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Official guidance
Employment Status Manual

ESM10000 · Off-payroll working legislation: Chapter 10, ITEPA 2003 (from 6 April 2021)

  • ESM10001 · Basic principles: public authorities: when the off-payroll working legislation applies and commencement
  • ESM10001A · Basic principles: other organisations and public authorities newly within scope - when the off-payroll working legislation applies and commencement
  • ESM10002 · Basic principles: key terms for the off-payroll working legislation
  • ESM10003 · Basic principles: conditions of liability
  • ESM10003A · Basic principles: non-material interest in a company intermediary
  • ESM10003B · Basic principles: Targeted Anti-Avoidance Rule (TAAR)
  • ESM10004 · Basic principles: Managed Service Companies (MSC) and off-payroll working
  • ESM10004A · Basic principles: off-payroll working: from 6 April 2021: Construction Industry Scheme and off-payroll working
  • ESM10005 · Basic principles: meaning of public authority
  • ESM10006 · Basic principles: meaning of medium or large sized non-public sector organisation and wholly overseas clients
  • ESM10006A · Basic principles: meaning of medium or large-sized non-public sector organisation: Size-threshold changes from 6 April 2025
  • ESM10007 · Basic principles: meaning of medium or large-sized non-public sector organisations: groups
  • ESM10008 · Basic principles: meaning of medium or large-sized: connected persons
  • ESM10009 · Basic principles: meaning of medium or large-sized non-public sector organisations: joint ventures
  • ESM10010 · Basic principles: contracted-out services
  • ESM10011 · Basic principles: responsibilities of the public authority and medium/large-sized organisation not in the public sector
  • ESM10011A · Basic principles: duty for client to confirm its size upon request
  • ESM10011B · Basic principles: off-payroll working from 6 April 2021: suggested template when client confirms its size
  • ESM10012 · Basic principles: Status Determination Statement (SDS)
  • ESM10013 · Basic principles: what constitutes a valid Status Determination Statement (SDS)
  • ESM10014 · Basic principles: reasonable care
  • ESM10015 · Basic principles: client-led status disagreement process
  • ESM10015A · Basic principles: client-led status disagreement process: guidance for workers
  • ESM10016 · Basic principles: duty for client to withdraw SDS if it ceases to be medium or large
  • ESM10017 · Basic principles: off-payroll working and the contractual chain
  • ESM10018 · Basic principles: responsibilities of agencies and other parties in the chain
  • ESM10019 · Basic principles: operating PAYE
  • ESM10020 · Basic principles: application of Income Taxes Act and Social Security Contributions and Benefits Act 1992 to deemed employments
  • ESM10021 · Basic principles: deductions from chain payments
  • ESM10022 · Basic principles: information to be provided by worker or intermediary and consequences of failure
  • ESM10023 · Basic principles: consequences of providing fraudulent information
  • ESM10024 · Basic principles: prevention of double taxation
  • ESM10025 · Basic principles: international tax issues
  • ESM10026 · Basic principles: international examples
  • ESM10027 · Basic principles: how to calculate the amount of the chain payment
  • ESM10028 · Basic principles: how to calculate the deemed direct payment
  • ESM10029 · Basic principles: how to calculate the deemed payment – example
  • ESM10030 · Basic principles: how the worker accounts for and reports monies drawn from their intermediary
  • ESM10031 · Basic principles: recovery from other persons – how it will be applied
  • ESM10032 · Basic principles: recovery from other persons – steps clients and agencies can take to secure labour supply chains
  • ESM10033 · Basic principles: impact on pensions tax relief
  • ESM10033A · Basic principles: off-payroll working from 6 April 2021: statutory payments
  • ESM10033B · Basic principles: how to calculate statutory payments
  • ESM10034 · Basic principles: miscellaneous expenses
  • ESM10035 · Basic principles: CT accounting
  • ESM10036 · Basic principles: HMRC compliance approach
  • ESM10037 · off-payroll working: Setting off Tax and National Insurance contributions already paid or assessed: When the legislation applies and commencement
  • ESM10038 · off-payroll working: Setting off Tax and National Insurance contributions already paid or assessed: The set-off process
  • ESM10038A · off-payroll working: Setting off Tax and National Insurance contributions already paid: The set-off process: Case study
  • ESM10039 · off-payroll working: Setting off Tax and National Insurance contributions already paid or assessed: Appeals
  1. Off-payroll working legislation: Chapter 10, ITEPA 2003 (from 6 April 2021): Contents
  2. off-payroll working legislation: Chapter 10, ITEPA 2003 (from 6 April 2021): basic principles: recovery from other persons – steps clients and agencies can take to secure labour supply chains

ESM10032 | off-payroll working legislation: Chapter 10, ITEPA 2003 (from 6 April 2021): basic principles: recovery from other persons – steps clients and agencies can take to secure labour supply chains

From HM Revenue & Customs · Employment Status Manual

The intention behind the provision is to incentivise and drive up the use of compliant labour supply chains to ensure the rules are applied as intended. To help prevent the liability being recovered from agency 1 or the client, those parties may wish to take steps to ensure the parties that are contracted in their labour supply chains are compliant.

It is in the interest of the client and/or agency 1 to check carefully who they are dealing with. It is good commercial practice for businesses to carry out checks to establish the credibility and legitimacy of their supply chain.

A judgement on the integrity of the labour supply chain and the suppliers, customers and goods or services within it would be expected to be made. This could include checking carefully who they are dealing with in relation to the nature of the supply to establish the integrity and credibility of those within the labour supply chain, considering:

  • What is the agency/labour supplier’s history in the trade?

  • Is the agreed contract price for the supply of labour lower than market value without a clear explanation for why?

  • Have normal commercial practices been adopted in negotiating prices?

  • Have they been asked to make payments to third parties other than the party the client is contracting with or asked to make payments to an offshore bank account? If so, is there a valid reason for that?

  • Is a newly established agency with minimal trading history offering to supply labour cheaper than a long-established agency?

  • Is this the same agency/labour supplier as previous, but operating under a different name? If so, why?

  • Is the party insisting that they can further subcontract the labour supply? If so, why?

Suitable checks to secure the labour supply chain will vary depending on the circumstances and length of supply chains. Each organisation should consider what checks are suitable in their individual circumstances.

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