February 2026

  • Bulgaria
  • China
    • China: New VAT Law in 2026

      As of January 1, 2026, China has introduced a new comprehensive Value-Added Tax (VAT) law, replacing the previous provisional regulations in force since 1993 and establishing a clearer and more unified tax framework across the country.

      1. A National VAT Law

      The law, approved on December 25, 2024, elevates the VAT regime to the status of national legislation, strengthening legal certainty and tax governance. This marks an important step toward a more transparent and stable system for businesses, particularly foreign companies operating in China.

      1. Core Structure Unchanged but Clearer

      The main VAT rates (13%, 9%, and 6%) remain unchanged, ensuring continuity with the previous system. However, the new law provides clearer definitions of taxable transactions, covering goods, services, intangible assets, and real estate within a single, well-defined framework.

      1. Detailed Rules and Modernization

      At the end of 2025, implementing regulations were issued, outlining key operational aspects, including:

      • Cross-border transactions: Taxation is based on the place of consumption of the service or intangible asset, aligning with international standards.
      • Input tax credits for long-term assets: New rules governing VAT credits on non-current assets.
      • Anti-avoidance provisions: Authorities are granted the power to adjust non-monetary transactions or transactions between related parties.
      1. Greater Certainty for Foreign Businesses

      The law and its implementing regulations provide further clarification on when overseas activities are subject to VAT in China, contributing to the reduction of potential double taxation risks and simplifying compliance for multinational enterprises.

      1. A Unified and Digital Framework

      With the entry into force of the new law, the modernization of China’s tax system is further consolidated, including the expansion of e-fapiao (electronic invoicing) and a more integrated digital tax administration system, consistent with global trends in tax digitalization.

      The new Chinese VAT law of 2026 does not revolutionize tax rates, but it unifies and clarifies the regulatory framework, enhances legal and administrative safeguards, and introduces modern provisions for companies operating in one of the world’s largest markets.

  • Hong Kong
  • Singapore
    • Singapore Budget 2026: Navigating Talent Calibration and Enterprise Scaling

      The Singapore Budget 2026, delivered by Prime Minister and Minister for Finance Lawrence Wong on 12th February 2026 is a clear guideline to a highly targeted value-creation economy, where innovation, Artificial Intelligence (AI) and the international expansion of Singapore businesses are keys. As stated by PM Wong, in an uncertain World where growth will be harder, Singapore will not turn inward, but will stay an open country, while “connecting in smarter, more diversified and more resilient ways”. Singapore will redouble its efforts to diversify globally and to integrate regionally.

      I. Corporate Tax Regimes: near-term liquidity vs. long-term incentives 

      To mitigate the immediate impact of rising operational costs and support businesses, the Singaporean government has introduced a dual-layer support mechanism for the Year of Assessment (YA) 2026.

      • Corporate Income Tax (CIT) Rebate: Companies will receive a 40% rebate on tax payable for YA 2026. Companies that are active and that employed at least one local worker (Singapore Citizen or PR) in 2025 will receive a minimum cash payout of S$1,500.
      • The Cap: The benefit of the cash grant is capped at S$30,000 per company.

       II.Talent Landscape: the rising floor for foreign professionals

      The 2026 Budget reinforces the "quality over quantity" mandate for foreign talent. As per previous years, firms must prepare for a upward shift in salary benchmarks starting 1st January 2027.

      Key Employment Pass (EP) and S Pass Revisions#

      Note: Revised criteria apply to renewals from January 1st 2028.

      Please note that the minimum qualifying salary for Employment Pass and S-Pass increases progressively with age from age 23.

      For Employment Pass:

      • up to $11,500 at age 45 and above for all sectors, excluding financial services;
      • up to $12,700 at age 45 and above for financial services.

      For S-Pass:

      • up to $5,100 at age 45 and above for all sectors, excluding financial services;
      • up to $5,650 at age 45 and above for financial services.

      Local Qualifying Salary (LQS), Levies and Senior Employment Credit

      To ensure the local workforce remains competitive, the LQS, the minimum salary required for a local employee to count towards a firm's foreign worker quota, will rise from S$1,600 to S$1,800 starting from 1st July 2026. Additionally, for the Marine and Process sectors, levies for basic-skilled workers will be raised by $100 and $150 respectively from 2028.

      The Government will extend the Senior Employment Credit to end-2027, to support employers who continue to employ senior workers.

      III. Innovation and Expansion: the "Champions of AI" mandate

      The government is deploying S$1 billion into Startup SG Equity to support growth-stage deep-tech firms, focusing on AI-led transformation.

