There is a conversation happening in practices across the UK this summer, and it usually starts the same way. A client with a March year-end sends over their management accounts, asks how much they can take out before Christmas, and expects the same answer they got last year: small salary, top up with dividends, job done.
That answer is now wrong for a meaningful slice of the client base. Not slightly wrong – wrong in direction.
From 6 April 2026, the dividend ordinary rate rose from 8.75% to 10.75% and the dividend upper rate from 33.75% to 35.75%. The additional rate held at 39.35%. The dividend allowance stayed at £500. Corporation tax did not move: 19% up to £50,000, 25% above £250,000, and an effective 26.5% on the slice in between.
Put those together, and the salary-versus-dividend answer now depends on something that used to be a footnote – which corporation tax rate the company actually pays. For a company on the small profits rate, dividends still win at every band. For a company in the marginal band or on the main rate, a bonus can now beat a dividend for a higher-rate director. Same client, same profit, opposite recommendation.
This article works through the arithmetic, the two places where it breaks (pensions and R&D), and the paperwork that has to exist before any dividend declaration is defensible – including the new self-assessment disclosures that make sloppy dividend records visible to HMRC for the first time.
What actually changed on 6 April 2026
| 2025/26 | 2026/27 | |
| Dividend allowance | £500 | £500 |
| Dividend ordinary rate (basic band) | 8.75% | 10.75% |
| Dividend upper rate (higher band) | 33.75% | 35.75% |
| Dividend additional rate | 39.35% | 39.35% |
| Personal allowance | £12,570 | £12,570 |
| Basic rate limit | £50,270 | £50,270 |
| Additional rate threshold | £125,140 | £125,140 |
| Employer NIC / secondary threshold | 15% / £5,000 | 15% / £5,000 |
| Employment allowance | £10,500 | £10,500 |
| Section 455 charge on participator loans | 33.75% | 35.75% |
Three points worth flagging to clients before anything else.
The £500 allowance is a nil-rate band, not a deduction. It taxes the first £500 of dividends at 0% but still consumes £500 of whichever band the income sits in. It does not push anything down a band.
The bands are frozen to 2030/31. The personal allowance, the basic rate limit and the additional rate threshold are all held. With the dividend rate rise layered on top, fiscal drag does the rest of the work.
Section 455 moved with the upper rate, quietly. The charge on loans to participators is statutorily linked to the dividend upper rate, so it rose to 35.75% automatically – no separate announcement. Loans made between 6 April 2022 and 5 April 2026 stay at 33.75%; loans made on or after 6 April 2026 attract 35.75%. Where a loan account straddles the change, and nobody specifies which advance a repayment clears, the rule in Clayton’s case applies, and the oldest borrowing is treated as repaid first – leaving the expensive money outstanding. On a fluctuating director’s loan account, that allocation is worth documenting at the time, not reconstructing at the year end.
What the rise actually costs
For a director on a £12,570 salary taking dividends up to the top of the basic rate band, the extra dividend tax is £744 a year. Above that, it is simply 2% of every pound taxed at the ordinary or upper rate – £200 per £10,000 of dividends. Because the additional rate did not move, the increase caps out at roughly £2,490 for anyone whose income runs past £125,140.
These are not catastrophic numbers on their own. What matters is what they do to the crossover point.
The arithmetic: one pound of profit, two routes
The cleanest way to compare is to take £1 of company profit before any remuneration and ask what reaches the director’s bank account.
Dividend route. The £1 bears corporation tax, then the balance bears dividend tax: net = (1 − CT rate) × (1 − dividend rate).
Salary or bonus route. Salary and employer NIC are both deductible, so no corporation tax arises on the £1 at all. Instead, £1 of profit buys £1 ÷ 1.15 of gross salary once 15% employer NIC is funded, and that is then reduced by income tax and employee NIC.
Net pence per £1 of pre-tax profit, 2026/27
| Director’s marginal band | Dividend @ 19% CT | Dividend @ 26.5% CT | Dividend @ 25% CT | Salary/bonus |
| Basic rate | 72.29p | 65.60p | 66.94p | 62.61p |
| Higher rate | 52.04p | 47.22p | 48.19p | 50.43p |
| Additional rate | 49.13p | 44.58p | 45.49p | 46.09p |
| £100,000–£125,140 taper | 37.56p | 34.09p | 34.78p | 33.04p |
Salary column assumes 15% employer NIC is payable – i.e., no employment allowance headroom. Basic rate salary assumes 20% income tax plus 8% employee NIC; higher and additional assume 2% employee NIC above the upper earnings limit.
