There is a huge hole in public finances that needs to be filled and protestors are arguing that part of the deficit can be financed by companies that manage to avoid or indeed evade taxation. Sunday 30th January was marked by many as the day of action against this alleged tax avoidance by companies who choose to register in so-called tax havens. These countries offer much lower tax rates and hence provide an attractive environment for companies and savers.
However, protests by the campaign group Uncut have been targeting companies such as Boots, Vodafone and Top Shop, accusing them of depriving the UK economy of billions of pounds of tax revenue, which could be used to plug the hole in Britain’s finances and put the economy on the road to recovery. While these concerns have been around for a long time, they have been brought to the forefront by the government’s spending cuts in areas such as higher education, public sector pensions and the planned closures of libraries. There are numerous strikes planned by workers facing job losses, pay cuts and pension cuts. However, George Osborne has said:
“I regard these people as the forces of stagnation, when we are trying to get the British economy competitive again, moving forward again.”
With more and more spending cuts expected and households being squeezed could this tax avoidance really fill the gap? It is not known how much tax revenue is lost through tax avoidance and evasion, but HM Revenue and Customs estimated that the size of the tax gap could lie somewhere between £3.7 billion and £13 billion. The Commons Public Accounts Committee estimated a gap of £8.5 billion and the TUC at around £12 billion. A pretty wide divergence on estimates I grant you, but an indication of the sheer volume and value of tax avoidance that takes place. Clamping down on this may not plug the hole, but it would certainly help!
Analysis: UK Uncut- The true costs of tax avoidance Ethical Corporation 2009 (28/1/11)
Tax protestors stage Boots sit-in The Press Association (30/1/11)
Weekend of protests planned over tax cuts Guardian, Matthew Taylor and Jessica Shepherd (28/1/11)
Unions are “forces of stagnation”, says Osborne BBC News (28/1/11)
Day of action against tax avoiders The Press Association (28/1/11)
Firms’ secret tax avoidance schemes cost UK billions Guardian, Tax Gap Reporting Team (2/2/09)
Questions
- Why is the UK running such a large budget deficit?
- What is the point of tax avoidance?
- What are the arguments for companies such as Boots registering in other countries? Are these reasons ever in the interests of consumers?
- How are companies able to reduce their tax burdens by registering in countries like Switzerland?
- Why does George Osborne argue that trade unions and strike action are the ‘forces of stagnation’?
- What are the costs of striking to (a) workers, (b) consumers, (c) firms and (d) the economy?
- Would clamping down on tax avoidance be of benefit to the UK economy in the short and long run?
Two reports released by Incomes Data Services tell dramatically contrasting stories about pay in the UK. One report focuses on average pay in the public and private sectors, which are both likely to fall in real terms in 2011. Most public-sector workers will see a freeze in their wages and, whilst private-sector workers’ pay could rise by an average of 3%, this will still be below the rate of inflation. The press release Pay awards may rise but will trail inflation (6/1/11) to the report stated that:
Private sector pay settlements in 2011 could well be higher than in 2010, as long as the economic recovery remains on track. But following the latest increase in VAT, they are likely to trail inflation, meaning that the cost of living may be set to rise faster than average pay settlements for the second year running.
However, the press release to an earlier report, FTSE-100 bosses see earnings rise 55% (29/10/10), stated that:
FTSE-100 directors saw their total earnings boosted by an average of 55% while across the FTSE 350 as a whole total board pay went up by an average 45%, according to the latest Directors Pay Report, published by Incomes Data Services. (Year to June 2010)
On the back of these increases FTSE 100 chief executives took home £4.9 million on average in total earnings during the year.
Meanwhile, there is continuing public outcry over the levels of bank pay and bonuses. Despite billions of pounds of public money having been poured into banks to prevent their collapse, bank bosses are set to receive huge remuneration packages worth several million pounds in some cases. And, despite being condemned by the government, it seems there is little it can do to curb them.
So what are the causes of the growing income divide between those at the top and everyone else? And what are the economic consequences? The following articles explore the issues.
