Questions
What clients ask most often
Short answers on tax regimes, inspections, payroll and contracts. Answered by the same accountants and lawyers who serve the clients.
We sign a non-disclosure agreement and run a free express audit of one month: we look at account balances, debts, the accuracy of filed reports and the volume of primary documents. After that we name a firm monthly fee and sign a contract with financial liability.
Sooner or later neglected books have to be put right — the only question is whether we do it in advance or a tax inspector does it during an audit, with fines. We assess the state of the database for free and agree a separate estimate for restoration. We bear no responsibility for past errors, but we close them lawfully.
The price is fixed in an annex to the contract a year ahead and depends on four clear factors: the form of business, the tax regime, the number of employees and the average volume of primary documents. Unless turnover has tripled, the monthly fee stays unchanged.
We work entirely remotely. Current scans and invoices are accepted through a secure Telegram channel or an electronic document system. Originals of primary documents are collected by our own courier once a month. A visit to the office is needed only once, to sign the contract — or it is done with a digital signature.
The choice depends on the structure of your clients. If your buyers are large companies for whom VAT credit matters, the general regime is required. If you sell services to individuals or small companies, the single simplified tax is optimal, where the rate is fixed on revenue. We calculate both options on your real planned turnover.
As a rule the regime is changed from the start of the next calendar year, and the application is filed in advance. An exception is losing the right to the simplified regime: when the revenue threshold is crossed or a prohibited activity begins, the switch is mandatory and immediate. We watch the threshold and warn before it is reached, not after.
An expense is accepted when three things coincide: it is documented, it is economically justified and it is linked to generating income. A restaurant bill without a business purpose, a purchase in the owner's name and a service without an act of acceptance all fall out. We check this at the posting stage, not during an audit.
By choosing the right regime, using the deductions and exemptions the code already provides, planning the moment income and expenses are recognised, and keeping documents in order — an unconfirmed expense is the most common source of overpayment. Everything beyond that is risk, and we do not take it on.
Answer within the stated period, even if the answer is a request for an extension: silence is treated as refusal and speeds up the sanctions. Send us the document on the day it arrives — we will work out what is actually being asked, prepare the reply with references to the code, and attach the documents so the question does not come back.
Payments stop except for a few priority ones: salaries and payments to the budget go through, everything else does not. In practice it means a halted supply chain within days. The freeze is lifted after the reason is removed, and that is usually an unfiled return or an unpaid amount — both of which are visible in advance.
Bring the documents into line with the ledger before the inspector does: acts, invoices, contracts and the reconciliations with counterparties. Appoint one person to communicate with the inspection, so that explanations do not contradict each other. We go through the period ourselves first and show where the weak spots are while there is still time to close them.
If the fine arose from our arithmetic error or our delay, we pay it — this is clause 6.2 of the standard contract and it applies from the first month. If it arose from documents that were not handed over to us, or from a decision taken before us, responsibility stays with the company, and we say so straight away rather than after the fact.
The probation period is written into the employment contract and the order, otherwise it does not exist in law. It does not reduce the salary or the taxes on it: contributions are paid in full from the first day. Dismissal during probation requires a written warning within the stated period and a stated reason.
A contractor agreement pays for a result, not for time: no schedule, no workplace, no holiday and no sick pay. If in practice a person comes at nine, obeys internal rules and does the same work every month, the inspection reclassifies the agreement as employment and charges the difference with penalties. That difference is exactly what needs checking before signing.
The moment ownership and risk pass, the procedure for accepting quantity and quality, the deadline and form of payment, penalties for delay on both sides, and the way notices are sent. Half of the disputes we see arise not from bad faith but from a contract that says nothing about one of these.
Start with a reconciliation act and a written claim with the amount, the calculation of the penalty and a deadline — this is both a required step before court and often the point at which payment arrives. If it does not, we file a claim: with a reconciliation, delivery notes and correspondence in hand, such cases are usually straightforward.
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