Read across the higher-rate row and the whole point of this article is visible in four numbers. At 19% corporation tax, the dividend still wins – 52.04p against 50.43p. At 25%, it loses – 48.19p against 50.43p. In the marginal band, it loses by more – 47.22p against 50.43p.
The additional-rate row tells the same story even though the dividend additional rate never changed. At 19% CT, the dividend wins by three pence; at 25% it loses by six-tenths of a penny; in the marginal band it loses by a penny and a half. Nothing changed in the personal tax system for these clients. The corporation tax rate did all the work.
The basic-rate row is the reassuring one: dividends still win comfortably at every corporation tax rate. For the large population of clients drawing modest amounts, the answer has not changed at all – it has just got more expensive.
A worked comparison
A company wants to move £20,000 of profit to a director who already has £60,000 of income, so every pound lands in the higher-rate band.
| Company’s CT position | Dividend route | Bonus route | Better by |
| Small profits rate (19%) | £10,408.50 | £10,086.96 | Dividend, £321.54 |
| Marginal band (26.5%) | £9,444.75 | £10,086.96 | Bonus, £642.21 |
| Main rate (25%) | £9,637.50 | £10,086.96 | Bonus, £449.46 |
Same client, same £20,000, three different recommendations.
Be honest about when this flipped
It is tempting to sell the April 2026 dividend rise as the cause. It is not, quite. The flip at the main rate began in April 2025, when employer NIC went to 15%, and the secondary threshold fell to £5,000. On the same £20,000 in 2025/26, the bonus already beat the dividend at 25% corporation tax – but only by £149.45. The April 2026 rise widened that to £449.46.
That distinction matters when explaining the change to a client who asks why nobody mentioned it last year. The honest answer is that last year the margin was inside the noise. This year it is not, and it compounds across every year the client keeps drawing the same way.
Two caveats that change the table
Employment allowance headroom. If the company has unused employment allowance, the 15% employer NIC on a bonus disappears, and the salary column becomes 72p / 58p / 53p. On those numbers, a bonus beats a dividend in almost every cell, including at 19% corporation tax. The catch is real, though: the allowance is £10,500 for the whole payroll; it is usually consumed by the existing staff, and a company whose only employee earning above the secondary threshold is a single director cannot claim it at all. Check the actual headroom before relying on this.
Scotland. Scottish taxpayers pay dividend tax at UK rates but income tax on salary at Scottish rates and bands. The crossover point sits in a different place. Run Scottish clients separately rather than applying a UK-wide rule of thumb.
The salary floor: what the optimal salary really is for 2026/27
Before the bonus question comes the base salary question, and here the arithmetic is more stable than the commentary suggests.
Three candidate levels are in circulation:
£5,000 – the secondary threshold. No employer NIC, no employee NIC, no income tax. It is also below the lower earnings limit of £6,708 for 2026/27, which means it does not secure a qualifying year for state pension purposes. That is the detail most often missed, and it is not a rounding error – it is a year of state pension entitlement traded for a few hundred pounds of NIC.
£6,708 – the lower earnings limit. Secures the qualifying year. Employer NIC of £256.20.
£12,570 – the personal allowance and primary threshold. Employer NIC of £1,135.50.
Work the marginal pound. Take £1.15 of pre-tax profit:
- As salary: £1 of gross pay plus 15p of employer NIC. Both deductible, so no corporation tax. Within the personal allowance and at the primary threshold, the director keeps the full £1.00.
- As a dividend at 19% CT: £1.15 → 93.15p after tax → 83.14p after dividend tax at 10.75%.
- As a dividend at 25% CT: £1.15 → 86.25p → 76.98p.
Salary wins by 17p and 23p respectively. So for 2026/27, £12,570 remains the default optimum where the director has their full personal allowance available – even paying 15% employer NIC, and even before considering the employment allowance.
The answer changes in three situations, and these are the ones to screen for:
- The personal allowance is already used by rental income, a pension, or other employment. Salary then bears 20% income tax plus 8% employee NIC, and the dividend wins.
- The company is loss-making or has no taxable profit, so the corporation tax deduction on the salary is worth nothing in the current period.
- Employment allowance is available with headroom. With no employer NIC to fund and the company in the marginal band, salary above the primary threshold can beat a dividend even in the basic rate band: £1 of profit as salary nets 72p against a dividend’s 65.60p. That is a genuinely different answer from the standard advice.
