Die aftrekbaarheid van werknemerverwante voorwaardelike aanspreeklikhede, met spesifieke verwysing na die verkoop of beeindiging van 'n besigheid
Date
2010-12
Authors
Kieviet, Suzanne
Van Wyk, E.
Journal Title
Journal ISSN
Volume Title
Publisher
Stellenbosch : University of Stellenbosch
Abstract
AFRIKAANSE OPSOMMING: Die belastingaftrekbaarheid van werknemerverwante voorwaardelike aanspreeklik-hede, met spesifieke verwysing na die verkoop of beëindiging van ʼn besigheid, is in meegaande studie ondersoek.
Dit word bevind dat in die geval van die beëindiging van ‘n besigheid, alle voorwaardelike aanspreeklikhede op datum van beëindiging van die besigheid, waarskynlik nooit vervul kan word nie, spesifiek in geval waar dit gekoppel is aan die vereiste dat ʼn werknemer op ʼn toekomstige datum steeds in diens moet wees van die besigheid. Die voorwaardelike verpligting word dus nooit vervul nie en geen betalings hoef aan voormalige werknemers gemaak te word nie. Geen aftrekking aan die voormalige werkgewer word dus toegestaan in gevalle waar verlof- of bonusbetalings gemaak word na beëindiging van die besigheid, indien die verpligting nie reeds onvoorwaardelik bestaan het voordat die beëindiging van die besigheid plaasgevind het nie.
Dit word verder bevind dat in die geval waar ʼn besigheid gelikwideer word, die voormalige en voornemende werkgewer se verpligting teenoor die werknemers se voorwaardelike aanspreeklikhede verval. Verder is dit ook waarskynlik dat geen belastingaftrekking toegestaan sal word nie, omrede die voorwaardelike aanspreeklikheid nie vervul is op datum van likwidasie nie.
Dit word verder bevind dat in die geval waar ʼn besigheid as lopende saak verkoop word, die voornemende werkgewer ingevolge Artikel 197 van die Wet op Arbeidsverhoudinge verplig word om alle dienskontrakte, tesame met alle regte en verpligtinge wat bestaan tydens die oordrag, oor te neem asof hy in wese in die skoene tree van die voormalige werkgewer. Voorts word die voormalige werkgewer ook gebind aan die betaling van bedrae, soos deur die verkoopskontrak bepaal, of andersins in gevalle waar die voornemende werkgewer nie die verpligting om te betaal, kan nakom nie. Beide die voormalige en voornemende werkgewer bly dus wetlik aanspreeklik vir die betaling van bedrae soos uitgestippel in die verkoopskontrak, in gevalle waar ‘n besigheid as lopende saak verkoop word.
Dit word verder bevind dat die Inkomstebelastingwet ‘n belastingaftrekking moet toestaan aan die voormalige of voornemende werkgewer wat ‘n werknemerverwante-betaling maak uit hoofde van die wette soos neergelê deur die Wet op Arbeidsverhoudinge. Sodoende sal die Inkomstebelastingwet die oogmerke van die Wet op Arbeidsverhoudinge onderskraag, met gevolglike voordelige uitwerking op die ekonomie en beskerming van werknemers se werksekuriteit.
ENGLISH ABSTRACT: This study explores the tax deductibility of employee-related contingent liabilities, with specific reference to the sale or discontinuation of a business. It is concluded that in the case of the discontinuation of business activities, all contingent liabilities at the date of discontinuation (with the specific requirement that employees will still be employed by the business at a future date) will probably never be fulfilled. The contingent liability is thus never fulfilled and no payments need be made to the former employees. No tax deduction is therefore granted to the former employer where leave or bonus payments were made after the discontinuance of business activities, if the liability did not unconditionally exist prior to the discontinuance of the business. It is further concluded that in the case of the liquidation of a business, the former and prospective employers are released from any obligation towards the contingent liabilities of the employees. Furthermore it is also unlikely that any tax deduction will be granted, due to the contingent liability being unfulfilled at the date of liquidation. It is further concluded that in the case where a business is sold as a going concern, the prospective employer is obliged to take over all existing employee contracts as well as all rights and obligations existing at the time of transfer, in terms of Section 197 of the Labour Relations Act. The former employer is also bound to the payment of amounts, as stipulated by the contract of sale, or otherwise in cases where the prospective employer cannot honour the liability to pay. Both former and prospective employers are legally liable for the payment of amounts as stipulated in the contract of sale, in cases where a business is sold as a going concern. It is further concluded that the Income Tax Act should allow a tax deduction to the former or prospective employer who makes an employee-related payment in terms of the Labour Relations Act. As a result the Income Tax Act will support the objectives of the Labour Relations Act, resulting in a positive effect on the economy as well as the protection of employees’ work security.
ENGLISH ABSTRACT: This study explores the tax deductibility of employee-related contingent liabilities, with specific reference to the sale or discontinuation of a business. It is concluded that in the case of the discontinuation of business activities, all contingent liabilities at the date of discontinuation (with the specific requirement that employees will still be employed by the business at a future date) will probably never be fulfilled. The contingent liability is thus never fulfilled and no payments need be made to the former employees. No tax deduction is therefore granted to the former employer where leave or bonus payments were made after the discontinuance of business activities, if the liability did not unconditionally exist prior to the discontinuance of the business. It is further concluded that in the case of the liquidation of a business, the former and prospective employers are released from any obligation towards the contingent liabilities of the employees. Furthermore it is also unlikely that any tax deduction will be granted, due to the contingent liability being unfulfilled at the date of liquidation. It is further concluded that in the case where a business is sold as a going concern, the prospective employer is obliged to take over all existing employee contracts as well as all rights and obligations existing at the time of transfer, in terms of Section 197 of the Labour Relations Act. The former employer is also bound to the payment of amounts, as stipulated by the contract of sale, or otherwise in cases where the prospective employer cannot honour the liability to pay. Both former and prospective employers are legally liable for the payment of amounts as stipulated in the contract of sale, in cases where a business is sold as a going concern. It is further concluded that the Income Tax Act should allow a tax deduction to the former or prospective employer who makes an employee-related payment in terms of the Labour Relations Act. As a result the Income Tax Act will support the objectives of the Labour Relations Act, resulting in a positive effect on the economy as well as the protection of employees’ work security.
Description
Thesis (MAcc)--University of Stellenbosch, 2010.
Keywords
Theses -- Accountancy, Dissertations -- Accountancy, Employee-related contingent liabilities, Tax deductibility -- South Africa