Our Brexit Advisory team offer insight and guidance surrounding impacts and opportunities that Brexit has created for organisations.
We offer a dedicated team of experienced individuals with a focus on successfully executing transactions for corporates and financial institutions. We offer an integrated approach, with our corporate finance specialists working seamlessly with tax and other specialists to ensure that every angle is covered.
Grant Thornton offers solutions to the digital risk issues you are sure to face. Our skilled and experienced security team can helping by advising and consulting, giving you peace of mind, clear value for money and an enhanced ability to react to attacks.
Our all-island Economics Advisory team combines expertise in economics and business with a wealth of experience across the public and private sectors.
Grant Thornton are the leading provider of eDiscovery services in the country and have been for years. Our incident response team managed the electronic discovery in the largest eDiscovery in Irish history.
Forensic and Investigation Services
We have a different way of doing business by delivering real insight through a combination of technical rigour, commercial experience and intuitive judgment. We take pride in delivering responsive and tailored solutions to all our clients, capitalising on the wealth of experience housed within our Belfast and wider Forensics team
People and Change Consulting
The Grant Thornton People & Change Consulting practice works with clients on these issues as well as on all aspects of how they attract, retain, engage develop, deploy and lead their people.
We work with a wide variety of clients and stakeholders such as high street banks, private equity funds, directors, government agencies and creditors to implement solutions which provide the best possible outcomes.
Corporate and International tax
Northern Ireland businesses face further challenges as they operate in the only part of the UK that has a land border with a country offering a lower tax rate.
Our team specialises in remuneration and incentive planning and works closely with employers, shareholders and employees to ensure that business strategies are aligned and goals achieved in the most tax efficient, cost-effective manner.
Entrepreneur and private client taxes
Our team of experienced advisors are on hand to guide you through any decision or transaction ranging from the establishment of new business ventures, to realising value on exit, to succession planning and providing for loved ones.
Global Mobility Services
Grant Thornton offer a different approach to managing global mobility. We have brought together specialists from our tax, global payroll, people and change and financial accounting teams across Ireland and Northern Ireland, while drawing on the knowledge and insights of our global network of over 143 offices of mobility professionals to provide you with a holistic approach to managing global mobility.
Our outsourced service provides valued service to over 150 separate PAYE schemes. These ranging from 1 to 1000 employees, working for micro, SME and global employers. The service is supported by the integrated network of tax and global mobility teams and the wider Grant Thornton network delivering a seamless service. Experienced staff deliver a personal service built around your business needs.
Tax Disputes and Investigations
Our Tax Disputes and Investigation team is made up of tax experts and former HMRC investigators who have years of experience in dealing with a variety of tax investigations. Our expertise and insight can guide you through all interactions, keeping your cost at a minimum while allowing you to continue with the day to day running of your business.
VAT and Indirect taxes
At Grant Thornton (NI) LLP, our team helps Northern Ireland businesses manage their UK and global indirect tax risks which, as transactional taxes, can quickly become big liabilities.
The term is equally relevant across the UK and Ireland. Most organisations have noted a higher turnover in staff over the last six months than in the previous 18-months.
Microsoft’s Work Index shows that 41% of the global workforce is “considering a job change in the next year”. Pandemic burnouts, changing personal priorities, a review of work-life balance and employee experience expectations are some of the factors that could explain this trend. One thing is for sure - that employers need to be taking cognisance of it, as the war for retaining top talent heats up.
So, what can organisations do about it? The answer starts with addressing the root causes of why staff are moving on and analysing the data behind those resignation statistics. It comes down to pretty much the four core basics of strategic workforce planning; how you attract staff, the employee value proposition, how you develop and deploy staff, and finally how you retain them.
Resignation rates are highest among mid-career employees, between the ages of 30 and 45. While turnover is typically higher among younger employees, over the last year or so, resignations actually decreased for workers in the 20 to 25 age group – mainly in part to a higher level of financial uncertainty caused by the pandemic. So what are some of the reasons for the increase in resignations among the mid-tier group? Firstly, it is possible that the shift to remote working has led employers to believe that recruiting staff with little experience/graduates would be riskier than usual, since new employees won’t have the benefit of on the job training and guidance. This would create greater demand for mid-career employees, thus making them more marketable to employers.
Another contributing factor is pent-up demand. Many of these mid-level employees may have delayed transitioning out of their roles due to the uncertainty caused by the pandemic, resulting in the increased resignations we have seen over the last few months, which could be the result of more than years’ worth of pent-up demand. And of course, many of these workers may have simply reached breaking point after months of high workloads, pay and recruitment freezes, causing them to reflect on their work and life goals. This would also explain why resignations are highest in the technology and health sectors.
Subscribe to our mailing list
Update your subscriptions for Grant Thornton publications and events.
According to Gartner, retaining the high potential top talent (those within the 30-45 age bracket) in your organisation can be the difference between a weak leadership pipeline and a strong team that will drive future business growth. Its research indicates that firms with weak leadership succession grow their revenue only half as fast as the strong ones. Yet while 62% of HR leaders rank managing their top talent as a key priority, only 13% of companies are confident they do a good job of it.
In these times of the great resignation, losing your top talent can deepen the crisis, so doing nothing about it is not an option.