protect yourself & family and achieve the best outcome upon exiting or taking a more passive role.
Damien Fahey – Partner in Tabak Business Sales
Damien will share with us the pitfalls of what not to do and the keys things to ensure you maximise your sale or transition which starts now, not when you're thinking of selling.
Annabel Shand – Financial Advisor at Craig's Investment Partners
Annabel will share her many years of wisdom on "it's never too late to have a nest egg for retirement" and how to make the most of now and in the future.

Louise Neville - Chartered Accountant & Business Advisor
Louise will share the key issues that you need to think about and start implementing in your Business, also what's involved in a succession plan specifically for you.

It's not just about extracting the maximum value out of your business to provide for your future. Should an unforeseen event occur, lack of planning will cause unnecessary stress and potentially compromise your sale price, client relationships and the overall reputation of your business.

Date: Tuesday 12th of June 2018
Time: 4:00pm
Venue: Accounting Solutions Limited
77 Gasson Street, Sydenham, Christchurch 8023
Price: $25 per person (Incl GST) all proceeds will be donated to Youthline (They support young people who need help with issues such as abuse, mental health, bullying or dealing with many other pressures of everyday life.)

Spaces for this seminar are limited so register today by emailing or phone Monica on 03 374 9393.

The presentation will finish around 5:30pm, then a great opportunity to network with fellow business owners over drinks and nibbles.

Please don't hesitate to contact us for further details regarding this great learning opportunity and if you have friends and colleagues who are in business, forward an invite on to them as well – this is not to be missed!

Warmest Regards,
Louise Neville

Director, Chartered Accountant


The Minister of Revenue announced that a Supplementary Order Paper to the Taxation (Annual Rates for 2017–18, Employment and Investment Income, and Remedial Matters) Bill has been introduced to extend the bright-line period from 2 to 5 years.


What does that mean for you?


If you are thinking of selling land/property, other than your family home, and have owned this less than 5 years it's likely that you will fall under the bright-line period and be subjected to capital gains tax but you have a small window of opportunity between now and when the Bill becomes an Act (Royal Assent) to sell your property without incurring the capital gains tax (as long as you've owned it for more than 2 years).

This is important for anyone considering selling property (other than the family home) over the next 5 years, please feel free to ring us to discuss your situation. 


We think this is a well written article which may be of interest to you. A few organisations have written about these topics but we found that this one is the easiest to understand.


• Paid Parental leave extended
• Minimum wage increases
• Equal Pay
• Introducing statutory redundancy compensation.
• Contractors getting increased rights
• Changes to Trail Periods
• Collective Bargaining
• Reinstatement
• Increased scope for minimum standards.
• Fair pay agreements

For more information on these topics and the full article click here

Just a reminder to watch out for any Xero requests for paying bills and to look closely at what email address they are coming from. The phishing scam is still going around.

Here's the link for more information:

Warmest Regards,
Louise Neville
Director, Chartered Accountant

Tenants Must Be Informed of Insulation Status

It's been compulsory since 1 July last year for any new tenancy agreement to include an Insulation Statement. That means landlords must record if rentals have insulation, where it is, the type of insulation and its condition. That allows tenants or potential tenants to make more informed decisions about renting.

Insulating Rentals is now mandatory!

On top of that, if you have a rental property without floor and/or ceiling insulation, you have until 1 July 2019 to install it. If you don't have an Insulation Statement, or your property remains uninsulated from 1 July 2019, you can be fined up to $4000.

The insulation requirements don't apply to in-ground concrete floors and integral ceilings-floors in a multi-storey dwelling.

Note that it's illegal to install or repair electrically conductive insulation, known as foil insulation, in any residence. A breach could cost you up to $200,000.

For this and more information on these new requirements see:


R & D Tax Credits Can Boost Cash Flow

Changed research and development (R&D) tax credit rules, which came into effect at the start of the 2016 income year, can help business cash flow.

The R&D Tax Credit regime allows a "cash out" of an organisation's R&D tax losses. The cashed-out amount must be repaid from future income.