A practical note on directors’ NIC: it operates on an annual earnings period by default. A director who has already passed the upper earnings limit on salary pays only 2% employee NIC on a later bonus, which is part of why the bonus route holds up so well in the higher-rate comparison.
Where pension contributions change the answer entirely
Every number above sits between 33p and 72p. An employer pension contribution sits at 100p.
A contribution paid by the company directly to a registered scheme is deductible for corporation tax, carries no employer NIC, no employee NIC and no income tax on the way in. There is no leakage at all. On the way out, 25% is normally available tax-free (subject to the lump sum allowance of £268,275) and the balance is taxed at the member’s marginal rate then – so a higher-rate director retiring as a basic-rate taxpayer converts 100p of profit into roughly 85p of eventual spendable cash. Against 47p to 52p for a dividend, the comparison is not close.
Five practical points that decide whether this actually works:
Annual allowance. £60,000 for 2026/27, including employer contributions, tapered where threshold income exceeds £200,000 and adjusted income exceeds £260,000, down to a £10,000 floor. Unused allowance from the three previous tax years can be carried forward provided the individual was a scheme member in those years.
Paid, not accrued. Relief is given on the amount actually paid in the accounting period. A provision in the accounts gets nothing. For a March year-end, this means the money must physically leave the company by 31 March.
Wholly and exclusively. Employer contributions for a director are normally allowable, but the test is whether the total remuneration package is commercially justifiable for the work done. This is rarely a problem for a working director; it can be a problem for a spouse with no operational role and a large contribution.
The £100,000–£125,140 taper zone. This is where the pension argument is strongest. In the taper, salary suffers an effective 60% income tax plus 2% employee NIC plus 15% employer NIC – 33.04p reaches the director per £1 of profit. Dividends in the same zone bear an effective 53.6% because each £2 of dividend strips £1 of personal allowance. A pension contribution sidesteps the whole thing, and can also pull adjusted net income back below £100,000 or below the £60,000 high income child benefit charge threshold.
The 2029 salary sacrifice cap is not this. From 6 April 2029, employee pension contributions made through salary sacrifice will attract employer and employee NIC above £2,000 a year. That measure is aimed at sacrifice arrangements. A straightforward employer contribution – the company simply paying into the director’s pension, with no reduction in contractual pay – remains outside it. For owner-managed clients, that distinction is worth building into the advice now, because the structure that survives 2029 is the one most OMB clients should be using anyway.
The R&D interaction that pulls the other way
There is one situation where salary wins regardless of the corporation tax rate, and practices with technology, engineering or manufacturing clients will see it repeatedly.
Under the merged R&D expenditure credit scheme, qualifying staffing costs are gross salary, employer NIC and employer pension contributions for staff directly engaged in qualifying R&D. Dividends are not staffing costs. They sit entirely outside the claim.
For a company where a director is genuinely doing the technical work, the standard low-salary structure quietly shrinks the claim. A director on £12,570 who spends 70% of their time on qualifying R&D contributes about £9,594 of qualifying cost, including employer NIC. The same director on £60,000 contributes about £47,775.
Take the same £20,000 of employment cost from the earlier comparison, in a company in the marginal band, where the director spends 50% of their time on qualifying R&D:
| Dividend | Bonus | |
| Net to director | £9,444.75 | £10,086.96 |
| Qualifying staffing cost generated | nil | £10,000 |
| Merged scheme credit at 20% | nil | £2,000 gross |
| Credit net of tax on the credit | nil | £1,500 |
| Combined value | £9,444.75 | £11,586.96 |
At 100% R&D time, the gap widens to roughly £3,640.
Three things to check before leaning on this:
- Which scheme. The merged scheme gives a 20% above-the-line credit, worth roughly 15% net to a main-rate payer. Loss-making SMEs whose qualifying R&D is at least 30% of total expenditure may instead access ERIS at an effective benefit of around 27%.
- The PAYE cap. The credit is capped at £20,000 plus 300% of the company’s PAYE and NIC liabilities for the period, subject to the exemption conditions. A company running a £12,570 director salary and no other payroll has a very small base for that calculation.
- Apportionment has to be defensible. A director who spends 40% of the year on qualifying work cannot be claimed at 100%. Contemporaneous project records, calendars and timesheets survive an enquiry; a percentage agreed at the year end does not.
Also note the claim notification requirement – first-time claimants and those outside the three-year look-back must notify HMRC within six months of the end of the period of account, and missing it invalidates an otherwise good claim.