Articles: IDS reports
Year of pain predicted for workers.. while bosses’ salaries continue to grow Daily Record, Magnus Gardham (7/1/11)
Another 12 months of pay freeze misery for workers… but bosses enjoy a huge 55% salary increase Daily Mail, Becky Barrow (6/1/11)
Private-sector pay set to trail behind inflation People Management, Michelle Stevens (6/1/11)
Private pay deals to lag behind inflation Financial Times, Brian Groom (6/1/11)
UK boardroom pay rises 55% in an age of austerity Guardian, Simon Goodley and Graeme Wearden (29/10/10)
Private sector pay ‘to trail inflation’ in 2011 BBC News (6/1/11)
Staff morale warning over bosses’ pay rises Independent, Jon Smith (6/1/11)
‘Dose of reality’ call over top pay BBC Today Programme, Robert Peston, Brendan Barber and Garry Wilson (6/1/11)
‘Severe squeeze’ on average pay BBC Today Programme, Ken Mulkearn (Editor of the Incomes Data Services pay review) (6/1/11)
UK inflation rate rises to 3.7% BBC News , Ian Pollock (18/1/11)
Articles: bankers’ bonuses
Bank bonuses ‘to run to billions in 2011’ BBC News, (7/1/11)
Cameron says banks ‘should pay smaller bonuses’ BBC News, (9/1/11)
David Cameron warns RBS over bonuses Guardian, (9/1/11)
Banks say ‘no’ to bonus backdown Management Today, Andrew Saunders (7/1/11)
Banks to pay out billions in bonuses BBC News blogs: Peston’s Picks, Robert Peston (6/1/11)
Why government can’t stop big bonus payments BBC News blogs: Peston’s Picks, Robert Peston (7/1/11)
Diamond: ‘I am compelled to pay big bonuses’ BBC News blogs: Peston’s Picks, Robert Peston (11/1/11)
Data
Average Weekly Earnings Incomes Data Services
Questions
- Why are average earnings likely to be less than the rate of inflation in 2011?
- Why were the directors of the FTSE 100 companies paid an average 55% pay increase for the year to October 2010?
- To what extent can marginal productivity theory explain the huge increases of bosses of top companies?
- If remuneration committees base executive pay increases on the average of the top 25% of increases of equivalent people in other companies (to stop ‘poaching’), what will be the implications for executive pay rises over time?
- What market failures are there in determining executive pay?
- What will be the implications for staff morale if their earnings are falling in real terms while their bosses are receiving huge pay increases? Should these implications be taken into account when deciding executive remuneration packages?
- Are shareholders in FTSE 100 companies likely to welcome the pay increases of their top executives? If so, why? If not, why not?
We have covered the issue of bank bonuses in previous blogs. See for example: Banking on bonuses? Not for much longer (November 2009); “We want our money back and we’re going to get it” (President Obama) (January 2010); and Payback time (Updated April 2010). But the issue has not been resolved. Despite public outrage around the world over the behaviour of banks that caused the credit crunch and about banks having to be bailed out with ‘taxpayers money’ and, as a result, people facing tax rises and cuts in public-sector services and jobs, bankers’ pay and bonuses are soaring once more. The individuals who caused the global economic crisis seem immune to the effects of their actions. But are things about to change?
The Committee of European Banking Supervisors (CEBS) has confirmed tough new guidelines on bank bonuses applying to all banks operating in the EU. The CEBS’s prime purpose in recommending restricting bonuses is to reduce the incentive for excessive and dangerous risk taking. As it states in paragraph 1 of the Guidelines on Remuneration Policies and Practices:
Whilst institutions’ remuneration policies were not the direct cause of this crisis, their drawbacks, nonetheless, contributed to its gravity and scale. It was generally recognized that excessive remuneration in the financial sector fuelled a risk appetite that was disproportionate to the loss-absorption capacity of institutions and of the financial sector as a whole.
