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Aviation Advisory
At Grant Thornton, we have been immersed in the industry throughout a relatively recent period of unparalleled growth resulting in one of the largest aviation advisory teams in Europe. Through the vast experience we have gained, we offer leading expertise across our aviation advisory, aviation tax and aviation audit service lines.
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Business Risk Services
Our Business Risk Services team leverage our risk, internal audit and technology subject matter expertise to critically assess your governance, risk and internal control mechanisms, thus helping you to better manage risk and enable more informed decision making.
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Consulting
Whatever your business needs, our Consulting team can help you to move forward and identify and implement major transformations efficiently and effortlessly.
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Financial Accounting and Advisory Services (FAAS)
As organisations expand into new markets or undertake functional financial transformations, the challenges faced by their accounting and finance teams become more complex. The Financial Accounting and Advisory Services (FAAS) team at Grant Thornton is a multi-disciplinary team that designs and implements creative solutions to address these complexities.
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Fintech
Our Fintech team will be offering you an opportunity to sit with our experienced consultants to discuss your challenges.
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Forensic Accounting
Organisations may undergo some type of dispute or internal investigation during their lifetime. Our Forensic Accounting team can seek evidence that can make the difference between finding the truth or being left in the dark.
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Risk Advisory
Our Risk Advisory team delivers innovative solutions and strategic insights for the Financial Services sector, addressing disruptive forces, regulatory changes, and emerging trends to enhance risk management and foster competitive advantage.
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Sustainability Desk
We recognise that businesses are operating at different levels of maturity when it comes to sustainability, and pride ourselves on working with our clients to develop bespoke solutions to their exact needs.
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Company Tax
Our tax team is made up of highly experienced professionals who work with our clients to ensure they are compliant with all aspects of their corporation tax obligations by gaining a deep understanding of the businesses.
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Global Mobility
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
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Indirect Tax
Our Indirect Tax team helps businesses manage their IOM, UK and global indirect tax risks which, as transactional taxes, can quickly become large liabilities.
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International Tax
We work closely with our colleagues globally to provide a seamless multi-jurisdiction service offering which ensures clients have an appropriate tax structure that mirrors what they are doing operationally – a key consideration in a world where it is no longer possible to separate a company’s tax and operational presences.
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Private Client
Our team of experienced advisors can assist and navigate you through the tax issues arising when establishing a business, moving to the Island, leaving the island, passing on wealth alongside residence and domicile issues. We can help minimise the impact that taxes, such as income tax, capital gains tax and inheritance tax, may have upon your personal wealth.
Contact our team
To learn more about our services, contact our team.
“Work from Anywhere” is here - for decades, progressive firms permitted and encouraged remote work. But their positive experience with it was immediately questioned elsewhere; hardly any conservative company dared to implement the concept. Today, remote and hybrid work are business as usual – and it generally works for those that can do it. Productivity has increased, many colleagues are happy to no longer spend up to two hours a day commuting – and in the end, the new system makes both sides happier: supervisors and employees. Yet, it’s important to talk to people and find out what their needs are. The office will always be there for those who need it. But those who prefer to work from home should be allowed to do so, even after the pandemic.
Addressing the challenges of hybrid working – this is top of the priority list for a lot of HR professionals this year, and indeed, for organisations as a whole. So how do you address challenges around isolation, collaboration, employee burnout and wellbeing. Organisations do need to set boundaries and guidelines as part of their hybrid working policies, but these need to be set differently than before.
In this context, it is important to first take a closer look at flexible working arrangements. There is an ongoing debate that reduced working hours make workers happier and doesn’t harm productivity. What sounds too good to be true and has been touted for years has now been examined more closely for the first time by a number of companies, including Microsoft. In Japan, 2,300 employees of the software giant were given every Friday off for a month, with full pay. The result was significant, in that although working hours fell by 20%, productivity rose by 40%.
I am not suggesting everyone moves to a four-day week, but we do need greater flexibility in employment arrangements. Sure, permanent employees in a corporate office are important for a functioning organisation. But this doesn’t apply to every job and every workforce - spatially de-limited work pools also mean you have access to more talent – and that talent has certain demands on working hours, types, and benefits.
Talent Management: Caring Over Managing – There is a significant transition happening in the way leaders and managers need to manage and lead their teams. As one of my colleagues often says, most organisations are over-managed and under-lead! A 2021 study by Indeed, examined the impact of the pandemic on employees’ mental well-being, and came up with shocking results: More than half (52%) of respondents are feeling burned out and more than two-thirds (67%) believe the feeling has worsened over the course of the pandemic. According to Indeed, those who work virtually are more likely to say burnout has worsened over the course of the pandemic (38%) than are those working on site (28%).
While HR professionals in 2021 were still primarily considering what tools they needed to provide and connect their virtual employees, priorities have now shifted: Their work is now much more about the topics of resilience, psychological stability, and safety. Where the natural distance is greater, the effort must also be intensified to enable participation, increase visibility, and establish equality. HR can lead the way here with initiatives, incentives, appropriate points of contact and more education.
Don’t drop your focus on quality and performance - in the end, the hybrid world of work is increasingly about quality focus. You don’t necessarily need more people, more digital support teams, more training offerings, or more products created as a result. What you need is a better working culture, better people, better digital infrastructure, better data, better-aligned training, and ultimately a better business outcome.
HR has a key role to play in all of this, and in responding to some of the trends highlighted above; and in getting the most out of this powerful lever for productivity in the hybrid world of work.