      • Enterprise Innovation Scheme (EIS) Expansion: For YA 2027 and YA 2028, the EIS includes AI expenditures as a qualifying activity, offering a 400% tax deduction (capped at S$50,000 per YA).
      • Double Tax Deduction for Internationalisation scheme (DTDi): From YA 2027, the cap for automatic claims is raised from S$150,000 to S$400,000 and more qualifying activities to be eligible for such automatic tax deduction claims will be allowed.
      • Market Readiness Assistance (MRA) Grant: This grant aims to support companies to enter new market and to strengthen their activities in existing overseas markets. Support levels for grant schemes are enhanced to 70% for SMEs (Small and Medium Enterprises) and 50% for non-SMEs. Crucially, the "new market" requirement will be removed in 2H 2026, allowing firms to use the grant to deepen presence in existing markets.

      What should Management do?

      Budget 2026 is a call to move up the value chain. While the increase in EP and S Pass thresholds adds pressure to the P&L, the enhancements to the DTDi and the EIS for AI provide a strategic hedge. Navigating these changes and turning them into a competitive advantage, requires robust planning and expert execution.

      Strategic Priorities for 2026:

      1. Workforce Audit: Review staff earning between S$5,600 and S$6,000 for EP eligibility in 2027.
      2. LQS Compliance: Adjust salaries for lower-wage local staff to S$1,800 by July 2026.
      3. Capital Allocation: Utilize the 70% MRA grant to scale operations in existing regional markets.

      How Diacron can assist your business

      Founded in 1995, Diacron has a long-standing history of guiding companies through complex regulatory landscapes and global expansion. With over 30 years of experience and a robust international presence across more than 15 offices worldwide, including a dedicated team in Singapore, we specialize in tailored accounting, tax, and corporate services. As you look to capitalize on the Singapore Budget 2026 initiatives, our experts are uniquely positioned to partner with you on your strategic priorities. With Diacron, your business is well-equipped to manage local operational pressures while seamlessly scaling across international borders.

  • Switzerland
  • Thailand
  • United Arab Emirates
  • United Kingdom
    • United Kingdom – Bulgaria Tax Treaty: Publication of the MLI-Synthesized Text

      On 4 February 2026, HM Revenue & Customs (HMRC) published the English-language “synthesized text” of the 2015 Double Taxation Convention between Bulgaria and the United Kingdom, updated to reflect the amendments resulting from the application of the Multilateral Instrument (MLI).

      This publication represents a significant interpretative development, as it allows for a consolidated reading of the bilateral Convention and the MLI provisions effectively applicable between the two States.

      What is the “Synthesized Text” and Why Is It Relevant?

      The synthesized text does not constitute a new treaty, nor does it formally replace the original Convention. Rather, it is a technical document that integrates, in a coordinated and systematic manner, the provisions of the 2015 Convention with the effects arising from the MLI — the multilateral instrument developed within the OECD framework as part of the BEPS (Base Erosion and Profit Shifting) project.

      Its purpose is to facilitate the joint interpretation of the treaty provisions by illustrating how the clauses of the Convention are modified or supplemented by the MLI provisions applicable between Bulgaria and the United Kingdom.

      The text has been prepared in cooperation between the competent authorities of both States and reflects the impact of their respective MLI positions (options, reservations and notifications) exercised upon ratification.

      Entry into Effect: Different Timing Depending on the Type of Tax

      A key aspect concerns the effective dates of the amendments introduced by the MLI, which — as is customary — do not apply uniformly to all taxes.

      As a general rule, a distinction must be made between:

      • taxes levied by way of withholding at source (WHT), for which the application of the new provisions depends on the date of payment or credit of the income; and
      • other taxes, for which the entry into effect is linked to the taxpayers’ fiscal periods.

      In the specific case of the UK–Bulgaria Convention, the synthesized text provides for the following effective dates:

      United Kingdom:

      • for taxes withheld at source: application as from 1 January 2024;
      • for Income Tax and Capital Gains Tax: application from 6 April 2024 (the start of the UK fiscal year);

      Bulgaria:

      • for other taxes: application to taxable periods beginning on or after 1 January 2024.

      Careful verification of the applicable effective dates is therefore essential in managing cross-border flows and assessing tax positions relating to “transition” periods.

      Areas Generally Affected by the MLI

      From a broader perspective, experience with the MLI shows that amendments to double tax treaties may concern, inter alia:

      • the introduction of anti-abuse provisions, in particular the Principal Purpose Test (PPT);
      • permanent establishment rules, including anti-fragmentation measures;
      • dispute resolution mechanisms, through the strengthening of the Mutual Agreement Procedure (MAP);
      • additional measures aimed at countering aggressive tax planning practices (e.g., hybrid mismatches, where adopted by both States).

      However, the effective application of each provision depends on the compatibility of the choices made by the two States upon signing and ratifying the MLI.