The guidelines include deferring 40–60% of bonuses for three to five years; paying a maximum of 50% of bonuses in cash (the remainder having to be in shares); setting a maximum bonus level as a percentage of an individual’s basic pay; appointing remuneration committees that are truly independent; publishing the pay and bonuses of all senior managers and ‘risk takers’. Although they are only recommendations, it is expected that bank regulators across the EU will implement them in full.
So will they be effective in curbing the pay and bonuses of top bank staff? Will they curb excessive risk taking? Or will banks simply find ways around the regulations? The following articles discuss these issues
Articles
Bankers’ bonuses to face strict limits in Europe BBC News, Hugh Pym (10/12/10)
Bankers’ bonuses to face strict limits in Europe BBC News (10/12/10)
Europe set to link banking bonuses to basic salaries The Telegraph, Louise Armitstead (10/12/10)
Some bankers may escape EU cash bonus limit moneycontrol.com (India) (11/12/10)
Banks to sidestep bonus crackdown by raising salaries Guardian, Jill Treanor (10/12/10)
Bonuses: When bank jobs pay Guardian (11/12/10)
Bank bonuses (portal page) Financial Times
Committee of European Banking Supervisors (CEBS)
CEBS home page
CEBS has today published its Guidelines on Remuneration Policies and Practices (CP42) CEBS news release (10/12/10)
Guidelines on Remuneration Policies and Practices (10/12/10)
Questions
- What are main objectives of the CEBS guidelines?
- Assess the arguments used by the banking industry in criticising the guidelines.
- In what ways can the banks get around these new regulations (assuming the guidelines are accepted by EU banking regulators)?
- What conditions would have to met for a remuneration committee to be truly independent?
- How likely is it that countries outside the EU will adopt similar regulations? How could they be persuaded to do so?
On November 11, the government published a White Paper on welfare reform. Central to the proposals is the replacing of the range of out-of-work benefits, housing benefit and tax credits with a single universal benefit. The system will be introduced for new claimants in 2013 and for those currently on benefits sometime after 2015.
When the unemployed find work, the benefit will be withdrawn at a rate of 65p of each £1 earned. At present, because of the complexity of the system, some claimants on multiple benefits can find that the withdrawal rate is almost 100%. When income tax is added in, the tax-plus-lost-benefit rate does sometimes exceed 100%. Thus some people find themselves in a poverty trap, whereby it’s not worth getting a job. It’s financially benefical to stay on benefits.
The other crucial element of the proposal is to deny people benefits who turn down a legitimate job.
a. Failure to meet a requirement to prepare for work (applicable to jobseekers and those in the Employment and Support Allowance Work-Related Activity Group) will lead to 100 per cent of payments ceasing until the recipient re-complies with requirements and for a fixed period after re-compliance (fixed period sanctions start at one week, rising to two, then four weeks with each subsequent failure to comply).
b. Failure to actively seek employment or be available for work will lead to payment ceasing for four weeks for a first failure and up to three months for a second.
c. The most serious failures that apply only to jobseekers will lead to Jobseeker’s Allowance payment ceasing for a fixed period of at least three months (longer for repeat offences). Actions that could trigger this level of penalty include failure to accept a reasonable job offer, failure to apply for a job or failure to attend Mandatory Work Activity.