Before any of this: are there distributable reserves?
All of the above is planning. None of it matters if the dividend is not lawful in the first place, and this is where the largest volume of remedial work sits.
Under Part 23 of the Companies Act 2006, a company may only make a distribution out of profits available for the purpose – accumulated realised profits less accumulated realised losses (section 830). The distribution must be justified by reference to relevant accounts (section 836): normally the last annual accounts, or interim accounts under section 838 where the last annual accounts do not support the payment, or initial accounts under section 839 for a company that has not yet filed its first set.
The failure modes we see most often on incoming files, in rough order of frequency:
- Drawings taken monthly, papered once a year. Twelve transfers described as dividends in the bookkeeping, with a single minute produced at the year-end. If the reserves were not there at each payment date, the label does not fix it.
- Reserves calculated before the corporation tax provision. Management accounts showing £80,000 of profit are not £80,000 of distributable reserves. Deduct the tax first.
- Unrealised gains treated as distributable. A revaluation surplus is not a realised profit.
- Prior year adjustments and deferred tax never run through the reserves figure the client is working from.
- Articles that do not permit what is being done. Differential dividends across alphabet shares require share classes with the rights to support them. Model articles and a share designation in the bookkeeping software are not the same thing.
- Group structures where the profit sits in a trading subsidiary and the dividend is voted in the holding company against reserves it does not have.
The consequences are not theoretical. Under section 847, a shareholder who knew or had reasonable grounds to believe a distribution was unlawful must repay it – and in a close company the shareholder is the director, so knowledge is difficult to argue away. The Court of Appeal in Global Corporate Ltd v Hale confirmed that payments described as dividends but unsupported by distributable reserves could not simply be recharacterised after the event as remuneration for services.
In practice HMRC and insolvency practitioners take one of two positions on an unlawful dividend: treat it as remuneration, bringing PAYE, employee and employer NIC and penalties into play; or treat it as a loan to a participator, bringing section 455 at 35.75% plus a beneficial loan benefit in kind where the balance exceeds £10,000 at any point in the year (the official rate is 3.75% from 6 April 2026). Neither is a good outcome, and both are avoidable with a reserves check that takes ten minutes.
The dividend declaration paperwork that has to exist
Three documents, and the sequence matters. All three must be created contemporaneously – that is the whole point of them.
1. Confirm the reserves
A short note or schedule showing the distributable reserves at the date of declaration: last approved accounts, plus post-year-end profit, less corporation tax provision, less dividends already declared in the period. Attach the management accounts you relied on.
2. The board minute or shareholder resolution
Interim dividends are declared by the directors. They create no debt until actually paid, and can be rescinded before payment.
Final dividends are recommended by the directors and declared by the shareholders in general meeting or by written resolution. They become a debt on declaration, unless the resolution specifies a later payment date.
Board minute template — interim dividend
[COMPANY NAME] LIMITED Company number: [00000000]
MINUTES OF A MEETING OF THE DIRECTORS Held at [registered office] on [date] at [time]
Present: [names] — [name] in the chair
1. Financial position: The directors considered the management accounts of the company for the period ended [date], which showed profits available for distribution of £[amount] after providing for corporation tax and for all dividends previously declared in the period.
2. Directors’ duties: The directors confirmed that they had regard to their duties under section 172 of the Companies Act 2006 and satisfied themselves that the company would be able to pay its debts as they fall due following the proposed distribution.
3. Resolution: IT WAS RESOLVED that an interim dividend of £[X] per [ordinary/A ordinary] share, amounting to £[total], be declared and paid on [date] to shareholders of that class on the register at [date].
4. Vouchers: IT WAS RESOLVED that dividend vouchers be prepared and issued to each shareholder.
Signed: ……………………. [Chair] Date: ……………..
3. The dividend voucher
One per shareholder, per dividend. This is the document HMRC asks for, the document the shareholder needs for their tax return, and the document that now has to reconcile to the new SA102 boxes.
Dividend voucher template (UK, 2026/27)
[COMPANY NAME] LIMITED Registered office: [address] Registered in England and Wales, company number [00000000]
DIVIDEND VOUCHER
| Dividend type | Interim / Final |
| Date of declaration | [date] |
| Date of payment | [date] |
| Class of share | [Ordinary / A Ordinary] |
| Shareholder | [name] |
| Shareholder address | [address] |
| Shares held of that class | [number] |
| Dividend per share | £[X.XX] |
| Total dividend payable | £[amount] |
Signed: ……………………. [Director / Company Secretary]
This voucher should be retained for tax purposes. Dividends are paid without deduction of tax.