      The Specific UK–Bulgaria Case

      With regard to the Convention between Bulgaria and the United Kingdom, the synthesized text highlights in particular amendments relating to:

      • Preamble and purpose of the treaty (Article 6 MLI) — introduction of an explicit reference to the prevention of tax evasion and avoidance, in line with BEPS standards;
      • Principal Purpose Test (Article 7 MLI) — a general anti-abuse rule allowing treaty benefits to be denied where one of the principal purposes of an arrangement or transaction is to obtain such benefits;
      • Mutual Agreement Procedure – MAP (Article 16 MLI) — strengthening procedural safeguards for taxpayers in cases of interpretative or application disputes;
      • Corresponding adjustments (Article 17 MLI) — coordination rules concerning corresponding transfer pricing adjustments.

      In the bilateral relationship under review, the most significant changes therefore concern anti-abuse provisions and improvements to dispute resolution mechanisms. Other areas sometimes affected by the MLI (such as detailed permanent establishment provisions or specific anti-fragmentation clauses) do not appear as defining features in the published synthesized text.

      Legal Nature of the Synthesized Text

      The synthesized text is explanatory in nature and does not constitute an autonomous source of law.

      The legally binding instruments remain:

      1. the 2015 bilateral Convention;
      2. the Multilateral Instrument;
      3. the instruments of ratification and notifications deposited by Bulgaria and the United Kingdom.

      The coordinated document therefore serves as a practical consultation tool for taxpayers, advisers and tax authorities, but does not replace the official legal texts.

      Practical Implications for Businesses and Advisers

      For multinational groups and economic operators active between Bulgaria and the United Kingdom, the publication of the updated text:

      • enhances interpretative certainty;
      • enables a consolidated reading of the amended treaty provisions;
      • requires a careful reassessment of existing structures in light of the Principal Purpose Test.

      In particular, it is advisable to:

      • verify the correct application of the new rules based on the relevant effective dates for each tax;
      • assess the robustness of cross-border structures under the new anti-abuse framework;
      • review dividend, interest and royalty flows in light of the potential denial of treaty benefits.

      The update of the UK–Bulgaria Convention through the MLI forms part of the broader evolution of international tax law, increasingly oriented toward systemic coherence, the prevention of base erosion, and the strengthening of cooperation mechanisms between States.

       
    • UK Employment Law Update: Key Changes Coming in 2026

      The UK Employment Rights Act 2025 introduces wide-ranging reforms that will significantly reshape workplace rights from 2026 onwards. Employers should begin preparing now, as many of these changes will require updates to policies, contracts and day-to-day people management practices.

      Major Changes Employers Need to Know

      Stronger Trade Union Rights From February 2026, trade union and industrial action rules will be relaxed. The removal of voting thresholds in some sectors, longer ballot mandates and enhanced protections for workers taking industrial action will make collective action easier and legally safer for employees. Employers will need to manage employee relations more carefully to avoid disputes escalating.

      Higher Pay Rates National Minimum Wage and National Living Wage rates will rise from April 2026, with notable increases for younger workers and apprentices. In addition, the Real Living Wage has been set at higher voluntary rates, particularly in London. Payroll systems and workforce budgets should be reviewed well in advance.

      Day-One Family Leave Rights Paternity leave and parental leave will become day-one rights, removing service length requirements. Statutory family leave pay will also increase. Employers should prepare for greater flexibility needs, particularly among new starters.

      Statutory Sick Pay Reform Statutory Sick Pay will be payable from the first day of absence, with the waiting period removed. SSP will be calculated at 80% of average weekly earnings (subject to a cap). While access expands, transitional arrangements will require careful handling of ongoing absences.

      Fire and Rehire Restrictions Dismissing employees who refuse contractual changes will be automatically unfair unless employers can clearly demonstrate serious financial difficulty and prove the changes were unavoidable. This significantly raises the legal risk of workforce restructuring without proper consultation.

      Harassment and Whistleblowing Protections Employers will be required to take all reasonable steps to prevent sexual harassment, including harassment by third parties. Allegations of sexual harassment made in the public interest will qualify as protected disclosures, strengthening whistleblowing protections.

      Longer Tribunal Time Limits The deadline for bringing most employment tribunal claims will double from three to six months. Employers should retain records for longer and ensure internal grievance processes are robust.

      Unfair Dismissal Changes (From 2027) The qualifying period for unfair dismissal claims will reduce from two years to six months, increasing legal exposure during probationary periods.

      What Employers Should Do Now

      • Review contracts, policies and handbooks
      • Update pay, sickness and family leave procedures
      • Train managers on dismissal, harassment and employee relations
      • Plan ahead for increased enforcement and scrutiny

      The Employment Rights Act 2025 represents a clear shift toward stronger worker protections. Early preparation will be key to staying compliant and protecting your business.

  • United States