The following podcasts and articles look at the details of the proposals and discuss their merits and drawbacks,
Podcasts and webcasts
Not going to work if you can is ‘not an option’ ITV, part of speech by Iain Duncan Smith (11/11/10)
IDS: Staying on benefits ‘irrational choice’ BBC Today Programme, Chris Buckler, Iain Duncan Smith Smith (11/11/10)
Iain Duncan Smith unveils new benefits system BBC News (11/11/10)
Welfare reform success ‘far from certain’ BBC Today Programme, Norman Smith (11/11/10)
Articles
Benefits system overhaul ‘to make work pay’ BBC News (11/11/10)
At-a-glance: Benefits overhaul BBC News (11/11/10)
Benefits explained: A basic guide to entitlements BBC News (11/11/10)
Is welfare reform doomed to fail? BBC News, Norman Smith (11/11/10)
A bold and principled approach to benefits Telegraph (11/11/10)
Reshaping the benefits system The Economist, Blighty blog (11/11/10)
Unemployment benefits shake-up ‘a fair deal’ Independent (11/11/10)
Tougher welfare sanctions spark ‘destitution’ warnings Independent (11/11/10)
Iain Duncan Smith: it’s a sin that people fail to take up work Guardian, Patrick Wintour, Randeep Ramesh and Hélène Mulholland (11/11/10)
Preacher Duncan Smith aims for holy grail of welfare policy Guardian, Randeep Ramesh (11/11/10)
Documents, official information and data
Universal Credit: welfare that works Department for Work and Pensions, Links to White Paper (11/11/10)
Benefits and financial support Directgov
Economic and Labour Market Review (see tables in Chapters 2 and 6), National Statistics
Questions
- Explain what is meant by the ‘poverty trap’ (or ‘welfare trap’).
- Summarise the reforms to benefits proposed in the White Paper.
- Examine whether the Coalition government’s proposal for a universal benefit will lead to greater fairness.
- Will a withdrawal rate of 65% provide a strong incentive for people out of work to take a job?
- Why may some be paying a combined tax-plus-lost-benefit rate of 76%?
- Why is there an inherent trade-off between making work pay (and thus eliminating the poverty trap) and keeping the cost of welfare benefits down? Would reducing the level of benefit be an appropriate answer to this trade-off?
- One aim of the benefits reform is to reduce unemployment. What type of unemployment is likely to be affected?
- Find out the current level of unemployment and the level of job vacancies and, in the light of this, comment on the likely effectiveness of the policy in reducing unemployment (a) shortly after the new system is introduced; (b) over the longer term.
The News is something that we probably take for granted. For many, it’s the first thing they switch on in the morning, or it’s something you listen to while you drive to work or before you go to bed. But, tomorrow and Saturday (5 and 6 Nov) could be a different story, as the BBC faces a 48-hour strike over pensions, which has been organised by the National Union of Journalists. Star presenters, including Fiona Bruce, are expected to participate in the walkout, which will lead to News Bulletins being hit, Newsnight facing disruption and certain radio programmes being cancelled. The Director General of the BBC made a last minute plea to those participating in the walk-out, as core news services across both TV and radio will suffer, as there simply aren’t sufficient resources to provide the necessary cover.
The strike follows significant changes to the BBC’s final salary pension scheme, in response to a growing pension deficit. The BBC plans to reduce the £1.5bn pension deficit by capping increases in pensionable pay at 1% from next April. Although some negotiations have already taken place, the NUJ claims that the BBC ‘has no appetite for negotiation’. After negotiations, employee contributions were reduced from 7% to 6% and a career average pension scheme would be introduced to replace the final salary pension scheme, which is very lucrative for the worker, but hugely expensive for the firm. Despite these changes, members of the NUJ still believe the proposals are fundamentally ‘unfair’.
This strike is unlikely to be the only disruption faced by the public, as further action is expected to occur throughout the rest of November and there are also concerns that Christmas broadcasts may face interruption. Those NUJ members taking part in the walk-out are expected to experience a significant loss in earnings, without there being any noticeable benefit in the long term. Although some will support the strike action, many will be unimpressed. As the Director General wrote in an email to all BBC staff:
“The public – many of whom are facing difficult employment and economic pressures – will find it very hard to understand why the BBC’s service to them should be impaired in this way”.
Articles
Report
Questions
- What is the difference between a final salary pension scheme and a career average pension scheme? Which is more beneficial for a) the recipient of the pension and b) the pension provider?
- Is anyone likely to benefit from this 48-hour strike? (Think about who the BBC’s competitors are.)
- The BBC article says that ‘payments will increase automatically each year in line with inflation’. What does this mean? Are increases in payments that are indexed to inflation better than payments being indexed to earnings? Explain your answer.
- Apart from striking against changes to pensions, what are some of the other typical reasons for strike action?
- How effective are strikes likely to be? What are the key determinants of the success or failure of them?