Two things to strip out of any old template still in circulation. Remove the tax credit line — dividend tax credits were abolished from 6 April 2016 and a voucher showing one is a signal that the process has not been reviewed in a decade. And remove any wording implying tax has been deducted at source. It has not.
Timing, and why the payment date is the one that matters
For an interim dividend, the tax point is the date the shareholder can actually draw the money — which includes the date it is credited to a director’s loan account in a form the director can access, not merely the date of the minute. For a final dividend, it is the date of the shareholder resolution unless a later date is specified. Around 5 April this determines which tax year, which band and which rate applies. Get it wrong and the dividend lands in the wrong year on a return that HMRC can now cross-check.
Waivers and alphabet shares
If a shareholder is to waive a dividend, the deed of waiver must be executed before the right to the dividend arises — before declaration for a final dividend, before payment for an interim one. A retrospective waiver achieves nothing.
Both waivers and differential alphabet-share dividends attract settlements legislation risk where value is being routed to a spouse or family member with a lower marginal rate. The outright gift exemption protects ordinary shares carrying full rights, as established in Jones v Garnett; it does not protect shares engineered to carry income only. Where reserves would not have supported the same dividend across all classes without the waiver, HMRC’s position hardens considerably.
The confirmation statement connection
There is a thread running through all of this that is new for 2026, and it is worth making explicit to clients.
The confirmation statement confirms the company’s shareholdings and PSC information. The dividend voucher records what was paid on those shares. The SA102 now reports the shareholding percentage and the dividend received. For the first time, all three datasets sit in front of the same authorities in a form that invites comparison.
Two live compliance points:
Identity verification. Under the Economic Crime and Corporate Transparency Act, directors and PSCs must verify their identity with Companies House. The 12-month transition period that began on 18 November 2025 ends on 17 November 2026 — a little under three months from now. Existing directors verify by the date of the company’s next confirmation statement, providing their personal code with the filing. A company cannot file its confirmation statement until every director has verified, and an unfiled confirmation statement is an offence in its own right that can lead to strike-off. Companies House reported in mid-2026 that only just over half of directors had confirmed a verified identity. If a client’s confirmation statement falls between now and November, that is the binding date.
Mid-year share transfers. Where shares move during the year — a transfer to a spouse, a new class issued, a buyback — the stock transfer form, the register of members, the confirmation statement and the SA102 percentage all need to tell the same story. Note that the SA102 asks for the highest percentage held at any point in the year, not the year-end position.
How this lands on the 2025/26 self assessment return
The first returns affected are 2025/26 returns, due by 31 January 2027 — the filing season that starts in a few months.
Under the Income Tax (Additional Information to be included in Returns) Regulations 2025, the SA102 employment pages carry new mandatory boxes 7.1 to 7.4 for directors of close companies:
- 7.1 the name of the close company
- 7.2 the company registration number
- 7.3 dividends received from that close company, reported separately from other UK dividend income
- 7.4 the highest percentage of share capital held during the year, by reference to nominal value
The practical points that will generate the most rework:
- A separate SA102 page is needed for each directorship, including dormant companies. A single catch-all white space note does not satisfy the requirement.
- Nil is a positive entry. A director with no shares or no dividends enters zero. A blank box can be treated as a failure. Some software has struggled to accept a zero in box 7.4 — worth testing before the season starts.
- HMRC has indicated an SA102 will generally be needed even where the director took no salary or benefits, purely to carry the close company disclosures. That is a change in practice for a lot of low-salary directors.
- A £60 penalty can apply per failure. A director of three companies who leaves boxes blank across three pages is looking at multiple charges, even where the tax calculation is entirely correct.
- Alphabet shares and growth shares are a genuine grey area. Where classes carry different nominal values or different rights, the percentage calculation is not obvious and HMRC has not fully clarified it. Document the basis used.
None of these boxes changes the tax due. What they change is visibility. HMRC has never had an automatic feed of private company dividends; box 7.3 supplies one, tied to a company number and an ownership percentage, and reconcilable against the accounts and the CT600.
The chain now has to hold end-to-end:
Reserves check → board minute → dividend voucher → accounts → CT600 → SA102 box 7.3 → SA100 box 4
Where the company side and the personal side are prepared by different people, this is exactly where it breaks. That is a workflow problem more than a technical one, and it is worth fixing before January rather than during it.
