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Business Risk Services
Our Business Risk Services team deliver practical and pragmatic solutions that support clients in growing and protecting the inherent value of their businesses.
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Corporate Finance and Deal Advisory
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.
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Economic Advisory
Our all-island Economics Advisory team combines expertise in economics and business with a wealth of experience across the public and private sectors.
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Forensic Accounting
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
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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.
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Restructuring
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.
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Technology Consulting
Motivating and assisting our clients to pursue, maintain and secure the benefits of digital solutions is at the core of our Digital Transformation teams' agenda and goals. We work with business leaders to deliver efficient digital strategies and operating models that provide new or enhanced capabilities.
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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.
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Employer Solutions
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.
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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.
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Global Mobility Services
Grant Thornton Ireland 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.
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Outsourced Payroll
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.
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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.
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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.
Flexible working as a concept has developed in recent years through both its implementation, development and acceptance within organisations. This is primarily due to an increased desire amongst employees for a greater work-life balance and technology has made this practice possible. This desire has manifested itself in UK legislation; the right to request flexible working arrangements has been in existence since the Flexible Working Regulations were introduced in 2014. These regulations allow an employee to request flexible working hours providing that they have worked with the company for at least 26 weeks.
Agile working is the natural progression from flexible working, as it aims to enhance working practices and organisational structures to a level where business is as dynamic and responsive as possible. It can be defined as a way of working in which an organisation empowers its people to work where, when and how they choose – with maximum flexibility and minimum constraints – to optimise their performance and to do their best work.
Agile working principally allows for increased focus on customer collaboration due to a more avant-garde approach to customer service, which is far more resilient. Increased levels of agility in the workplace allows for improved communication and interactions, both between employees at all levels, and to potential or existing customers. Fundamentally, a change to an agile working model allows for the utilisation of working solutions, rather than grand scale plans, and thus is more responsive to change. Agile working can increase the efficiency, and more importantly, the client satisfaction rate of an organisation when implemented correctly.
In terms of its implementation, before any work is carried out, a comprehensive understanding of the business and workforce needs is required, followed by an effort to align the leadership of the organisation to the merits of agile working. Once implementation begins, it must start from the base of the organisation to the top, one business unit or operation at a time. What’s more, there must be cooperation between business and HR leaders within the organisation, which will ensure a seamless vision as to what the future agile organisation will look like.
However, an agile organisation is only as agile as its component parts. Firstly, it requires an agile culture, which demonstrates leadership, attitudes and behaviours which support agility within the business explicitly. Secondly, the working practices of an organisation must be adjusted so that people are able to work when and where it is appropriate for them and their units. All of these aspects must be supported by an equally agile workplace, which relies on IT, telephony, policies and spaces, which are all designed to enable people to work as effectively as possible.
Agile working can fail or be less effective without a supporting culture and workplace to match it. However, overall, agile working allows for improved customer collaboration, increased working adaptability, effectiveness and efficiency. Agile working can also result in reduced costs, improved productivity and provides the possibility to review the business operating model to sustain longer-term growth in a complex and volatile business environment.