Study 1 - The Consultant:
Richard M, a change management consultant from Australia, was offered a lucrative 12 month assignment in Wellington working for a consulting company. But neither the recruitment agency based in Auckland, nor the consulting companies local office were willing to organise a work visa for him and his family. Luckily after he contacted www.contractortaxation.com and we passed his case on to our local partner in New Zealand, a full work permit was soon in place that would cover him for his 12 month contract and give him the opportunity to work for other end clients after that assignment had finished. Even better, due to our local partners understanding of dual taxation laws and the special regulations for expatriate workers, he was earning more money than he expected.
Study 2 - Consultant Requiring Tax Minimisation.
Anthony, an engineer from USA who was working for Network Rail in Auckland found that with his earnings surpassing the £60K per annum mark he was unable to legally maintain the retention on his earnings through his limited company. Anthony contacted www.contractortaxation.com and explained his situation, we then provided him with a variety of structures for him to choose from, then passed him on to our local partner that had the structure that suited him.
Study 3 - The Recruiter:
Auckland based recruitment consultant HM had located the perfect candidate for her client, the Christchurch office of a UK investment bank. However the candidate was a UK citizen working in China. But her clients only solution for a work permit was to hire and payroll the candidate directly. This would have exposed the candidate to the highest rate of tax through paye system and would get a net return of less than 65%. This meant the candidate was refusing the position. If only there was another solution! A colleague referred her to www.contractortaxation.com and our local partner was able to step into the breach. By offering a conduit between agency, end client and contractor all parties needs were met and the project was able to proceed without incident.
Study 4 - The Employer:
MB, the sales representative for a fledgling South Africa management consultancy had won a project to assist a Auckland private healthcare organisation through a systems upgrade. He needed to urgently bring 7 of the staff from South Africa over to support the project. Given New Zealand's strict immigration and business practice laws it was essential that all correct procedures were followed. But his recently established office had not yet engaged proper legal, accounting and human resources functions which made it difficult to ensure that everything was fully compliant with local regulations. Our local partner was able to assist him by taking on the staff as a 3rd party, providing all specialist tax and immigration advice. Not only did it solve his problem, it was easy to migrate the staff back to his company when they had their internal functions in place.
Please note these studies are used for information purposes only and any resemblance to persons real or imagined is purely incidental.