A review framework for the 2026/27 season
| Step | What to establish | Why it decides the answer |
| 1 | Expected taxable profit and number of associated companies | Fixes the CT rate at 19%, 26.5% or 25% — which determines whether salary or dividend wins |
| 2 | Director’s other income and available personal allowance | Decides whether the £12,570 salary still works |
| 3 | Employment allowance eligibility and remaining headroom | Removes 15% from the salary cost where available |
| 4 | Whether any director is a genuine R&D contributor | Can reverse the answer regardless of CT rate |
| 5 | Pension annual allowance, carry forward, adjusted income | Usually the best pound-for-pound route, especially in the £100k–£125,140 zone |
| 6 | Distributable reserves at each intended payment date | Determines whether a dividend is lawful at all |
| 7 | Confirmation statement due date and ID verification status | Hard deadline of 17 November 2026 for the transition period |
| 8 | Shareholding percentages and any mid-year changes | Feeds SA102 box 7.4 and must match the register |
Frequently asked questions
What are the dividend tax rates for 2026/27?
10.75% in the basic rate band, 35.75% in the higher rate band and 39.35% in the additional rate band, on dividends above the £500 dividend allowance. The ordinary and upper rates each rose 2 percentage points on 6 April 2026; the additional rate and the allowance are unchanged.
Is it still better to take dividends than salary in 2026/27?
For a basic rate taxpayer, yes, at every corporation tax rate. For a higher or additional rate taxpayer, it depends on the company’s corporation tax position: dividends still win at the 19% small profits rate, but a bonus generally wins where the company pays 25% or falls in the 26.5% marginal band.
What is the optimum director’s salary for 2026/27?
£12,570 remains the default where the director has their full personal allowance available, even where 15% employer NIC is payable. Be careful with £5,000 – it avoids employer NIC but sits below the £6,708 lower earnings limit, so it does not secure a qualifying year for state pension purposes.
Do I need a dividend voucher for every dividend?
Yes – one per shareholder, per dividend, prepared at the time. It should show the company name and registered number, the share class, the number of shares held, the rate per share, the total, the payment date and the shareholder’s details. Vouchers showing a tax credit are out of date; tax credits were abolished in April 2016.
What happens if a dividend is paid without distributable reserves?
It is unlawful under section 830 of the Companies Act 2006. A shareholder who knew or ought to have known must repay it, and HMRC will typically recharacterise it either as remuneration – with PAYE, NIC and penalties — or as a loan to a participator, triggering section 455 at 35.75%.
Has the section 455 rate changed?
Yes. Because it is linked to the dividend upper rate, it rose automatically to 35.75% for loans made on or after 6 April 2026. Loans made between 6 April 2022 and 5 April 2026 remain at 33.75%.
What are the new SA102 boxes for close company directors?
Boxes 7.1 to 7.4 require the close company’s name and registration number, the dividends received from that company, and the highest percentage shareholding held during the year. They apply from 2025/26 returns, due 31 January 2027, with a £60 penalty available per failure and a separate page required for each directorship.
When is the Companies House identity verification deadline?
The 12-month transition period ends on 17 November 2026. Existing directors must verify before the company’s next confirmation statement and supply their personal code with that filing. Until every director is verified, the confirmation statement cannot be filed.
Getting the work done
The technical answer here is not especially difficult. The volume is. Every owner-managed client needs a corporation tax rate established, a personal allowance position checked, a reserves position confirmed at each payment date, and a set of minutes and vouchers that actually exist — and then the same figures have to reconcile through the CT600, the confirmation statement and the SA102 in January.
That is a production problem as much as an advisory one, and it lands on the same managers who are already carrying year-end accounts and the self assessment season.
Probal Global works as the back office for UK accountancy practices, preparing year-end accounts, corporation tax returns, self assessment returns, payroll and company secretarial filings – including the confirmation statements and dividend documentation that sit behind all of the above. We work extensively with owner-managed business portfolios, where the company file and the personal file have to agree.
If the 2026/27 extraction reviews and the January filing season are going to collide, start with a free trial on one workflow and see how the output fits your review process.
This article is general information for UK accountancy professionals and is not tax or legal advice. Rates and thresholds are stated as at 19 August 2026 and reflect the 2026/27 tax year and the financial year beginning 1 April 2026. Tax treatment depends on individual circumstances and may change. Figures should be verified against current HMRC and Companies House guidance before being relied on for any client. Scottish and Welsh taxpayers should note the separate income tax provisions that apply to non-dividend income.
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