In general, a taxpayer will be eligible for the cash out if they:

• Are a New Zealand tax resident company
• In a tax loss position
• Maintain continuing ownership of intellectual property.
• Have a "wage intensity" of at least 20 percent (calculated as total R&D labour expenditure ÷ total labour expenditure).

The "cash-out" is subject to maximum caps and will be clawed back in certain circumstances such as a substantial shareholding change or the disposal of R&D assets.  Only expenditure that doesn't meet the threshold to be capitalised as an intangible asset qualifies for the tax credit. If you think you may be eligible and we haven't already discussed this with you, please contact us.


Creditors Get More Protection From Indebted Businesses

A threshold for reportable tax debt has now been proposed by the government, giving creditors greater protection from businesses owing debts of more than $150,000.

The IRD will soon be able to disclose to certain credit reporting agencies, information about companies with significant tax debt. An Order in Council set a threshold of $150,000, so a company's tax debt over that amount may be disclosed.


A Tip for Employers - Kiwisaver Contributions

We have noticed on the MBIE (Ministry of Business, Innovation and Employment) Employment Agreement Builder that the Employer's Kiwisaver Contribution can be included in their total pay, rather than as an added benefit. This must be negotiated in good faith and made clear to the employee during pay negotiations so keep this in mind next time you are writing a new employment contract.

For this and more information please see the link below


Contractors Get More Tax Choice

The way contractors pay tax changed on 1 April, giving greater choice, and making it easier to get tax right. The rules around schedular payments have changed to allow this, and are compulsory for all contractors hired by a recruiter - or other labour hire business - and those previously under schedular payment rules.Other contractors can opt in if their payer agrees to deduct tax on their behalf.

Contractors already under schedular payment rules
Contractors must complete the new tax rate notification form (IR330C) when starting any new job. On this form, they pick their preferred tax deduction rate. New Zealand tax residents can pick any rate from 10 percent to 100 percent. If you complete the form but don't pick a tax rate, the labour hire business will deduct tax at 20 percent. If you don't complete the IR330C, the no-notification rate of 45 percent will apply.

Self-employed contractors
If you contract directly for any business and do not have to have tax deducted by the hirer, you may choose to have tax deducted from your payments. You and the payer must agree to this approach, and a written record of the agreement should be kept. If you work for several businesses, each must agree to the request. If a payer doesn't agree, you will continue to pay tax for that work as done previously.

Use-of-money interest charges for underpaying provisional tax are also changing. From the 2018 tax year, new rules mean fewer people will have to pay it.

Paying contractors
If your business hires contractors you need to follow the following steps when paying them:

• Check the accounting software includes the option to choose variable tax rates
• Brief the payroll team
• Download the new tax rate notification form (IR330C) and get contractors to complete it
• Add the contractor to your EMS and complete as you would for any other person receiving schedular payments - ignore additional deductions
• If you employ contractors directly, you must record the agreement with them to deduct tax


Contractor or Employee? $65,000 Fine for Getting This Wrong

Not correctly disclosing who is a contractor and who is an employee correctly can have serious repercussions on a business.

In a recent scenario two car sales companies with the same director were penalised $65,000 for incorrectly categorising their staff as independent contractors and not allowing them their basic human rights. The owner did not have a written agreement because he believed that as his staff were contractors this was not needed but that wasn't enough to convince the labour inspector.

For more information on the differences between employees and contractors please click here


  • "With our previous accountant, I had all this information but didn't really get a grasp of what it meant. Now with Accounting Solutions I understand my overall business and where we are going."
    -Richard Allin, Managing Director, Push Bikes Ltd
  • Accounting Solutions has surpassed my previous experience of a large international accounting firm. An experienced accounting team who can manage complex financial tasks."
    -Phil Bryant, Channel X
  • "We have been clients of Accounting Solutions for over 13 years now. Their proactive approach has helped our business to continue to grow and helped make business simple, profitable and enjoyable."
    -Bernie Hunt, Managing Director, Sydenham Joinery Limited
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F: 03 374 9392

77 Gasson Street
Christchurch 8023

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